This document discusses improving the candidate experience. It emphasizes that candidates experience should be defined by candidates, not by how recruiters design the process. It provides tips for recruiters to better welcome, engage, inform, and respect candidates. This includes customizing communication to candidate preferences, answering questions proactively, offering ways to stay engaged, acknowledging interest, and providing feedback. The document advocates surveying candidates for feedback to evaluate and enhance the candidate experience.
15. 15
Exploring The Candidate’s ExperienceDefine The Candidate Experience
Candidate Experience
is what THEY say it is,
not how you think you’ve designed it.
16. 2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
Administrative Assistant
2007 – Morris (M.R.) Goodbar
MBA Graduate
2008 – James (Jim) Knee Cricket
Sales
2009 – William B. Baggins
Accounting
2010 – Jack Coostow
Environmental Technician
17.
18. • You Treat Me As A Partner In This Process.
• I Discovered People Like Me Who Are Valued Members of You
Company.
• I Found a Reason Why I Would Come and Stay (and work my
off).
• You Offered Me Evidence That You Are Telling the Truth.
Welcome
Engage
Inform
Respect
19. Best-in-class recruiters
...Welcome Targeted Candidates
…Align Communication To Candidate Preferences
…Step Out Of the Dark
…Demonstrate A Sense Of Urgency
…Answer Relevant Questions Before They Are Asked
…Offer Alternatives To Stay in Touch
…Demonstrate Respect.
Specifically:
- Acknowledge Interest
- Promise Closure
- Provide Next Steps
- Guarantee Privacy & Data Protection
- Communicate Closure
- Deliver on Status, Feedback and Guidance
27. 91% of Americans“ have a mobile wireless subscription
(What can you, your recruiters, your clients
and jobseekers do with these?)
…Align Communication To Candidate Preferences
28. ...TEXT, call or
chat with
recruiters
...NAVIGATE your firm’s
m.enabled Career Site
& search for new jobs .
...CHECK their
resume STATUS.
Can Your Candidates use their mobile phones to…
...APPLY for a job with a
previously saved profile
40%
7.8%
15.7%
14.7%
…Align Communication To Candidate Preferences
38. What is the job like?
…Answer Relevant Questions Before They Are Asked
39. What are the next steps?
…Answer Relevant Questions Before They Are Asked
40. How far can I go?
…Answer Relevant Questions Before They Are Asked
41. Do you share my values?
…Answer Relevant Questions Before They Are Asked
42. How frequently does this position come open?
How many people typically apply for this position?
Where are successful candidates sourced from?
What is the profile of the last person to compete successfully for
this position?
How long until it typically is filled?
What happened to the previous incumbent?
What [range] are you willing to pay?
How competitive am I?
…Answer Relevant Questions Before They Are Asked
52. Source: CareerXroads June, 2010
59.3%…CONDUCT FOCUS GROUPS
of NEW HIRES.
69%…SURVEY FINALISTS.
86.7%…CHECK ONLINE
JOB POSTINGS.
ONLY 5%…HAVE EVER SURVEYED A
SAMPLE OF ALL CANDIDATES
53. Source: CareerXroads June, 2010
62.1% (STAFF. LEADERS)
OBSERVE RECRUITER
INTERVIEWS
42.4% (STAFF. LEADERS)
OBSERVE HIRING
MANAGERS.
52.7% (RECRUITERS)
HAVE APPLIED TO THEIR
OWN JOBS
ONLY 7%…HAVE EVER
ATTEMPTED TO
MYSTERYSHOP
54. Final thought
If an exact duplicate of
your very best employee
was researching you and
considering whether to
apply right now,
what would happen?
55. Gerry Crispin, sphr
Co-Founder. Principal & Chief Navigator
CareerXroads
www. CareerXroads.com,
mmc@careerxroads.com
732-821-6652
www.linkedin.com/in/gerrycrispin
THINK
Good Hunting!
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Notas del editor
Only 38% of firms subsidize smartphones for recruiters and 29% f firms have no mobile capabilities whatsoever