The document outlines an online session hosted by EX Assembly on improving employee experience. It provides context about EX Assembly as a community focused on employee experience and lists the panelists for the session. The session flow includes an introduction to employee experience, a case study about a candidate named Don, and a discussion on improving the candidate experience. Key topics discussed include adapting skills to changing business conditions, mental wellness, improving transparency in hiring, and considering industry experience versus ability to learn.

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@exassembly
fb.me/exassembly
Sydney | Melbourne |Brisbane
SessionTips
• Use the chat window to
post your questions,
comments and insights.
• This is a free and
frank discussion.
Diversity of views is
welcome.
• This session is being
recorded and will be
available on
www.exassembly.com.au
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PANEL
Jeevan Joshi
Founder
EX Assembly
Michael Murrie
Director
Tandem Partners
Alastair Schirmer
Product Partnerships & Solutions
Director
LiveHire
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● Intros/About EX
● Definition
● Discussion
2
● Case Study
● Concept/Idea
● Q&A
3
● Impact on EX
● Discussion
4
● Conclusions
● Resources
● Next Steps
SESSION FLOW
Use chat anytime 3

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EMPLOYEE EXPERIENCE (EX) Employee Experience (EX) is the mindset
and method where:
- companies and their people working
together
- to create personalized, authentic
experiences
- that ignite passion and tap into
purpose
- to strengthen individual, team, and
company performance.
EX Assembly Framework Ver 0.8 4

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EMPLOYEE EXPERIENCE (EX)
Our view is that :
• recognising employee’s own personal
journey is critical.
• workforce experience is more accurate
term.
EX Assembly Framework Ver 0.8
EX
Employee’s
Personal Journey
Improve Organisational
Performance
Growth &
Value Add
Values
Alignment
Lifestage
Career/ Life
Strategy
Physical Space
Navigation
Purpose
Value
Brand
Culture
Work Processes Systems & Tech
Measurement
Engagement
NPSetc
Leadership
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EMPLOYEE EXPERIENCE
Onboarding
Speed to
Competence
Learning
Offboarding AlumniProspect
Growth
Acquisition Development ExitPerformance
• Fewer jobs
advertisements for
most jobs
• Hiring process
slowed
• Need to adapt skills in
fast changing business
conditions.
• High degree of
uncertainty
• Need for security – job & $
• Mental wellness
• Contractors are suffering
more
PERSONAL
JOURNEY
WORK
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Meetups
Sydney 100 members
Melbourne 40 members
Brisbane – 20 members
Gatherings
Practice
Leadership
Unconference
Sydney - Planned for
after COVID
Better Practices
Collaborative
Projects
EX Assembly is a community of
forward looking EX & HR
professionals interested in frank
discussions about current issues and
trends in the science and art of
Employee Experience; and its
application at work.
Building inspiring workplaces
through Employee Experience
“Building inspiring workplaces through better Employee
Experience”
EX Awards
Webinars
Building
EX Capability
Workshops/
Certification
EX Consulting
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EMPLOYEE
EXPERIENCE
More than
Rebadging HR
WHAT IS COMING UP ?
Building
Responsive &
Scalable
Organisational
Learning
THEME FOR MAY
JUNE
@exassembly
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CANDIDATE
EXPERIENCE
CAN THE PAIN BE
REDUCED ?
JUNE
JULY

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WHO AREYOU ?
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Source - 2019 Candidate Experience Report: Perceptions & Behaviours
–Talentegy - 4000 surveyed
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Source - 2019 Candidate Experience Report: Perceptions & Behaviours
–Talentegy - 4000 surveyed
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Source - 2019 Candidate Experience Report: Perceptions & Behaviours
–Talentegy - 4000 surveyed
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CASE STUDY– DON – CHANGE MANAGER WANTING A CHANGE
Financials
 125K + super + 15 K bonus p.a)
 Has mortgage of $300K
 Partner works and has 2 kids under 10
 Name - Don
 Age - 45
 Industry - Finance
 Organization Size -
2001-5,000 employees
Current Company
 Industry – Finance
 Division - IT
 Organization Size -10,000 employees
Current Job Role
 Change and Comms Manager in
Operations Projects
 Expertise in change management in new
process roll outs
Aspirations
 Has been in Finance projects for a long
time and wants a change to other
industries.
 Wants to start a side gig ie build an online
shop for high end boat accessories as
boating is his passion.
TO BE
UPDATED
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CASE STUDY– DON
Strategy
Apply to Seek &
LinkedIn Jobs
Applied for 20+ jobs .
Got 2 interviews but
not the role
Applied for his
managers position
but did not succeed
Was told that there
were better
candidates
Look for jobs in
other departments
Ideally would like to
work in another
industry
Thinking of doing a
short course in
healthcare hoping it
helps
Not sure it will
make a big difference
Roles in other department do not
give a chance to learn something new
Candidate
Experience
Suspects that the role went to
someone who was politically savvy.
Not happy with the lack of process
transparency
Frustrated with the amount of time
spent filling the same details for
different jobs.
Very keen to move to healthcare and
considering doing the course.
Suspects his age is becoming an issue.17

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 WHAT ISYOUR SOLUTION ?
 WHAT SHOULD DON DO ?
 USETHE CHAT WINDOW TELL US
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TANDEM PARTNERS
 Tandem Partners are a privately-owned Australian
company, that specialize in Human Resources
recruitment.
 Intimate knowledge of the market, supported by our
deep candidate and client relationships together with
a purpose-built candidate assessment methodology.
 20 years of executive recruitment knowledge
 Highly networked within the HR community
and passionate about getting it right with a
pragmatic and results focus disposition.
 Track record of recruiting senior executive
permanent HR appointments in the Sydney
market.
Michael Murrie
Director ,Tandem Partners
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• Ideal world – Service should be the heart of any business, Relationship
driven, Efficiency, Authentic and transparent conversations, Delivering
on promises and respect.Technology brings efficiency but human
element important
• Recruitment industry reputation – whether internal /external not
receiving any feedback or contact, the business of rejection,
• Seniority level, it probably does improve with level as there is also a
higher volume to manage at the junior to intermediate level, our own
philosophy, however, is that every candidate regardless of level has a
positive candidate experience.
• Huge opportunity from an employment brand perspective – company to
attract talent
• Candidate research from many sources Investments, History, Glassdoor
Your own view of
current candidate
experience
Does this
experience vary
with industry and
seniority level ?
How is social
media changing
recruitment ?
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What should Don Do ?
• Honest career discussions for internal opportunities
• External past colleagues – where are they now
• What companies can he target that he would love to work for? Does he
know anybody there as an in?
• Meet up with a range of specialist recruiters who know his line of work –
succinct in what you are looking for
• Reflect on what he did in the interviews - did he prepare enough? Company
knowledge, position or answers.
• Apply for roles online – still part of overall strategy
CASE
STUDY SOLUTION
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Alastair Schirmer – Product
Partnerships & Solutions Director
at LiveHire
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Talent Acquisition & Engagement
● Unified Profile
● Talent Community
● CRM & ATS
● Permanent & Contingent
Internal Mobility
● Talent Visibility
● Smart Internal Job Matches
● Aspirations
● Skills & Competencies
Outplacement
● Smart External Job Matches
● Next job aspirations
● External Talent Pools
● Marketplaces
IN OUT
ALUMNI
THROUGH
LiveHire - Talent Acquisition, Engagement & Mobility Platform
Mission: Empower the flow of talent into the worlds best organisations to create a more agile and awesome working world.

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Experience is connected to your Employer Brand Impact & Reputation.
1 Linkedin Global Recruiting Trends (2017); 2 KRT Marketing, Linkedin Talent Connect Vegas (2016); 3 Why Online Reviews
Matter for Employer Brand; Evidence from Glassdoor (2017); 4 The Headhunters Blog (2017)
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Source: (1) (3) Workplace Trends Candidate Experience Study 2016, (2) Korn Ferry, 6 ways recruiters can enhance the candidate experience.
Candidate Experience is King and they want to be treated like a consumer.
60% of job seekers have a bad candidate experience (1)
Candidates Behaviour has evolved.
86% of those candidates would not likely remain a
customer (2)
80% of those candidates say they would not re-apply to a
company (3)
LiveHire 2019
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Positive
Neutral
Negative
Employer Brand
Social Media
Careers website
Glassdoor
Vacancy post on
Job Board
Apply for role
Schedule interview
Interview
Job Offer
No contact
Day 1 start
Month 1
Engage
Retain
Perform
Phone Interview
Onboarding
FeelingsandPerceptions
Awareness,
Consideration &
Interest
Select &
Hire Perform
Candidate
Journey
Application
& Engage
Onboard &
Engage
35% of candidates report they would not make
the same decisions based on their experience.
Gartner 2019: Current State of the Candidate Experience.
50%
since
2008
When perceptions do not match reality, performance is impacted
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Move to a world where Employer Brand and Candidate Experience work to accelerate
Employee Experience
LiveHire 2019
Positive
Neutral
Negative
Employer Brand
Social
Media
Careers
page
Glassdoor
Talent
Community
Talent Pool
Nurture
Journeys
Vacancy
Shortlist
Interview
Job Offer
Onboard
Hire
Day 1
Engage
Retain
Perform
FeelingsandPerceptions
Candidate
Journey
Silver medalists candidates go
back into live Talent Pools
Engagement and
Performance Zone
Awareness,
Consideration &
Interest
Select &
Hire Perform
Application
& Engage
Onboard &
Engage
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Technology like LiveHire helps enable companies to create moments that matter
across the candidate journey… here are some tips.
1 2 3 4
THE RIGHT MOMENTS
▪ Awareness
▪ Active evaluation
▪ Loyalty and advocacy
loop
THE RIGHT MESSAGES
▪ Emotional dimensions
Trust and authenticity
▪ Rational dimensions
Meaning, relevance, and
differentiation
THE RIGHT TOUCHPOINTS
▪ Events
▪ Website
▪ Blogs & Social Media
▪ Face to face meetings
(recruiter, hiring manager)
• Virtual & video
THE RIGHT EXPERIENCE
▪ Mobile 1st approach
▪ Consumer grade technology
▪ Integrated online and offline
experience
▪ Personalisation
▪ Great onboarding and
platform adoption
• Deep understanding of candidate needs across their decision making journey is key to creating authentic experiences and
to differentiate your Employer Brand
• Use the candidate decision journey to create moments that matter at each touchpoint
Experience Content Channel Moment
LiveHire 2019
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● Connect with talent engaged with your brand via
your #TalentCommunity
● Get to know talent before a vacancy arises via
#TalentPools
● Drive traffic to your #CareersPage & articulate
your experience promise.
...and make Artificial Intelligence the recruiters best
friend.
Build Talent Pools to nurture talent
LiveHire 2019
Take Candidates on a Journey, not just ‘through a process’
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Candidate withdrawal to hire ratio (all clients)
Source: This analysis is based on LiveHire data for candidates and hires from Jan 1, 2017 to March 30, 2019, including 550k applications and 8,600 hires across 78 companies
Withdrawn Candidate to hire ratio is not listed for Internal candidates because there was insufficient data
For each candidate sourced
through job boards or social
networks, an equal number
withdrew
Database of 8,600 hires
LiveHire 2019
Engaged and aligned
candidates sourced through
Talent Communities least likely
to reject offers

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Candidate withdrawal to hire ratio (best practice)
Source: This analysis is based on LiveHire data for candidates and hires from Jan 1, 2017 to March 30, 2019, including 550k applications and 8,600 hires across 78 companies
Withdrawn Candidate to hire ratio is not listed for Internal candidates because there was insufficient data
“Candidates who were assured and guided through the hiring
process feel more certain with their decisions, which leads to lower
turnover. Our research finds a 75% reduction in regretted
decisions reduces the turnover rate by 59%, which leads to
$2,427,800 direct savings and $1,659,200 indirect savings to
recruiting per 1,000 hires”
Gartner 2019: Current State of the Candidate Experience.
LiveHire 2019
Best Practice (Top 5% best performing clients)

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Is technology helping improve
candidate experience or is it
compounding it?
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How can we improve the candidate
experience ?
• Implement technology that is mobile
first and focused on candidate
experience – UI is critical
• Evaluate the moments that matter
• Speak to recent hires on their
experience
• Run surveys/NPS throughout the hiring
journey
• Engagement is critical & feedback
essential
• Remove the barriers to talent
• Live the employment brand you preach
What should Don Do ?
• Understand his own competencies
• Consider transferability of skills and
competencies into different roles
(change management skills)
• Go to his trusted networks &
network!
• Build out his profile socially – thought
leadership
• Be brave and forthright – ask for
feedback
• Consider case studies & agile solution
focused answers – not operational
• Connect with organisations directly
CASE
STUDY SOLUTION
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FACTORSTO CONSIDER
AGE CLIFF
NEED FOR
CHANGE
EQUITY
IN
CURRENT
COMPANY
TRANSFER
ABLE
SKILLS
ABOVE LINE BELOW LINE
INCREMENTAL
BIG BANG
Stay in
current job
Look for
Internal
Opportunities Build new skills
Acquire Qualifications
Wait for
Right
Opportunity
in healthcare
Decide
Online Shop
or New
Industry
Acquire Qualifications
Build new skills
Take up a
more junior
position in
healthcare 34

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Roles in other department do not
give a chance to learn something new
Suspects that the role went to
someone who was politically savvy.
Not happy with the lack of process
transparency
Frustrated with the amount of time
spent filling the same details for
different jobs.
Very keen to move to healthcare and
considering doing the course.
Suspects his age is becoming an issue.
CAN WE ADOPT COMMON CANDIDATE DATA STANDARDS
AND BETTER MATCHING JOB REQUIREMENTS AND
CANDIDATE SKILLSTO MAKE ?
THEY SAY THE BEST JOBS ARE NEVER ADVERTISED. CAN
THE RECRUITMENT PROCESS BE 100%TRANSPARENT
AND BASED ON MERIT
ARE ORGANISATIONS INEFFICIENT IN FINDING INTERNAL
TALENT SPECIALLY ? E.G. FINANCE ANALYSTWITH A FLAIR
FOR MARKETING FOR A MARKETING JOB ?
HOW IMPORTANT IS INDUSTRY EXPERIENCE ? OR ISTHE
ABILITYTO LEARN QUICKLY MORE IMPORTANT ?
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FUTURE TRENDS IN
RECRUITMENT
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IMPACT ON EMPLOYEE EXPERIENCE – COVID IMPACT
Onboarding
Speed to
Competence
Learning
Offboarding AlumniProspect
Growth
Acquisition Development ExitPerformance
• Fewer jobs
advertisements for
most jobs
• Hiring process
slowed
• Need to adapt skills in
fast changing business
conditions.
• High degree of
uncertainty
• Need for security – job & $
• Mental wellness
• Contractors are suffering
more
PERSONAL
JOURNEY
WORK
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KEEP IN TOUCH
www.exassembly.com.au
@exassembly
www.facebook.com/exassembly
www.linkedin.com/company/ex-assembly/
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TIPS FOR JOB SEEKERS
 Activity, activity, activity
 Fully investigate internal opportunities
 Is this CV your best effort? Achievement orientated, succinct, accurate, metrics
 Network – industry – get involved. Past colleagues - where are they now – meet, call / interact/ who
else should I meet?
 Who do I want to work for –Target companies
 Prepare / over prepare for interviews – interview questions, knowledge of company
 Form deeper relationships with specialist recruiters
 Looking can be a fulltime job – but balance in life – health & well being, family welfare
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How can we improve the candidate
experience ?
Crave human interaction
Service
Meet to impart knowledge – market
conditions, guidance
Transparent conversations both internally and
externally about his next position based on
history as opposed to aspirational goals.
What should Don Do ?
Honest career discussions internal
opportunities
External past colleagues – where are they now
What companies can he target that he would
love to work for? Does he know anybody
there as an in?
Meet up with a range of specialist recruiters
who know his line of work – succinct in what
you are looking for
Reflect on what he did in the interviews - did
he prepare enough? Company knowledge,
position or answers.
Apply for roles online – still part of overall
strategy
CASE
STUDY SOLUTION
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