LinkedIn's 2017 talent insights report has all the data you could need on the state of the candidate experience, but recruiting superstar Stacy Zapar goes beyond the data to tell you what it means for your everyday recruiting strategies. So, for example, if you knew 63% of candidates feel flattered when a recruiter reaches out, how can you use this to improve your response rates? What's the best way to reach out? What information should be included in your first email? Stacy gives you the answers to these questions and more to help you optimize the candidate experience from start to hire. Get the full report now: https://lnkd.in/eyvZfwH

1. Deciphering What
Candidates Really Want
13 data-driven talent insights that
will change how you recruit

2. Before we get started
• Remember, everyone on the line is muted
• Q&A session to follow — please type questions in the Q&A box
• A recording of the webinar will be emailed to you

3. Meet your speaker
Stacy Zapar
Founder
Tenfold & The Talent Agency
@StacyZapar
Your
photo
here.
20 year recruiting veteran turned
recruiting strategist, advisor &
trainer. Specialties:
• Talent Attraction (Sourcing &
Employer Branding)
• Recruiting Process Optimization
• Candidate Experience

4. 14K
global professionals were asked about job
seeking attitudes and habits in LinkedIn’s
annual talent survey
About the survey

5. 13
insights decoded and translated into
actionable tips to deliver the perfect
candidate experience from start to
hire
On the agenda

6. are open to new job
opportunities
feel flattered when
recruiters reach out
90% 63%
Let’s start from the top:
candidates want to hear from us
Insight #1

7. Don’t just post and
pray. Get out there
and start sourcing!

8. But “open” and “flattered”
does not guarantee a
response.

9. So how do we get
them to respond back?

10. Build your recruiter
brand.

11. Share relevant
content and be
known in your target
market.

12. Grow your network and
nurture it.

13. Do the Three-Step
1. Send initial outreach message.
2. A few days later, follow up to let them
know that the team is still interested in
speaking with them and that
interviews have started.
3. A few days after that, send a simple
“thanks anyway and please stay in
touch” note.

14. Vary the
outreach
channel or
sender. Change
it up!

15. are more likely to
respond if the hiring
manager reaches out
instead
56%
They also want to hear from
the hiring manager (or a
peer)
Insight #2

16. They’d rather
hear from their
peers on the
hiring team.

17. Top info candidates want from a recruiter's first message:
89%
72%
69%
54%
54%
40%
27%
Job details
Salary range
Company overview
Why I fit
Job title
Company culture
Company mission
Candidates want lots of
information in your first
message
Insight #3

18. But is this much
info up front
really a good
idea?

19. TL;DR
(too long;
didn’t read)

20. Be targeted.
Personalize.

21. Be human.
Build rapport.
No “recruiter
speak.”

22. My opening, our
company, I need,
we want…
What’s in it for
THEM?

23. Make it about
them and their
career,
not you and your
req.

24. Don’t sell the job
or company quite
yet. Just get them
to talk to you.

25. Where candidates get information before applying to jobs:
53%
38%
35%
32%
19%
14%
12%
12%
12%
Company website
LinkedIn
Search engines
Contacts at company
Other contacts
HR department
Glassdoor
Facebook
Headhunter
Candidates spend 1-2
months gathering info before
applying
Insight #4

26. Transition:
Turning Candidate Insights into Recruiting Tips
Employer Branding: educate, don’t just sell

27. Aim for quality over quantity.

28. To attract the
RIGHT
candidates,
content should
educate &
inform
(not just sell).

29. Highlight your differentiators.

30. Engaging careers pages: meet the team

31. Blogs: employee spotlights & testimonials

32. Core values / company culture: front & center

33. Job postings are
advertisements. Think like a
marketer.

34. Visual postings & status updates are more engaging.

35. Embed videos, photos, blog posts, testimonials.

36. Software Engineer
Software Engineer
Software Engineer
Software Engineer
Software Engineer
Front-End Developer – Javascript / CSS / HTML5
Software Engineer
Software Engineer
Software Engineer
Software Engineer
Software Engineer
Job Postings
Which one
stands out?
Think SEO.

37. When’s the last time you
applied to one of your own
jobs?

38. Don’t call us. We’ll call you.
(Really? That’s it?!)

39. Drive them to a group forum to join the conversation.

40. follow companies on social
media to stay aware of jobs
say LinkedIn played significant
role in recent job switch
49% 35%
Social media plays a key
role in the application stage
Insight #5

41. Vary content
across multiple
channels.

42. Engage with your followers.

43. Activate your employees. Train & encourage sharing.

44. Candidates do even more
research to prepare for interviews
Where candidates get information to prepare for interviews:
65%
47%
37%
25%
23%
15%
14%
12%
12%
Company website
Search engines
LinkedIn
Contacts at company
Other contacts
HR department
Headhunter
Glassdoor
Facebook
Glassdoor
Facebook
Headhunter
Insight #6

45. Transparency is key.
Set expectations and then meet them.

46. “You’ll never go
into the weekend
without an update
from me.”

47. A third of all
candidates
receive no
interview prep
whatsoever.
2016 Talent Board North American Candidate Experience Research Brief

49. The average candidate experiences:
months from
application to
hire
number
of interviews
satisfied with
number of
interviews
2-3 3 84%
Candidates want the
interview process to be brief
Insight #7

50. Speed wins.
Every day, hour,
minute counts.

51. Automate administrative processes like scheduling.

52. Weekly hiring manager meetings
keep things moving.

53. What candidates say was most useful to hear from interviewers:
70%
42%
42%
39%
31%
Role responsibilities
How they fit with team
Company mission & vision
Salary and benefits
Advancement after role
Candidates want the scoop
on the role from
interviewers
Insight #8

54. Hiring team interviewers
unprepared?

55. Interviewers asking the same
five questions five times?

56. Assign interview roles.
Divide and conquer.

58. Treat candidates like
the special guests they
are.

59. Ask candidates ”the magic question”
at the end of every interview.

60. Top ways candidates learn about company culture:
51%
50%
46%
27%
24%
Office visit
Hiring manager
Other employees
Company website
Recruiters
Company mission
Candidates want to see
your culture in action
Insight #9

61. Where will I be sitting?
What’s the office vibe?

62. Give an office tour. Also share environment online.

63. Host hackathons, open houses,
meetups, happy hours.

64. Top 3 things candidates want from the interview experience:
Conversation
with leadership
team
Prompt
follow-up
A sense of how
they performed
40% 40% 36%
Access to leadership and
prompt feedback sweeten the
experience
Insight #10

65. Follow-up
Fridays

66. Specific feedback?
Yay or nay?

67. The more specific you get,
the stickier the situation can
become.

68. Why you
should still hire
me
Ever been here
before?

69. I prefer to end things on a positive
and agree to stay in touch.

70. of candidates say a bad
interview experience
makes them lose interest
in the job
65%
One bad interview can cost
you
Insight #11

71. Make sure no one
(interviewee or applicant)
ends up in the recruiting
black hole.

72. Unhappy
candidates are
vocal.
(And unlikely to
reapply to your
company again.)

73. Measure.
Track.
Listen.
Respond.
Improve.

74. Top reasons for job change:
45%
37%
37%
36%
29%
25%
Higher compensation
Better skills & interest fit
More growth opportunities
More challenging work
More ability for impact
Better company culture
Compensation is the
main reason people
switch jobs
Insight #12

75. Is that really so?
Or just what they
say?
Is money really the
main driver?

76. Transition:
Turning Candidate Insights into Recruiting Tips
Or do we want to attract those fulfilled by
cool projects and learning and impact?

77. Understand each
candidate’s
unique
motivators.

78. Why candidates stay where they are:
56%
37%
36%
29%
26%
26%
Opportunities for challenge or improve skills
Confident about company’s future
Great work-life balance
Opportunities for promotion
Alignment with company values
Flexible work hours / telecommuting
Employees stay because of
growth opportunities
Insight #13

79. Transition:
Turning Candidate Insights into Recruiting Tips
Career growth, stability & flexibility drive retention,
not compensation.

80. 81
Taking a more candidate centric
approach to recruiting means:
• Better hires
• More accepted offers
• Improved talent branding
• Strong retention
It all boils down to the
candidate experience.

81. Thank you!