The document discusses improving the candidate experience in the recruiting process. It suggests that recruiters should customize their recruiting websites and communications for different target audiences like veterans. Recruiters should also anticipate candidates' questions, respect all candidates, and provide transparency around the hiring process and job roles to engage candidates and improve their experience.
5. What Do You Measure? Source: Shaker Consulting Group www.shakercg.com (43%) (29%) (28%) Is Your Candidate Experience So Good It Is Viral? Do You Ask Candidates About Their Experience? 86% 14% YES NO Don’t Know NO YES
13. Source: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf _ Our Staffing pages display an EEO policy statement. _ Our Staffing pages offer separate info describing accommodations in applying for a job. _ Our Staffing pages can be navigated with a screen reader. _ [disabled] Visitors can request more time before any [staffing] page "times out". _ Our Staffing pages avoid blinking, marquee and other epileptic seizure triggers. _ Our Staffing pages allow [disabled] users to skip past repetitive navigation links. _ Our Staffing pages provide captioning for all video and audio content. _ Our Staffing pages can be accessed w/o using a mouse. _ Our Staffing pages offer functional online forms, PDFs and PPTs for screen readers. _ Our staffing pages show employees who are visibly disabled Disability <3%
14.
15. Enterprise wide, single-purpose hardware & software communications app Draft or expand existing communications policy to include: - How you monitor employee communications, articles, quotes and postings in media outside the firm. - Examples of use of social networking to advance corporate interests and vice versa - Corporate interest in [or not] in dealing directly with providers of communication, social network, collaboration technologies/providers. - How the company and employees can best avoid potential conflicts of interests, legal issues such as collusion, etc. - Protocols for permitting recommendations and endorsements - Acknowledgement of boundaries of employee free speech, free association, and privacy rights in US, etc.
39. 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? What does the Career Map of someone in this position look like?
45. Standard (35) - Thank you for your interest. - If we select you we will be in touch. - Do not reply
46. “ You will be informed when this position is filled” - Nike, Container Corporation….
47. Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback
48. “ The meaning that attaches to the emotions, events and subsequent actions of people who seek, express interest or accept an employer’s invitation to compete for a specific position.” Exploring The Candidate’s Experience Define The Candidate Experience Next
50. … I will seek a course that enhances the value my enterprise can create for society over the long term. … I will strive to create sustainable economic, social, and environmental prosperity worldwide. A passion.
54. Future/Convergence _Interactive FAQs _Video of High Performers _Salary/Career Progression _Video Overview _Qualifications tied to Virtual Job Shadow Vignettes _Access to Recruiters & Hiring Mgrs _Data on current & projected openings & demographics _Self-Assessments in the form of Simulations _Direct Apply button _Links to related SN/CS Full Transparency.
55. 54.9% No Facebook Linkedin Twitter Myspace Other 36.6% 14.1% 29.6% 38.0% 38.0% Collaboration
56. Good Hunting! Explore our Website ; Register for our Newsletter ; Follow us on Twitter ; Read our Blog ; Link to us on Linkedin Mark Mehler & Gerry Crispin Founders and Principals CareerXroads www. CareerXroads.com, [email_address] 732-821-6652 THINK
Notas del editor
Who are the most important people Disney experience Beyond HR: The new science of Human Capital employees who have the greatest impact on the bottom line.
Find a picture of the source of a river
All are large firms ranging from 5000 employees to more than 100,000 (averaging 35,000) 80% Are between 15,000 to 50,000.