"I got rejected - you guys rock!" The LinkedIn candidate experience
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This document outlines LinkedIn's philosophy around candidate experience. It discusses defining candidate experience, who owns the candidate experience at LinkedIn, and LinkedIn's candidate journey process. The candidate journey process involves initial contact by a recruiter, an interview process with preparatory materials and feedback, an offer process including discussing details and support for resigning, background checks with communication, and onboarding with a welcome package and buddy program. Examples are provided of positive candidate feedback praising the recruiter for her support, communication, and making the experience positive.
"I got rejected - you guys rock!" The LinkedIn candidate experience
- 1. I got rejected C you guys rock! The LinkedIn candidate experience
- 2. What we will cover today Who am I? How do we define candidate experience? What is the LinkedIn candidate experience philosophy? Who owns it? What is the LinkedIn candidate journey? Can you give us some examples please? Any questions?
- 3. Introduction 10+ years experience in Talent Acquisition Joined LinkedIn in May 2014 Leading recruitment for Northern Europe with a team of 4 One thing that is not on my LinkedIn profile
- 4. Definitions Can|di|date 1. A person who applies for a job or is nominated for election 2. A person or thing regarded as suitable for or likely to receive a particular fate, treatment, or position Ex|peri|ence 1. Practical contact with and observation of facts or events 2. An event or occurrence which leaves an impression on someone
- 5. Our Philosophy Members first C all candidates we engage with are at the same time members of our platform and users of our products. Talent Brand C our aim is to achieve a higher NPS from rejected candidates than from those who got offered a role with LinkedIn and to cultivate LinkedIn brand ambassadors. Open, honest & constructive C all candidates who completed an interview with us are entitled to detailed feedback to help them improve for future interviews. Talent is our number one operating priority. Jeff Weiner, CEO LinkedIn
- 6. The Five Methods of Identifying Talent ?2013 LinkedIn Corporation. All Rights Reserved. Talent Acquisition Hiring Manager IT HR HireRight Interview Scheduling Team Facilities Interviewers Who owns the candidate experience?
- 7. New TAM Method 1st Contact ? Discovery call with recruiter ? Email more information about the company ? Follow up conversation Interview Process ? Videos and links to prepare for interview ? Welcome IN package on the day ? Candidate maps Feedback ? Provide feedback within 48hrs of the interview ? Be empathetic, specific and constructive The LinkedIn candidate journey C Part 1
- 8. New TAM Method Offer ? Take time to talk them through the offer details ? Explain next steps ? Support them in their resignation Background Checks ? Explain to candidates why these checks are important & what is expected of them ? Stay close to candidates with regular communication Onboarding ? Personal welcome letter and gift basket ? Signed card from the team on their start day ? Buddy programme The LinkedIn candidate journey C Part 2
- 10. and some more Aleksandra was a pleasure to work with. She genuinely cared and was very knowledgeable about the company. I had a good experience though and appreciated Aleks' advice and constant communication. Alexandra made the whole experience for me. Aleksandra is a great asset to LinkedIn, and is extremely supportive, professional, and comfortable to talk to. The most important reason behind giving 10 over 10 as a score, is the positive experience I had during the interview process.
- 11. ?2013 LinkedIn Corporation. All Rights Reserved. 11 Questions? Drop me a note to mheichlinger@linkedin.com