Powerboost2010 crispincandexp
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The document discusses strategies for improving the candidate experience during the recruitment process. It emphasizes the importance of customizing communication based on the target audience, integrating different communication platforms, bringing recruiters "out of the dark" by giving them more information, demonstrating urgency to candidates, anticipating and answering candidates' questions, detailing community involvement, offering alternatives to just applying for a job, respecting candidates by acknowledging their interest and providing feedback and next steps, and allowing candidates to communicate and check their application status. The goal is to engage candidates rather than enrage them through a positive experience.
![James Knee Cricket Woodstown, NJ 08098 732-821-6652 [email_address]](https://image.slidesharecdn.com/powerboost2010crispincandexp-100826192349-phpapp01/85/Powerboost2010-crispincandexp-15-320.jpg)
![You Offered Me Evidence That You Respect Me As An Individual. I Discovered People Like Me Who Are Valued Members of Your Company. I Found a Reason Why I Would Come and Stay [and work my butt off]. You Offered Me Evidence That You Are Telling the Truth. Target/Welcome Engage/Relate Inform/Confirm Respect](https://image.slidesharecdn.com/powerboost2010crispincandexp-100826192349-phpapp01/85/Powerboost2010-crispincandexp-19-320.jpg)
![Anticipate Candidate Questions and Answer Them 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?](https://image.slidesharecdn.com/powerboost2010crispincandexp-100826192349-phpapp01/85/Powerboost2010-crispincandexp-42-320.jpg)
![Good Hunting! Explore our Website ; Register for our Newsletter ; Follow us on Twitter ; Read our Blog ; Link to us on Linkedin Gerry Crispin, sphr Co-Founder. Principal & Chief Navigator CareerXroads www. CareerXroads.com, [email_address] 732-821-6652 www.linkedin.com/in/gerrycrispin THINK](https://image.slidesharecdn.com/powerboost2010crispincandexp-100826192349-phpapp01/85/Powerboost2010-crispincandexp-58-320.jpg)
Powerboost2010 crispincandexp
- 1. The Candidate Experience ‘ Engage Them or Enrage Them’: It’s Your Choice
- 3. Are ALL Candidates Equal?
- 4. Are ALL Candidates Equal?
- 6. Are ALL Candidates Equal?
- 7. Are ALL Candidates Equal?
- 8. Two-and-a-half year paid training program
- 9. College 3 rd Party Military Non-US Intern Referral
- 10. 2007 2006 2005 2003 2004 2008 2009 36% 38% 32% 34% 28% 39% 51%
- 12. Source: SHRM Staffing Research: The Employer Brand, April 2008 Core Values Excel Innovate Community
- 13. “ The meaning that attaches to the emotions and subsequent actions of your candidate.” Exploring The Candidate’s Experience Define The Candidate Experience For what purpose?
- 14. 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
- 15. James Knee Cricket Woodstown, NJ 08098 732-821-6652 [email_address]
- 16. Source: CareerXroads June, 2010 Yes, Often Yes, Periodically Yes, Once or Twice Never (1) (2) (3) … SURVEYED FINALISTS. (1) … conducted FOCUS GROUPS of NEW HIRES. (2) … checked your Online JOB POSTINGS. (3) 40.7% 31.0% 13.3% Have You Ever …
- 17. Source: CareerXroads June, 2010 … had Recruiters APPLY for their own positions. (1) … had Recruiting Leaders APPLY under an assumed Name. (2) … had Recruiting Leaders SIT IN to observe recruiter interviews. (3) … had Recruiting Leaders SIT IN to observe Hiring Managers. (4) Yes, Often Yes, Periodically Yes, Once or Twice Never (1) (2) (3) (4) Have You Ever … 48.3% 55.2% 37.9% 58.6%
- 18. (1) (2) Source: CareerXroads June, 2010 Yes, Often Yes, Periodically Yes, Once or Twice Never … Arranged For Real MYSTERY SHOPPERS to WALK-IN, fill out applications, etc. (1) … Hiring Managers to APPLY to their own openings (2) Have You Ever … 93.1% 93.1%
- 19. You Offered Me Evidence That You Respect Me As An Individual. I Discovered People Like Me Who Are Valued Members of Your Company. I Found a Reason Why I Would Come and Stay [and work my butt off]. You Offered Me Evidence That You Are Telling the Truth. Target/Welcome Engage/Relate Inform/Confirm Respect
- 20. Bench-mark Your Competitors & Best-in-class Customize Content/Script To Your Target Audience(s) Integrate Your Communication Platforms Bring Recruiters Out Of the Dark Demonstrate A Sense Of Urgency Anticipate Candidate Questions and Answer Them Detail Your Community Involvement Tie In Self -Assessment Offer Alternatives To Applying Respect Your Candidates - Acknowledge Interest - Promise Closure - Provide Next Steps - Guarantee Privacy & Data Protection - Communicate Closure - Deliver on Status, Feedback and Guidance
- 21. Military Customize Content to Your Target Audience(s) 15-20%
- 22. OFCCP: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf Disability Customize Content to Your Target Audience(s) <3%
- 23. Customize Navigation To Your Target Audience(s) Customize Content to Your Target Audience(s)
- 24. Integrate Your Communication Platforms Enterprise wide, single-purpose hardware and software communications app
- 25. Integrate Your Communication Platforms
- 26. 91% of Americans“ have a mobile wireless subscription (What can you, your recruiters, your clients and jobseekers do with these?) Integrate Your Communication Platforms
- 27. Integrate Your Communication Platforms
- 28. Integrate Your Communication Platforms
- 29. Integrate Your Communication Platforms
- 30. 54.9% No Are Employees Blocked From Social Media? Facebook Linkedin Twitter Myspace Other 36.6% 14.1% 29.6% 38.0% 38.0% Align Your Communication Platforms
- 31. Bring Recruiters Out Of The Dark
- 32. Bring Recruiters Out Of The Dark
- 33. Bring Recruiters Out Of The Dark
- 34. Demonstrate a Sense of Urgency
- 35. Demonstrate a Sense of Urgency
- 36. Anticipate Candidate Questions and Answer Them Why?
- 37. Anticipate Candidate Questions and Answer Them Why?
- 38. Anticipate Candidate Questions and Answer Them What is the job like?
- 39. Anticipate Candidate Questions and Answer Them What is the job like?
- 40. Anticipate Candidate Questions and Answer Them What are the next steps?
- 41. Anticipate Candidate Questions and Answer Them How far can I go?
- 42. Anticipate Candidate Questions and Answer Them 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?
- 43. Anticipate Candidate Questions and Answer Them
- 44. Detail Your Community Involvement
- 45. Tie In Self-Assessments Tie In Self-Assessments
- 46. Offer Alternatives To Applying Newsletters Blogs Microblogs
- 47. Jobcasts Webinars Chat Offer Alternatives To Applying
- 48. Alumni/Affinity/Employee Referral Networks Offer Alternatives To Applying
- 49. Online Courses Virtual Job Fairs Offer Alternatives To Applying
- 50. Job Shadowing Speakers Bureau Offer Alternatives To Applying
- 51. Respect Your Candidates - Acknowledge me ( ALL actions). acknowledge Promise to let me know when a selection is made. commit Promise to protect my data protect Tell me what comes next. disclose Offer me ‘Status’. respond When you Screen me, Tell me what you learned. share -Tell me what it takes to compete successfully. guide
- 53. Respect Your Candidates 84% Acknowledged Jack when he Applied 26% Informed Jack when he was NOT selected
- 54. Standard (35) - Thank you for your interest. - If we select you we will be in touch. - Do not reply Respect Your Candidates
- 55. Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback Respect Your Candidates
- 56. YES NO Source: CareerXroads June, 2010 Can Your Candidates Communicate, Complain or Obtain Status… 43.5% 56.5% 60.4% 57.8% 45.5% 42.2% 39.6% 54.5% … Monitored Mailbox … Customer Relations … ATS for STATUS … RECRUITERS
- 57. Final thought If an exact duplicate of your very best employee was researching you and considering whether to apply right now, what would happen? Can you afford not to know?
- 58. Good Hunting! Explore our Website ; Register for our Newsletter ; Follow us on Twitter ; Read our Blog ; Link to us on Linkedin Gerry Crispin, sphr Co-Founder. Principal & Chief Navigator CareerXroads www. CareerXroads.com, [email_address] 732-821-6652 www.linkedin.com/in/gerrycrispin THINK
Editor's Notes
- #6: 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.
- #10: Find a picture of the source of a river
- #12: All are large firms ranging from 5000 employees to more than 100,000 (averaging 35,000) 80% Are between 15,000 to 50,000.