2012 trends infosys

C a n d i d a t e E x p e r i e n c e - 2 0 1 2

T r e n d s - 2 0 1 2

ScarcityLearningPipelines

CommunicationEngagement

4

2011

- 100s- 58- 33- 24- 11,500

2003 - Vinnie BoombotzCredit and Collections Supervisor

2004 - Gold E. LocksMarketing Assistant

2005 - Josh RandallRecruiting Team Leader

2006 – Ted E. BaerAdministrative Assistant

2007 – Morris (M.R.) GoodbarMBA Graduate

2008 – James (Jim) Knee CricketSales

2009 – William B. BagginsAccounting

2010 – Jack CoostowEnvironmental Technician

2011 – Chris KringleSecurity Systems Programmer

2012 – Charles BrownMarketing Assistant

8

9

“Never in history have we been more in need of quality candidates

from the board level to the shop floor….

…but the problem is that too often we want tohire people someone else has trained.”

Frederick W. TaylorPrinciples of Scientific Management, 1911

1997 Sources of Hire

28.7% - Newspaper ads 19.7% - Employee Referrals 10.4% - Agency (Contingent) 8.7% - Contract Recruiters 8.3% - Job Fairs 5.0 % - Other advertising 4.6% - Image advertising 4.2% - Trade journals 2.9% - College 2.9% - Resume services 2.1% - Agency (Search) 2.1% - Internet 1.5% - Radio

Figure 4Figure 4

15

16

17

Source: CareerXroads SOH, 2/2012

Figure 11Figure 11

Q: What impact does Social Media have?

(Linkedin)

200720062005

2003 2004 2008 2009

36% 38% 32% 34% 28% 39% 51% 50%

Source: CareerXroads, 2/2012

41%

20112010

Figure 2Figure 2

22

95%

24

...able to tweet their jobs.

22%

13%

Recruiters say their mobile phones are…

...able to search their ATS

...TEXT, call or chat with recruiters?

...navigate to your firm’s m.enabled Career Site & search for new jobs?

...CHECK their resume STATUS?

Candidates use their mobile phones to…

...APPLY for a job with a previously saved profile?

36%

3.2%

19.4%

32%

27

28

Source: thecandidateexperienceawards.org, 2011

29

Definitions are Important: What is a Candidate?

“I received my job offer in writing after my Summer internship and accepted immediately.”

“The Recruiter who hired me does not respond to my text messages, emails or phone calls. Does XXXXXX still want me?”

(Tweeted to over 500 friends on Facebook)

Contrast This:Contrast this…

-Recruiting passes the candidate to the Hiring Mgr

- Candidate is assigned a Mentor.

- Candidate option includes a return visit… bring anyone they wish.

-Mentor invites mentee home for lunch.

-Realtor shows Apartments/Homes.

-Saturday dinner with department heads.

-Candidate given agreed time to accept.

(A Fortune 500 Consumer Product Company’s On-boarding practices…for entry level)

With This:…with this.

“I graduated last Friday.

Started work with xxxxx on Monday in NYC.

Tuesday I worked a 13 hour day.

Tomorrow I have to get up at 5 AM to do it again.

No one told me….Work Sucks.”

Bottom Line….engagement leads to performanceGuess which one likely produced this result

Source and apologies: Non Sequitur, Wiley Miller 8/28/10

Black hole

Rule #1 – “Walk in My Shoes”

Source: CareerXroads survey, 2011

52.7% of Recruiters... HAVE APPLIED

TO THEIR OWN JOBS

BUT ONLY 7% of Employers…

have EVER attempted to ‘MYSTERY-SHOP’

their recruiting process

http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256

Rule #1 – “Walk in My Shoes”

Source: CareerXroads Colloquium survey, 2011

36

Rule #2 – “Hear Me Now”

46.3%

2.4%7.3%

No

YesEven those who abandon the application

No, (Some Not ALL).

Do you ask ALL Candidates to give you feedback about your APPLICATION Process?

“I was asked before beginning the application if I would be willing to provide feedback immediately after

completing the application”.

7.9 % of 6,652 candidates said

Source: thecandidateexperienceawards.org, 2011

46.3%

55 employers said

38

Rule #2 – “Hear Me Now”

19.5%

Do you survey ALL FINALISTS for their feedback?

No51.2%

22.0%7.3%

No, but…

Yes, before…Yes, after…

Source: thecandidateexperienceawards.org, 2011

68% of2,162 Finalists

said

“No”

Employers said

Rule #3 – “Speak Clearly”

Rule #3 – “Speak Clearly”

42

Rule #3 – “Speak Clearly”

43

Rule #4 – “Answer Truthfully”

44

Rule #4 – “Answer Truthfully”

45

Rule #4 – “Answer Truthfully”

47

Rule #4 – “Answer Truthfully”

48

Rule #4 – “Answer Truthfully”

49

Rule #5 – “Deliver What You Promise”

50

…our online application can be completed in less than two minutes.

…all candidates…reviewed and communicated…1-20 days.

Rule #5 – “Deliver What You Promise”

From the Offer to the Seat, It’s the ‘Lack of Love Tour’

CareerXroads Brown Bag Lunch Webinar

Mystery ShoppingMay, 2012

Rule #5 – “Deliver What You Promise”

Only 28 companies told Charles

Brownhe did not get the

jobor was not qualified.

From the Offer to the Seat, It’s the ‘Lack of Love Tour’

CareerXroads Brown Bag Lunch Webinar

Mystery ShoppingMay, 2012

Rule #5 – “Deliver What You Promise”

7 companies gave Charles a

reference # that no one will ever

remember

From the Offer to the Seat, It’s the ‘Lack of Love Tour’

CareerXroads Brown Bag Lunch Webinar

Mystery ShoppingMay, 2012

Rule #5 – “Deliver What You Promise”

WLGrace,USAA, Zappos etc.

allowed Charles to check his

Status – Best Practice

Hi Charles,

Thank you so much for giving us the opportunity to consider you for our Merchandise Planning Analyst position at Zappos.com, Inc. or its affiliates. 

I wish I had better news for you, but after reviewing your background and experience against the position requirements, we just felt that there wasn't a strong enough match.  

I really appreciate the time you took to apply and know how time consuming and stressful a job search can be.

Please know that we will definitely keep your information on file for future potential matches and wish you the best in the meantime.

Respectfully, The Zappos Family Recruiting Team

Zappos

Thank you(be specific)

Brand(again and again)

Create Expectations

Promise closure

Manage feedback

Rule #5 – “Deliver What You Promise”

C a n d i d a t e R u l e s - 2 0 1 2

Good Hunting!

Mark Gerry Mehler Crispin

CareerXroadsmmc@careerxroads.com

732-821-6652