seeing your way through candidate experience | talent connect anaheim

Melissa C. Thompson Executive Director, Citrix Talent Acquisition

LinkedIn

Seeing Your Way Through Candidate Experience

THECANDIDATEJOURNEY

NPS: Net Promotor Score Definition

Target Audience All candidates who came onsite to interviewSurvey QuestionBased on your candidate experience, how likely are you to recommend a friend/ colleague apply for a job at Citrix?TimingMonthly survey, quarterly data review

0 1 2 3 4 5 6 7 8 9 10

Detractors Passives Promoters

Net Promoter Score % Promoters % Detractors= −

NPS can range from -100 (everyone would not refer others) to 100 (everyone absolutely would refer

others). Anything above 0 is considered ‘good’ and above 50 is ‘excellent’.

Gerry Crispin, April 21, 2014 Blog Post, Recruiting Daily

-100 0 50 100

Good Excellent

Everyone Would Refer

No One Would Refer

Survey Email NPS Survey

Candidate Survey Communications

From 54 to 49

Citrix Global & Regional NPS

38Global NPS

Americas

APAC

EMEAFrom -33 to 25

From 0 to 26

 HmmmA Few Quotes

Offer Accept Feedback

My experience was based mostly on knowing the hiring manager. That said, I did receive a call from a recruiter based on my presence on LinkedIn. This gives me confidence that recruiters are doing a good job screening potential candidates in advance of contact. Hearing from a recruiter before even applying is a confidence booster. (6)

Passive

Recruiters communicated well, but two scheduled interviews with person I understood to be the hiring manager didn't happen. For the first, interviewer was a no-show. For the second, another interviewer was substituted with no warning. Not very professional. The conversations that I did have went well and were very professional. (8)

 Ouch!Detractors

When I came in for the interview with the manager, she was very rude. Texting and worried about her email / phone instead of chatting with me. She even told me to wait a minute during the interview. It was pretty bad.

Completely unprofessional process, no one seemed like they knew what they were doing.

It felt like the interviewer didn't prepare and the interview didn't have any direction. one more thing I don't understand why there was 4 people interview one interviewee.

They didn't provide feedback about your interview or call to let you know you didn't get the job.

Key Findings Common Themes but No Rocket Science

Manager Engagement

Volume of Interviews

Lack of Feedback

Moving the Needle

Clarify Review Inform Select Prepare

C R I S P

CRISP Recruiting Model Winning Talent Manager Training/

NPSGetting Started

One final note

Citrix offered a positive but challenging interview process with an employee and opportunity focus. Professional and personal / Cheers! (9)

©2015 LinkedIn Corporation. All Rights Reserved.