Download - 2014 CandE Slides DCHRA
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CandidateExperience
TalentBoard 2013 Copyright ©Gerry Crispin, sphr
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Source: CareerXroads Candidate Experience monograph, March, 2011
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What makes a person a Candidate?
A.) Anyone who can possibly do the job.
B.) Anyone who expresses interest in a specific opportunity.
C.) Anyone qualified, and considered.
D.) The ‘Finalists’ we interview.
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Re-apply; Refer;Buy; Convert; Influence
Retain; Perform
Candidate Experience
Why do we even care?
How did I learn about you?, What prompted me to Apply?, How was I prepped at each stage?
How were expectations set at each stage?How were the results of each stage communicated?
Was I able to compete fairly?Did you ask my opinion?
Did you listen?
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5
by the Numbers
2013
138
92
64
46,000Candidates completed
surveys!
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May
July
OctTheCandEs.org
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- 50% Large i.e. Fortune 500
- 25% Technology; 20% Retail; 10% Financial
- 96% US; 4% Canadian
- 20% Hire < 100; 10% Hire > 10,000
- 31% < 10 Recruiters; 13% > 200 Recruiters
- 85 Prospects applied for each position
- 50% of those applying were unqualified
Employers
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- 80% Were Not Hired.
- 10,000+ had a bad experience.
- 20,000+ had a good experience.
- Gender was equally divided
- Hourly-36.8%; Entry-14.7%; Exp-30.2%; Supv/Mgr-13.9%; Exec-2.0%
- Millennial, 28.0%; Gen X, 39.0% Boomer, 28.0%
Candidates
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+ Candidate Experience
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Interview Prep
Transparency
pipeline
2-Way Interaction
Contacts
Training
Under Armour
Genentech
Lockheed Martin
Intel
EnterpriseIntuit Adidas
Feedback
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© 10
Candidate: (gender, age, job applied, how far they got, initial connection, attitude, behavior, etc.)Selected/Not Selected/Withdrew
- Researching- Appying- Interviewing- Not Selected- Onboarding
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Attracting
AFFINITY: 60% of candidates
believe they have a
‘relationship’ BEFOREApplying
COMMUNICATION: the more aligned to candidates’
preferences the more +: CareerSite, LinkedIn, Facebook, Twitter. Job Boards not in danger
of dying. Mobile essential.
CONTENT: 80% of Candidates are aware of
and find Job Descriptions useful
But candidates #1 Q is still avoided.
RESEARCH:40% of Candidates
needed to research 1-2 hours before applying.
17% more than 5.
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Fewer than ½ of the candidates knew the firm they applied to had an Employee Referral Program
3 ERP candidates/opening
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TIME:1/3 needed 16-30
minutes1/3 needed 31-60
minutes
POSITIVE EXPERIENCE:97% were satisfied
(31% extremely satisfied) they fully presented their SKE
NEGATIVE EXPERIENCE:35% were dis-satisfied
(9% extremely dis-satisfied) that they were
able to fully present their SKE
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NEGATIVE EXPERIENCE:54% were dis-satisfied (26% extremely dis-
satisfied) that they were able to fully present
their SKE
POSITIVE EXPERIENCE:97% were satisfied
(46% extremely satisfied) they fully presented their SKE
60% had 1 or 2 interviews
2/3 were phone interviewed5% video interviews
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55% Anonymous
25%Recruiter
10%Were called
ONLY 6% failed to get
some response
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“How Likely are you to APPLY AGAIN?”
“Extremely Likely”
5.7%
“Definitely Not”
“Extremely Likely”
“Definitely Not”
24.7%
62.0%
0.6%
+ -
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-
“I…will increase my purchasing power.”
38.8%
30.8%
+customer
“I…will take myPurchasing power somewhere else.”
“How Likely are you to change your status as a CUSTOMER?”
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“How Likely are you to REFER someone in the future?”
+ -I would actively encourage
others to apply
I would actively discourage others from applying
I would actively encourage others to apply
I would actively discourage others from applying
61.5%
0.5%
5.8%
27.0%
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“How Likely are you to SHARE with your Inner Circle?”
-82.3% 65.4%
+
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“How Likely are you to SHARE your experience publicly?”
-50.4% 32.0%
+
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#1 – Build a Business Case.
#2 – Ask EVERY Candidate if they are satisfied they’ve shared fully their skills, knowledge and experience.
#3 – Seek Feedback. Especially if you aren’t going to give it.
#4 – Set Expectations. Publish them on the career site
#5 – Walk in their shoes.
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http://bit.ly/2013CandE_Report
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@GerryCrispin/in/GerryCrispin
Good Hunting!
http://www.theCandEs.org