Managing the Candidate Experience

Managing the Candidate Experience

• 1.
  Managing the CandidateExperience Jason Webster @worldwidejweb
• 2.
  The Candidate Journey Candidatesexperience 5 unique stages during the hiring process: 1. Discovery: Candidate first hears about a job through a referral, news feed, or job board. 2. Research: Candidates are visiting an average of 12 websites to assess an opportunity. 3. Decision: Candidates whether to take the action of applying for the job. 4. Communication: Interactions from scheduling to interviewing influence the candidate. 5. Resolution: Candidate clearly understands the results from the hiring process. Recommendation: “Mystery shop” your own hiring process on a consistent basis.
• 3.
  Moment of Truth:Discovery The first impression for a candidate tends to be text-based. From a friend: From a job board: From their news feed: Action: Be aware of what candidates see as a first impression.
• 4.
  Moments of Truth:Research Understand where your candidates are most likely to land when doing research. Careers Site Front Page Indeed Glassdoor LinkedIn Action: Run searches for careers, specific jobs, and locations to see what the candidate sees. Job Boards
• 5.
  Moments of Truth:Decision The application process can be a roadblock for top candidates. Action: Complete your online application process. See how long it takes, and what it’s like.
• 6.
  Moments of Truth:Communication Candidates like to be informed during the hiring process. Phone Still works Email Standard Video Chat Qualifying Interviews Text Message Highest Read Rate Action: Rank highest response rates by communication method. Capture candidate info.
• 7.
  Moments of Truth:Resolution Final resolution in the hiring process is crucial to a candidate’s experience. Red: The candidate is being declined, but they much prefer to know where they stand versus no feedback at all...and in a timely manner. Yellow: The candidate is not a fit right now, but you want to keep an open dialogue for the future. Green: The candidate is a match for a current opening. Action: Determine your response time, and quickly place candidates in proper bucket.
• 8.
  Driving the CandidateExperience
• 9.
  The Power ofSocial Social media is highly influential to the Candidate Experience. What the experts are saying: What your employees are saying: Action: Identify your people with the most “social” influence. Empower them to tell their story.
• 10.
  Build Your Story Candidateswant to know what it’s “really” like at your company. Content featuring departments: Content showing personality: Content featuring locations: Action: Build a value proposition that reflects your team, and top candidates will respond to.
• 11.
  Manage Your RecruitingContent Building and managing recruiting content is central to your success. YouTube: Facebook: Instagram: Action: Save every recruiting image and video in an easily accessible location.
• 12.
  Empower Your People Thenumber one influence on Candidate Experience is your people. Facebook: Quora: Blog Comments: Action: Identify your “social” influencers. Pick the right platforms. Provide the right content.
• 13.
  Tips & Tricks Onceyour value proposition, recruiting content, and social team are in place: 1. Pick a consistent theme to be used across all of your social channels (i.e. “Inside Amazon”). 2. Make sure all of your social channels have consistent addresses (i.e. @InsideAmazon). 3. There are three main rules with social sharing: Be Visual, Be Consistent, and Be Responsive. 4. Utilize all of your channels to drive candidates to your own careers site and calls to action: a. Apply b. Join Network c. Refer Quality Candidates 5. Follow the social channels of companies you admire for inspiration and ideas.
• 14.
  Measuring Candidate Experience Keypoints you should measure within each stage of your hiring process: 1. Discovery: Top sources of hire, and how accurate is the information. 2. Research: Top traffic sources to your careers site AND job pages. 3. Decision: Top sources for clicks on apply. Dropoff percentage on your apply page. 4. Communication: Response time to new applicants and candidates in the interview process. 5. Resolution: Average time a candidate is “active” in your process.
• 15.
  Thank You! Jason Webster @worldwidejweb