2014 Candidate Experience Deck for SHRM Annual Conference

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Review of practices and data from the 2013 Candidate Experience Awards presented at SHRM's national conference in June 2014

Transcript of 2014 Candidate Experience Deck for SHRM Annual Conference

  • Presenter Name June xx, 2014 Presenter Contact Info INSERT SESSION TITLE Gerry Crispin, sphr June, 2014 Candidate Experience: The Journey from Moral Anecdote to Business Evidence
  • Source: CareerXroads Candidate Experience monograph, March, 2011
  • 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.
  • Re-apply; Refer; Buy; Convert; Influence Retain; Perform Candidate Experience Why do we even care? What prompted you to Apply? Were your expectations set at each stage? Did we hear all you have to offer? Did we even ask your opinion?
  • 7/2/2014 5TalentBoard 2014 Copyright 138 Registered 122 Completed Round 1 95 Begin Round 2 64 Companies Candidate are net + 46,600 Candidates Responded 2013 CandE Results By the Numbers 2013 May June July August September Oct http://www.theCandEs.org
  • TalentBoard 2014 Copyright + Candidate Experience
  • 7/2/2014 7 TalentBoard 2014 Copyright 25% Technology 20% Retail 10% Financial 96% US 31% < 10 Recruiters 13% > 200 Recruiters
  • 7/2/2014 TalentBoard 2013 Copyright 8 TalentBoard 2014 Copyright 80% Were Not Hired. ~10,000 ~20,000 Hourly 36.8% Entry 14.7% Exp- 30.2% Supv/Mgr 13.9% Exec 2.0%
  • Interview Prep Transparency pipeline 2-Way Interaction Contacts Training Under Armour Genentech Lockheed Martin Intel Enterprise Intuit Adidas Feedback
  • TalentBoard 2014 Copyright
  • 7/2/2014 TalentBoard 2013 Copyright 11 TalentBoard 2014 Copyright
  • 8 3-4 candidates/opening referred TalentBoard 2014 Copyright 50% arent aware of your ERP Fewer than 1/3 who are aware think ER is important
  • 100 4 50% 5 .5 X .4 = 20% .02 X .6 = 1.2%vs 14X!
  • TalentBoard 2014 Copyright Attracting AFFINITY: 60% think they have a + relationship BEFORE COMMUNICATION: Candidate preferences = Employer choicesor not CONTENT: 80% find Job Descriptions useful (But #1 Question is still avoided.) RESEARCH: 40% research 1-2 hours before applying. 17% take more than 5.
  • 7/2/2014 TalentBoard 2013 Copyright 15
  • TalentBoard 2014 Copyright 60% had 1 or 2 face-to-face interviews 2/3 had phone interviews 5% video interviews
  • 7/2/2014 TalentBoard 2013 Copyright 17 18.6% TalentBoard 2014 Copyright
  • How Likely are you to APPLY AGAIN? Extremely Likely 5.7% Definitely Not Extremely Likely Definitely Not 24.7% 62.0% 0.6% TalentBoard 2014 Copyright
  • 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% TalentBoard 2014 Copyright
  • -20 -10 0 10 20 30 40 50 60 70 80 90 0 10 20 30 40 50 60 70 80 90 IWillRe-Apply I will Refer Others Net CE Scores There is a [measurable] difference in how candidates are treated
  • 21 Iwill increase my purchasing power. 38.8% 30.8% customer Iwill take my Purchasing power somewhere else. How Likely are you to change your status as a CUSTOMER? TalentBoard 2014 Copyright
  • 22 How Likely are you to SHARE with your Inner Circle? 82.3% 64.3% TalentBoard 2013 Copyright
  • 23 How Likely are you to SHARE your experience publicly? 50.5% 32.0% TalentBoard 2013 Copyright
  • Build a Business Case Everyone gets up to bat Seek Feedback Set Expectations Walk in their shoes
  • http://bit.ly/2013CandE_Report @GerryCrispin Linkedin.com/in/GerryCrispin Good Hunting! http://www.theCandEs.org CareerXroads.com