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
TITLEGerry 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?
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138Registered
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
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+ Candidate Experience
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25% Technology20% Retail10% Financial
96% US
31% < 10 Recruiters13% > 200 Recruiters
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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 AdidasFeedback
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8
3-4 candidates/opening referred
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50% aren’t aware of your ERP
Fewer than 1/3 who are aware thinkER is important
100 4 50% 5
.5 X .4 = 20% .02 X .6 = 1.2%vs 14X!
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Attracting
AFFINITY: 60% think they have
a + ‘relationship’ BEFORE
COMMUNICATION: Candidate preferences = Employer
choices…or 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.
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60% had 1 or 2 face-to-face
interviews
2/3 had phone interviews
5% video interviews
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18.6%
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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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“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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0 10 20 30 40 50 60 70 80 90
-20
0
20
40
60
80
100
Net CE² Scores
I will Refer Others
I Will
Re-A
pply
There is a [measurable] difference in how candidates are treated
21
-
“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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22
“How Likely are you to SHARE with your Inner Circle?”
-82.3% 64.3%
+
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23
“How Likely are you to SHARE your experience publicly?”
-50.5% 32.0%
+
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Build a Business Case
Everyonegets up to bat
SeekFeedback
SetExpectations
Walk in theirshoes
http://bit.ly/2013CandE_Report
@GerryCrispinLinkedin.com/in/GerryCrispin
Good Hunting!
http://www.theCandEs.org
CareerXroads.com
