Candidate Experience for boosting

Talent Aquisition metrics

Marcin Sieńczyk eRecruiter, Business Development Director

#HRU Sourcing, Kraków, 18.09.2015.

What is Candidate Experience?

Customer experience (CX) is the sum of all experiences at various touchpoints a customer has with

a supplier of goods or services, over the duration of their relationship. This can include awareness, discovery, attraction, interaction, purchase, use,

cultivation and advocacy.

Candidate experience (CX) is the sum of all experiences at various touchpoints a candidate has with

an employer over the duration of their relationship – which might be before, during and after participation in

the recruitment process.

What is important?

How do you influence your Candidates Experiences?

10 min. for conversation

Work in groups Split the recruitment process into stages and decide in

which touchpoints you can influence candidate experience. Give examples of actions which you can

take to improve candidates experiences (on daily basis as well as occasionally).

Time: 20 minutes

First  impression   Access  to  informa0on  

Applying  process  

Communiac0on  Recruitment  process  

Let’s  stay  in  touch  

Candidate journey map

What the surveys tell us?

Do employers care about relationships with candidates? – employers declarations

65% YES

27%

Yes, but we focus on candidates in final stages of recruitment

process

4%

NO

4%

Yes, but we focus on employer

branding activities

Source:: Badanie „Candidate Experience” przeprowadzone w dniach 10.10-24.10.2014, N=640.

Do employers care about relationships with candidates? – candidates impressions

26%

Rather yes

57% NO

3%

Definitely not 14%

I don’t know

Źródło: Badanie „Candidate Experience” przeprowadzone w dniach 10.10-24.10.2014, N=640.

14% YES

30% RATHER

NO

Are companies responsive during the application process? – candidates impressions

Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA

55%

NO

Does experience (positive or negative) during the application process impacts decision about whether to

accept a position from company? – candidates impressions

32% NO 37%

RATHER YES

31% YES

Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA

68% of employers do not mantain relationships with candidates and limit their activities to keep candidates data in the database. 46% of candidates never get a response from an employer which contains reasons of rejection and advice on what should they improve to be more successful in applying for the job in future. Source: Badanie „Specjaliści na rynku pracy” przeprowadzone w dniach 14.10-26.10.2014, N=3415.

82% of candidates tell their relatives and friends about their BAD recruitment experiences with a specific employer.

Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA

19% of candidates tell about their BAD recruitment experiences with a specific employer to more than 10 people.

23% of candidates change perception of a after receiving a negative referral from a friend or family member or colleague

46% of candidates declared that experiences gained during recruitment process might change their consumer behaviour which influences their attitude to products or services offered by employer's brand. Source: Badanie „Specjaliści na rynku pracy” przeprowadzone w dniach 14.10-26.10.2014, N=3415.

What TA metrics are important and which should be measured

on a regular basis?

10 min. for conversation

What metrics should be monitored?

#1 Quality of received job applications

#2 Job applications’ sources

#3 Recruitment process flow

#4 Recruitment specialists effectivness

#5 Cost of recruitment process

Quality of received job applications

Matching candidates for teams and managers' expectations.

The percentage of new employees who have completed the probationary period

The percentage of new employees with positive performance appraisal

Rotation among new employees

Job applications sources

What are the best sources and the most effective methods of recruitment?

Sources effectivness

Number of recruitment processes completed internally (including Refferals)

Number of new employees hired from own data base

Number of recruitment projects completed thanks to recruitment agencies

Recruitment process flow

Monitoring the homogeneity of recruitment standards and distribution of responsibilities between recruiters.

Number of candidates at each recruitment process

Number of job interviews

Number of candidates recommended to managers

Recruitment process duration (Time to hire)

Number of recruitment processes between recruiters, regions and devisions

Recruiters’ effectivness

Reliable evaluation of employees allowing proper distribution of bonuses, awards and promotions.

Number of successfully completed recruitment processes

Average time to respond (getting by candidates)

Managers’ satisfaction after recruitment process (NPS)

Candidates’ satisfaction after recruitment process (NPS)

Cost of recruitment proces

Metrics allows to effectively and consciously allocate the budget (eg. for job postings).

Cost of hire by each division and region

Cost of employment vs the official employee salary

Cost of hire by recruitment method

Cost of hire by source of gaining candidates/job applications

How to create exceptional Candidate Experience?

Who’s looking at your code? Well, coders of course. Flickr cleverly hid a “we’re hiring” announcement, delightfully adorned with ASCII art, in the HTML source code of its homepage.

BP Interview Tips The animated video helps candidates prepare for their interviews by coaching them on each step of the application process.

https://www.youtube.com/watch?feature=player_embedded&v=AJctlf87d6s

Bosh Turkey

https://www.youtube.com/watch?v=Vkt1LnkLxb4 The "5-minute internship at Bosch" was an event on the Facebook page Bosch Türkiye (more than 100 associates of various Bosch Turkey departments shared their experience of working at Bosch.)

Facebook

Facebook created a series of video ads to showcase their company culture, targeting specific types of candidates from engineers to marketers, and from interns to international positions.

https://www.facebook.com/video.php?v=745787458801601

Few key tips to keep in mind

#1 Really get to know your candidates.

#2 Your employment brand is crucial to attracting candidates — don’t ignore it.

#3 Today’s candidates are always on, so think a few steps ahead.

#4 Be responsive during the hiring process.

#5 Consider your candidates’ experience on mobile.

#6 Create a strong talent pipeline.

Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA

I’ve learned that people will forget what you said, people

will forget what you did, but people will never forget how you

made them feel.

Maya Angelou

Marcin Sieńczyk eRecruiter, Business Development Director Marcin.Sienczyk@eRecruiter.pl Skype: marcinsienczyk Twitter:@MarcinSienczyk