The Candidate Experience: Define, Measure, Predict | Webcast
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The document discusses the importance of enhancing the candidate experience in recruitment, featuring insights from industry experts on measuring and defining candidate treatment. Key topics include the impact of candidate experience on business outcomes and the significance of communication strategies throughout the hiring process. Panelists also share practices for improvement and advice for engaging potential candidates effectively.
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Re-‐Apply
Refer
CandE
Net
E²
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There
is
a
[measurable]
difference
in
how
candidates
are
treated
The
only
real
ques:on
is
what
it
means
to
your
company](https://image.slidesharecdn.com/2014-linkedin-candeexppanel6-10crispin-140610132746-phpapp01/85/The-Candidate-Experience-Define-Measure-Predict-Webcast-3-320.jpg)
![How
do
you
handle
ques:ons
prospects
have
before
they
apply…when
they
are
researching
your
company?
[audience poll]
- Can prospects call, email, text message recruiters directly?
- Do you have SM like Linkedin Groups, Talent Communities, Facebook
fan pages where Q&A can take place?
- Do you have interactive FAQs, recruiter blogs linked on your Company
site’s career pages?
- Do you have chat rooms or webinars emphasizing specific jobs?
Heather
Chris<na
Amelia](https://image.slidesharecdn.com/2014-linkedin-candeexppanel6-10crispin-140610132746-phpapp01/85/The-Candidate-Experience-Define-Measure-Predict-Webcast-11-320.jpg)
The Candidate Experience: Define, Measure, Predict | Webcast
- 1. The Candidate Experience: Define, Measure, Predict Amelia Merrill VP, Talent Acquisi<on and Employee Engagement RMS Heather Tinguely Senior Program Manager Microso8 …a conversation exploring the definition,measure and business necessityfor treating candidates well Chris:na McClung Director, US & Int’l Card Recrui<ng Capital One Moderator: Gerry Crispin Chief Navigator CareerXroads
- 2. Heather Chris<na Amelia Audience Q &A Audience Polls
- 3. -‐20 -‐10 0 10 20 30 40 50 60 70 80 90 0 10 20 30 40 50 60 70 80 90 Re-‐Apply Refer CandE Net E² Scores There is a [measurable] difference in how candidates are treated The only real ques:on is what it means to your company
- 4. “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 ©
- 5. “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 ©
- 6. 6 “I…will increase my purchasing power.” 38.8% 30.8% customer “I…will take my Purchasing power somewhere else.” “How Likely are you to change your status as a CUSTOMER?” TalentBoard 2014 Copyright ©
- 7. Tell us a liHle more about your company and role before we get into the details of your Candidate Experience. Heather Chris<na Amelia
- 8. When you started down this path to improve your candidate’s experience did you have any ‘push back’? What were the first one or two ‘prac:ces’ you changed, added or improved and why? Heather Chris<na Amelia
- 9. Beyond what you already said were there measures how you treat candidates you could :e back to business results? Heather Chris<na Amelia
- 10. The phrase ‘black hole’ has become a rallying cry highligh:ng candidate frustra:on. How do you handle the candidate’s interest in their status? Heather Chris<na Amelia
- 11. How do you handle ques:ons prospects have before they apply…when they are researching your company? [audience poll] - Can prospects call, email, text message recruiters directly? - Do you have SM like Linkedin Groups, Talent Communities, Facebook fan pages where Q&A can take place? - Do you have interactive FAQs, recruiter blogs linked on your Company site’s career pages? - Do you have chat rooms or webinars emphasizing specific jobs? Heather Chris<na Amelia
- 12. How do you communicate with candidates who apply but, never make it to finalist? Do you differen:ate between those who were qualified and those who weren’t? Heather Chris<na Amelia
- 13. What else would you like to do that you believe impacts candidate engagement? Heather Chris<na Amelia
- 14. What advice would you offer to your colleagues listening in who are interested in improving their candidates’ experience? Heather Chris<na Amelia
- 15. Thank You! Heather Chris<na Amelia