candidate experience awards by gerry crispin
DESCRIPTION
At the fall recruitDC conference, Gerry Crispin, Board Member, The Talent Board and Career Xroads presented the overview and recent winners of the Candidate Experience Awards to 200+ recruiters and talent acquisition professionals in the Washington DC area.TRANSCRIPT
- 1. The Candidate Experience Awards - 2011
http://www.thecandidatexperienceawards.org
Engage Them or
Enrage ThemYour Choice
2. Evolution of the Candidate Experience
Past: Perception = reality
Welcome
To
Apply
Finalists
(If Any)
Here
Black hole
Source and apologies: Non Sequitur, Wiley Miller 8/28/10
3. Evolution of the Candidate Experience
Compelling reason for change > availability
100,000 - 68,000 40,000 18,000 800 125 15
4. Candidate Experience Awards by the #s
- 2011
5. 100s 6. 58 7. 33 8. 25 9. 11,500 10. 6 11. 5China
Gorman
Libby Sartain
Sarah White
Mark Stelzner
Katherine Jones
12. Monster
Could be You
In 2012
13. Candidate Experience Survey Results Summary
14. What is your organization's total North American employee
population?
15. What were your total North American new hire numbers in
2010?
16. How many people are [directly] involved in North American
recruiting?
17. In the categories below have you implemented a third party
solution to enhance your recruiting efforts?
18. How many Candidates apply and how many are NOT qualified?
19. How do you communicate with your Candidates?
20. Below is a partial list of the ways that organizations reach
out to communicate with candidates applied.
21. Which statements below accurately describe your application
process?
22. What communication takes place between your company/recruiter
and candidates who submitted UNQUALIFIED applications.
23. If candidates who are NOT selected as Finalists inquire about
their status which of the following statements would be
characteristic of your process.
24. Which of the following statements most closely represents your
experience?
25. Evolution of the Candidate Experience
Present & Future States:
Medium is [an important part of] the message
Reality-show data about jobs, employers, talent
[transparency]
Crowd-source Coaching
Self-assessment
2-way Feedback
Investment in pipelines that are years in the making.
26.
- Remember the golden rule
27. Treat every candidate the way youd like to be treated 28.
Avoid the black hole syndrome 29. No matter how many inquires you
receive, acknowledge the receipt of a persons submission or
question. 30. Use technology for what it does best 31. Give the
candidates what they want most timely feedback. Use text, twitter,
SMS for frequent, short communication. 32. Dont send mixed messages
33. Describe the job and the organization candidly and accurately.
34. Create a comfortable atmosphere 35. Candidates who are at ease
are more likely to provide the information needed to drive accurate
selection decisions. 36. Recognize that small things lead to big
impressions 37. Be attuned to professional details. 38. Create your
own talent pools for future recruiting needsBuild a Better Social
Relationships Today