candidate experience for boosting talent aquisition metrics
TRANSCRIPT
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Candidate Experience for boosting
Talent Aquisition metrics
Marcin Sieńczyk eRecruiter, Business Development Director
#HRU Sourcing, Kraków, 18.09.2015.
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What is Candidate Experience?
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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.
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What is important?
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How do you influence your Candidates Experiences?
10 min. for conversation
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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
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First impression Access to informa0on
Applying process
Communiac0on Recruitment process
Let’s stay in touch
Candidate journey map
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What the surveys tell us?
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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.
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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.
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14% YES
30% RATHER
NO
Are companies responsive during the application process? – candidates impressions
Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA
55%
NO
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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
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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.
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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
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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.
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What TA metrics are important and which should be measured
on a regular basis?
10 min. for conversation
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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
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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
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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
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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
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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)
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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
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How to create exceptional Candidate Experience?
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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.
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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
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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.)
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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
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Few key tips to keep in mind
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#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
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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
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Marcin Sieńczyk eRecruiter, Business Development Director [email protected] Skype: marcinsienczyk Twitter:@MarcinSienczyk