webinar deck: tech tips from the candidate experience (cande) awards
TRANSCRIPT
© TalentBoard 2015
This deck was originally presented during Findly’s live webinar, “From Awareness to Action: 5 Key Steps to Employee Engagement.” To view the full webinar replay, please visit: https://www.brighttalk.com/webcast/12037/151855
© TalentBoard 2015
ABOUT FINDLY
On-Demand Talent Findly’s talent acquisition solutions are innovative in concept, differentiated in execution, and proven in the value experienced by customers. The unique combination of award-winning candidate relationship management (CRM) technology, employer branding strategy and deliverables, and assessment testing enable Findly’s customers to address the challenge of finding and hiring the right talent with a single partner, easily and cost effectively. The Findly Talent Acquisition Suite is an innovative and flexible talent acquisition solution. Our cloud-based recruiting tools help companies hire talent faster and at lower costs. Our one-of-a-kind job seeker tools help job seekers get hired faster by brands they love. Learn more at www.findly.com
© TalentBoard 2015
ABOUT TODAY’S SPEAKER Elaine Orler Chairman and Co-Founder of TalentBoard
• More than 20 Years Designing and Implementing HR
Solutions • Sought-After Thought Leader Focused on Sharing Ideas
and Strategies To Help Global Organizations Transform Their Recruiting Processes
@"www.thetalentboard.org
@ElaineOrler
@TheCandEs
© TalentBoard 2015
Tech Tips from the Candidate Experience
(CandE) Awards
April 30, 2015
© TalentBoard 2015
The mission of The Talent Board is to facilitate the evolu9on of the employment candidate experience principally through the annual produc9on of The Candidate Experience Awards.
The CandE Awards is a free, annual compe99on process where: ◦ Employers have the opportunity to benchmark their candidate experience against that of other companies
◦ Employers have the opportunity to par9cipate in a 3rd party survey of their employment candidates to see what their candidates really think of their process
The CandE Award process is a compe99on, but it is also designed to provide every organiza9on that chooses to par9cipate, confiden9al and specific feedback on how they can improve their candidate experience.
© TalentBoard 2015
CANDE’s Around the World
NAM 5 Years
UK/Ireland 3 Years
EMEA Launch
APAC Launch June 2015
2016
© TalentBoard 2015
95,000 Candidate Responses
200+ Registered
180+ Completed Round 1
148+ Completed Round 2
62 Winners
2014 CandE NAM Results
© TalentBoard 2015 2014 NAM Candidate Experience Award Winners
© TalentBoard 2015 2014 Candidate Experience Demographics
# of resources in TA
0.7% Silent
Genera9on
27.8% Baby
Boomer
38.6% Genera9on
X
28.6% Millennial
1.0% Genera9on
Z
50.7% 46.8%
Employers By Industry
Candidates by Genera;on
Candidates by Gender
© TalentBoard 2015
CandE Survey Logic
Research/ Marke9ng Applica9on Screening/ Interview
Offer/ New Hire Not Selected
Candidate Afrac9on Applica9on Management
Finalist Management
Selected Candidate
No Interest Disposi9on
Employer Survey Sec9ons
Candidate Survey Sec9ons
© TalentBoard 2015
CandE Technology
© TalentBoard 2015
Market Intelligence Contact Lead Prospect Job
Seeker Applicant Qualified Applicant Finalist New Hire Employee
Sourcer Scout
Candidate Rela9onship Management (CRM)
Talent Mgmt.
Bench-‐mark Resume Mining
Recruiter Advisor
Linked-‐In Talent Community Assessment(s) Verifica9on
Workforce Plan
Candidate Rela9onship Management (CRM) Applicant Tracking (ATS) On-‐
Boarding
Job Broad-‐cast Inter-‐
view Sched.
Video Inter-‐views
Manager
Employee Employee Referral
Candidate
Career Portal (device agnos9c)
Talent Community Employee Referral © Talent Func9on
© TalentBoard 2015
CandE Employer Technology IdenFfy areas where you have contracted with external (3rd party) technology soluFon providers to enhance
your recruiFng efforts. Winner Other Total
Applicant Tracking System Yes 57% 38%
96% Future Considera9on 1% 0%
Assessment/Tes9ng System Yes 44% 25%
79% Future Considera9on 6% 4%
Candidate Rela9onship Management (CRM) System Yes 22% 19%
61% Future Considera9on 11% 9%
Employee Referral System Yes 25% 19%
69% Future Considera9on 14% 11%
Event Scheduling System Yes 15% 9%
46% Future Considera9on 11% 12%
Job Distribu9on System Yes 42% 25%
76% Future Considera9on 6% 3%
Mobile Enabled System Yes 39% 21%
83% Future Considera9on 15% 9%
Onboarding System Yes 39% 13%
73% Future Considera9on 8% 14%
Predic9ve Analy9cs (Metrics/Repor9ng) System Yes 24% 18%
65% Future Considera9on 17% 6%
Reference Checking System Yes 37% 17%
60% Future Considera9on 2% 5%
Social Media Distribu9on System Yes 41% 23%
76% Future Considera9on 8% 4%
Sourcing/Mining System Yes 38% 20%
67% Future Considera9on 5% 4%
Talent Network/Community System Yes 37% 19%
69% Future Considera9on 8% 5%
Video Interviewing System Yes 31% 21%
73% Future Considera9on 14% 7%
N= 103
© TalentBoard 2015
Holding back technology to
preserve broken business models is
like allowing blacksmiths to veto
the internal combustion engine in order to protect their horseshoes.
Don Tapscof & Anthony D. Williams Authors of Wikinomics
© TalentBoard 2015
AOracFon/ MarkeFng
© TalentBoard 2015
Candidate AOracFon Select the opFon that most closely aligns with your recruiFng efforts.
Winners Other Differen9a9ng (Cri9cal/ Core)
Experimen9ng (Limited/ Pilot) Do Not Use Differen9a9ng
(Cri9cal/ Core) Experimen9ng (Limited/ Pilot) Do Not Use
Ar9cles/Blogs (Job/Career Specific) 13.11% 59.02% 27.87% 13.56% 52.54% 33.90%
Career Site (Primary) 78.69% 21.31% 0.00% 66.13% 32.26% 1.61%
Career Site (Micro Sites) 40.98% 47.54% 11.48% 23.73% 50.85% 25.42%
Career Site Job Agents (No9fica9ons) 37.10% 45.16% 17.74% 36.67% 43.33% 20.00%
Chat Room (Job/Career Specific) 6.56% 22.95% 70.49% 1.69% 13.56% 84.75%
Facebook Pages (Job/Career Specific) 29.03% 59.68% 11.29% 12.90% 64.52% 22.58%
Google+ Pages (Job/Career Specific) 4.84% 41.94% 53.23% 1.67% 36.67% 61.67%
Job Board/ Other Site Company Pages (Job/Career Specific) 41.94% 54.84% 3.23% 29.03% 58.06% 12.90%
LinkedIn Pages (Job/Career Specific) 56.45% 37.10% 6.45% 54.10% 40.98% 4.92%
LinkedIn Groups (Job/Career Specific) 44.26% 44.26% 11.48% 43.33% 46.67% 10.00%
Mobile Career/Job Apps 24.59% 57.38% 18.03% 18.33% 38.33% 43.33%
Mobile Text-‐Messaging Campaigns 3.28% 29.51% 67.21% 3.33% 16.67% 80.00%
Polls/Surveys (Job/Career Specific) 9.68% 37.10% 53.23% 5.00% 30.00% 65.00%
Talent Community (Primary) 29.51% 45.90% 24.59% 26.67% 33.33% 40.00%
Talent Community (Groups, Usenet, etc.) 17.74% 38.71% 43.55% 20.00% 38.33% 41.67%
Twifer Feeds/No9fica9ons (Job/Career Specific) 29.03% 58.06% 12.90% 22.95% 62.30% 14.75%
Webinars/Podcast (Job/Career Specific) 6.45% 25.81% 67.74% 3.33% 20.00% 76.67%
N= 125
© TalentBoard 2015
Candidate MarkeFng Most valuable in researching your career opportunity with this company.
0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00%
Company Career Site
Job No9fica9ons or Agents
LinkedIn Career Page(s)
Online Groups (LinkedIn, Yahoo, Google+, Other)
Employer Reviews (Glassdoor, Vault, Great Rated!)
Employee Referral Program(s)
Mobile Career Site or App
Career Fair/Job Fair (Mul9ple Companies)
Career Newslefers
Talent Communi9es
Career Fair/Open House (Company Specific)
Local/Community Networking Mee9ng(s)
Career Blog
Print Adver9sements (Newspapers & Journals)
Facebook Career Page(s)
College Campus Informa9on Sessions
College Intern/Co-‐op Programs
Conferences and Trade Shows
Twifer Feeds/No9fica9ons
Webinars/Podcast(s)
N= 76,977
© TalentBoard 2015
ApplicaFon Process
© TalentBoard 2015
ApplicaFon Process How long did it take you to complete the forms for the APPLICATION process?
Less than 5 minutes
5 -‐ 15 minutes
16 -‐ 30 minutes
31 -‐ 60 minutes
61 -‐ 90 minutes
More than 90 minutes
Applica9on Process Genera9on Z (born in or aoer 1996)
Millennial Genera9on (born between 1982 -‐ 1995)
Genera9on X (born between 1965 -‐ 1981)
Baby Boomer Genera9on (born between 1946 -‐ 1964)
The Silent Genera9on (born in or before 1945)
Candidate Investment: 16 – 60 minutes Recruiter/Company Investment: 90 seconds
Applica9on 9me had NO impact on candidate experience alone.
If a candidate felt they
could adequately present their skills and abili9es for the posi9on, dura9on
wasn’t an issue.
© TalentBoard 2015 N= 24,376
© TalentBoard 2015
Interview and Screening
© TalentBoard 2015 N= 19,935
© TalentBoard 2015
Candidate RejecFon
© TalentBoard 2015 N= 5,838
© TalentBoard 2015 N= 5,839
© TalentBoard 2015
Summary
1. Consider the number of solu9ons you need for
recrui9ng.
2. Consider User Experience for all stakeholders.
3. Survey your users for feedback on their experience.
4. Register for the 2015 CandE Benchmark and
Awards Program.
© TalentBoard 2015
Thank You!
www.thetalentboard.org or
www.thecandes.org
Elaine Orler
The Talent Board/Talent Func9on [email protected]/ [email protected]
858-‐748-‐3136
Twifer | LinkedIn | Facebook | Skype | Google
+ “elaineorler”
