#Firmday 28 march 2014 360 Resourcing - creating a seamless candidate journey through ats
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This document discusses creating a seamless candidate journey through the use of an applicant tracking system (ATS). It outlines the advantages of an ATS, including increased engagement and fill rates. An ideal candidate journey is described, involving attracting candidates, optimizing the application process, communicating with applicants, and tracking them in a talent pool. Key aspects of an ATS like online interviews and onboarding surveys are also covered. Overall the document promotes an ATS as a way to streamline recruiting and improve the candidate experience.
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#Firmday 28 march 2014 360 Resourcing - creating a seamless candidate journey through ats
- 1. CREATING A SEAMLESS CANDIDATE JOURNEY THROUGH THE USE OF AN APPLICANT TRACKING SYSTEM.
- 2. WHAT WE WILL COVER 1. Who we are and our areas of expertise 2. From the old world to the new 3. The big advantages of a Candidate Management System 4. Our ideal candidate journey 5. Our findings 6. Q&A
- 3. THE OLD WORLD Crawford Mack Operations Director & Non-Exec
- 6. FAST FORWARD TO THE NEW WORLD
- 7. IT’S ALL ABOUT ENGAGEMENT & INFLUENCE
- 8. 360 - A HYBRID RESOURCING BUSINESS – FROM 2009
- 9. ABOUT US History o Established in 2009 by Tomas Coulter and Stephen Rundell o Expertise in media-buying and providing consultative advice o Development of advanced ATS System Present o Fasted growing online recruitment company in UK o 450+ clients o Team of 65 Specialisms o Recruitment Software o Retail & Hospitality o Head Office o Commercial o Not-for-Profit Vision o Fresh o Bright o Engaging
- 10. FROM THE OLD WORLD TO THE NEW Carly Shorthouse Key Account Director Contact UsPerm Recruitment
- 11. WHO HERE USES A CANDIDATE MANAGEMENT SYSTEM?
- 12. THE BIG ADVANTAGES OF AN ATS? • Increase engagement and influence • Reduce drop out rates • Applicants are customers • Increase quality and reduce quantity • Increase referrals • Increase fill rates • Save time • Improve ROI – (within the backdrop of an increasingly competitive job market)
- 13. THE BIG ADVANTAGES OF AN ATS? • Increase engagement and influence • Reduce drop out rates • Applicants are customers • Increase quality and reduce quantity • Increase referrals • Increase fill rates • Save time • Backdrop of an increasingly more competitive job market
- 14. PERFECT JOURNEY? Journey Starts Here……….. • Model the ideal candidates • Prepare your “message” to hit their hot buttons – balanced language / NLP etc • Optimise the copy for search engines • Advertise on the job boards • Integrate as appropriate with social media • Get the CV… for the talent pool
- 15. PERFECT APPLICANT JOURNEY? • DIRECT or RE-DIRECT……………..? • Capture CV’s or re-direct from job board adverts directly to jobs on your careers page
- 16. PERFECT APPLICANT JOURNEY? • How many stages does an applicant pass through before they get their details in-front of you..
- 17. PERFECT APPLIANT JOURNEY? • Straight forward and fast application process • Multi-platform compatible • Able to return to complete form • Shepherd candidates automatically through stages
- 18. PERFECT APPLICANT JOURNEY? • Fully branded application acknowledgment • Setting expectations-next stages • Enhanced Applicant experience- • e.g. Retailers – offering £money off vouchers • Ensure you appreciate the time they have taken to apply
- 19. PERFECT APPLICANT JOURNEY? ATS- Unlimited Automatic emails : • Shortlist • Keep on file • Reject • Interview Request • Reject from Interview • Online Assessments • Offer-starter packs
- 20. TALENT POOL WITH AN ATS • Advanced Boolean search technology • Google-map view of candidates • View Talent Pool’s social media profiles
- 21. PERFECT APPLICANT JOURNEY? • Consider current and future application habits.. Which is your applicant going to be..
- 22. MANAGE ALL APPLICANTS- VIDEO • Great first stage screen • Increases candidate buy in and reduces time wasted • Build into the ATS • Although – you have to watch them!!
- 23. ONLINE CANDIDATE INTERVIEW PORTAL
- 24. ONLINE CANDIDATE INTERVIEW PORTAL • Integrated with every device • Instant email and SMS confirmation • Simple interview cancellation
- 25. FULL DIARY MANAGEMENT • Online portal to view interviews by day, week and month • Full outlook diary integration • Easy candidate management and cancellation
- 26. ON-BOARDING • Automatic survey of experience • Auto survey of candidate journey? • Feed candidates directly into HR system
- 27. WHAT SHOULD YOU MEASURE? Most ATS can measure everything.. Key areas: • Days to hire • Days to response time • Days to shortlist • Days to interview
- 28. MAKING IT SEAMLESS Fully branded online attraction • Top-job boards used to maximise attraction • NLP expert optimisation • Reduced cost-per-hire Your ATS • Fully integrated candidate tracking and management software • Reduce time and cost • Integrate with careers page and social media channels Bespoke Reporting • Reports can be added bespoke to your needs • Analysis of campaign effectiveness • Full E&D reporting Your Journey • Good providers will build it • Needs to be bespoke to you • Build with the end in mind!
Hinweis der Redaktion
- Thanks for joining.. We wanted to share some of our thoughts on candidate journey… the first thing to remember is every journey is unique, what might be right for Phones 4 u might not be right for the Co-op.. So each journey should be designed around you, and ideally each role will have a different journey.. And remember.. Life is about the journey not the destination!! We apply for a lot of jobs to see what processes are great (then we steal there ideas with pride) and what are not so good.. Most journeys seem to be designed by RPO’s (recruitment prevention officers) making candidates jump through so many hoops, turns bends that it puts off more talent than it attracts..(2 min intro – funny)
- Key intro into 360.. Really get across the size of the company and the key clients we work with. Talk about how we offer a service to improve and design the perfect candidate journey – although this is impossible.. – 2min
- Talk about the great service we deliver and how candidate journeys need to be designed not fitted into a box.. How the key to designing a good one is to understand what your candidates want and fit what you want around that.. Then talk around how you understand the journey, brain storming sessions act..
- Why…? What benefits do you get?
- This is a pretty obvious question – we meet a number of RPO’s that rattle on about a candidate journey – but don’t understand why they do so..ASK THE AUDIENCE TO SHOUT OUT SUGGESTIONSTHEN TALK THROUGH THE ABOVE PAYING ATTENTION TO DISCRIBE – Increase referrals.. And increase quality and reduce quantity.. 2 min
- WARNING – people buy from people
- We surveyed 1000 candidates in December and January – and found out some pretty cool things.. Please talk through and bumf outPlease pay attention to this 90% of In-house Recruiters act like RPO’s* - This is a joke.. Get a bit of haha I just threw that in.. 2 min to do this
- If know one knows where the journey starts – that’s a bad journey!!! Most ATS will allow you to post your vacancy across every jobsite (usually they sell you the ability to do this – I know we offer it for £300 – just make sure you are buying a branded service not unbranded!!) if your ATS cant multipost – get a new one.. Its good practise to allow candidates to apply through the use of there social media profiles – so they upload the linkedin page instead of a CV.. The key to the initial process is to make it as easy as possible to gather as much data as possible for the TP.. So you can do referral campaigns actact.. But whats that I hear all RPO’s shouting out.. We don’t accept CV’s.. Course you don’t and you don’t have to.. But lets look at this.. (5min_
- In order to not accept CV’s you will probably have to redirect to your recruitment application form.. Like the Co-op.. But as soon as someone click apply on company website they are moved from the jobsite.. (1 min)
- In order to not accept CV’s you will probably have to redirect to your recruitment application form.. Like the Co-op.. But as soon as someone click apply on company website they are moved from the jobsite.. (1 min)
- Ok.. Lets use a school analogy.. Have you ever tried giving a kid there entire years home work on the first day and they catch up with them at the end of the year expecting it all completed.. Do you think that will work?? (obviously no) the key is bitesize.. Each application stage should take no more than 5 mins max.. Then you can congratulate them on completing it (or reject) and redirect them back into the system.. Candidates are like puppies – they need a good boy at every step.. Talk around the need for your application form to be ok every platform.. Talk around the need for candiates to have a login – increase convinence.. Reminding them to competleyactact.. 3 min (but I would expect to go over)
- Acknowledge Acknowledge Acknowledge – all branded actTalk around sending voucher codes – 300 applicants could buy from you.. Set the expectations from and early stage.. i.e. we have 3 stages, we will feedback via email within 24 hours act - 2 min
- Acknowledge Acknowledge Acknowledge – all branded actTalk around sending voucher codes – 300 applicants could buy from you.. Set the expectations from and early stage.. i.e. we have 3 stages, we will feedback via email within 24 hours act - 2 min
- Talk around the importance of talent pool management (what to do with all the CV’s)Talk around the importance of Google maps, looking up social media profiles act..
- In order to not accept CV’s you will probably have to redirect to your recruitment application form.. Like the Co-op.. But as soon as someone click apply on company website they are moved from the jobsite.. (1 min)
- Most ATS have a built in video interviewing stage – great to put candidates through this.. Talk around the advantages of video interviewing..Obviously then give and overview on disadvantages..
- Make sure your ATS can allow your candidates to select the interveiw times.. Discuss this. (1 min)
- Talk around a candidate interview portal – 2min
- Obviously on the back end – this needs to go in a diary format etc.. Give this a brief explanation – 1 min
- Talk around the onboarding surveys, feeding into HR systems, offer letters act that will all be completed by the ATS This will be a real interesting topic so I expect you will want to talk for around 2 min
- Reporting – talk around this (only 2 min)