Review of practices and data from the 2013 Candidate Experience Awards presented at SHRM's national conference in June 2014

1. Presenter Name
June xx, 2014
Presenter Contact Info
INSERT
SESSION
TITLE
Gerry Crispin, sphr
June, 2014
Candidate
Experience:
The Journey from
Moral Anecdote to
Business Evidence

2. Source: CareerXroads Candidate Experience monograph, March, 2011

3. What makes a person a
Candidate?
A.) Anyone who can
possibly do the job.
B.) Anyone who expresses
interest in a specific opportunity.
C.) Anyone qualified,
and considered.
D.) The ‘Finalists’ we interview.

4. Re-apply; Refer;
Buy; Convert; Influence
Retain; Perform
Candidate Experience
Why do we even care?
What prompted you to Apply?
Were your expectations set at each stage?
Did we hear all you have to offer?
Did we even ask your opinion?

5. 7/2/2014 5TalentBoard 2014 Copyright ©
138
Registered
122
Completed
Round 1
95
Begin
Round 2
64
Companies
Candidate
are net +
46,600
Candidates
Responded
2013 CandE Results – By the Numbers
2013
May June July August September Oct
http://www.theCandEs.org

6. TalentBoard 2014 Copyright ©
+ Candidate Experience

7. 7/2/2014 7
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25% Technology
20% Retail
10% Financial
96% US
31% < 10 Recruiters
13% > 200 Recruiters

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80% Were Not Hired.
~10,000
~20,000
Hourly 36.8%
Entry 14.7%
Exp- 30.2%
Supv/Mgr 13.9%
Exec 2.0%

9. Interview Prep
Transparency
pipeline
2-Way Interaction
Contacts
Training
Under Armour
Genentech
Lockheed Martin
Intel
Enterprise
Intuit Adidas
Feedback

10. TalentBoard 2014 Copyright ©

11. 7/2/2014 TalentBoard 2013 Copyright © 11
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12. 8
3-4 candidates/opening referred
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50% aren’t aware of your ERP
Fewer than 1/3 who are aware think
ER is important

13. 100 4 50% 5
.5 X .4 = 20% .02 X .6 = 1.2%vs 14X!

14. TalentBoard 2014 Copyright ©
Attracting
AFFINITY:
60% think they have
a + ‘relationship’
BEFORE
COMMUNICATION:
Candidate preferences = Employer
choices…or not
CONTENT:
80% find Job Descriptions
useful
(But #1 Question is still
avoided.)
RESEARCH:
40% research 1-2 hours
before applying.
17% take more than 5.

15. 7/2/2014 TalentBoard 2013 Copyright © 15

16. TalentBoard 2014 Copyright ©
60%
had 1 or 2 face-to-face
interviews
2/3 had
phone interviews
5% video interviews

17. 7/2/2014 TalentBoard 2013 Copyright © 17
18.6%
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18. “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 ©

19. “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%
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20. -20
-10
0
10
20
30
40
50
60
70
80
90
0 10 20 30 40 50 60 70 80 90
IWillRe-Apply
I will Refer Others
Net CE² Scores
There is a [measurable] difference in
how candidates are treated

21. 21
“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 ©

22. 22
“How Likely are you to SHARE with your Inner Circle?”
82.3% 64.3%
TalentBoard 2013 Copyright ©

23. 23
“How Likely are you to SHARE your experience publicly?”
50.5% 32.0%
TalentBoard 2013 Copyright ©

24. Build a
Business Case
Everyone
gets up to bat
Seek
Feedback
Set
Expectations
Walk
in their
shoes

25. http://bit.ly/2013CandE_Report
@GerryCrispin
Linkedin.com/in/GerryCrispin
Good
Hunting!
http://www.theCandEs.org
CareerXroads.com