Weitere ähnliche Inhalte Ähnlich wie The VIP Treatment: Elevate Your Candidate Experience (20) The VIP Treatment: Elevate Your Candidate Experience1. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
THE VIP TREATMENT:
Elevate Your
Candidate
Experience
Confidential - For Internal Use Only
2. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Meet Our Speakers
J.T. O’Donnell
Founder & CEO, Work It Daily
@jtodonnell
linkedin.com/in/jtodonnell
Martin Pisciotti
VP Employee Careers, T-Mobile
@Wintertab
linkedin.com/in/martypisciotti
3. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
• Defining candidate experience
• 3 tips for making your employer brand
irresistible to candidates
• 3 steps to improving your hiring process
• Key takeaways
Agenda
4. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Defining Candidate Experience
5. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Defining Candidate Experience
• How you attract & develop relationships
with talent throughout their career
journey
• Extends all the way to screening,
interviewing, offer management & even
new hire onboarding
6. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Defining Candidate Experience
On average, candidates use
12-18 touch points before
making a decision to apply
Source: Inavero, 2015
7. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Defining Candidate Experience
Job seekers report the top 3 challenges in their job search are:
Source: Glassdoor.com U.S. Site Survey, August 2016
finding relevant jobs that match level of experience and skills (56%)
not knowing if or when a recruiter or company hiring will respond
to an application/resume (55%)
getting the real scoop on what a company is like to work for (42%)
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Job seekers want it to
be easy to identify
the right fit.
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Hiring decision makers report informed candidates:
Defining Candidate Experience
reduce
turnover
increase
productivity
improve
business
increase
engagement
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3 Tips for Making Your Employer
Brand Irresistible to Candidates
11. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Making Your Employer Brand Irresistible
Scope of Recruiting at T-Mobile:
• 51,000: number of employees
• 5,035: number of T-Mobile stores
• 800,000+: number of applicants in 2016
• 5-time 2017 North American Candidate
Experience Award Winner
12. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Making Your Employer Brand Irresistible
• People want to align their personal
“why” with their employer’s “why”
• Weaving corporate values throughout
the candidate experience helps candidates
choose the right fit
13. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
IMPACT ON HIRING & BUSINESS
Making Your Employer Brand Irresistible
69% of job seekers would not take
a job for a company with a bad reputation,
even if they were unemployed.
Source: Corporate Responsibility Magazine / Allegis Group Services Study, August 2012
Candidates are consumers:
14. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
IMPACT ON HIRING & BUSINESS
Making Your Employer Brand Irresistible
83% of employees/job seekers are likely
to research company reviews and ratings if
deciding on where to apply for a job.
Source: Glassdoor Harris Poll, April 2017
Interview experiences influence others:
15. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
IMPACT ON HIRING & BUSINESS
Making Your Employer Brand Irresistible
A bad hire can cost your company as
much as 30% of a yearly salary.
Source: U.S. Department of Labor
Bad hires aren’t likely to stay, which is costly:
16. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #1:
Understand the Informed
Candidate Journey
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TIP #1: UNDERSTAND THE INFORMED CANDIDATE JOURNEY
Making Your Employer Brand Irresistible
Where informed candidates
conduct research:
• Careers page
• Job descriptions
• Review sites, including Glassdoor
• Social media
• Press releases
• News media
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TIP #2:
Deliver the Information
Informed Candidates Need
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TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED
Making Your Employer Brand Irresistible
Top influences on whether a candidate joins:
Salary & compensation
Company culture
Company reputation / employer brand
Interviews with managers
Company mission & values
Source: Aptitude Research Partners, Informed Candidate, 2017
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20. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED
Making Your Employer Brand Irresistible
Update recruiting channels with:
• Who you are as a company
• What your industry / product / service is
• Your purpose
• What’s in it for them?
21. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED
Making Your Employer Brand Irresistible
What T-Mobile messages:
• Mission: We are the Un-carrier and #WeWontStop breaking the rules of wireless.
• Employee stories
• #BeMagenta
• Valuable career resources
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TIP #3:
Make Your First Impression Count
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TIP #3: MAKE YOUR FIRST IMPRESSION COUNT
Making Your Employer Brand Irresistible
Align your candidate experience with your brand:
Do your systems, policies & interactions
facilitate or hinder hiring?
27. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
TIP #3: MAKE YOUR FIRST IMPRESSION COUNT
Making Your Employer Brand Irresistible
Design for efficiency:
• Keep your application process short and relevant
• Test out your application flow
• Provide information to help candidates:
Know where they stand in your process
Feel prepared for next steps
See themselves at your company
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3 Steps to Improving
Your Hiring Process
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STEP 1:
Build Relationships with
Hiring Managers
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STEP #1: BUILD RELATIONSHIPS WITH HIRING MANAGERS
Improving Your Hiring Process
• Set expectations
Define the hiring manager’s role vs. the recruiter’s
Explain why it’s worth their time to be involved & invested
• Get leaders involved
• Help hiring managers prioritize
31. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP #1: BUILD RELATIONSHIPS WITH HIRING MANAGERS
Improving Your Hiring Process
Create structure:
• Map out evaluation flows
• Arm interviewers with:
The job description & candidate’s resume
Correct interview time & location
Information about who the candidate will
report to & work with most frequently
• Standardize interviewer feedback mechanisms
Instructions on interview direction or topic
Basic company info
Information on next steps
32. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP 2:
Brand the Experience
33. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP #2: BRAND THE EXPERIENCE
Improving Your Hiring Process
• Make it memorable
Empower recruiters, hiring managers & interviewers to tell a consistent story
Prep candidates for what to expect
Be human
• Over communicate
Let candidates know where they stand
Notify candidates when they’ve been eliminated & provide detail as to why
Follow-up with interviewers when large discrepancies in candidate evaluation occur
34. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP #2: BRAND THE EXPERIENCE
Improving Your Hiring Process
Prep interviewers:
• Identify interviewers upfront & assign topics
• Double check room availability & technical needs
• Stress the importance of feedback deadlines & on-time arrival
• Check Glassdoor for recent reviews of your company, particularly
for the department or role the candidate is interviewing for
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STEP 3:
Use Data to Improve
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STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
Data T-Mobile uses:
• Glassdoor interview reviews
• Internal data for time to hire
• Experience surveys for applicants &
hiring managers
• Quality of hire key indicators
37. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
• Make interviews challenging, not overwhelming
Optimal interview difficulty level is 4 out of 5
Benchmark your progress on Glassdoor
• Research shows that more difficult job interviews
are linked to better fitting candidates later on
38. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Source: “Do Difficult Job Interviews Lead to More Satisfied Workers? Evidence from Glassdoor Reviews,” by Andrew Chamberlain and Ayal Chen-Zion, Glassdoor Research Report, October 2015.
Difficulty Rating = 2 Difficulty Rating = 3 Difficulty Rating = 4 Difficulty Rating = 5
40%
20%
0%
ImpactonEmployee
SatisfactionLaterOnHarder Interviews = Happier Employees
39. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
• Benchmark against competitors & eliminate unnecessary steps
• Look at your Glassdoor Interview Trends, including:
Interview Cycle Time
Offer Outcomes
% Positive Experience
% Offer Rate
% Acceptance Rate
40. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
Always be optimizing:
• Track key metrics like cost-per-hire & time-to-hire
• Segment key stats by source of hire
• Track candidate behavior on Glassdoor
• Act on feedback
42. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Key Takeaways
Treat candidates like valued partners to attract better talent
Candidates act like consumers — give them the content they
need to make an informed decision (in your favor!)
Use the data available to improve your process
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