We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!

1. Why Should We Keep Evolving Candidate
Experience?
We'll be exploring...
•The relationship between candidate and consumer engagement
•The impact - both positive and negative - of incorporating technology into the process
•We'll take a look at how things will move forward over the next 5 - 10 years and how to
prepare for the change
28 July 2015

4. The market
• 37% of workers are looking to change jobs this year (2014 – 19%, 2013 – 13%)
• Hiring intentions of UK firms are ‘sky-high’ with growth figures stronger than mid 2000s
boom.
• Significant growth expectation in Cloud Working – freelance staffing
• Increasing mobility of labour amoungst young people.
• US experiencing increased investment in HR/Tech companies. Evidence this will ripple to
US and Europe.

5. The relationship between candidate and
consumer engagement
We'll be exploring...

6. Customer perception is your reality
Customers don’t expect you to be perfect. They do expect
you to fix things when they go wrong. ~ Donald Porter
The customer experience is the next competitive
battleground. ~ Jerry Gregoire
“Everyone Is A Brand Ambassador, Everyone Is A Recruiter”
– @ThisIsLars

9. Do you know enough about your ideal
candidates?
Do you know what’s important to them and
why they would choose you Vs your
competitors or other roles?
Do you know how best to connect with them?
Do you understand how they’d feel warmer
towards you and let the relationship develop
into an advocate.
How much attention do you put towards your
referral scheme?
Do you use employee satisfaction data to help
your hiring?
Do your marketing team get involved with
your candidate attraction?

11. Recruiting Strategies Conference – San Francisco

12. “You Don’t Create Your Employment Brand, Your Candidates
And Employees Do” – @ChiHeadhunter
People are at the center of your employment brand. It’s time to
embrace it, and use it as your differentiator.

13. “Candidates Just Want To Be Loved….Is That So Wrong?” –
@crada

14. Top Tips 1
• Be the person or the brand that candidates want to reach
out to.
• Grow your network.
• Invest in your company careers page.

15. Top Tips /2
• Personalise and be personable.
• Know your company culture – or your client’s company
culture – inside out.
• Make it extremely easy to apply.

16. Top Tips /3
• Make your application process – and the status of a
candidate’s application – as open and transparent as
possible.
• Manage expectations from the outset.
• Treat all quality candidates the way a company should treat
their high-value customers

17. The impact of incorporating technology
We'll be exploring...

20. Use custom hashtags!

21. Recruitment and HR Technology MUST
deliver a process which is more ethical,
fair and traceable

22. Graduate Recruitment - 15,000 applications for 150 jobs.
The Challenge: Low Attendance at graduate assessment days - 70%
attendance
The Approach: LaunchPad was introduced as a precursor to an
assessment day to gain candidate commitment.
ALDI saw 81% of candidates complete a video interview and 92% attend an
assessment day.
LaunchPad Video Assessments have since been rolled out to Assistant
Store Managers, Store Managers and Graduate Area Managers.
Graduate Recruitment: Building Candidate Engagement

27. Courtesy of…

30. 30

32. The Vital Ingredients

36. Engagement through digital channels
Ranked Lowest to Highest by Digital Usage
Total Respondents = 103,333
High
35,434
Medium
31,603
Low
36,296

38. Percentageagreeingthat
McDonald’sisagoodemployer
Source: TNS Fast Track
2007 2008 2009 2010 2011 2012 2013 2014

39. 11%Employees make me feel
good about coming in*
*TNS Fast Track: Q3 2014 Vs Q3 2013

40. Prepare for disruption, change is afoot!
We'll be exploring...

43. • 1. Mobile
• 2. The Internet of Things
• 3. Radical Changes to Recruitment
• 4. Science and Psychology Combined with Big Data
• 5. Changes to Talent and Performance Management
As Helen Gordon, Chief Executive of the Royal Pharmaceutical Society, said in HR
Magazine, “A sense of urgency exists for change. Certainly we have choices – we can
surrender and throw our arms in the air, or we can stop, reflect, and take constructive and
positive action.” As technology changes, so must we – for the good of our business, our
employees, and our ventures.

45. ugh

46. o

47. ‘Revolutionary’ development

49. We are LaunchPad…
Kirstie Kelly
kirstie@launchpadrecruits.com
0207 183 0418
07787 130512