This webinar aims to help HR professionals like you consistently win the best talent in today's fiercely competitive job market.
The first step is designing an experience that is great for both you and the candidate, one that doesn't stop once they receive their offer letter.
This webinar was originally presented on 9/6/17 by Workable and Sapling.
More resources from Workable:
https://resources.workable.com/tutorial/candidate-experience
https://resources.workable.com/tutorial/candidate-experience-survey
https://resources.workable.com/blog/5-steps-online-candidate-experience
https://resources.workable.com/blog/recruiting-email-templates
https://resources.workable.com/tutorial/faq-hiring-process
How to Design an Amazing Candidate and New Hire Experience
1. +
How to Design an Amazing
Candidate and New Hire
Experience
September 6, 2017
2. Hello!
Bart Macdonald
CEO + CoFounder of Sapling
Elizabeth Onishuk
Talent Acquisition Manager at Workable
Erin Hughes
Moderator + Programs Marketing Associate at
Workable
3. Agenda
1. The Changing Talent Landscape
2. Importance of Candidate Experience
3. Steps to Design Your Candidate
Experience
4. Importance of Employee Experience
5. Designing for The Future: an Amazing
New Hire Experience
6. Q & A
8. 78% of candidates say the overall
experience they receive is an indicator
of how a company values its people
- CareerBuilder Candidate Experience From End-to-End:
What’s Your Weakest Link?
9. Just 32% of candidates rate their most
recent experience as “very good”
- CareerBuilder Candidate Experience From End-to-End:
What’s Your Weakest Link?
11. 1
Perform a Skills Gap
Analysis (SGA)
2
Develop a compelling yet
accurate Job Description
3
Make the application
process Easy Peasy!
4
Communicate,
Communicate,
Communicate!
5
Seek Survey Feedback
13. Job
Description
Use simple language +
Reference Hiring Manager’s title +
List 4-5 Must-Haves (eliminate Nice-to-Haves) +
Choose title LAST =
A Great Job Description!
1 3 4 5
14. Easy Peasy
Process
21 4 5
● Easy to find careers page and mobile friendly application
● Quick to apply - no login or multi-page format
● Straightforward - they know what they need to submit
before starting the process
● Test it yourself
15. 21 4 5Communicate
✔ Keep it human
✔ Lay out timeline so they never feel lost
✔ The right kind of rejection can make people like you
more
✔ Candidates don’t think you communicate enough -
don’t fear overdoing it
16. Extract feedback from candidates in all stages in the
recruiting funnel
Seek
Feedback
21 43
Pre-qualification
(phone screen)
Testing/F2F interview
Candidate Rejected
Offer Accepted
17. 1 in 3
The number of job seekers who have been asked for feedback
about their candidate experience
- CareerArc The Future of Recruiting Study
18. 1
Perform a Skills Gap
Analysis (SGA)
2
Develop a compelling yet
accurate Job Description
3
Make the application
process Easy Peasy!
4
Communicate,
Communicate,
Communicate!
5
Seek Survey Feedback
20. Employee Experience:
The sum of the various perceptions (good and bad) that employees have about their Cultural, Physical and
Technological interactions with the organization in which they work (or are hoping to join)
Cultural Physical Technological
21. 35%
The % of new-hires looking to quit within their first 6 months
- Asaecenter, 2016
22. Onboarding is the 2nd most impactful
HR activity to company revenue and
profit generation
- Boston Consulting Group, 2015
25. Why does New-Hire Experience matter?
THE OLD: Administrative
Compliance Focused
First-day Focused
THE NEW: Strategic
Employee Experience Focused
Pre-hire to 90 Days Focused
27. PreBoarding Day One 30-60-90
● Validate the new-hire’s decision to join
● Introduce new hire to the company brand; the mission, team,
office and 90 Day onboarding program before day 1
● Surprise and delight with a home-delivered welcome gift
● Digitize paperwork signing, benefits enrollment, and other
administrative tasks before Day 1
TO-DO LIST
✔ Schedule team welcome phone
call
✔ Email Welcome Packet
✔ Send swag or other gift
✔ Early access to W2, benefits, email
28. PreBoarding Day One 30-60-90
● Acclimation with the company culture and executive team.
Over-invest in making the new-hires feel welcome and aligned
with the company values.
● Introduce new-hires with their buddy and team.
● Welcome the new-hire with a first day gift or an offsite
experience
TO-DO LIST
✔ Inspire with company mission,
vision, and values
✔ Close out open paperwork
✔ Schedule 1:1s and intros
✔ Give first day gifts
29. PreBoarding Day One 30-60-90
● Invest in personalized onboarding plans, enabling new-hires
to accelerate to full productivity in their role
● Set goals for them to achieve over an agreed-upon timeline.
Provide real-time feedback on how they are meeting the
company and manager’s expectations.
● Engage and survey new hires at 30, 60 and 90 days to
understand how they’re acclimating
TO-DO LIST
✔ Craft and discuss a personalized
onboarding plan
✔ Measure against goals
✔ Share real-time feedback
✔ Measure how they’re acclimating
and developing
30. Q&A
Please type any questions into the chat.
Our moderator will read them out and our speakers will answer.
32. Works Cited
● The New Talent Landscape: Recruiting Difficulty and Skills Shortages (SHRM, 2016)
● Candidate Experience From End-to-End: What’s Your Weakest Link? (CareerBuilder)
● The Future of Recruiting Study (CareerArc)