1. Candidat e Rules - 2012

2. Candidat e Rules - 2012

5. 2011
- 100s
- 58
- 33
- 24
- 11,500

6. 2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
2010 – Jack Coostow Administrative Assistant
Environmental Technician
2007 – Morris (M.R.) Goodbar
MBA Graduate
2011 – Chris Kringle 2008 – James (Jim) Knee Cricket
Security Systems Programmer Sales
2009 – William B. Baggins
Accounting

7. What does it mean to be a ‘Candidate’?
Poll #1
A. All the people who have applied for a job and are deemed qualified.
B. Everyone who can possibly do the [open] job is a ‘Candidate’.
C. Everyone who expresses interest in a specific opportunity.
D. The ‘slate’ of finalists we bring in to interview & select.
E. All of the above.

8. [Standard] Definitions are Important:
What is a ‘Candidate’?

9. Definitions are Important:
What is the Candidate Experience?
… the attitudes and opinions that people
form while seeking to work for your firm…
… regarding your recruiting process;
the stakeholders in the process; the work itself;
your company as a place to work…
… the subsequent actions of the candidates
and their impact on the performance of your company.
Source: CareerXroads Candidate Experience monograph, March, 2011

10. Rule # 1 – “Know My Value”

11. Rule # 1 – “Know My Value”
Tie Candidates’ experiences directly to:
Sales company performance
Compensation Retention
Candidate Quality
Hire Conversion Rate
new hire time to perform
The Candidate Experience is measurable.
The only question is… are you willing to determine its value?

12. Rule # 2 – “Walk in My Shoes”
Source and apologies: Non Sequitur, Wiley Miller 8/28/10

13. Rule # 2 – “Walk in My Shoes”
53% of Recruiters...
HAVE APPLIED
TO THEIR OWN JOBS
Source: CareerXroads survey, 2011
BUT ONLY 7% of
Employers…
have EVER attempted to
‘MYSTERY-SHOP’
their recruiting process
Source: CareerXroads Colloquium survey, 2011
http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256

14. Rule # 2 – “Walk in My Shoes”
John Boudreau, Beyond HR- the New Science of Human Capital

15. Rule # 3 – “Hear Me Now”

16. Do you ask Candidates for feedback…at
the time they APPLY?
Poll #2
A. No.
B. Sort of. We ask a random sample…on occasion.
C. Yes, we ask everyone who completes an application for feedback.
D. Yes, we ALSO ask the people who abandon the application.

17. Do you listen to Candidates when they APPLY?
55 employers said, 7.9 % of 6,652
candidates said
46.3%
“No”
“I was asked before beginning
the application if I would be
46.3% 7.3% willing to provide feedback
“Some” 2.4% immediately after completing the
application”.
“Yes”
Even those
who abandon
Source: thecandidateexperienceawards.org, 2011 the application

18. Rule # 3 – “Hear Me Now”

19. Do you ask FINALISTS for feedback?
55 Employers said,
68% of
“Yes” [after] 2,162 Finalists
“Yes” [before] said.,
22.0%
7.3% “No”
19.5%
“Some”
51.2%
“No”
Source: thecandidateexperienceawards.org, 2011

20. Rule # 4 – “Speak Clearly”

21. Rule # 4 – “Speak Clearly”

22. Rule # 4 – “Speak Clearly”
Source: mobile recruiting camp, Fall, 2011

24. Rule # 4 – “Speak Clearly”
Can Candidates use their mobile phones to…
...navigate to your
firm’s
m.enabled Career
36% Site
...TEXT, call 19.4% & search for new
or chat with jobs?
recruiters?
...CHECK their
resume STATUS? 3.2%
32% ...APPLY for a job with a
previously saved profile?
Source: CareerXroads survey, Fall, 2011

25. N/A
Experiment
Limited
Routine
Extensive
Source: thecandidateexperienceawards.org, 2011
25

26. N/A
Experiment
Limited
Routine
Extensive
Source: thecandidateexperienceawards.org, 2011

28. Don’t Get Too Far Ahead of Your Audience

30. Rule # 4 – “Speak Clearly”
Jobs- All Currently Open
Job Descriptions
Company Product Info
Company Values
Source: thecandidateexperienceawards.org, 2011

31. Rule # 4 – “Speak Clearly”
Practice tests related to the job
Self-assessment of culture fit
Simulations (video) of core jobs
Diversity- Stats by job specialty
Source: thecandidateexperienceawards.org, 2011

32. Rule # 5 – “Answer Truthfully”
How frequently does this position come open?
What is the profile of the last person
to compete successfully for this position?
What happened to the previous incumbent?

35. Rule # 5 – “Answer Truthfully”

36. Rule # 5 – “Answer Truthfully”

37. Rule # 6 – “Deliver What You Promise”

38. How do you treat unqualified candidates?
Poll #3
A. Nothing. We only get back to candidates we’re interested in.
B. Recruiters are not required to respond- some do anyway.
C. Recruiters are required to respond with a standard script.
D. Recruiters are required to give [some] feedback.

39. How [57] Employers say they treated unqualified candidates
required…
…w/ feedback nothing
other

40. What [7,500] candidates who were rejected say…
Source: thecandidateexperienceawards.org, 2011

41. Rule # 6 – “Deliver What You Promise”
…our online application can be completed
in less than two minutes.
…all candidates…reviewed
and communicated…1-20 days.

42. Rule # 6 – “Deliver What You Promise”

43. Rule # 6 – “Deliver What You Promise”
84% Acknowledged Chris
[Kringle] when he Applied
32% Informed Chris when
he was NOT selected

44. Rule # 6 – “Deliver What You Promise”
Thank you
(be specific)
Brand
(again and again)
Create
Expectations
Promise closure
Manage feedback

45. Candidat e Rules - 2012
#1 – “Know My Value”
#2 – “Walk in My Shoes”
#3 – “Hear Me Now”
#4 – “Speak Clearly”
#5 – “Answer Truthfully”
#6 – “Deliver What You Promise”