The Candidate Journey and What Affects the Decision to Apply
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The Candidate Journey and What Affects the Decision to Apply
- 1. + The Candidate Journey & What Affects the Decision to Apply
- 2. Housekeeping • Connecting to Audio • Audio Broadcast • Dial-In: Details can be found in WebEx under “Quick Start” • Technical Difficulties with WebEx? • Call WebEx Support at 1-866-229-3239 • Live Q&A • Submit your questions throughout the webinar in the Q&A panel • #CEJourney #CEJourney
- 3. Intro to Speakers Derina Adamczak CH2M @DerinaAd William Tincup Key Interval Research @WilliamTincup Marvin Smith Lockheed Martin @talentcommunity #CEJourney
- 4. This Webinar Is Sponsored By: + #CEJourney
- 6. Question: In this age of transparency how are your organizations better supporting candidates in their journey? #CEJourney
- 8. Question: What do you do to tell the Lockheed Martin and CH2M story and provide a realistic look to what it’s like to work there? #CEJourney
- 10. Question: How do we actively shape our employer brand and reputation online? Especially on sites like Glassdoor? #CEJourney
- 12. Question: What do you do to provide candidates with options in connecting with you? And how do you keep them engaged? #CEJourney
- 14. Question: How do we set the right expectations with candidates? #CEJourney
- 16. Question: How do we create candidates for life? #CEJourney
- 18. Question: How Do You Know You’re Doing Well? #CEJourney
- 19. + QUESTIONS?
Hinweis der Redaktion
- William: Overview of what we’ll be speaking about today
- William: William Tincup, Prinicapl Analyst at Key Interval Derina Asamczak, Recruitment Marketing Manager at CH2M Marvin Smith, Strategic Talent Sourcing Consultant at Lockheed Martin
- William: It wasn’t all that long ago that this was much more straightforward. You opened a job requisition posted it to a job board and candidates without any real options had to go to the job board to see new opportunities That has changed and quickly. Different era of digital transparency (basic humanity) Spoke to a candidate, their process: o Google Company o Glassdoor Company o LinkedIn (former employees) How do you recruit a candidate that knows it all? How can we be a part of the change happening with the job search.
- MARVIN: For us at Lockheed Martin, we like to think about it as the intersection of Outbound, Inbound and Brand DERINA: Candidate Experience Awards. Use data to consistently improve Recruiting process. Now improve recruitment marketing process.
- WILLIAM: To be able to provide transparency, you first need to know who you are and the value you provide. We want people to Chase Us But not everyone is attractive. Some have humor. Some are kind. What are you? The other side is what do the candidates you want to recruit want? Realistic job previews and day in the life.
- MARVIN Day in the life videos per discipline Virtual Career Fairs DERINA One brand for CH2M (all about the employee) Social Networks (stats on content)
- WILLIAM: Your reputation is being shaped online today and most importantly, candidates are using it to make decisions on whether to apply or not apply. Sites like Glassdoor and LinkedIn provide a 3rd party look at your organization. Warts and all.
- MARVIN - Glassdoor. 242 of Hires went back to view - 1.8 million of 6 months of this year on Glassdoor DERINA Turned down offer on Glassdoor review Talent Acquisition – 4 years responding to that Respond to Negative Comments Measure Positive / Negative Sentiment Categorized different employee sentiment Monthly basis o Methodology
- WILLIAM: We talk a lot about the candidate experience from a applicant perspective but we don’t talk a lot from the research phase in the candidate’s journey. Not every candidate is ready to apply today but in talent acquisition we rarely provide options to hear more about our culture and employment brand. Recent research by SmashFly, 27% of the Fortune 500 have an external option other than apply on their Career Site that is not a job alert. We need to provide more options. But the real question is how do we build better relationships with the folks that we do capture?
- MARVIN: Own Sourcing Database Talent Network Form in apply flow 1 million contacts Beginning to build out our communication strategy Military Connect Talent Community DERINA: Welcome to Talent Network email. My email address to me. Talk to a person (respond to each reply) CH2M Newsletter A key part of our candidate engagement strategy for qualified contacts Our most recent newsletter o 51% open rate o 16% clickthrough rate o 666 New Applicants
- WILLIAM: One of the biggest pet peeves we have in talent acquisition is not setting expectations well enough. Fedex for Recruiting – Setting expectations for what happens next in the process
- Marvin: Highly Skilled Labor that Works for Jets Interested but how to keep engaged / up to date 90 days to fill a job Full Background Check process Use Automation to Nurture and Set Expectations (Better Customer Service) Derina Drop-off Google Analytics (70% of drop-off at internal screen) Candidate Connection Agent
- William: Why does McDonalds have a Kids Meals. They want Customers for Life. So how do we create awareness and brand for our careers that resonates and helps us achieve our goals.
- MARVIN: Future Pool - Robotic Awards - Software Bootcamps - STEM (Awareness & Story) - Change jobs but not switch companies - How do we offer jobs - Internal Mobility – Communicate DERINA - Summer Program – STEM (Future Talent) - Hard to Find Perfect 10-15 years of experience - Retired Consult is a big pool for us too
- William: Now the real question is how do we measure the candidate journey and how effective we are at providing a good experience for candidates. What is the core data that we use to measure success across our candidate populations?
- MARVIN: NPS is becoming more and more important. Candidate success is how they perceive us and how they rate us. Measure relationship with hiring managers as well. How do we recommend you DERINA: NPS score
- William turns it over to Deirdre for Questions