Why Candidate Experience Will Make or Break More Than Just Hiring
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1. Why Candidate Experience Will Make or Break More Than Just Hiring

2. CHRIS HOYT Partner, careerXroads @THERecruiterGuy ERIC WINEGARDNER SVP, Client Adoption & Sales Enablement, Monster @ewmonster

3. 2,113 Job Searches on Monster in the US 4,169 Job Views on Monster Globally 14 NEW Resumes added to the US Resume Database EXERCISE SIXTY SECONDS

5. HOW DO YOU DEFINE CANDIDATE EXPERIENCE?

6. Assessments Allabouttheapplicant Phone ScreenBlackHole Easy Search Communication Engagement Interview Important Process First Day Social Employment Brand Employee Value Proposition Feedback Offer Letters OnBoarding Background Check

7. “The attitudes and behaviors of individuals who aspire to work for a firm about the recruiting process, the stakeholders in the process, the work and the company itself as a place to work.” Gerry Crispin, SPHR Principal and Founder, careerXroads Board Member, The Talent Board

9. WHY DOES ALL OF THIS MATTER?

10. 3 MILLION 80% $600 MILLION $250 AVERAGE CUSTOMER SPEND # APPLICATIONS PER YEAR % APPLICANTS THAT ARE CUSTOMERS TALENT ACQUISTION CUSTOMER VALUE

11. IS TO TELL A CANDIDATE THEY ARE GOOD ENOUGH TO BE YOUR CUSTOMER, JUST NOT GOOD ENOUGH TO BE YOUR EMPLOYEE. EVERY RECRUITER’S CHALLENGE…

12. POLLING QUESTION: HOW HIGH OF A PRIORITY IS “IMPROVING CANDIDATE EXPERIENCE” IN YOUR 2016 PLANNING? A) It’s all we think about. B) It comes up every now and then, we’re working on it. C) Aware, but many other issues take priority. D) What is Candidate Experience?

13. BASED ON YOUR EXPERIENCE WITH US, HOW LIKELY ARE YOU TO CHANGE YOUR CUSTOMER STATUS? 23%47% 18%12%

14. NET PROMOTER SCORE IN TALENT ACQUISITION? Based on your most recent application/recruitment experience, how likely are you to recommend us as an employer to a friend or colleague? 58

16. SAID THE JOB DESCRIPTION WAS THE MOST USEFUL EMPLOYMENT CONTENT 74% 2015 Candidate Experience Awards Survey

17. MOST VALUABLE EMPLOYMENT CONTENT IN JOB RESEARCH JOB DESCRIPTION 74% SALARY RANGE 39% BENEFIT DETAILS 33% SUCCESSFUL CANDIDATE PROFILE FOR THE JOB 25% CAREER PATH EXAMPLES 23%

18. CANDIDATES ARE DOING THEIR RESEARCH

19. SHARING EXPERIENCES PUBLICLY 25% 21% MAYBE 32% 48% LIKELY 29% KEEP PRIVATE POSITIVE EXPERIENCE 41% NEGATIVE EXPERIENCE 66% 80% INNER CIRCLE

20. POLLING QUESTION: HOW OFTEN DOES YOUR COMPANY SURVEY CANDIDATES ABOUT THEIR EXPERIENCE SEARCHING, APPLYING AND INTERVIEWING FOR A JOB WITH YOUR COMPANY? A) After every job is ﬁlled B) Monthly C) Annually D) We do not conduct candidate surveys

21. IF CANDIDATE HAD A NEGATIVE EXPERIENCE

23. 4 CLUSTERS OF PRACTICES FOR CANDIDATE EXPERIENCE • Demonstrating how we listen to candidates • Setting expectations • Accountability • Perceived fairness

24. POLLING QUESTION: HOW DO YOU HOLD RECRUITERS OR STAFFING MANAGERS ACCOUNTABLE FOR THE CANDIDATE EXPERIENCE? A) Deﬁned metrics tied to individual performance review B) Deﬁned metrics measured at team level C) We do not measure Candidate Experience or hold our teams accountable D) Other (be prepared to explain!)

25. THE PROGRESSIVE PROMISE • Over 300k candidates a year = $465m at risk • Implemented NPS survey at candidate ﬁnal stage and holds recruiting team accountable • "The Progressive Candidate Experience Promise"

26. T-MOBILE LISTENS & COMMUNICATES • Embedded process to listen and respond to candidates - showing signiﬁcant positive results. • Fun infographic AND video published on career site. • EVERY job shows how long it's been posted and how many have applied. At the bottom of every job…

27. COMCAST COMMITMENT TO TRANSPARENCY • Dedicated on-site candidate experience teams established • INSTANT feedback in interviews. Candidates know immediately if moving forward or no longer being considered - and why!

28. POLLING QUESTION: HOW DOES YOUR COMPANY PROVIDE DETAIL TO CANDIDATES WITH REGARDS TO WHY THEY WERE NOT SELECTED? A) Direct recruiter conversations B) Email communication C) We do not provide candidates feedback

29. WHAT’S NEXT?