2. This session….
Who am I and where I’m from?
What are our customers challenges?
What’s the reality? Is this a wider issue?
How do you do it?
Who does it well?
What’s the benefit…
7. Make the right short-listing
decisions, quickly
…by providing the tools for structured,
consistent and auditable assessment.
8. How LaunchPad’s
video interviewing works
It’s not like Skype… Our 4 simple steps
make video interviewing effective and easy:
01
02
03
04
Set the questions
Invite candidates
Review response
Collaborate
19. Candidate Experience Awards 2013
How do you rate your overall experience with the company you‟ve applied to?
Negative Experience
- Black Hole Effect
0–3
0, 8
%
2, 4
%
16%
1, 4
%
Neutral Experience
Neither Negative nor
Positive
4–7
7, 9
%
6, 6
%
3, 4
% 4, 5
%
50%
5, 26
%
Positive Experience
- Awe Inspiring
8 – 10
10, 1
1%
33%
9, 9
%
8, 12
%
20. Candidate Experience Awards 2013
The majority of candidates (53 percent) claim some relationship at the outset.
47%
I had no
relationship with
the company
21.1%
I was/am a
customer of the
company
16.8%
I have Friends/
Family w/the
Company
9.1%
I follow the
company
6.0%
I am an
advocate for
the company
21. Candidate Experience Awards 2013
Communication with Candidates who are Not Selected
42.8%
Neutral
2.9%
Negative
48.5%
Positive
28.5%
Positive
Employers rated the company’s ability
to communicate with UNQUALIFIED
candidates.
8.6%
Negative
28.4%
Neutral
Employers rated the company’s ability
to communicate with QUALIFIED
candidates that have not been selected
for an interview.
43.6%
Negative
38.5%
Neutral
18%
Positive
Candidates rated the quality of the
communication provided after NOT
being selected.
23. How likely are you to share your
experience: Positive or Negative?
24. Candidate Experience Awards 2013
What candidates say they want?
Be honest &
transparent
Why do I want
to be in your
community?
Treat me
with respect
Can I please get some
feedback?
Remove the long
winded
application
process
24
25. Candidate Experience Awards 2013
One third of those surveyed said they
received no response at all to an
application
Only 16% received phone calls from
the recruiter/hiring manager
providing little or general feedback
30% received a standard template
email without any specific details
17% received phone calls from the
recruiter/hiring manager, providing
specific feedback and answering any
questions
26. Candidate Experience Awards 2013
Over 30% of candidates said they didn‟t receive any feedback at all from their application and
seemed to fall into the black hole
28. Explosion of video
interview technology for
convenience & cost savings
Mobile Job Apps,
Geographic conditions
driving change
Mobile
SLOW
Video
RAPID
Social Media
Intelligent use of social
media to drive referrals and
segmented employment
brand messages
‘apps’
empowering
ATS
Simulation
“Virtual Job try-outs” and
more interactive, practical
candidate assessments”
Gamification
technology coming of age to deliver a more
engaging and relevant experience
Courtesy of
29. Overall results
2700 candidates applied for role for Selfridges‟ new „Denim‟ department
46 offers were made
1.7% success rate using video interviewing
Previous campaigns using telephone screening have shown a 0.9% success rate
Assessment success
Offer rate for candidates invited to assessment:
Before LaunchPad
10% conversion
After LaunchPad
47% conversion
Candidate feedback (we survey all candidates who use LaunchPad)
“This really was a quick and easy way of completing my interview”...
"I found it really motivating and it showed the company cares about everyone who applies"
35. Growing Trends…
Reinvesting cost savings from
direct hiring into Candidate
Concierge
& Talent Adviser
services
Even greater emphasis and
appreciation of the value of
Alumni &
Employee Referral
Programmes
Candidate Satisfaction Surveys
RPO Contracts
Mystery Applicant
Candidate Satisfaction
embedded in
Recruiter KPIs
(and hiring managers?)
36. How do you balance their skills between that of
a recruiter and marketeer
37. 1. Awareness /
Introduction to the
company
2. Campaign specific /
Entry points
3. Making an
application
4. Assessment and
selection
Multiple chances to engage and
connect with candidates
Stages of engagement
8. Exit
communications
7. On-going
communications
6. First 90 days
5. From job offer to
first day
Yet there are still missed and meaningful opportunities for employers to better understand their processes and the impact they have on candidate experience. Just one-third said they ask candidates for feedback if not advanced to the final evaluation phase. The vast majority (90.5 percent) of candidates said they were not asked to provide any feedback once notified they were no longer being considered.
Based on their overall experience, many candidates (43 percent) expressed that they were Likely or Highly Likely to refer a friend to the company to which they applied. Respectively, more than half of the candidates (53 percent) referenced they were Likely or Highly Likely to apply again.
This word cloud is a visual representation of the comments candidates shared to describe communications practices during the application process. One third of those surveyed admitted to receiving no response at all to an application. 2)Standard template email was received without any specific details. 30% 3) Phone call received from the recruiter/hiring manager providing little or general feedback 16%. 4) Phone call received from the recruiter/hiring manager, providing specific feedback and answering my questions. 17%Were you invited to provide feedback on the APPLICATION process after you applied? Question 4Positive note – it is looking better etc
Using video interviewing to re-engineer their recruiting approach Selfridges are nimble. In store development often requires the recruitment team to run impactful and fast moving campaigns in order to react to hiring needs. As a result, they’re always looking for ways to improve the process, but also to provide their candidates with a great experience. Long before they’ve even begun their role. That’s why they chose to implement recorded video interviewing. Their aim was clear. Improve the process – reduce the time required to bring candidates to assessment – and make better hiring decisions along the way. And here are the facts of where they gained real benefit... Overall results 2700 candidates applied for role for Selfridges’ new ‘Denim’ department 46 offers were made 1.7% success rate using video interviewing Previous campaigns using telephone screening have shown a 0.9% success rate Assessment success Offer rate for candidates invited to assessment: Before LaunchPad 10% conversionAfter LaunchPad 47% conversionCandidate feedback (we survey all candidates who use LaunchPad)“This really was a quick and easy way of completing my interview”..."I found it really motivating and it showed the company cares about everyone who applies"