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How to Design an Amazing Candidate and New Hire Experience

How to Design an Amazing Candidate and New Hire Experience

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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

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

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How to Design an Amazing Candidate and New Hire Experience

  1. 1. + How to Design an Amazing Candidate and New Hire Experience September 6, 2017
  2. 2. Hello! Bart Macdonald CEO + CoFounder of Sapling Elizabeth Onishuk Talent Acquisition Manager at Workable Erin Hughes Moderator + Programs Marketing Associate at Workable
  3. 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
  4. 4. The Changing Talent Landscape 01.
  5. 5. What Story Do Data Tell?
  6. 6. Importance of Candidate Experience 02.
  7. 7. Hear from the candidates
  8. 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. 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?
  10. 10. Steps to Design Your Candidate Experience 03.
  11. 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
  12. 12. Skills Gap Analysis (SGA) 2 3 4 5
  13. 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. 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. 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. 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. 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. 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
  19. 19. Importance of Employee Experience 04.
  20. 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. 21. 35% The % of new-hires looking to quit within their first 6 months - Asaecenter, 2016
  22. 22. Onboarding is the 2nd most impactful HR activity to company revenue and profit generation - Boston Consulting Group, 2015
  23. 23. Structured onboarding increases retention by +80% and productivity by +70% - Glassdoor, 2015
  24. 24. Designing for The Future: an Amazing New Hire Experience 05.
  25. 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
  26. 26. 1 Design a ‘Yes-to-Desk’ Preboarding experience Provide a structured and welcoming Day 1 2 3 Build a results-based 30-60-90 Day Program
  27. 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. 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. 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. 30. Q&A Please type any questions into the chat. Our moderator will read them out and our speakers will answer.
  31. 31. + Thank you Visit workable.com // trysapling.com
  32. 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)

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