Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
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
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%
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
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