Presented by Emily Byrne Klope HR Department , Addepar When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI? Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program. Join this webinar and walk away with: A blueprint for which metrics matter pre and post-hire Applicable ideas to differentiate your candidate and employee experience programs Proven methods to keep employees productive and engaged Real world examples from Emily Byrne Klope, People Operations at Addepar. Special thanks to our partners at Lever

1. How to Extract ROI
from Your Candidate
and Employee
Experience Program
#ExtractROI

2. ● Housekeeping & Speaker Introductions
● Candidate Experience & Extracting ROI
● Employee Experience & Extracting ROI
● Summary
● Questions
Agenda
#ExtractROI

3. Join the conversation
● Please use the Q&A chat box for questions
● Tweet at us using #ExtractROI @Lever @SaplingHQ
● $100 Amazon Gift Card prize for the most thought-provoking tweet
#ExtractROI

4. Speaker Introduction
Julia Bersin
Marketing Manager
Lever
Emily Byrne Klope
People Operations
Addepar
Bart Macdonald
Founder & CEO
Sapling

5. What is candidate experience, and why is it important?
#ExtractROI

6. Candidate experience can be defined as:
How job seekers perceive and react to employers’ sourcing,
recruiting, interviewing, hiring, and onboarding processes.
#ExtractROI

7. Why is candidate experience important?
86%
of recruiters believe recruiting
was candidate-driven in 2016
(up from 54% in 2011)*
*MRINetwork, Recruiter Sentiment Study **Jibe Research Study
60%
of candidates surveyed said they have
had a poor candidate experience**
72%
of candidates shared their poor
experience online or with
someone directly**
#ExtractROI

8. 3 Ways to Extract ROI from your Candidate Experience
#ExtractROI

9. Analyze the channels that candidates
are using to find your company before
they even interact with a person
No.1
1. Where are candidates getting information about your company?
2. What information are they getting?
3. Where are most of your applications coming from?

10. Continually refine your on-site
experience.
No.2
1. Develop interview guides for candidates
2. Prep your interviewers
3. Refine your rejection process
#ExtractROI

11. Gather feedback from your
Candidates
No.3
Ask questions like:
1. How satisfied were you with the interview process?
2. How likely would you recommend X company to a friend?
3. When did you know you wanted to work for X company?

12. Other areas to keep tabs on:
1. Offer acceptance rate
2. When candidates drop-out
3. Time to fill
4. Cost per hire
5. Glassdoor ratings
6. Number of employee referrals
#ExtractROI
No.3

13. What is employee experience, and why is it important?
#ExtractROI

14. 32%
Of employees feel engaged at
work*
~500b
Amount lost productivity costs
American businesses*
21%
Of the employee’s annual salary
is spent replacing the employee**
#ExtractROI Gallup Poll* Center for American Progress study**

15. 3 Ways to Extract ROI from your Employee Experience
Culture + Tech + Space = EE
#ExtractROI

16. Effective Tools and Tech
No.1
1. Are user-friendly / employee-centric
2. Solve practical problems efficiently
#ExtractROI

17. Effective
environments.
No.2
What kind of work do you promote in the
space you’ve created?
#ExtractROI

18. Invest in effective onboarding
No.3
1. Before your employee arrives
2. During their first weeks
3. And beyond!
#ExtractROI

19. Re-Cap
Candidate Experience ROI
1. Analyzing the channels where you can be found by candidates
2. Refining your on-site experience
3. Gathering feedback
Employee Experience ROI
1. Giving your employees great tools & tech
2. Creating an Effective Environment
3. Investing in effective onboarding
#ExtractROI

20. Q + A
#ExtractROI

21. 3 Lever tips to improve your candidate experience
1. Timing off for your candidate? Snooze them; add notes to pick
up the conversation where you left off, at the right moment.
2. Set up an interview kit for each role so your interviewers look
like, and DO, know what they’re doing.
3. Sync your email with one click so you can see and respond to
candidate emails more quickly - from within Lever or your email
account - and give the whole hiring team visibility.
#ExtractROI

22. 3 Sapling tips to improve your employee experience
1. Save 100 hours a month with our automated workflows,
triggered notifications, and reminders across multiple
departments, locations and stakeholders.
2. Bring transparency and visibility into the structure of your
organization and the relationships and rank of its parts
and positions with an org chart, like Saplings.
3. Empower data-driven people decisions by connecting
with the tools you’re already using every day, in one place
like G Suite, Lever, Slack, ADP, Okta, and more.
#ExtractROI

23. Thank you for joining us!
#ExtractROI

24. How Lever helps enhance your candidate experience
● Customized career site - accurately represent your employer brand
● Easy to manage candidate pipeline so nobody slips through the cracks into
the dreaded “recruiting black hole”
● Easy to track when candidates are falling out of your process
● Ease of applying to jobs for candidates (insert candidate quote?)
● Streamlined candidate communication in one place. Everyone involved in
the hiring process is in the know with email communication and every step
of the process.
●

25. But it goes beyond that.
Why is candidate experience important?
● 86% of recruiters believe recruiting was candidate-driven in 2016 (up from 54% in 2011)*
● According to a CareerArc survey, nearly 60% of candidates surveyed said they had a poor candidate experience, and
72% of those candidates shared that experience online or with someone directly.
*MRINetwork, Recruiter Sentiment Study
**Jibe Research Study

26. 4 Ways to Extract ROI from your Candidate Experience
First: Unlock how candidates are finding and perceiving your company before they
even interact with a person
● Your careers page
● Your listings on jobs boards / Glassdoor
What should you be measuring?
● Conversion rate on jobs page
● How applicants are finding you
● Origin of hire: applicant, sourced, referred

27. 4 Ways to Extract ROI from your Candidate Experience
Fourth: Track & revise your process along the way
What should you be measuring?
● Offer acceptance rate
● When are candidates dropping out of the process?
● Time to fill
● Cost per hire
● Glassdoor data
● Number of employee referrals

28. 4 Ways to Extract ROI from your Candidate Experience
Second: Refine what differentiates your in-person experience
● Tips from Addepar that make their experience
Examples:
● Hire a candidate experience specialist
● Develop interview guides for interviewees
● Prep your interviewers
● Refine your rejection process

29. 4 Ways to Extract ROI from your Candidate Experience
Third: Gather feedback from your candidates
The best way to measure how candidates perceive your company is simply to ask!
What should you be measuring?
● Satisfaction with interview process
● NPS score of company
● Add in sample questions