candidate experience: the foundation of a human capital strategy
DESCRIPTION
Focusing on the candidate experience is more than explaining to an applicant where he/she stands in the application process or the ability to send courteous rejection emails. Candidates are people before they are applicants and are at the heart of a major HR Copernican Revolution. Candidates in the social media era have the power to do or undo the image of a company on their social networks. As a result, it is critical to interact with them on their own terms, develop a people-centric engagement process and move from a transactional hiring methodology to a relationship-based hiring strategy. Today the process is designed for the candidate to respond to a job requisition or job requirement, NOT for the company to be responsive to an inquiry or expression of interest: the "candidate experience" is predicated from the start upon the obligation to accommodate preconditions. As a result, up to 90% of candidates who reach a career site do not apply. Speak of reverse Darwinism! And what do companies do after that? They apply filters that would only qualify elusive purple squirrels... The candidate experience today is mediocre at best simply because candidates are not even heard by companies! Addressing the candidate experience entails taking a holistic approach to talent engagement and management — and incidentally making the recruiter's experience much better than what it is - because today, with the systems they use, no matter how diligent they are, it's virtually impossible for them to "bridge the talent gap." The central part of the recruiting process in the social media era is an engagement platform, i.e. an employer branded space by where candidates, sourcers and recruiters can meet and interact — and where constituencies can operate comfortably each on their own terms.TRANSCRIPT
- 1. The Candidate Experience: the founda4on of a human capital strategy @mddelphis [email protected] TalentCircles Proprietary and Conden3al Informa3on
2. Candidate Experience: History 2003: John Sumser: The Candidate Voice hAp://www.interbiznet.com/trends/030703%20Employment%20Website%20E3queAe.pdf 2011: The 2011 Candidate Experience Award research report (Elaine Orler, Gerry Crispin, and Ed Newman): "Our hope is that this report sparks and elevates the candidate experience conversa3on. hAp://www.thecandidateexperienceawards.org/report-download/ 2012: Huge success of the CandE Awards compe33on: Reported in the WSJ: hAp://blogs.wsj.com/atwork/2012/10/11/and-the-oscar-for-fastest-feedback-goes-to/ Why is the concept picking up steam now? TalentCircles Proprietary and Conden3al Informa3on 3. Candidate Experience : A Must A sociological impera3ve Millenials: 36% of work force by 2014 and 46% by 2020. hAp://www.forbes.com/sites/maAmiller/2012/07/03/why-you-should-be-hiring-millennials- infographic/ Social media at the heart of their interface hAp://www.cisco.com/en/US/netsol/ns1120/index.html An economic requirement 90% of candidates drop out and the remaining 10% ltered out hAp://www.nasrecruitment.com/docs/white_papers/Improving-the-Candidate-Experience.pdf Huge economic loss for not lling posi3ons in 3me: Peter Cappllis book: Why Good People Cant Get Jobs: The Skills Gap and What Companies Can Do About it hAp://blog.talentcircles.com/2012/08/why-good-people-cant-get-jobs-skills.html A business mandate Report: 52% respondents said a nega3ve interview experience would likely impact on their buying products or services from that organiza3on hAp://www.alexandermannsolu3ons.com/wp-content/uploads/ Candidates_Consumers_and_Your_Global_Brand.pdf TalentCircles Proprietary and Conden3al Informa3on 4. Candidate Experience More than a trend: a movement (Gerry Crispin) that will change the HR landscape for both candidates and recruiters (whose experience is just as bad as the candidates) 5. People-centric Engagement Process 6. Social Login: Immediate Ac4on 7. Welcome People into Your Home 8. Live Proles 9. Make People Feel Comfortable 10. Respect: Focused and Targeted Informa4on 11. Experience = Interac4on = AVtude About Mark Murphys book: hWp://www.forbes.com/sites/danschawbel/2012/01/23/89-of-new-hires-fail-because-of-their-aVtude/ 12. Scale Interac4ons BeWer by the Bunch: Evalua4ng Job Candidates in Groups: hWp://hbswk.hbs.edu/item/7006.html 13. Candidate Experience = Recruiter Experience 14. Human Capital Strategy with Humans Candidates are people not paper: Stop characterless enagement Welcome people Interact with them Keep them involved and foster a culture of engagement Transform candidates into brand ambassadors and evangelists Build a true, live human capital strategy!