the domino effect of candidate experience
TRANSCRIPT
The Domino Effect of Candidate Experience
Addressing Candidate Experience, Recruitment Marketing, Employer Branding,
Mobile and Social Engagement
Products
Talent Insights
World’s first tool that combines NLP, Video
Interviews, Psycholinguistics
Talent Engagement
Engage and attract best talent; build an on-demand Talent
Engine
Video Assessments
Video Interviews-
Asynchronous & Live, Proctored tests
MCQ/Essay/Typing Tests
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ClientsFortune 500Top Pharma and Retail Companies
Top Technology Companies
Who’s Speaking?
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Sanjoe founded Talview in 2012 and has been driving the vision and strategy since inception. He is also responsible for new initiatives and product strategy. He is passionate about building technologies especially leveraging smartphones which can impact the world. Previously, he has worked with MNCs like National Instruments and L&T. He was part of core teams building world class cloud based tech applications. He is an Engineer from Cochin University and an MBA from IIT Bombay.
Speaker :Sanjoe Tom JoseCEO Co-Founder, Talview
What You’ll See In The Webinar
1. Current Candidate Woes2. What’s Wrong with the Hiring Process?3. How bad is the situation?4. How to Improve Hiring Process?5. The 360° Study: Leveraging Video Interviews6. Implementing Social Media/Word Of Mouth7. Customized Page for Employer Branding8. Recruitment Marketing for Quality Candidates9. Inbound Marketing is Always Better10. Domino Effect of Better Candidate Experience11. Survey Results in Numbers12. What the Candidates Told13. Social Proof that Candidate Experience is Important14. It’s a Busy Recruiter’s Nirvana
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Current Candidate Woes
It’s you who wants kickass candidates. Let’s find put how to get them onboard!
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What’s Wrong with the Hiring Process?
• Hiring is a people process and like they say, “don’t put your candidates through rings of fire”.
• Responding to all candidate applications ensures positive sentiments about your organization
• People say, “any PR is good PR” WRONG.
• Platforms like Glassdoor and Quora make it simple for these candidates to vent out their frustration.
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Negative Candidate Experiences• Unclear application instructions are the primary cause of a bad candidate
experience (93%). • Extremely long application forms are the second cause of a negative candidate
experience (90%).8
How bad is the situation?
• 52% of companies say they respond to less than half of the candidates that apply!
• 46% of Glassdoor members are reading reviews when they have just started their job search
• Yes, you are saddles with a lot of technology to help you with hiring.
• Far too many to keep your hiring process centralized and keep tabs on who you have responded and who not!
• 47% of declined offers in the second half of 2015 were due to candidates accepting other jobs.
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Suggestions To Improving Hiring ProcessAuto generated emails will only mechanize the “people process”. The
best candidates will self-eject and look for another opportunity elsewhere.
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Social Media: It’s Not Who You Tell, It’s Who Talks About You
• Reputations aren’t just about splashy scandals that make headlines.
• It’s better when you can corroborate with someone’s social media mentions. It carries more weightage
• Recommendations that has come from your social media networks, industry peers, employees, or personal friends and family.
• Just like referrals works out for you to find quality candidates.
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Interview Experience: Why Bother!
• Over three-fourths would tell family and friends about a bad experience, 17% would post on social media, 6% would blog about it!
• Poor communication during the application process, a rude interviewer—it could all end up shared with the online world
• You could fix it by giving them an experience of a lifetime!
• Video interviews has helped many organizations improve their understanding of the candidate with the feedback form and many assessments.
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Inbound is Always Better
• HubSpot taught marketers about inbound marketing.
• Applying that formula in recruitment also holds good.
• Inbound job applicants makes it easier for you to sieve through and get rid of chaff.
• 3x More Leads• 2x Better Retention• Social media has a 100% higher lead to close
rate than outbound marketing
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How To Make It Happen
The fail-proof process of getting quality candidates every single time!
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The 360° Study: Leveraging Video Interviews for Candidate Experience
A survey with 3000+ candidates asking them about their interview experience
Candidate Experience
Automated Video Interview
Key Features:
• Asynchronous Interview• Aptitude & Technical Test• Code Test• Typing Test• Interview Scheduling• Live Interview• Third Party Service Integration• Reports
COMPLETE VIDEO-AUDIO RECORDING: Video recording for the entire duration is available with audio
LEARN CANDIDATE ACTIONS: Track all the activities candidates performs during the test
VALIDATE: Requests made by candidates on the grounds of issues faced can be validated.
Proctor Checks in Place Face Detection
Track Browser Window Switch
Geo-tagging
Randomize Questions
Candidate Fingerprinting
Restriction of Test Access
Block Copy-Paste Options
Automation Alerts
Live Interview
Key Features:
• Auto schedule interviews • Auto triggers to reminder
emails• Candidate and evaluator
alike
As part of our commitment to continuous improvement, we asked over 3000 applicants about their experiences with Talview Video Interview platform. The recorded responses were based on the questions we asked after they attended the interview on Talview Platform.
Happy
ExtremelyHappy
Satisfactory
Very Happy
Unhappy
A Word from the Candidates
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75% 26%33% 29%
Convenience of takinginterview anytime
Like using latesttechnology
Avoids traffic and travel
Better than a telephonic interview
What the Stats Are Saying
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Overall the process was Very Easy and Simple and hence people with
less technical expertise will be
able to do it without much problem.
It was the first time I
experienced an online video based
recruitment process. It was
Extremely Convenient and an
Enriching Experience.
It is a good way to Save Cost and Time and also a way in the
direction the Industry is Poised
to Move.
It’s a completely new
experience for me. It shows the Power of
Technology, how it has made us Transcend Distance and made communication so
Convenient.It was
good to see technology being put to use in such diverse
spheres by an IT leader. It was a
Hands-on Experience of a Tech-Giant
Walking the talk.
I found the process very
good. This is one of the ways where Cognizant as an
Organization is doing good time
management for its current as well as
Prospective Employees.
Candidates Told Us…
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Social Media/Word of Mouth
Social Proof that Candidate Experience
is important!
Employer Branding
Customized Page for Employer Branding
Recruitment Marketing for Quality Candidates
Domino Effect of Better Candidate Experience28
Create An ImpressionGetting referrals means that the candidates/employees are impressed by the
organization!29
Let’s candidates
refer friends/family
to the job.
Survey Results in Numbers
It’s a Busy Recruiter’s Nirvana
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The Infinity LoopYou offer better experience, you get better talent pool in turn
employer brand improves. This decreases time to hire.
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