upgrading your candidate experience
TRANSCRIPT
Attracting to
Onboarding
Upgrading your
candidate
experience
© 2016 Rolling Arrays – Proprietary and confidential
Colette@
Recruiters
• Deal with more volume than
ever before
• Have less patience with
unqualified candidates
• Work in the age of big data,
where they are asked to
track performance
Candidates
• Face greater competition
• Have shorter attention span
• Have more job board and
social media options
• Expect regular feedback
Hiring Managers
• Face with higher employee
turnover
• Asked to do more
interviews every year
Recruitment is under pressure to transform
Many companies are trying to help you meet the new expectations
As of November 2015
AttractEngage
SelectOnboard
MeasureCost
QuantityTime
Quality
• Reporting and analytics
• Welcome portal
• Virtual orientation
• Learning acceleration
• Electronic forms
• Mobile & social
• Integration with HRIS
• Branding (visuals, videos)
• Marketing campaigns
• Search engine
• Social sourcing
• Smart job publishing
(career page, job boards,
agency, event)
• Referrals
• Job & candidate data
• Resume screening
• Selection pipeline
• Online assessments
• Automated interviews
• Interview coordination
• Approvals & offers
• Career site optimization
• Mobile engagement
• Job matching
• Correspondences
• Talent community
(critical skill, alumni)
Navigating this space with a holistic talent acquisition framework
Attract
Thinking like a marketer: campaign vs. procedure
Outbound marketingDirectly reach out to potential
candidates (i.e. ad postings)
Inbound marketingCreating content on social media that
draws candidates to your company
• One-click job posting
distribution
• Search engine optimization
• Email / LinkedIn outreach
• Online to offline tools to
optimize event conversion
• Career site employer branding
• Content management for
specific target audience
• Digital marketing campaigns to
drive conversion
• Offer alumni / talent
communities with referral/
employment opportunities
Engage
Source: http://blackandwhitecomic.com/
How easy is it to find the “Apply” button in your career site?
Source: https://business.linkedin.com/talent-solutions/blog/2014/02/mobile-recruiting-statistics-infographic
I can’t read this…
?
Only 20% of companies say their career site is mobile optimized
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applying
Application
received
Two hours later
“I need a beer…”
“I’m so pumped
for this job!”
Typical online job application process has more than 10 steps
Branding video
Employee testimonial
Unified search
Seamless mobile
Revamped career site designed
for 3 clicks or less to reduce
candidate drop out rates
Click
Example of a 3-steps application process
CV upload auto-fills
the application
Example of a 3-steps application process
Interesting questions
that ties to company
culture or job
Example of a 3-steps application process
Be mobile-friendly
Accept online profiles
Be human and interesting
Provide timely feedback
Hide the apply button
Create new account and password
Repeat information
Take more info than required
What
to t
hri
ve f
or
What to
avoid
Quick tips on upgrading the online application experience
Select
} Relevant,
quality CV
Does it work?
Sometimes, depending the sophistication of the
algorithm and data supporting the technology:
• Resume parsing – extract key information, such as
job titles, past companies, years of experience,
degree, contact information
• Basic keywords – compare word count of skills-
related key words
• Customize algorithm – extract keywords from high
performers’ CVs and compare the relevancy with
candidate CVs.
Limitations: languages, formatting, pdf
The voodoo behind resume screening
Source: https://www.jobscan.co
Putting the right assessments in place
Source: Booking.com “The route to getting hired”
Process application faster with
automated initial stage assessments
and phone interviews
Coaching and feedback should reflect
candidate’s time investment
Taking the pain out of coordinating team interviews
Greenhouse.io has a neat interview kit set up including
questions, job details, resume and scorecard all in one
SuccessFactors has a robust competency-based team
feedback form that can be used on mobile
Gild has a auto-interview scheduling, which matches
interviewer and candidate availability
Lever has a automated feedback reminders, that prompts
interviewers to complete after an interview
Onboard
Source: https://business.linkedin.com/talent-solutions/blog/2014/06/what-do-new-
hires-want-from-onboarding-infographic
Mobile orientation before day 1
Integrate e-forms with HRIS
Set and track 90-days goals
Structured learning activities
Access to team profiles on intranet
Onboarding needs an upgrade…
Measure
Attract Engage Select Onboard
To measure and track, we start by asking the right questions
TIME – Are we filing
positions in a timely
manner?
• Recruitment cycle time
• % of interviews lead to
hire
• Reduction in manual
processes
• Increase in RPO solutions?
QUANTITY – What is
the average size of
our applicant pool for
each job opening?
• # of hire per recruiters
• % of candidate hired
• % of candidates
receiving feedback
• % of bounce rate in
career site
COST – What is the ROI
of each campaign to
reach our target
audience?
• Search engine result
• # of views for ads
• # of career site visit
• Size of company’s
network on social media
QUALITY – Which
recruiting sources
produce the most
successful candidates?
• % of top performers
• % of poor performers
• Employee turnover
Reporting available in most ATS/CRM
Integration to HRIS (i.e. workforce /
performance)
Real time dashboards
for key metrics (Recruiters and
management)
Scheduled standard
reports (i.e. candidate pipeline,
time to hire, cost to hire,
source)
Create custom
reports, such as
recruiter efficiency
Recruiters
Easy database extraction
of jobs, candidates and
team feedback
Source: SuccessFactors
Where do I start?
What is my core need and current
technology landscape?
What are my competitors
using? Will this give me an edge?
How much flexibility do I
have to try things out?
Am I really to own up to this subject,
even on IT and procurement?
Questions asked by savvy HR tech buyers
• What is the business challenge I’m facing today?
• Breaking down your process: what are my must haves (70%) and good to haves (30%)?
• Where can I get some real customer references? Any unpleasant surprises?
• What are your unique features? Show me.
• Will they guide me through the implementation and support me beyond? In-house or through a partner?
• What is the pricing model? Are there any hidden costs?
• What is the vendor’s customer support, product roadmap, and even financial health?
• What is my current technology landscape? Integration with HRIS? What about data migration?
Tell us what you think!
Country Director, Hong Kong and Taiwan
Principal Consultant