Embed Size (px)
Citation preview
The Candidate Experience
How to Improve Yours and Secure Better Talent
Presented by Patricia A. Hampton, CSP
Vice President/Managing Partner Presentation: June 24, 2015
Learning Objectives/Takeaways
� How an extraordinary candidate experience can help you build a pipeline of top talent
� The importance of the candidate experience in shaping your organization's employment brand
� How to ensure that your candidate experience is a genuine reflection of your organization's culture and employment experience
� How to reshape your candidate experience to get results
� Best Practices/Resources
HOW DOES YOUR ORGANIZATION ENGAGE WITH CANDIDATES DURING THE EMPLOYMENT PROCESS?
“Why has my application fallen into a black hole?”
HOW / WHERE ARE YOU FINDING TOP TALENT?
Credited to: jobvite.com/blog/candidate-experience-infographic
HOW / WHERE ARE YOU FINDING TOP TALENT?
Top 10 Most Frequently Used Recruitment Resources
2015 Nonprofit Employment Practices Survey
Incorporating social media into your recruitment strategy – aligning with market trends
* 2015 Nonprofit Employment Practices Survey
Must haves for every position at every career level; even junior staff must demonstrate capacity to deliver in these areas
Profile of the Talent You Need Alignment with organizational values
Ability to lead, drive, and/or navigate change
Ability to enable teams Collaborative style; openness to diverse perspectives
Engagement with relevant network/learning community
Commitment to creativity/innovation
Ability to deliver sustainable results
Commitment to effective communications
Understanding of financial implications
Understanding of the individual role in the broader context of mission
Let’s Take a Few Questions
Why Should the Candidate Experience Matter?
Why Should the Candidate Experience Matter?
50% of nonprofits anticipate increasing staff size in
2015
14% of nonprofits expect voluntary
resignations would increase in 2014
68% nonprofits no formal
succession plan
* 2015 Nonprofit Employment Practices Survey
What Really Matters The hiring team creates the experience
Your process, conversations and communicating next steps matter
Share expectations makes a difference
Think about the interviews, how many, is it a panel structured
Candidates are looking for a better opportunity than they have now
Evaluation of fit goes both ways – sometimes the “right” person requires work
Candidates interview us too
Candidates look at: How we invest in them The questions we ask The way we listen Transparency and honesty
Changing employers and getting a new job/career is a life changing event for candidates. How are they are treated REALLY MATTERS!
What Really Matters
CareerBuilder 2015 Candidate Behavior Study
What Makes for an Effective Candidate Experience?
� Fancy candidate packets?
� A better employment brand tagline?
� Sending candidates flowers?
� Something else?
A Solid Recruiting Process Influences the Candidate Experience
Candidates
Customers Stakeholders
Recruiter (Team)
Candidate generation
Response management
Screen & select
Need defined
Hire
Adapted from: Creating a Phenomenal Candidate Experience John Vlastelica, Founder & Managing Director Recruiting Toolbox, Inc.
Let’s Take a Few Questions
Critical Phases of the Candidate Experience
Critical Phases of the Candidate Experience
Brand Engage (beginning, middle, end)
Candidate Assessment
Candidate Selection & Onboarding
Talent Attraction
Critical Phases of the Candidate Experience
Brand Website 1st Impression Research/ Google
Engage Flow of
Application Process
Social Media &
Apps Mobile Ready
Candidate Assessment Interviews Evaluation
& Tools Disposition
Candidate Selection & Onboarding
Presentation of Offer Feedback Post
Placement
Optimizing the Candidate Experience
Optimizing the Candidate Experience � Golden Rule: Treat every candidate the way
you’d like to be treated.
� Avoid the “black hole” syndrome. No matter how many inquires you receive, acknowledge the receipt of a person’s submission or question.
� Brand Identity, values, culture and organizational practices.
� Give the candidates timely feedback!
Optimizing the Candidate Experience (cont’d) � Describe the job and the organization candidly
and accurately.
� Small things lead to big impressions! Be attuned to professional details and make sure the hiring team and especially the manager has a track record for hiring the best people.
� Be authentic and transparent in your processes.
� Create a truly unforgettable candidate experience to attract the best talent.
Let’s take any lingering Questions
Additional Resources
ü http://goo.gl/YPpLnx (CandEs-2014-eBook)
ü http://goo.gl/R4y4ni (CareerBuilder Study by Inaverno)
ü http://careerbuildercommunications.com/candidatebehavior/
ü http://goo.gl/WQKrE3 (Nonprofit HR 2015 Employment Practices Survey)
ü http://www.jobvite.com/blog/candidate-experience-infographic/
ü http://blessingwhite.com/
ü http://goo.gl/PCLMqw (LinkedIn Talent Blog)
ü http://prosper-strategies.com/ Communicate Impact. Drive Change. Measure Results.
The CandE Awards � The Talent Board, a nonprofit organization, places
emphasis on issues that relate to the corporate employment candidate experience.
� The organization hosts an annual competition
§ Employers benchmark their candidate experience against peers
§ Their candidates participate in a third-party survey § Participating employers receive confidential feedback
on how they can improve � Insights collected from 95,000 candidates who applied to
approximately 173 organizations – candidates care about their candidate experience
CandEs 2014 eBook
Seal of Approval
This webinar has been approved for 3 (HR General)) recertification credit hours toward California, GPHR,
HRBP, HRMP, PHR and SPHR recertification through the HR Certification Institute.
For more information about certification or recertification, please visit the HR Certification Institute website at
www.hrci.org. “The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means
that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
About the Presenter Patricia A. Hampton, CSP Nonprofit HR Vice President Patty Hampton is a seasoned HR professional and executive search consultant with a focus on talent acquisition, employee engagement, retention, transformational leadership, and communication in workplace. To that end, she has developed training programs and facilitated focus groups that result in an enriched employee/supervisor relationship, and presented workshops and webinars on strategic staffing and recruitment. Patty has been with the company since its inception, and has more than 23 years of human resources management experience working with nonprofit and for-profit organizations.
Prior to joining the firm, Patty served as Director of Human Resources with ASAE, The Center for Association Leadership formerly known as the American Society of Association Executives. Patty holds an undergraduate degree in Communications from Trinity University in DC and she is a Certified Staffing Professional. She is a member of the Society for Human Resources Management (SHRM) and her firm is a member of the American Staffing Association. Patty leads the day-to-day operations of Nonprofit HR’s recruitment and executive search practices.
