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Hiring Hacks: How to Improve your Candidate Experience in 2017
The document discusses improving candidate experience in recruitment through strategies such as continuous feedback, tailored communication, and training for hiring managers. It emphasizes the importance of data collection, including surveys and candidate feedback to enhance the recruitment process. Greenhouse's approach includes addressing pain points, ensuring timely communication, and iterating on processes to create a transparent and positive experience.
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Hiring Hacks: How to Improve your Candidate Experience in 2017
- 1. Greenhouse + TalentBoard How to Improve your Candidate Experience in 2017
- 2. What’s Greenhouse? Greenhouse isan end-to-end solution that optimizes your entire recruiting process 1. Talent is critical for building outstanding companies 2. World-class recruiting requires focused effort across your entire organization
- 3. Webinar Tips You canconnect to audio using your computer’s microphone and speakers. Or, you may select “Use Telephone” after joining the Webinar All lines will be muted to avoid background noise You can ask questions at any time by typing them into the Questions Panel
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- 5. Speaker Highlights Kevin Grossman VicePresident @ Talent Board linkedin.com/in/kevinwgrossman Katie DiCioccio Associate Recruiter @ Greenhouse linkedin.com/in/kdicioccio
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- 7. • Customer-Focused Culture •Candidate Respect • Communication and Feedback • Tailored Communication • Candidate Empowerment • Hiring Managers and Recruiters • Interview Training • Onboarding and Beyond Definition Definition and Delivery of a Premier and Benchmarked Candidate Experience
- 8. Make Data YourFriend
- 9. • Continuously askcandidates for feedback • Measure candidate response to recruitment marketing • Include open-ended survey questions • Have recruiters rate hiring managers • Survey candidates at every point (whether hired or not) • Have candidates rate recruiters • Conduct an anecdotal business impact analysis • Invite candidates to go on Glassdoor • Regularly review Glassdoor and similar ratings Data, Data, Data The Measurements that Quantify the Delivery of a Positive Candidate Experience
- 10. The Business Impactof Candidate Experience
- 11. Business Impact Six yearsof CandE Awards research conclusively demonstrates the potential impact
- 12. How to Makethe Business Case
- 13. • The BusinessValue • The Cost of Not Taking Action • The Alignment of Strategic Goals • The Consumer Candidate Viewpoint Business Case The Business Case for Delivering a Positive Candidate Experience
- 14. Greenhouse’s Approach to CandidateExperience
- 15. 1. Run candidatesurvey 2. Track your progress 3. Take comments, not just data into account 4. Always be willing to iterate and improve • Authentic • Timely • Transparent • Setting up for Success Areas of Focus Key initiatives to provide top notch Candidate Experiences
- 16. • Nine questionsurvey • Automatically sent after a candidate exits our process • Five Point scale from Strongly Disagree- Strongly Agree • Candidates can add comments • Results can be pulled in a Greenhouse report that compares to customer averages Greenhouse Software Candidate Survey
- 17. Greenhouse Recruiting KPI’s Do wehave a positive candidate experience? With 95% “Strongly Agree” or “Agree” we were pleased to have surpassed our customer benchmark of 73% and our team goal of 90%.
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- 19. Pain-Point #1 “I stilldon’t know what Greenhouse looks like.”
- 20. Solution #1 “I stilldon’t know what Greenhouse looks like.” We now start each interview with an office tour and product demo. Setting up for Success
- 21. Pain-Point #2 “If aninterview ran over... it made the subsequent interviews start later than scheduled.”
- 22. Solution #2 “If aninterview ran over... it made the subsequent interviews start later than scheduled.” Automatically send a 10-minute warning to interviewers using Slack reminders. Timely
- 23. Pain-Point #3 “I wasstarving by the end of the day!”
- 24. Solution #3 “I wasstarving by the end of the day!” Our interview rooms are set up with water and snacks! Setting up for Success
- 25. Pain-Point #4 “I feltvery cut off once I was rejected.”
- 26. Solution #4 “I feltvery cut off once I was rejected.” We offer candidates that were rejected after their onsite to connect with us on a call to share feedback. Transparent and Authentic
- 27. Drilling Down on CandidateExperience
- 28. 1. Run candidatesurveys 2. Track your progress 3. Take comments, not just data into account 4. Always be willing to iterate and improve • Authentic • Timely • Transparent • Setting up for Success Areas of Focus Key initiatives to provide top notch Candidate Experiences
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