Increasing Conversion through Candidate Experience · Increasing Conversion through Candidate...
Transcript of Increasing Conversion through Candidate Experience · Increasing Conversion through Candidate...
Increasing Conversion through Candidate Experience
Seema YedavalliUniversity Relations ManagerMattel
Mattel Confidential Information – May Contain Trade Secrets – Do Not Distribute – ©2017 Mattel, Inc. All Rights Reserved.
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Agenda1. Defining “candidate experience” in the campus recruiting
world2. Analyzing your current process and strategy3. Focusing on your culture and values4. Building meaningful relationships5. Idea starters
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Candidate Experience…it’s different in campus recruiting
Mattel Confidential Information – May Contain Trade Secrets – Do Not Distribute – ©2017 Mattel, Inc. All Rights Reserved. 3
candidate experience: a candidate's perception and opinion about acompany's recruiting and hiring process. So why is this experiencedifferent in campus recruiting?
Campus Recruiting & The Candidate Experience
•High volume of candidates for
different roles and different functions
•Recruiting period much longer
•Offers typically stay open much longer
June– AugustInternshipProgram&
FallRecruitmentPlanning
August– DecemberFallCampusRecruiting
Events
December– JanuaryApplicantReviewand
Selection
January- AprilInterviews&Offer
Extensions
April– JuneInternshipProgramPlanning&Intern
Onboarding
Campus Recruiting & The Candidate Experience
“A poor experience will deter future candidates from applying to the employer’s open positions and top talent will likely reject the employer’s job offer” – Workplace Group
Your Process and Strategy
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Process & Strategy
Recruiting & Talent ID
Applications &
Interviews
Offer & Post-Offer
Onboarding &
Pre-Program
Focusing on culture & values
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Why is _______ an amazing place to work?
• Are you able to speak to your corporate culture and environment?• Do your marketing materials and swag represent your organization
and appeal to students?• Can you partner internally to create unique ways to reach students that
showcase your values and company goals (i.e. sustainability ERG)• Are you leveraging technology to implement touchpoints at each stage
of the recruiting process?• Can you utilize social media to show the inner workings of your
company?
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Why is _______ an amazing place to work?Support organization and HR goals
• partner with corresponding student groups to create unique events or look into sponsorship opportunities (Women in Business, Veterans Groups, STEM groups) to bring student awareness to your company’s opportunities
Leverage Business Leaders’ Expertise• talk to your local universities and internal business leaders to see
if speaking to a class or being a guest lecturer is possible
Go beyond the typical employer information session• bring business reps• make it interactive• host a networking event or hold office hours before or after
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Building Meaningful Relationships
Your Key AlliesInternal
Business Leaders
Hiring Managers
Former Intern Alumni
Employee Resource Groups
Diversity & Inclusion
Philanthropy/CSR
External
Career Center
Faculty
Student Groups
Community Partners*
Idea Starters
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Idea Starters• Invite candidates to an onsite event with different speakers• Participate in local volunteer events together with applicants• Celebrate students who receive offers with a dinner event • Celebrate students who receive offers with a video message and/or mail out a
congrats gift• Invite selected students to “exclusive” company events• Lunch and learns• Welcome packets to incoming hires and personalized phone calls/emails from their
hiring managerBest Practice: Host a kick-off meeting before your recruiting season begins with internal people who will be participating in all your events and recruiting efforts to set expectations and build enthusiasm.Best Practice: Don’t forget to THANK your internal stakeholders who participate!
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