Lasting Impressions: Candidate Interview to Offer

LASTING IMPRESSIONS:

CANDIDATE INTERVIEW TO OFFER

DECEMBER 12, 2017

Welcome!

Kevin W. GrossmanPresident, Global ProgramsTalent [email protected]@KevinWGrossmanwww.linkedin.com/in/kevinwgrossman

12/12/2017 Copyright © 2017 Talent Board 3

Thank You!

CandE Global Platinum Sponsor


About Talent Board

Talent Board is the first non-profit research organization focused

on the elevation and promotion of a quality candidate experience.

Founded in 2011 as a 501(c)(3) corporation, Talent Board, the Candidate Experience

Awards benchmark program and its sponsors are dedicated to recognizing the

candidate experience offered by companies throughout the entire recruitment cycle and

to forever changing the manner in which job candidates are treated globally.

Benefits of Research Participation


Employers enjoy the following CandE benefits:

• Confidential research program for employers and candidates.

• Comprehensive aggregate benchmarking data.

• Industry recognition for employers with highest positive candidate ratings.

• Access to industry peers and experts on candidate experience.

2018 CandE Benchmark Program opens March!

• REGISTER TODAY by visiting: http://www.thetalentboard.org/cande-awards/how-to-apply/

• Deadlines:

• North America: August 10, 2018

• EMEA: November 1, 2018

• APAC: November 1, 2018

http://www.thetalentboard.org/cande-awards/how-to-apply/

2016 Candidate Experience Research

2017 Candidate Experience Research

Copyright © 2017 Talent Board12/12/2017

North AmericaCompanies: 200

Candidates: 180,000CandE Winners: 50

EMEACompanies: 75

Candidates: 25,000CandE Winners: 15 APAC

Companies: 25Candidates: 16,000CandE Winners: 10

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2017 North American CandE Winners

SCREEN/INTERVIEW

• Video interviewing a top five recruiting

technology investment for 2017/2018.

• Nearly 70% of employers implemented a video

interviewing platform in 2017

• However, only 13% of candidates actually took

part in a video interviewing in 2017

• Employers leveraged more cultural fit

assessments and job simulations in 2016 –

down again in 2017

9

Technology Impacts


• In 2017, 52% of candidates didn’t hear back

more than two months after applying to jobs

• Only 28% received an email or phone call

notifying them they weren’t considered for a job

• Most companies don’t survey unqualified

candidates and only 4% ask for any feedback at

all

• Many hiring managers don’t provide much

feedback (if any)

• Nobody is mandated to contact candidates after

they’ve applied

10

Stakeholder Impacts



Interview Prep and Communication

37%

13%

47%

19%

11%

30%

14%

15%

16%

19%

10%

3%

20%

5%

5%

9%

2%

3%

3%

59%

0% 10% 20% 30% 40% 50% 60% 70%

A detailed agenda provided in advance of the interview.

Provided an updated, printed agenda at the interview…

Interviewer names and background info provided prior.

A campus/facility tour provided during the interview…

Video information, tools and instructions provided…

Escorted between each interview event.

Provided job fit and candidacy status feedback…

Provided process, etc., and follow-up promise…

Travel was fully coordinated.

None of the above.

1 Star 5 Star

Missed Opportunity

12

73%

11%

3%

35%33%27% 26%

82%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

No feedback given. General and limited valuefeedback was given.

Specific and thoroughfeedback was provided.

I was encouraged toapply again or for a

similar or another job.

1 Star 5 Star

Not Selected After Interview


Missed Opportunity

Better Experience

13

85%

8%3% 1% 3%

36%31%

16%

5%12%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

No: I was neverasked.

Not Sure: I don'tremember.

Yes: I was asked torelate my overall

experiences later inthe recruiting

process.

Yes: I was invited toshare my impressionsabout the interviewprocess before any

next steps.

Yes: I was invited toshare my impressionsabout the interviewprocess during the

interview.

1 Star 5 Star

Asked for Feedback After Interview


Missed Opportunity

Better Experience

• Foster culture of total team involvement —

recruiting, marketing and preparation

• Communication frequency and openness are

crucial — over-communicate

• Preps candidates for the interviews including

interviewer background information

• Closure is one of the best gifts you can give

candidates – and advise for the future

14

What CandE Winners Do Better


• Became a super user of video interviewing technology

• Video interviewing provides candidates more flexibility and better experience than phone interviews

• Provides consistency and branding of communication content

15



1. Next Steps and Follow-up

2. Be Clear and Concise: Fairness

3. Screen with Assessments

4. Acknowledgement and Closure

5. Communication and Feedback

16



17

CandE Interviewing


Screen with Assessments

(Job Simulation, Culture Fit and more) Prepare

Candidates for the

Interview Process

Do Your Best to Adhere to

the Interview

Schedules!

Offer Immediate Feedback

and Ask for Feedback

Expectations on Next

Steps Post Interview

Keep Relationship

Building with Future

Fit and Silver Medalists

Always Give Closure to

All Candidates

OFFER/ONBOARDING

• Onboarding systems help automate before day

one and help candidates complete paperwork

and introduce them to peers

• Onboarding systems are a top 10 recruiting

technology investment in the next year

• Automated feedback processes asking new

hires to rate their candidate experience before

and after onboarding a differentiator

19

Technology Impacts


• Strengthen personal bonds with new hires by

extending a verbal offer prior to the written offer

• Send offer letters promptly -- nearly 1/3 of

candidates who had an overall poor experience

received their offer letters four or more weeks

after their final interviews

• Conduct credit reports, security verifications and

drug tests before day one so they can hit the

ground running

20

Stakeholder Impacts


21

6%9%

4%

70%

14%

24%

3% 3%

30%

40%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes: A recruitingexperience survey

was completed priorto start date.

No: The recruitingexperience focus

group/debrief tookplace within first

few days of my startdate.

No: The recruiterfollow-up took placeseveral weeks after

my start date.

No: I was not invitedto provide feedback.

Not Sure: I don'tremember.

1 Star 5 Star

Feedback Before Start Date


Better Experience

Missed Opportunity

• Implemented new onboarding navigation

team

• Provides central point of contact for new hires

• Launched new hire ambassador program

where new hire matched for first eight weeks

with at least one-year Comcast employee

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• Takes special care to let candidates know

where they stand at every stage of their

journey – especially the offer and onboarding

stage

• Considers the possibility that candidates may

be weighing more than one job offer so being

overly responsive is critical

23




The Edge of Proactive Communication

24


12/12/2017 Copyright © 2017 Talent Board

25

CandE Offer/Onboarding


Strive for Timely

Offers After Interviews

Prepare Candidates for the Hire

Process

Make Sure Hiring

Managers Contact New Hires Before Start Dates

Ask for Feedback

Before Start Date

Expectations on Next

Steps Post Hire

Use Onboarding System to Complete

Paperwork and Introduce

to Peers

Remember, You

Constantly Have to Re-Recruit to

Retain!

THE BUSINESS

IMPACT

46%

26%

10%

9%

11%

11%

9%

Time Disrespected During Interviews Process Took Too Long

Salary Didn't Meet Expectations Job Description Difference at Interview

Company Culture Not a Fit Poor Rapport with Hiring Manager

Poor Communication with Hiring Manager

27

The Business Impact – Withdrawal


Missed Opportunity with 1-Star Candidates

In contrast, candidates who gave their experience a great 5-star rating only 1.4% left due to disrespect of time.


44%40%

12%

4%1% 1%

17%

82%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Definitely Not Unlikely Likely Extremely Likely

How likely are candidates to refer?

1 Star 5 Star

The Business Impact – Referrals

Missed opportunity

Better Experience

77%

61%

81%

67%

80%

66%

81%

66%

Positive Experience Negative Experience

Sharing Positive/Negative Experiences (Inner Circle)

2017 2016 2015 2014

29

The Business Impact – Inner Circle


30

51%

35%

50%

34%

49%

33%

51%

34%

Positive Experience Negative Experience

Sharing Positive/Negative Experiences (Social Media)

2017 2016 2015 2014

The Business Impact – Social Media


2% 6%

46%46%

74%

19%

7%

1%0%

10%

20%

30%

40%

50%

60%

70%

80%

Great CandidateExperience - IncreaseBusiness Relationship

Pretty Good Neutral Poor CandidateExperience - Severe

Business Relationship

How likely will candidates change relationship status based on their overall candidate experience ratings?

2017 - 1 Star 2017 - 5 Star

Missed Opportunity

The Business Impact – Relationship

Copyright © 2017 Talent Board 3112/12/2017

Better Experience

32

The Business Impact


• A study conducted by Virgin Media — losing

more than $6 million annually in sales

revenues due to poor candidate experiences —

then turned it into a $7 million revenue

stream

• Many CandE Winners are today quantifying the

cost of a poor candidate experience, which can

be in the millions of dollars per year, and

incremental improvements can go a long way

to increasing revenue and referral networks

33

Counting the Cost Benefits


https://www.inc.com/bryan-adams/how-virgin-media-plans-to-make-over-7-million-a-year-from-recruiting.html

…it’s all about improving the impact on the bottom line.

happy boss

In the end…

happy boss

Thank You! Questions?

Kevin W. GrossmanPresident, Global ProgramsTalent [email protected]@KevinWGrossmanwww.linkedin.com/in/kevinwgrossman

Lasting Impressions: Candidate Interview to Offer

Recruiting & HR

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