Tag Archives: Elaine Orler

What The Heck Is Candidate Experience?

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Well, it’s that time of year. All kinds of new research reports are being published – the kinds of reports that we collect and never seem to have enough time to read. We’ve all got them on our hard drives. But here’s one you’ll download and read. Multiple times. The information is that useful!

Of course, I’m talking about the Candidate Experience 2016 report. It’s here! Talent Board, the non-profit organization behind the data collection, research, and report, has stepped up to the plate again. As background, Talent Board, was founded by Gerry Crispin, Elaine Orler, and Ed Newman, in 2010 to “recognize the candidate experience offered by companies throughout the entire recruitment cycle and to forever change the manner in which job candidates are treated.” Starting first with the North America market, it has since grown to include the United Kingdom, EMEA (Europe, the Middle East and Africa), as well as the Asia Pacific region. I’ll share information from the North America market, but know that there are layers of data and analysis that are truly global in their reach.

For 2016, data were collected from 183,000 candidates who applied to more than 240 organizations who wanted to know what their candidates thought about their experience as employment candidates.

Broken down into three major sections – Attract, Recruit, and Hire – the data collected are fascinating. Within these three sections are subsections that cover the complete candidate experience:  Employer Branding, Recruitment Marketing and Sourcing in the Attract section; Apply, Screen and Disposition, and Interview and Select in the Recruit section; and Offer, Onboarding and New Hire in the Hire section. Within each of these subsections the data and analysis (and case studies), are all organized with the following structure:

  • What It Is
  • What Candidates Want
  • What Employers Are Doing
  • Key Recommendations: What CandE Award Winners Do Better

This structure makes reading the analysis and report easy. Although 114 pages long, it’s easy to work through the material because of its organization. You won’t probably read this in one sitting, but its structure makes it easy to come back and continue reading.

Case studies include organizations like Capital One, CH2M, Delta Airlines, GE, Informatica, and several others. This is good stuff, folks. It shows how leading organizations are thinking about and executing on their need for talent in new and highly impactful ways. Charts abound and they are easy to read and understand, and easy to translate into new approaches and actions in your organization.

Perhaps the simplest graphs that create the case for attending to the candidate experience are these:

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They create the critical business case for investing in the experience of your employment candidates – just as you would invest in the experience of your employees or customers. Pretty simple stuff. Simple, and hard to execute. The beauty of this report – and the attending webinars, awards, and activities – is that the data and analysis show clearly what strategies are working and what the impact of those strategies are in an increasingly critical market demographic:  your potential employees.

If you aren’t familiar with “candidate experience,” read this report. If you are familiar with “candidate experience,” get involved. The resources provided through Talent Board are extensive. Attending to the experience of your candidates could make the difference in your talent acquisition strategies and plans. And your ability to deliver the foundation for your organization’s growth:  the right people with the right skills at the right time.

 

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Filed under Candidate Experience, CareerXroads, China Gorman, Data Point Tuesday, Demographics, Ed Newman, Elaine Orler, Employer Branding, Gerry Crispin, HR Analytics, HR Data, HR Trends, Selection, Talent Acquisition

Do You Know What Your Candidates Are Thinking? (And I don’t mean Bernie and Donald!)

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It’s here! The 2015 Talent Board North American Candidate Experience Research Report was published a couple of weeks ago. And if you have any interest at all in the relationship between the experience your employment candidates in the application process and your ability to actually hire the right talent, this report is a gold mine! Written by Madeline Laureno and Kevin W. Grossman, it’s a great read and full of useful data points.

As far as research reports go, it’s well laid out, the graphics are strong, and the data are Cand Exp 2015 3incredibly useful. The table of contents breaks out the data into 3 overarching categories:

  • Attract
  • Recruit
  • Hire

And then within each of those three categories, each has the following sections:

  • What Candidates Want
  • What Employers Are Doing
  • A Candidate Experience Case Study
  • Key Recommendations: What CandE Awards Winners Do Better

This is a very useful structure that makes the research actionable. Case studies from CandE Awards winners include Capital One, AT&T, Cumming, Hydro Québec, Comcast, and Sonos. Each of them is full of detail about what they actually do. These are among the most useful case studies I’ve seen in a long time.

The top 10 key takeaways from the 2015 North American CandE Research Report are:

  1. Most employers are not making a first impression with candidates.

  2. Candidates are becoming more sophisticated.

  3. Job boards are not dead.

  4. Mobile apply is still lagging.

  5. Communication with candidates is very weak.

  6. Employers do not offer enough opportunities for candidates to showcase skills, knowledge and experience.

  7. Employers are letting more candidates through the funnel.

  8. Employers are making interviewing more efficient.

  9. Employers are automating the onboarding stages.

  10. Onboarding is still a missed opportunity for the candidate experience.

Here’s a great example of the ease of getting to the useful data from the Attract/What Employers Are Doing section. It opens with this observation, “Employers often have little insight into what the candidates want and what they find valuable.” And follow it up with this chart:

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This is pretty interesting and helpful information for organizations who are ready to step up to the challenge of being better and more effective talent attractors. There are a number of these kinds of aha! data points in the report that will not only get you thinking. They’ll get you acting.

The Talent Board is the brain child of Elaine Orler, Ed Newman and, of course, Gerry Crispin. With these three big brains behind the action, it’s no wonder this is such valuable information. I encourage you to download the report here. I’m guessing you’ll make more than one change to your talent acquisition processes as a result.

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Filed under Big Data and HR, CandE Awards, Candidate Experience, China Gorman, Data Point Tuesday, Ed Newman, Elaine Orler, Employee Referrals, Gerry Crispin, HR Analytics, HR Data, Human Resources, The Talent Board, Uncategorized

Where Do Candidates Come From?

data point tuesday_500 There is a robust conversation in the talent arena about “candidate experience” led largely by Gerry Crispin and Elaine Orler, founders of the Talent Board and the Candidate Experience Awards (#CandE). There are lots of opinions about whether ensuring that candidates for hire have a high quality experience is meaningful. Some think the juice isn’t worth the squeeze. But I think most believe treating candidates like consumers is smart business. Two new vendor publications discuss aspects of candidate experience:

  1. Creating a 21st Century Application Process from RolePoint, and
  2. Beyond Employees: Employee Referral Programs Redefined from Smashfly

Both reports were published within the last month and contain analysis of current data. The Rolepoint whitepaper was written by global recruiting legend Bill Boorman. It highlights Intuit’s approach to embracing a social approach to the apply process, with a particular focus on making the application process streamlined and device agnostic “with equal attention paid to user experience and interface on both desktop and mobile.” Bill is a legend for a reason and his approach to this topic in the whitepaper is compelling. The Smashfly presentation provides insight into the employee/candidate referral landscape with some interesting data:

  • 77% of organizations currently have a formal referral program

  • 32% of new hires come from referrals on average, and rate highest in quality among sources of hire

  • 57% of organizations limit their referral program to employees only

  • 43% extend their program beyond employees to include alumni, contractors, customers, vendors and/or partners

  • Analysis shows those that reach beyond employees get 28% more hires from referrals and 8% better quality candidates

This survey data is interesting, and I key in on the 4th bullet. Extending referrals into other stakeholder groups makes a great deal of sense – and correlates to higher quality candidates. Take a look below: Smashfly May 19 2015 If you’re in the 23% of employers without a candidate referral program, this might be a wake up and smell the coffee moment. If you’re in the 57% of organizations limiting referrals to employees only, this might be a pedal to the metal moment. Either way, whether you’re recruiting programmers, developers, customer service agents, nurses, marketers, HR professionals or executives, approaching your trusted partners – including employees – for referrals makes good, logical sense. And treating potential candidates like consumers, that is, making it as easy for them to press the “apply” button as it is to press the “buy” button seems like a tenant from Econ 101. Check out these reports from Rolepoint and Smashfly.

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Filed under Bill Boorman, Candidate Experience, China Gorman, Data Point Tuesday, Elaine Orler, Employee Referrals, Gerry Crispin, Rolepoint, Smashfly, Talent Acquisition

Voice of the Candidate: Is Anyone Listening?

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Vendor survey results, reports and whitepapers are self-serving. We know that, right? But vendor survey results, reports and whitepapers can also be sources of insight for HR professionals – as long as they understand that there’s an agenda behind the publication.

I read a SilkRoad report on some survey results last week that I thought was interesting. I don’t know anyone at SilkRoad but they sent me a link and I clicked on it. And found this:  2013 Employment Marketplace Survey Results: The Candidate’s Perspective. And I found that their results line up well with the work that Elaine Orler and Gerry Crispin’s Talent Board is doing with the Candidate Experience Awards* (CandEs).

The “Voice of the Candidate” is getting more and more powerful. And it’s clear from these results – and others – that organizations winning the talent game are listening to that voice. Those that aren’t listening are missing out on some great talent.

The report is a quick read but here are a couple of highlights:

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Companies that invest in the commonly accepted components of “engagement” are more likely to catch the attention of job seekers. Period. The top five selected (this was a “check your top three” questions) characteristics are typically found in definitions of engagement. For good reason, as it turns out.

And this:

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The report describes the results of this question as the “halo effect” of web-based recruiting technology. It’s not just about the efficiencies of using the web for recruiting – it’s also about the assumptions candidates make about the use of web-based recruiting technology. According to the results, the majority of survey participants indicated that they believe the use of web-based recruiting technology means that the employer is innovative and progressive.

There certainly are a number of HCM providers with web-based recruiting technology solutions – and more being introduced nearly every day. If an employer has the dual purpose of increasing talent acquisition efficiency as well as improving the candidate experience, then listening to the “Voice of the Candidate” is the right place to start.

*The CandEs will be announced at the HR Technology Conference, October 7-9, 2013 at the Mandalay Bay in Las Vegas.

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Filed under CandE Awards, China Gorman, Data Point Tuesday, Elaine Orler, Gerry Crispin, HR Technology Conference, Recruiting, Recruiting Technology, SilkRoad