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The VIP Treatment: Elevate Your Candidate Experience

The document discusses improving the candidate experience through three key areas: making an employer brand irresistible, improving the hiring process, and using data. It provides tips for understanding the candidate journey, delivering necessary information, and making a strong first impression. Additionally, it outlines three steps to improving the hiring process: building relationships with hiring managers, branding the candidate experience, and using data to continuously optimize the process. The goal is to attract and hire the best talent by treating candidates as valued partners throughout their journey.

Recruiting & HR◦
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© Glassdoor, Inc. 2017. Confidential - For Internal Use Only THE VIP TREATMENT: Elevate Your Candidate Experience Confidential - For Internal Use Only
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Meet Our Speakers J.T. O’Donnell Founder & CEO, Work It Daily @jtodonnell linkedin.com/in/jtodonnell Martin Pisciotti VP Employee Careers, T-Mobile @Wintertab linkedin.com/in/martypisciotti
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only • Defining candidate experience • 3 tips for making your employer brand irresistible to candidates • 3 steps to improving your hiring process • Key takeaways Agenda
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Defining Candidate Experience
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Defining Candidate Experience • How you attract & develop relationships with talent throughout their career journey • Extends all the way to screening, interviewing, offer management & even new hire onboarding
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Defining Candidate Experience On average, candidates use 12-18 touch points before making a decision to apply Source: Inavero, 2015
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Defining Candidate Experience Job seekers report the top 3 challenges in their job search are: Source: Glassdoor.com U.S. Site Survey, August 2016 finding relevant jobs that match level of experience and skills (56%) not knowing if or when a recruiter or company hiring will respond to an application/resume (55%) getting the real scoop on what a company is like to work for (42%) 1 2 3
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Job seekers want it to be easy to identify the right fit.
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Hiring decision makers report informed candidates: Defining Candidate Experience reduce turnover increase productivity improve business increase engagement 1 2 3 4
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only 3 Tips for Making Your Employer Brand Irresistible to Candidates
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Making Your Employer Brand Irresistible Scope of Recruiting at T-Mobile: • 51,000: number of employees • 5,035: number of T-Mobile stores • 800,000+: number of applicants in 2016 • 5-time 2017 North American Candidate Experience Award Winner
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Making Your Employer Brand Irresistible • People want to align their personal “why” with their employer’s “why” • Weaving corporate values throughout the candidate experience helps candidates choose the right fit
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only IMPACT ON HIRING & BUSINESS Making Your Employer Brand Irresistible 69% of job seekers would not take a job for a company with a bad reputation, even if they were unemployed. Source: Corporate Responsibility Magazine / Allegis Group Services Study, August 2012 Candidates are consumers:
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only IMPACT ON HIRING & BUSINESS Making Your Employer Brand Irresistible 83% of employees/job seekers are likely to research company reviews and ratings if deciding on where to apply for a job. Source: Glassdoor Harris Poll, April 2017 Interview experiences influence others:
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only IMPACT ON HIRING & BUSINESS Making Your Employer Brand Irresistible A bad hire can cost your company as much as 30% of a yearly salary. Source: U.S. Department of Labor Bad hires aren’t likely to stay, which is costly:
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #1: Understand the Informed Candidate Journey
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #1: UNDERSTAND THE INFORMED CANDIDATE JOURNEY Making Your Employer Brand Irresistible Where informed candidates conduct research: • Careers page • Job descriptions • Review sites, including Glassdoor • Social media • Press releases • News media
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #2: Deliver the Information Informed Candidates Need
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED Making Your Employer Brand Irresistible Top influences on whether a candidate joins: Salary & compensation Company culture Company reputation / employer brand Interviews with managers Company mission & values Source: Aptitude Research Partners, Informed Candidate, 2017 1 2 3 4 5
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED Making Your Employer Brand Irresistible Update recruiting channels with: • Who you are as a company • What your industry / product / service is • Your purpose • What’s in it for them?
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED Making Your Employer Brand Irresistible What T-Mobile messages: • Mission: We are the Un-carrier and #WeWontStop breaking the rules of wireless. • Employee stories • #BeMagenta • Valuable career resources
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #3: Make Your First Impression Count
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #3: MAKE YOUR FIRST IMPRESSION COUNT Making Your Employer Brand Irresistible Align your candidate experience with your brand: Do your systems, policies & interactions facilitate or hinder hiring?
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only TIP #3: MAKE YOUR FIRST IMPRESSION COUNT Making Your Employer Brand Irresistible Design for efficiency: • Keep your application process short and relevant • Test out your application flow • Provide information to help candidates: Know where they stand in your process Feel prepared for next steps See themselves at your company
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only 3 Steps to Improving Your Hiring Process
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP 1: Build Relationships with Hiring Managers
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #1: BUILD RELATIONSHIPS WITH HIRING MANAGERS Improving Your Hiring Process • Set expectations Define the hiring manager’s role vs. the recruiter’s Explain why it’s worth their time to be involved & invested • Get leaders involved • Help hiring managers prioritize
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #1: BUILD RELATIONSHIPS WITH HIRING MANAGERS Improving Your Hiring Process Create structure: • Map out evaluation flows • Arm interviewers with: The job description & candidate’s resume Correct interview time & location Information about who the candidate will report to & work with most frequently • Standardize interviewer feedback mechanisms Instructions on interview direction or topic Basic company info Information on next steps
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP 2: Brand the Experience
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #2: BRAND THE EXPERIENCE Improving Your Hiring Process • Make it memorable Empower recruiters, hiring managers & interviewers to tell a consistent story Prep candidates for what to expect Be human • Over communicate Let candidates know where they stand Notify candidates when they’ve been eliminated & provide detail as to why Follow-up with interviewers when large discrepancies in candidate evaluation occur
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #2: BRAND THE EXPERIENCE Improving Your Hiring Process Prep interviewers: • Identify interviewers upfront & assign topics • Double check room availability & technical needs • Stress the importance of feedback deadlines & on-time arrival • Check Glassdoor for recent reviews of your company, particularly for the department or role the candidate is interviewing for
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP 3: Use Data to Improve
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #3: USE DATA TO IMPROVE Improving Your Hiring Process Data T-Mobile uses: • Glassdoor interview reviews • Internal data for time to hire • Experience surveys for applicants & hiring managers • Quality of hire key indicators
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #3: USE DATA TO IMPROVE Improving Your Hiring Process • Make interviews challenging, not overwhelming Optimal interview difficulty level is 4 out of 5 Benchmark your progress on Glassdoor • Research shows that more difficult job interviews are linked to better fitting candidates later on
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Source: “Do Difficult Job Interviews Lead to More Satisfied Workers? Evidence from Glassdoor Reviews,” by Andrew Chamberlain and Ayal Chen-Zion, Glassdoor Research Report, October 2015. Difficulty Rating = 2 Difficulty Rating = 3 Difficulty Rating = 4 Difficulty Rating = 5 40% 20% 0% ImpactonEmployee SatisfactionLaterOnHarder Interviews = Happier Employees
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #3: USE DATA TO IMPROVE Improving Your Hiring Process • Benchmark against competitors & eliminate unnecessary steps • Look at your Glassdoor Interview Trends, including: Interview Cycle Time Offer Outcomes % Positive Experience % Offer Rate % Acceptance Rate
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only STEP #3: USE DATA TO IMPROVE Improving Your Hiring Process Always be optimizing: • Track key metrics like cost-per-hire & time-to-hire • Segment key stats by source of hire • Track candidate behavior on Glassdoor • Act on feedback
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Key Takeaways
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Key Takeaways Treat candidates like valued partners to attract better talent Candidates act like consumers — give them the content they need to make an informed decision (in your favor!) Use the data available to improve your process 1 2 3
© Glassdoor, Inc. 2017. Confidential - For Internal Use Only Thank You!