This document discusses how to build a balanced candidate experience that incorporates both technology and human interaction. It highlights the importance of candidate experience, noting that organizations with a strong focus on experience are more successful in attracting talent. Common pain points like a lack of communication are addressed, along with data showing the negative impact of a poor candidate experience. The presentation provides recommendations for improving specific aspects of the process like application design, interview scheduling, and events. It emphasizes using technology to enhance efficiency where possible but maintaining a "people layer" of human engagement throughout the experience.

1. 0WE BECOME YOU™Content Property of Cielo, Inc.
BALANCING A HIGH-TECH
AND HIGH-TOUCH
CANDIDATE EXPERIENCE
Help your organization attract quality talent by building a candidate
experience that incorporates the perfect balance between
technology and human interaction. Learn the tactics you can deploy
to transform your approach to engaging candidates throughout
every step of the hiring process.

2. 1WE BECOME YOU™
Adam Godson
Vice President, Global Technology Solutions
Cielo
• Pushes boundaries in the HR technology
space to make the recruiting process
simpler for candidates, recruiters and hiring
managers.
Steve Tiufekchiev
Chief Evangelist
Yello
• Helps organizations validate recruiting
strategies with insightful data to transform
decades old candidate and recruiter
experiences with innovative technology.
TODAY’S PRESENTERS

3. 2WE BECOME YOU™
WHY CANDIDATE EXPERIENCE MATTERS
“The organizations who strategize and
build competencies around candidate
experience are beating you for talent.
Caring is not enough.”
“I’m Tired of Hearing About Candidate Experience”
ERE.net, 2/16

4. 3WE BECOME YOU™
“Employers who took their sweet time
making hiring decisions just a few years
ago, are scrambling to snag candidates in
as little as a day for fear of losing them to
competitors in a tight labor market.”
“Time to Fill dropped from 29.3 days in April to 28.3 days in June”
USA Today, 8/16
RECRUITING LANDSCAPE

5. 4WE BECOME YOU™
• “For businesses that fail to fill job openings in the first
month, there is a 57% chance that the position will
remain open for three months or more.”
“Time to fill jobs in the US”, Indeed, 1/15
• “By the end of next year, 85% of the recruitment process
will be automated…Basically, candidates will experience
no human interaction up to the point of interviews.”
Shannon Prichett, SourceCon, 9/15
RECRUITING LANDSCAPE

6. 5WE BECOME YOU™
• A personal email response to their application
• Understanding of where they are in the
process
• A less cumbersome application process
Talent Board, CandE Awards 2015
CANDIDATE EXPERIENCE – SIMPLE
BASIC CANDIDATE DESIRES

7. 6WE BECOME YOU™
• Get back to every candidate we have
screened to keep them apprised of their
status?
• Close the loop with all candidates – not just
the ones we have interviewed?
COMMON ISSUES
HOW MANY OF US:

8. 7WE BECOME YOU™
• 73% of candidates stated they were never
given an explanation as to why they did not
receive the job.
• Only 26% of employers proactively
communicate with candidates as to what
stage of the hiring process they are in.
“Your Application Process Is Broken – And 4 More Mistakes You Can’t Afford To Ignore”
ERE Media, 9/15
RECRUITING EXPERIENCE
CURRENT STATE:

9. 8WE BECOME YOU™
• “80% of companies think they are offering a
great candidate experience where only 8%
are.”
Shannon Prichett, SourceCon, 9/15
• “82% of employers feel candidate
experience has no impact on business.”
- CareerBuilder’s 2015 Candidate Behavior Study
EMPLOYER’S PERSPECTIVE

10. 9WE BECOME YOU™
“I’ve learned that people will forget what
you said, people will forget what you did,
but people will never forget how you made
them feel.”
Maya Angelou
WHY DOES CANDIDATE EXPERIENCE
MATTER?

11. 10WE BECOME YOU™
• 26% of workers have had a bad experience as a job
applicant.
• 42% would never seek employment with the company
again.
• 22% would tell others not to work there.
CareerBuilder Survey, 2/13
CANDIDATE’S PERSPECTIVE
EMPLOYMENT BRAND IMPACT –
THE BAD NEWS!

12. 11WE BECOME YOU™
• 56% would consider seeking employment with the
company again in the future.
• 37% would tell others to seek employment at the
company.
• 23% are more likely to purchase products or services.
CareerBuilder Survey, 2/13
CANDIDATE’S PERSPECTIVE
EMPLOYMENT BRAND IMPACT –
THE GOOD NEWS!

13. 12WE BECOME YOU™
• 58% are less likely to buy from a company to which they
have applied if they do not get a response to their
application.
• 69% are less likely to buy if they have had a bad
experience in the interview.
• 65% are less likely to buy if they did not hear back after
an interview.
Talent Board, CandE Awards 2015
CANDIDATE’S PERSPECTIVE
PURCHASING IMPACT – THE BAD NEWS!

14. 13WE BECOME YOU™
• 69% of candidates are more likely to buy from a
company to which they have applied if they are treated
with respect throughout the application process.
• 67% are likely to do the same if they receive consistent
updates throughout the recruitment process.
• 83% said they would accept 5% lower salary if the
company has a reputation as a great employer.
Talent Board, CandE Awards, 2015
CANDIDATE’S PERSPECTIVE
PURCHASING IMPACT – THE GOOD NEWS!

15. 14WE BECOME YOU™
• Most employers are not making a positive first impression
with candidates.
• Mobile apply is lagging in adoption.
• Communication with candidates is still lacking.
• Employers do not offer enough opportunities for
candidates to showcase their skills, knowledge and
experience.
• Employers are striving to make interviewing more efficient.
Talent Board, CandE Awards, 2015
CANDIDATE EXPERIENCE AWARD
TOP TAKEAWAYS

16. 15WE BECOME YOU™
EXPERIENCE LENS
• MEETS NEEDS
• EASY
• ENJOYABLE

17. 16WE BECOME YOU™
APPLY EXPERIENCE

18. 17WE BECOME YOU™
10.60%
7.51%
5.68%
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
1-25 26-50 50+
CTA %
Click-To-Apply
(CTA):
The percentage of
job seekers who
click to view a job
and actually go on
to complete an
application.
# of Questions
MORE QUESTIONS = MORE DROP-OFF
Appcast, 2016

19. 18WE BECOME YOU™
APPLY TIME IS THE LARGEST DRIVER OF
COMPLETION
12.47%
6.97%
3.61%
0.00%
2.00%
4.00%
6.00%
8.00%
10.00%
12.00%
14.00%
1-5 6-15 15+
# of Minutes
CTA %
Appcast, 2016

20. 19WE BECOME YOU™
SHORTER APPLICATIONS = LOWER COSTS
$4.01
$7.17
$13.85
$-
$2.00
$4.00
$6.00
$8.00
$10.00
$12.00
$14.00
$16.00
1-5 6-15 15+
# of Minutes
Appcast, 2016

21. 20WE BECOME YOU™
BETTER MOBILE = LOWER COSTS
Good Mobile Bad Mobile
$0.50 CPC $0.50 CPC
13% CTA 2% CTA
$3.85 CPA $25.00 CPA
= =
72% of active job seekers and 62% of passive job seekers HAVE
VISITED A COMPANY SITE to learn about careers ON A MOBILE
DEVICE.
Yet that same survey reports 49% of talent acquisition LEADERS
SAY MOBILE RECRUITING IS NOT A TOP PRIORITY for their
company.
Appcast, 2016

22. 21WE BECOME YOU™
• Mobile application layer
• “Need to know” experience
• A “people layer”
APPLICATION PROCESS
HOW DO WE FIX IT?

23. 22WE BECOME YOU™
INTERVIEW
SCHEDULING

24. 23WE BECOME YOU™
• Current state
• Voicemails…lots of voicemails
• Future state
• Voicemail with email/SMS
• Self-scheduling
INTERVIEW SCHEDULING HURDLES
Self-scheduling
reduces time to talk by 2
days, shortening time
to fill and improving
candidate satisfaction.

25. 24WE BECOME YOU™
• Self-scheduling powered by technology, supported by
people layer
• Self-scheduling without people lacks engagement,
increases fallout
A BALANCE OF HIGH-TECH & HIGH-TOUCH

26. 25WE BECOME YOU™
HIRING EVENT
EXPERIENCES

27. 26WE BECOME YOU™
• Pre-event communication planning
• Event data capture
• Post-event action items immediately following the event
EVENTS

28. 27WE BECOME YOU™
Candidate
capture is critical.
Top candidates are
not going to call
the phone number
on your pen.

29. 28WE BECOME YOU™
• Lack of understanding
• 42% of HR professionals do not evaluate candidate
experience.
• Lack of knowledge
• 70% of employers said that mapping the candidate
journey has helped reduce risks and increase
engagement with potential hires. Yet, 55% were
unsure how to measure the results.
• Fear of compliance/legal
• Understanding legal risks can help you make creative
process choices that are compliant and candidate-
friendly.
THIS IS OBVIOUS, WHY DON’T WE?

30. 29WE BECOME YOU™
• Start with knowing your average revenue per employee
• This will provide you with a basis for understanding
the cost of mistakes and making a compelling
business case to leadership
• Complete a candidate experience audit
• Your organization
• 3 competitors – 2 of whom are better than you
• Chart the candidate emotions
• Decide if improvement can be done incrementally
• Chart your process and mark where you are intentionally
high-touch and where you can be high-tech
4 THINGS TO DO TOMORROW

31. 30WE BECOME YOU™
DISCUSSION & QUESTIONS