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5 Steps to Managingthe Candidate Experience
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Featured Speakers Susan Underwood Manager, Talent Acquisitionat Glassdoor Jason Webster Head of Employer Branding at ONGIG
Discover Research Decision Communication Resolution
Step 1: Discovery
First Impression for a Candidate Tends to be Text-Based From a Friend Board
From a Job
Pro Tip Be Aware of What Candidates See as a First Impression
Step 2: Research
Understand Where Your Candidates AreMost Likely to Land When Doing Research
Pro Tip Run Searches for Careers, Specific Jobs and Locations
Step 3: Decision
The Application Process Can Bea Roadblock for Top Candidates
Pro Tip Complete Your Online Application Process—See How Long It Takes
Step 4: Communication
Manage Your Recruiting Content
Candidates Like to be InformedDuring the Hiring Process Rank highest response rates by communication method. Capture info. ACTION: Phone Email Video Chat Text Message Still Works Standard Qualifying Interviews Highest Read Rate
Pro Tip Submit an Application to See How Long It Takes to Get a Response
Step 5: Resolution
Fast Feedback in the Hiring ProcessIs Crucial to a Candidate Experience Red: The candidate is not a cultural fit, and is likely to never be hired at your company. Send rejection promptly. Yellow: The candidate is not a skills fit today, but aligns with your culture. Send rejection with invitation to talent network. Green: The candidate is a skills and cultural fit. Engage immediately. ?
Pro Tip Determine Response Time and Quickly Place Candidates in a Proper Bucket
Tips and Tricks to DriveCandidate Experience
Tips and Tricks Pick a consistent theme to be used across channels Make sure all social channels have consistent addresses Be visual. Be consistent. Be responsive. Utilize all of your channels to drive candidates to you Follow social channels of companies you admire for ideas