2. WEBINAR Transform The Job Candidate Experience From The Outside In
Paul D. Hamerman, Vice President, Principal Analyst
Claire Schooley, Principal Analyst
May 29, Call in at 12:55 p.m. Eastern time

3. Agenda
Companies and candidates face recruiting challenges.
The candidate experience: Turn your recruiting process outside in.
Technology supports a more engaging job candidate experience.
Recruiting research and recommendations

4. Company challenges: delivering a high-quality candidate experience
Internal needs come first.
Different jobs require complex hiring processes.
Generational differences mean many recruiting approaches.
High turnover and applicant volume pressures recruiters.
Employer brand must be distinct from marketing brand.

5. Job candidates face a gauntlet of discouragement
Poorly designed corporate career websites
A cumbersome job application process
A lack of transparency and communication
Intense competition for certain jobs

6. Agenda
Companies and candidates face recruiting challenges.
The candidate experience: Turn your recruiting process outside in.
Technology supports a more engaging job candidate experience.
Recruiting research and recommendations

7. Forrester’s view: The “age of the customer” is driving technology investments in 2015 and beyond. Similar concepts drive talent acquisition and candidate experience.
Transform the customer experience.
Embrace the mobile mind shift.
Become a digital disruptor.
Age of the customer
Turn big data into business insights.

8. Candidate experience:
How job candidates perceive their interactions with your company

9. Customer and candidate experiences drive revenue and business value
Candidate/employee value:
Recommend products; refer friends to jobs.
Better hires and stays longer
Be more productive.

10. Invest similarly in the candidate and customer experience
Compelling candidate experiences increase hiring success.
Engaged workers stay longer.
The right talent with good onboarding ramps faster to full productivity.
Like customer loyalty, successful new hires become company advocates to refer family and friends.
The talent community becomes a database for future hires.
Candidate experience life cycle resembles the customer journey.

11. The candidate experience life cycle
Source: March 24, 2015, “Transform The Job Candidate Experience From The Outside In” Forrester report

12. The candidate experience life cycle has six phases
The candidate experience life cycle resembles the customer journey.
Discover potential opportunities.
Explore career opportunities and cultural fit.
Apply for jobs or join the talent community.
Prove your capabilities.
Join the organization.
Advance your career.

13. Candidate experience guidelines: discover

14. Discover: employee branding and recognition - Google

15. Leverage your marketing brand into talent acquisition efforts
Source: January 23, 2014, “Software Must Enrich Your Brand” Forrester report

16. Company brand awareness drives talent acquisition
Image source: Master Burnett, Peter Clayton, Gerry Crispin, Kelly Dingee, Ben Gotkin, Carmen Hudson, Joseph P. Murphy, Denni Oravec, Elaine Orler, Bennett Sung, and Dan Tice, “Candidate Experience 2013,” Talent Board, 2014 (

17. Social networks expand the talent acquisition playing field
Recruiters have free access to millions of potential candidates to engage and communicate and build relationships with.
Recruiters observe and listen.
Passive candidates become visible and accessible to corporate recruiters.
Social media marketing provides opportunities for employer branding.
Internal and external talent communities provide candidate banks.
Employee referral activity increases.
Social recruiting increases levels of candidate engagement.

18. Candidate experience guidelines: explore

19. Engage today’s job candidates in their preferred engagement channel
Create a consumer-grade user career website experience that is accessible through any device.
Provide tools to search and explore job openings based on candidate interests.
Highlight what matters — culture, careers, health and wellness, and family.
Use technologies from their world — mobile, video, text, chat, and visual content.
Engage candidates in their social networks.

20. Explore: Lockheed Martin engages talent with career site
Mobile-responsive
Personalized experience
Talent network opt-in
Candidate chat
Targeted content paths

21. Explore: Fidelity’s interactive career page
Image source: FMR (

22. Explore: career paths at The Boston Consulting Group (BCG)

23. Candidate experience guidelines: apply

24. Apply: Zappos Insider talent network replaces job postings and applications

25. Candidate experience guidelines: prove

26. Candidate experience guidelines: join

27. Candidate experience guidelines: advance

28. Agenda
Companies and candidates face recruiting challenges.
The candidate experience: Turn your recruiting process outside in.
Technology supports a more engaging job candidate experience.
Recruiting research and recommendations

29. Candidate experience vendor landscape
Phase
Vendors examples
Discover
LinkedIn, Glassdoor, HackerRank, Gild, TalentBin, and Match-Click
Explore
SmashFly, Ascendify, QUEsocial, and Findly
Apply
Findly, iCIMS, Jobvite, PageUp, SmartRecruiters, Ultimate Software, and Workday
Prove
HireVue, VidCruiter, RoundPegg, and Shaker
Join
River, Chronus, and iCIMS
Advance
Cornerstone OnDemand, Saba Software, SuccessFactors, and SumTotal Systems

30. Agenda
Companies and candidates face recruiting challenges.
The candidate experience: Turn your recruiting process outside-in.
Technology supports a more engaging job candidate experience.
Recruiting research and recommendations

31. Recommendations: Engage candidates as you do customers
Align candidate experience to the customer experience strategy.
Market your employer brand to leverage and extend your customer brand.
Make the process enjoyable, easy, and effective.
Model each step of the candidate experience journey.
Use advanced technologies to optimize the experience.

32. Paul D. Hamerman
Claire Schooley