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Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
The document discusses the importance of candidate experience in the hiring process, highlighting that job seekers significantly value their interview experiences and that a positive candidate experience can influence job acceptance rates. It emphasizes that meeting basic candidate expectations consistently is more beneficial than merely trying to delight them, and outlines how companies like InMobi enhance their candidate engagement through various strategies. Additionally, it presents anecdotal examples from candidates about their positive experiences during the hiring and onboarding processes.
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Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
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- 3. Candidate Experience isthe feelings, attitudes and behaviors your hiring process brings out in candidates.
- 4. The Five Forcesthat shape The Talent War in 2016
- 5. Why Candidate ExperienceMatters 68% job seekers say the interview experience impacts their decision to join the company (4) ¾ candidates - nearly 78% - will tell their family and friends about a bad interview experience(1) 19% will post about it on social media(2) Talent is 4x times more likely to accept a job offer if constructive feedback is offered(3) Sources of Data: (1) & (2) http://cb.com/1Qv0N2C (3) http://bit.ly/1RYjwcy (4) http://cb.com/1L7W0bi
- 6. The New AgeCandidate Experience Model
- 7. The New AgeCandidate Experience Model
- 8. ICICI Bank CreditCards
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- 10. The New AgeCandidate Experience Model
- 11. The New AgeCandidate Experience Model
- 12. What Engagement can Inspire TheHarley Owners Group began in 1983. The company took it upon themselves to engage them, building a thriving community of people who act as the brand’s ambassadors. Harley Davidson remains the most requested logo for tattoos.
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- 14. The New AgeCandidate Experience Model
- 15. The New AgeCandidate Experience Model
- 16. Which tech companyhas the best new hire onboarding program, and why?
- 17. ★ My firstcode checkin, production push and outage handling was in the first week of joining. ★ An orientation program to explain the Netflix technology stack and getting to know my ever-helpful coworkers made being a software developer super easy and exciting. ★ An orientation program with all the executive management including CPO, CFO and CEO in the first quarter helped to orient me with the company's ethos and aspirations. ★ CEO Reed Hastings also meets with new hires within the first quarter of joining in a small informal group setting to get to know each other. ★ New hires are given significant responsibility and can have a solid impact from the get- go. My first product was Netflix on AppleTV. 4-months after joining, I saw my work being used by tons of Netflix customers. This is an Answer published on Quora by a Candidate
- 18. ★ I wasgiven the offer letter at the end of my second round interview. Which means by the second round, everyone involved discussed on Yes/No, compensations and printed the letter. ★ My laptop choice and configuration was asked of me on the phone (before joining) and was ready on my desk the day I arrived. ★ I requested a desktop workstation server over a self-serve portal. The next morning a brand new ThinkStation was humming under my desk with a note from the IT team that said "We assumed you wanted the latest Ubuntu. Please advise if not". No BS approval process! ★ A dedicated mentor was assigned to help me bootstrap for the first couple of days. This is an Answer published on Quora by a Candidate
- 19. People don’t rememberwhat you said. They don’t remember what you did. They remember how you made them feel. – Maya Angelou
- 20. The New AgeCandidate Experience Model
- 21. The New AgeCandidate Experience Model
- 22. When Candidate Engagement& Employee Delight join forces
- 23. We see ourcustomers as invited guests to a party, and we are the hosts. It’s our job everyday to make every important aspect of the customer experience a little bit better. - Jeff Bezos
- 24. The New AgeCandidate Experience Model
- 25. Candidate Experience: TheNext Competitive Battleground in Recruiting Kevin Freitas Director – HR, InMobi
- 26. Challenging conventional wisdom Conventionalwisdom Unconventional reality ✓ Delight your candidate ✓ Go, above and beyond ✓ An experience that does not delight the candidate is a sub par experience ✓ Delighting candidates is the best way to build loyalty (offer accept) ✓ Candidates punish companies that don’t meet their basic expectations with harsher intensity than they reward companies that delight them ✓ The biggest payoff is therefore in consistently meeting basic expectations rather than delighting every candidate* ✓ Delighting candidates does not build loyalty as much as meeting basic expectations consistently. *Source: Stop Trying to Delight Your Customers by Matthew Dixon, Karen Freeman, Nicholas Toman, FROM THE JULY–AUGUST 2010 ISSUE
- 27. Company Vs. CandidateExpectations Candidate Expectations Company Expectations Is the salary competitive? What is the job profile like? What is it like working here? Is this a good career move for me? Am I a fit for the role and the company? Who are the people I will work with here? Is this person a culture fit for us? Are we raising the bar of the team? Is this the best person we can find for the job? Will the person really be with us for long term? What is the potential of growth for this person? Are we hiring the person who can perform the job Value Exchange What do we need to do to provide this value exchange quickly and easily. ‘Making it easy’ is a solid foundation for action at InMobi.
- 28. Candidate Expectation Surplusor Candidate Experience (CX) Candidate expectation surplus is the difference between the effort that candidates are willing and able to make to go through the company’s hiring process (clarity of role / compensation / title, application process, interview process, access to prospective manager, social proof) and the actual effort involved. Effort candidates are willing to make Actual investment made by the candidate Candidate Expectation Surplus (CX)
- 29. How InMobi viewsCandidate Experience today? Unaware Aware Apply Offer
- 30. Experience for CandidatesWho Are Unaware of InMobi Unaware Aware Apply Offer ➢ Mentions in media articles, publications and blog posts ➢ Sharing exclusives on Startup.inmobi.com
- 31. Unaware Aware ApplyOffer Regular Media Mentions About Culture and Business
- 32. Unaware Aware ApplyOffer Regular Media Mentions About Culture and Business
- 33. Unaware Aware ApplyOffer [email protected] – Our Exclusives InMobi Story, Practices, Culture, Blogs and Stories
- 34. Experience for CandidatesWho Are Aware of InMobi Unaware Aware Apply Offer ➢ Socializing Life at InMobi on our Career handles ➢ Arranging for meet up and Headquarter tour ➢ Following InMobi company and technology blogs for regular inside updates ➢ Sharing exclusives on Startup.inmobi.com ➢ Conducting Hackathons across different skill sets in Technology
- 35. Twitter www. twitter.com/InMobiCareers LinkedIn www.linkedin.com/company/inmobi/careers Display ofLife at InMobi on Career Handles Facebook www.facebook.com/inmobicareers Unaware Aware Apply Offer
- 36. Experience the InMobiOffice Tour Unaware Aware Apply Offer
- 37. Blogs on Technologyand Business Updates at InMobi Unaware Aware Apply Offer
- 38. Unaware Aware ApplyOffer [email protected] – Our Exclusives InMobi Story, Practices, Culture, Blogs and Stories
- 39. Unaware Aware ApplyOffer Hackathons for Technology Hiring Opportunity to Experience our Culture and Win Exciting Prizes and Opportunities
- 40. Experience for CandidatesWho Apply to InMobi Unaware Aware Apply Offer ➢ Job descriptions that are social – fun to share and easy to understand ➢ Easy application process – Mobile friendly application; simple, few and relevant fields in the application ➢ Social proof from people who have worked at InMobi
- 41. Social Job Descriptions Funto Share and Easy to Understand Unaware Aware Apply Offer
- 42. Easy to Apply MobileFriendly Application; Simple, Few and Relevant Fields in the Application Unaware Aware Apply Offer
- 43. Social Proof Exciting Updatesand References from People Around You Unaware Aware Apply Offer
- 44. Experience for CandidatesWho are Offered Roles at InMobi Unaware Aware Apply Offer ➢ In person discussion with managers on the offer details, career and role ➢ On boarding into the culture before joining; easing into the company ➢ Preparation for a smooth experience on the first day; made to feel special and welcomed
- 45. Managers Discussing theRole and Career Unaware Aware Apply Offer
- 46. On boarding intothe Culture Before Joining Unaware Aware Apply Offer
- 47. Experience on theFirst Day Reserved Parking Slot, Ready Desk, Goodies; Bags and Tshirts Unaware Aware Apply Offer
- 48. Candidate Experience Stories Theteam was very helpful with flexible interview timings, interview format and filtering criteria. I always felt interviews need to filter out candidates based on the problem solving and coding abilities than their previous experience on the language's they know. This is exactly what InMobi did as well. HR was in continuous touch with me until the whole interview process was completed. I got a clear picture of the work, the culture and the team. This in fact inspired me a lot to join InMobi. Kishore Senior Software Engineer The speed of the hiring process at InMobi has been commendable. The recruiters had me informed on the status of my interview throughout, which made me feel connected. The orientation and the induction program was very informative, and helpful. The admin and the IT has to be mentioned for having my joining kit ready, I did not have to wait for my laptop or my desk. Sanjay Senior SDET I liked the joining mail which so clear and descriptive. It even had details about the vehicle parking which i have never seen in any companies joining mail. I really loved all the processes and communications done. It was a very great and unique experience. I have not seen so quick and clear response from hiring team. Thanks for all your supportRishi Lead SDET
- 49. Steps Forward toEnhance Candidate Experience at InMobi Create ongoing feedback (qualitative and quantitative) mechanism for all candidates – pre and post joining; to figure out customer experience and pain points. Peer panel “Lunch Buddy”, involving Hiring manager from the start; to initiate, excite and sell the role and company. Hiring manager to engage with offered candidate before joining – related to work, team, culture, career path. Encouraging all applications to follow/ like our career pages on Facebook, LinkedIn and Twitter and be updated on the happenings at our company. Provide regular newsletters to offered candidates, with blogs, links to upcoming events and media mentions, people practices and culture at InMobi. Stay connected with the past applicants as well, by inviting them for Hackathons and talks.
- 50. Steps Forward toEnhance Candidate Experience at InMobi Thank you notes on the next day, appreciating candidates for taking out time to interview with us. Providing LinkedIn profiles access to people they will be speaking to in their next interview rounds; profiles of peers who they will be working with in the team – To better prepare them for what lies ahead. Make the careers page more engaging on our official site. Make job application and finding process much simpler. Auto reply to job applicants – with links to other jobs at InMobi, links to upcoming events and culture at InMobi, following our career pages for more news.
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