Candidate Resentment (Can ) Will Impact Your Bottom Line #ATC2016 #TheCandEs
Jan 28, 2018
Confidential participation in recruiting practice and candidate response
surveys and benchmarking.
A candidate survey developed by Talent Board and administered by the
participating employers directly.
Access to industry peers and experts on the candidate experience.
If a winner, recognition as a leader in candidate experience.
Complimentary access to the Talent Board data analytics platform to self
assess your specific practices, strengths and opportunities against the overall
and winner aggregate scores.
Employers who participate in the CandEs enjoy the
following benefits:
About Talent Board
The Talent Board’s mission is to create – surveys, data analysis, benchmarking, and research – to better understand and overall improved the global job
candidate experience for all involved (candidates, recruiters, managers, etc.)
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Round One
• Self-assessment employer survey designed to capture and evaluate a company’s recruitment processes and practices that impact the candidate experience. Employers will receive their data.
Round Two
• Related survey for the candidates to complete via a random sampling of an employer’s 2015-2016 candidates.
Round Three
• Video interviews with employers about their approaches to improving the candidate experience.
About the CandEs Research
The 2016 CandE Awards and Research program consists
of three interrelated rounds:
Rounds 1 and 2 are required to participate in the CandE Awards, but employers will still receive their data whether they win or not.
NAM2 Countries
200+ Companies130,000 Candidates
50 Winners
EMEA8 Countries
150+ Companies15,000 Candidates
37 Winners
APAC10 Countries
24+ Companies3000+ Candidates
11 Winners
2015 Global Candidate Experience Awards by the Numbers
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Research/ Marketing ApplicationScreening/ Interview
Offer/ New Hire
Not Selected
Candidate AttractionApplication
ManagementFinalist
ManagementSelected
CandidateNo Interest Disposition
Employer Survey Sections
Candidate Survey Sections
CandE Survey Logic
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
35%
25%
5%
5%
5%
10%
5%
Technology
Services
Financial
Health Care
Consumer Goods
Industrial Goods
Public Sector
2015 APAC Participating Employers by Industry
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
40%
30%
5%
10%
0%
15%
Under 10
11-25
26-50
51-100
101-200
Over 200
2015 APAC Employer: # of People Directly Involved in Recruiting
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
APAC: Candidates by Generation/Gender
1%5%
25%
60%
3%0.30%
8%
32%
49%
7%
0%
10%
20%
30%
40%
50%
60%
70%
The SilentGeneration
(before 1945)
Baby BoomerGeneration
(1946 - 1964)
Generation X(1965 - 1981)
MillennialGeneration
(1982 - 1995)
Generation Z(after 1996)
2015 2016
60%55%
38%42%
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Sharing Positive/Negative Experiences
(Inner Circle)
80%
66%
78%
51%
76%
63%
NAM 15 APAC 15 APAC 16 NAM 15 APAC 15 APAC 16
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Sharing Positive/Negative Experiences (Social Media)
49%
33%
57%
30%
51%
37%
NAM15 APAC 15 APAC 16 NAM15 APAC 15 APAC 16
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Apply Process: Candidate Comments
1. If you can simplify the process in anyway, please do.
2. I really hate re-entering work history on every application
I've ever filled out.
3. The application forms are excessively elaborate for the
short-duration projects I have applied to.
4. I received rejection notices within 30 minutes of applying
to some jobs. I am not sure how I could be eliminated in
30 minutes without a proper review of my profile.
And these were some of the nice ones.
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Application Process: Recommendations
A Better Application Experience
Ensure that your career site is developed using responsive web design
Minimize the number of clicks, taps and swipes required to search and
apply
Minimize the number of times job seekers have to enter and re-enter
information
Include brief but relevant content on your career sites
Make call to action buttons, like “Apply Now” or “Learn More,” large and
easily clickable
Shorten the application process overall – focus on sourcing ahead of need
instead
Provide applicants with a real-time progress update on their application process
Ensure applicants have the ability to present their skills, knowledge and
experience
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
How likely will candidates change your
relationship status?
5%10%
48%
37%
2%5%
41%
52%
67%
30%
3% 1%
59%
31%
9%
1%0%
10%
20%
30%
40%
50%
60%
70%
80%
Great ExperienceI will definitely increase myrelationship through brandalliance, product purchases
or networking.
Pretty GoodI'll likely to maintain my
relationship status.
NeutralWill not impact my
relationship status one wayor the other.
Negative ExperienceWill definitely take my
alliance, productpurchases, relationship
somewhere else.
2015 1 Star 2016 1 Star 2015 5 Star 2016 Star
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
$1,584,000
$1,386,000
$1,188,000
$990,000
$792,000
$594,000
$396,000
8% 7% 6% 5% 4% 3% 2%
Customer Revenue Impact Exercise:
Minimizing Candidate Resentment
Each % decrease
yields $200,000 in
annual benefit
Candidate Resentment Rate = The Candidate’s experience as an applicant generated resentment which led them to stop buying products and they shared their experience with friends and family.Estimating the cost of candidate resentmentAssumptions:
1. 100% of the people that apply are customers
2. Annual hires = 5000
3. Applicants per hire = 100
4. Rejected applicants per hire = 99
5. Annual rejected applicants = 99 x 5000 = 495,000
6. Negative resonance factor = candidate tells 1 person
7. Total rejected candidate audience = 495,000 x 2 = 990,000
8. Average value of a customer = $200 per year
9. @ 8% candidate resentment rate
10. Lost customers = 8% x 990,000 = 79,200
11. Lost revenue @8% = 79,200 x $200 = $15,840,000
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Your Turn: Estimating the cost of candidate resentment
1. 100% of the people that apply are customers
A. Annual hires = ___________________
B. Applicants per hire = ___________________
C. Rejected applicants per hire = (B – 1) __________________
D. Annual rejected applicants = (A X C) __________________
2. Negative resonance factor = candidate tells 1 person
E. Total rejected candidate audience = (D X 2) ________________
F. Average value of a customer = $__________________
3. @ 8% candidate resentment rate
G. Lost customers = (8% x E )= ___________________
H. Lost revenue @8% = (G x F) = ______________________
4. What is the amount for 10%, 5 %, 3%
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
What You Should Do
1. Define positive and negative experiences vs. resentment
2. Identify business impact based on candidate resentment
3. Measure resentment with survey data (the CandEs)
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
CANDIDATE EXPERIENCE 101
WORKSHOP SYDNEY
Hosted by Commonwealth Bank of Australia
Commonwealth Bank Place South
Sydney NSW, 2000
Friday, 15 July, 2016 from 9:00 AM to 12:30 PM
Thank You!
Elaine Orler
www.thetalentboard.org
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Registration Deadline: September 1, 2016