Laura Randell, SHRP, CEO Recruitment Strategy-Candidate Care

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1 Laura Randell, SHRP, CEO Recruitment Strategy-Candidate Care

2 What we ll cover today Overview of PeopleMatters and Laura Randell Introduction to Candidate Care What is Candidate Care Assess how effective your process is Why you need to make Candidate Care a priority Detailed steps to improve your hiring practices and Candidate Care 2

3 About Us PeopleMatters was founded in 2011 and is a global business that helps clients with Recruitment Strategy and HR Technology. We Assess, Develop and Implement Recruitment, Sourcing and HR Technology Strategies to help clients achieve the optimal Workforce Mix of Permanent, Temporary and Contingent Labour. We ensure clients have the right Processes, Technologies and Suppliers to hire or procure Full Time, Part Time or Contingent Workforces. Our consultants serve clients from Canada, the USA, UK and Australia From these locations we deliver services through EMEA and APAC as well. We have worked with Fortune 100 and Global Fortune 500 businesses around the globe. 3

4 Leadership-Laura Randell CEO 20 years of HR and Recruitment experience in Canada, the USA, Malaysia, Australia, New Zealand and Europe Different industries, including Retail, Financial and Professional Services, Manufacturing and Government. Head of Recruitment and Retention for Canada s largest retailer, Loblaw Companies, VP MSP Solutions with Adecco MSP in the USA, and National Manager of Recruitment Technologies for Deloitte. Speaker and Consultant on Talent Acquisition, ATS/HRMS, Staffing Models, and HR Technologies. Published since 2003 in the IHRIM Journal (Intl), the ERE Journal of Corporate Recruiting Leadership (USA), HR Professional Magazine (Canada) and other web and print publications. Frequent panelist and contributor to the Women s Executive Network, (WXN) and HR.com and an Executive Research Board Member for HCM (USA). SHRP (Senior Human Resources Professional) designation from the HRPA, Canada. Laura can be reached: laura@peoplematters.ca or

5 Why care about Candidate Care? It s the most important element of your employer brand, or EVP (Employer Value Proposition) If you don t treat candidates with care, they will be less likely to work for you and they will tell others, which can damage your brand. Candidates with a good experience who join your company will be more engaged on day one. People who feel the process is fair are more likely to refer others to your co, even if they were not hired Source: PeopleMatters Candidate Experience Research

6 Introduction to Candidate Care What is Candidate Care? How do you know if you are doing it well, poorly, or not at all? 6

7 Poll #1 Assess the Candidate Experience Do you ask new hires how their recruitment experience was? Y/N Do you ask declined candidates about their recruitment experience? Y/N 7

8 What IS Candidate Care? 1. INFORMING people what the process will be before, during and after a hiring decision is made. 2. RESPONDING to applications and questions in a timely way 3. RESPECTING people s time 8

9 Candidate Care Step 1: INFORMING people what the process will be before, during and after a hiring decision is made. 9

10 Poll #2 Inform Candidates of the Process Do you currently inform applicants what the process will be? Y/N 10

11 NOT Informing Candidates of the process Typical reasons we don t do it: Never really thought about it/never asked to do it The process always changes We don t want to have to apologize later Too hard to change web/internal No control over content 11

12 How to Inform candidates 1. Use the Web Update your Career pages to show the steps required(good option) OR Add specific information that is tailored to a BU, Function or Geographic team (Best option) 12

13 How to Inform Candidates 2. Job Specific Info Provide detailed information on each job description about the full set of steps required 13

14 How to Inform Candidates 3. Options to apply Provide options to apply later, log out. 14

15 How to keep candidates Informed 4. Keep sharing info Each step of the way, be clear about where the candidate is in the selection process. If there are delays, tell candidates and explain why. 15

16 Candidate Care Step 2 : RESPOND to applications and questions in a timely way 16

17 Poll #3 Acknowledge Applications Do you currently acknowledge all applications? Y/N If not, do you know why? Y/N 17

18 How to respond to candidates 1. Set up auto s to reply through your VMS (Contractors)or ATS. Make one generic reply for the entire company, and ensure everyone uses it. (Good option) OR Make different, more personalized replies, by BU or Geographic team (Best option) 18

19 How to respond to candidates 2. Respond to every question Set up an auto reply (Good option) OR Make different, more personalized replies by job (Best option) 19

20 Candidate Care Step 3 : RESPECT Candidates time and effort 20

21 How to Respect Candidates 1. Be clear about what is involved in: Assessments Psychometric or other Tests Interviews Travel for Interviews and the Job References Background Checks Negotiating Contracts 21

22 How to Respect Candidates 2. Job Related Items Reporting Lines Direct Reports Budgets 22

23 Final Thoughts Always be Professional Be Courteous Return calls and s Answer questions/get answers Ask for feedback on the process 23

24 Contact PeopleMatters All Calls: t:peoplemattersco Laura Randell, CEO t:lauralrandell 24

Randstad. talent trends report - HR game changers

Randstad. talent trends report - HR game changers Randstad talent trends report - HR game changers What percentage of your workforce is currently contingent (ie. non-permanent employees)? talent trends summary theme % % 0 % % % the shifting workplace