Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community. Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not). Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company. You'll Learn: - Why you should focus more on candidate experience in 2017 - What the return on investment (ROI) is for your business and how to articulate that to executives - When the right time is to conduct a candidate survey - How Greenhouse leveraged data and improved our own candidate experience

1. Greenhouse + Talent Board
How to Improve your Candidate
Experience in 2017

2. What’s Greenhouse?
Greenhouse is an end-to-end
solution that optimizes your
entire recruiting process
1. Talent is critical for building
outstanding companies
2. World-class recruiting requires
focused effort across your entire
organization

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4. Today’s Moderator
Casey Marshall
Greenhouse
linkedin.com/in/caseymarshall

5. Speaker Highlights
Kevin Grossman
Vice President @ Talent Board
linkedin.com/in/kevinwgrossman
Katie DiCioccio
Associate Recruiter @ Greenhouse
linkedin.com/in/kdicioccio

6. Understanding Candidate
Experience

7. • Customer-Focused Culture
• Candidate Respect
• Communication and Feedback
• Tailored Communication
• Candidate Empowerment
• Hiring Managers and Recruiters
• Interview Training
• Onboarding and Beyond
Definition
Definition and Delivery of a
Premier and Benchmarked
Candidate Experience

8. Make Data Your Friend

9. • Continuously ask candidates for feedback
• Measure candidate response to recruitment
marketing
• Include open-ended survey questions
• Have recruiters rate hiring managers
• Survey candidates at every point
(whether hired or not)
• Have candidates rate recruiters
• Conduct an anecdotal business impact
analysis
• Invite candidates to go on Glassdoor
• Regularly review Glassdoor and similar
ratings
Data, Data, Data
The Measurements that Quantify
the Delivery of a Positive
Candidate Experience

10. The Business Impact of
Candidate Experience

11. Business Impact
Six years of CandE Awards
research conclusively
demonstrates the potential
impact

12. How to Make the Business Case

13. • The Business Value
• The Cost of Not Taking Action
• The Alignment of Strategic Goals
• The Consumer Candidate
Viewpoint
Business Case
The Business Case for Delivering
a Positive Candidate Experience

14. Greenhouse’s Approach to
Candidate Experience

15. 1. Run candidate survey
2. Track your progress
3. Take comments, not just data into account
4. Always be willing to iterate and improve
• Authentic
• Timely
• Transparent
• Setting up for Success
Areas of Focus
Key initiatives to provide top
notch Candidate Experiences

16. • Nine question survey
• Automatically sent after a candidate exits our process
• Five Point scale from Strongly Disagree- Strongly Agree
• Candidates can add comments
• Results can be pulled in a Greenhouse report that compares to customer averages
Greenhouse Software Candidate Survey

17. Greenhouse
Recruiting KPI’s
Do we have a positive candidate
experience?
With 95% “Strongly Agree” or “Agree” we were
pleased to have surpassed our customer
benchmark of 73% and our team goal of 90%.

18. Common Pain-Points We Heard

19. Pain-Point #1
“I still don’t know what
Greenhouse looks
like.”

20. Solution #1
“I still don’t know what Greenhouse looks
like.”
We now start each interview with an office tour
and product demo.
Setting up for
Success

21. Pain-Point #2
“If an interview ran over... it made
the subsequent interviews start
later than scheduled.”

22. Solution #2
“If an interview ran over... it made the subsequent
interviews start later than scheduled.”
Automatically send a 10-minute warning
to interviewers using Slack reminders.
Timely

23. Pain-Point #3
“I was starving by the
end of the day!”

24. Solution #3
“I was starving by the end of the day!”
Our interview rooms are set up with water and snacks!
Setting up for
Success

25. Pain-Point #4
“I felt very cut off once I
was rejected.”

26. Solution #4
“I felt very cut off once I was rejected.”
We offer candidates that were rejected after their onsite
to connect with us on a call to share feedback.
Transparent and
Authentic

27. Drilling Down on
Candidate Experience

28. 1. Run candidate surveys
2. Track your progress
3. Take comments, not just data into account
4. Always be willing to iterate and improve
• Authentic
• Timely
• Transparent
• Setting up for Success
Areas of Focus
Key initiatives to provide top
notch Candidate Experiences

29. Questions