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Candidate Resentment
(Can) Will Impact Your
Bottom Line
#ATC2016 #TheCandEs
 Confidential participation in recruiting practice and candidate response
surveys and benchmarking.
 A candidate survey ...
Round One
• Self-assessment employer survey designed to capture and evaluate a
company’s recruitment processes and practic...
Thank You to our Sponsors
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
NAM
2 Countries
200+ Companies
130,000 Candidates
50 Winners
EMEA
8 Countries
150+ Companies
15,000 Candidates
37 Winners
...
2015 APAC CandE Winners
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Research/ Marketing Application
Screening/
Interview
Offer/ New
Hire
Not Selected
Candidate Attraction
Application
Managem...
CANDES BY THE
NUMBERS
#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 ...
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 Re...
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 Silent
Gener...
Sharing Positive/Negative Experiences
(Inner Circle)
80%
66%
78%
51%
76%
63%
NAM 15 APAC 15 APAC 16 NAM 15 APAC 15 APAC 16...
Sharing Positive/Negative Experiences
(Social Media)
49%
33%
57%
30%
51%
37%
NAM15 APAC 15 APAC 16 NAM15 APAC 15 APAC 16
#...
THE APPLICATION
PROCESS
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
Activity: Application Process
#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 wo...
Application Process: Recommendations
A Better Application Experience
 Ensure that your career site is developed using res...
CANDIDATE
RESENTMENT
#atc2016 #thecandes © The Talent Board www.thetalentboard.org
#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...
$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...
Your Turn:
Estimating the cost of candidate resentment
1. 100% of the people that apply are customers
A. Annual hires = __...
What You Should Do
1. Define positive and negative experiences vs. resentment
2. Identify business impact based on candida...
Thank You!
Elaine Orler
elaineorler@thetalentboard.org
www.thetalentboard.org
apacsupport@thetalentboard.org
#atc2016 #the...
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Elaine Orler - Candidate Resentment Can Impact Your Bottom Line

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Candidate Resentment Can Impact Your Bottom Line

Candidate Resentment can be a key factor impacting your organisation’s bottom line. The Talent Board has been researching this topic for four years and we have established a direct, distinguishable link between negative candidate experiences and a decrease in business revenue. Apart from this being very embarrassing personally for the Talent Acquisition Function, it can also negatively impact a recruiter’s career.

Elaine Orler will present the key results from a global research conducted by the Talent Board and provide examples and tips on how you can optimise candidate experience to gain positive outcomes for all stakeholders.

Published in: Recruiting & HR
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Elaine Orler - Candidate Resentment Can Impact Your Bottom Line

  1. 1. Candidate Resentment (Can) Will Impact Your Bottom Line #ATC2016 #TheCandEs
  2. 2.  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
  3. 3. 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.
  4. 4. Thank You to our Sponsors #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  5. 5. NAM 2 Countries 200+ Companies 130,000 Candidates 50 Winners EMEA 8 Countries 150+ Companies 15,000 Candidates 37 Winners APAC 10 Countries 24+ Companies 3000+ Candidates 11 Winners 2015 Global Candidate Experience Awards by the Numbers #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  6. 6. 2015 APAC CandE Winners #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  7. 7. Research/ Marketing Application Screening/ Interview Offer/ New Hire Not Selected Candidate Attraction Application Management Finalist Management Selected Candidate No Interest Disposition Employer Survey Sections Candidate Survey Sections CandE Survey Logic #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  8. 8. CANDES BY THE NUMBERS #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  9. 9. 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
  10. 10. 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
  11. 11. 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 Silent Generation (before 1945) Baby Boomer Generation (1946 - 1964) Generation X (1965 - 1981) Millennial Generation (1982 - 1995) Generation Z (after 1996) 2015 2016 60% 55% 38% 42% #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  12. 12. 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
  13. 13. 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
  14. 14. THE APPLICATION PROCESS #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  15. 15. Activity: Application Process #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  16. 16. 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
  17. 17. 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
  18. 18. CANDIDATE RESENTMENT #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  19. 19. #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  20. 20. 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 Experience I will definitely increase my relationship through brand alliance, product purchases or networking. Pretty Good I'll likely to maintain my relationship status. Neutral Will not impact my relationship status one way or the other. Negative Experience Will definitely take my alliance, product purchases, relationship somewhere else. 2015 1 Star 2016 1 Star 2015 5 Star 2016 Star #atc2016 #thecandes © The Talent Board www.thetalentboard.org
  21. 21. $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 resentment Assumptions: 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
  22. 22. 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
  23. 23. 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
  24. 24. Thank You! Elaine Orler elaineorler@thetalentboard.org www.thetalentboard.org apacsupport@thetalentboard.org #atc2016 #thecandes © The Talent Board www.thetalentboard.org Registration Deadline: September 1, 2016

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