Without a doubt, this is probably one of the best applications of the HR Technology show that drives better Human Resources. Please note that this is not about the coolest use of technology, or the most expensive aspect - it is about the best applicant experience.
The Numbers showing the overall Award Process:
- 100's of companies expressed interest in the Awards
- 90 companies completed the award this year (40% increase over the previous year)
- 62 companies were invited to attend the 2nd round (e.g. Call backs)
- 44 companies surveyed their candidate pool
- 37 winners
- 17,500 is how many candidates were surveyed
- 7+1 - These companies have a story of distinction.
- 130 Applicants per job
- 92% of companies have an ATS
- 47% of candidates have had no relationship with the companies that they are applying to
- The Candidates will share their experience (Positive or Negative) with their friends via Social Media
- ADP
- CH#MHIll
- UNuit
- RMS
- Casemate
- Pepsico
- AT&T
- Blue Cross of Michigan
- Boston Scientific
- Capital One
- Cliffs
- Delloitte
- Deluxe Corp
- HEB
- Hyatt
- Info Relient
- Informatica
- Intiel
- Rex
- Sage
- Sapient
- Stryker
- Bozzuto
- BTRG
- Riverwoods
- WL Gore
- Wall Street Services
- Walmart Candad
- Weatherby Healthcare
- Gore
Some Best Practices that warranted these awards!
Adidas - They send confirmation of receipt, and notification of disposition, and if it goes past two weeks - they send out additional notices explaining the process is taking longer than it expected. They actually wrote a Global Standard guiding the Candidate Experience for the whole company.
Casemate - They use their personal twitter handles for their recruiters - which allows individuals to get some personal twitter experience. Casemate also does a newhire roundtable meeting each month.
RMS - Was faced with a new product which forced them to need to hire a whole group of individuals that they weren't used to hiring (IT). Last year, RMS won because they installed live Chat onto their Applicant Portal. They found this was easy (used a recent college grad). They launched a Mobile Game which has had 13 Million plays..They also gave away tons of the mobile game as it allowed folks to experience what it was like to work in the company. RMS interviews the candidates who did not get the job, after they know the disposition. It helped them identify issues that managers need to be aware of (e.g. don't answer the cell phone in the interview). Also try to Interview in - not interview out.
ADP - They have a scheduled time to respond to every post on Facebook, Twitter and Linkedin to make sure they are answering the candidate concerns and questions. They also survey all hires, and they are starting to survey those who did not get the jobs. They are also tieing their recruiter compensation to those survey results.
Deloitte - Over 50% of the hires are based on employee referrrals. Every referral is answered within 48 hours. By increasing their customer care internally, their internal referral rate went up from 40% to over 50%.
Questions and Answers - From the Audience:
1. Do you allow candidates to see their status?
The answer is yes - one company is using Kenexa and enabled that transperancy.
2. What is the Volume of Hires per month:
ADP is 8K per year, Pepsico 1,000s, Deloitte 1,000s, Adidas is 100's
3. How do you turn this from a Staffing Initiative to a Company initiative
At Adidas, there is a common brand awareness - which drove this easily through the company.
4. Final Question - Are the Winners Finished?
The Answer was "No" all of the winners want to make the experience better.
Thank you to Everyone that Made this Event happen!!
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