Last week, hundreds of TA leaders converged in sunny San Diego for the ERE Recruiting Conference. Attendees immersed themselves in two days of non-stop networking and sessions from great speakers on talent acquisition strategies. As an exhibitor, it was great getting to speak to attendees and hear about their current candidate engagement challenges and understanding their priorities over the next twelve months. Here are a few of our favorite sessions from the conference that specifically addressed candidate engagement and improving the candidate journey.
How to Build a Best-in-Class Campus Recruiting Strategy
With more and more companies developing a robust campus recruiting strategy -- many competing for the same talent -- Christy Del Regno of CVS shared how they built a bold and high-impact program that increased intern offer extends and both ethnic and gender diversity. In addition to sharing their own roadmap/four-part framework to accomplish their strategic business goals (below), Christy also spoke to how the use of vendor partners will help execute your strategy, adopting creating approaches to attract diverse talent and how building a similar program will not only help you attract the most-in-demand graduates but also earn you recognition both internally and externally.
The Emerging Issue of Candidate Ghosting -- and How It Damages Your TA Results
While the term ghosting is synonymous with online dating nowadays, it’s becoming a more and more recognized term in recruiting. According to LinkedIn, ghosting is rated as their #1 challenge by nearly 6% of employers. In this session, Dr. John Sullivan shared some very hard-hitting stats that outlined how costly candidate ghosting really is, the likely causes of it and also shared best-practices proven to be effective in reducing candidate ghosting.
With 95% of recruiters experiencing candidate ghosting (iHire), transparency is critical in reducing it. Make sure you respond quickly -- commit to 24 hours call-backs with top candidates -- and outline the complete application process from the start to help set expectations for the candidate. Dr. John also spoke about the importance of personalized communications, and making the candidate feel special and not just a number in the masses. Candidate experience doesn’t just end with communications -- make sure to customize the interview process, ensure interviewers have done adequate prep on the candidate and streamline the interview questions and follow-up communications following the interview.
How to Automate and Improve your Candidate Experience from Start to Finish
Surveying candidates during their journey is critical to understanding where you can improve their overall experience. Olivia Melman of DigitalOcean shared how they grew from 200 to 400 employees, while upholding a 92% approval rating on their interview experience. The DigitalOcean team leveraged technology to automate and improve all major phases of the candidate lifecycle. Beyond personalized communications to candidates throughout their journey, they also provide pre-interview prep (with candidate resources distributed at scale), used a partner to streamline candidate travel for interviews and used a technology vendor to nurture past applicants to impact reapplies.
Our biggest takeaway from all three sessions was that candidate experience is a major priority across many organizations, with real impact on recruitment and business goals. From application through onboarding, it is important to humanize the experience.
Click below to download our White Paper on applicant communication best practices to optimize your candidate journeys.