On the 14th April 2016, the hugely successful ‘Conversation’ In-house Recruitment Conference took place in London. In the ultimate learning & development day for In-house Recruiters, London based Recruiters witnessed completely unique case-study presentations from world-class speakers, as well as benefiting from intimate, educational roundtable discussions with industry peers.

Mark Rhodes, Marketing Director at reed.co.uk provided an in-depth insight into the mind and behaviour of the candidate. Mark’s insights include what candidates do to form an opinion on your employer brand, the long term impact of positive and negative recruitment experiences and how industry affects candidate recruitment expectations. Check out the video of his presentation, and the presentation itself in more detail below:

Mark Rhodes

 

Key Observations

We asked our group of in-house recruiters a few questions surrounding candidate expectations:

Do you measure what your candidates expect from you as a recruitment brand?

  • Use net promoter scores and focus groups including people who have rejected offers
  • Offer to donate to charity to get feedback from rejected graduates by phone
  • feefo – the global feedback engine
  • Candidate surveys to successful & unsuccessful number of interviews set early
  • Candidate feedback – value of unsuccessful hires and people who ultimately turned down the offer
  • New starter surveys
  • Questionnaire at the end of the application process

 

What tools and processes could you implement to better understand candidates expectations?

  • Employer brand and measure the understanding of it with prospective hires
  • Response times, feedback from hiring managers, metrics to show where delays are
  • More of a personal touch – feedback to every candidate as constructively and comprehensively as possible
  • CRM
  • Surveys
  • Comparison of speed against others

How could you improve the candidate experience?

  • Graduates want a tailored experience from the recruitment process to the actual package/benefits offered
  • Matching process with how candidates apply i.e. mobile/responsive
  • Cohesive communication
  • Making tones consistent
  • Meeting with entire department to encourage best practice
  • Responsiveness
  • Feedback to and from candidate
  • Plan from feedback
  • Immersive job experience
  • Light human touchpoints through process

 

Conclusion

To benefit from more events like this one, and for ongoing resources and inspiration to help improve your in-house recruitment team, join The In-house Recruitment Network for free today. The In-house Recruitment Network is the fastest growing community for In-house Recruiters and HR professionals in the industry. Members benefit from helpful and informative online forums, specialist breakfast events, high value conferences and of course the official In-house Recruitment Awards.

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