1. The ‘Candidate’ is Always Right
February 24, 2009
Elaine Orler
VP, Talent Acquisition Management

2. About Knowledge Infusion
Founded in 2004 by Jason Averbook and Heidi Spirgi
Global Company
Leader in HCM and talent management consulting and
advisory services
Total Employees Approximately 35, Across North America
Headquarters & Offices Minneapolis, MN; Offices throughout US
Target Markets Fortune 2000, Mid-market, Public Sector
Number of Customers Over 170
Areas of Expertise HCM and talent management, portals and self-service,
performance, succession, recruitment, learning &
development, talent/workforce planning, analytics,
collaborative technologies
Nordstrom, MetLife, Yahoo!, Turner Broadcasting, Intuit,
Notable Customers
Safeway, Luxottica, Health Net, AAA, Target, US Postal
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3. Strategic Advisors Throughout Your Journey
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4. The Customer is Always Right
Customer: *on the phone* “I know you aren’t tech
support, but I have an easy question.”
Me: “Ok…”
Customer: “How do you make the @
symbol…you know, for the email?”
Me: “You hold the shift key and
press 2.”
Customer: “Won’t that just make a
capital 2?”
•Notalwaysright.com
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5. Agenda
• Defining the Candidate Experience
• Yesterday, Today and Tomorrow
• Social Media Revolution
• Maximizing the shift to collaboration for improved recruiting
• “Edge” recruiting technology solutions
• Bridging the gap in recruiting
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6. Definition of Candidate
• Anyone that has the potential to
work for your organization OR
has expressed an interest in
working for your organization
past, present or future
• Job seeker
• Applicant
• Contact
• Lead
• Friend
• Family
• Employee
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7. Evolution of the Candidate Experience
• Past
• Review an advertisement in the paper on Sunday
• Submit a cover letter and resume via USPS mail
• Call to confirm resume was received
• Receive a ‘Thanks but No Thanks’ Letter 2 weeks later
• Present
• Find a job posting on line (advertisement) any day of the week
• Link to the company website, complete the online application form, submit
resume.
• Webpage refresh confirms receipt, but call to confirm anyway: get voicemail
message saying ‘due to volume we are unable to answer your call’.
• Receive ‘Thanks but No Thanks’ Email 2 days later
• Future
• Network with company social groups, see twitter about need for resource
• DT – the request, with a tinyurl link to linked-in profile
• Get mobile text message back: TY – FF to HR for Eval. Text: Status to
54000 anytime
• Get Mobile text w/link to self schedule interview for tomorrow
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8. Which image best describes your candidate
experience?
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9. Seven Ways to Build a Better Relationships Today
• Remember the golden rule
• Treat every candidate the way you’d like to be treated.
• Avoid the “black hole” syndrome
• No matter how many resumes you receive, acknowledge
the receipt of a person’s resume or job application.
• Use technology for what it does best
• Give the candidates what they want most – timely
feedback. Use email for frequent, short communication.
• Don’t send mixed messages
• Describe the job and the organization candidly and
accurately.
• Create a comfortable atmosphere
• Candidates who are at ease are more likely to provide the
information needed to drive accurate selection decisions.
• Recognize that small things lead to big impressions.
• Be attuned to professional details.
• Create your own talent pools for future recruiting needs
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10. Questions to Ask Yourself
• Is your process working well?
• Are you satisfied with the quality of candidates and the efficiency of your
procedures?
• Does your recruiting process enhance or detract from candidate’s
experience with your company?
• How would candidates feel about your responsiveness to their interest
and formal inquiries?
• Do you regularly evaluate your process to ensure that you are doing the
best you can?
• Does your process need to be updated to reflect current business
climate?
• Does your process effectively incorporate new
technology?
• When a new employee reflects on their hiring
experience, is it a good memory? Or is it an
unpleasant one?
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11. Social Media Revolution
Maximizing the shift to collaboration
for improved recruiting
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12. It’s Not Just About the Consumer…
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13. Social Media Overview
Popular Tools for Recruiting:
• Linked In
• Professional Profile
• Facebook
• Professional/Personal Profile
– with Permissions (Groups)
• Twitter
• Static noise – constant banter
importance can vary Forrester Research
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14. The Concepts of Enterprise Software is Changing
• User-Defined
• Participation based on users preferences &
delivery models
• Cloud Computing
• IT-related capabilities “as-a-service”
• Consumer-Driven
• Focus on usability, extensibility, revenue-
impacting
• Perpetual Beta
• End of upgrades and emergence of continuous
releases
• Interactional
• Focus on collective intelligence versus
“transactions”
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15. The “Conversation Ecosystem” Leveraging
Technology
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16. How Companies are “Blogging”
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17. How Employees and Candidates Collaborate and
Interact Together
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19. ‘Edge’ Recruiting Technology
Trends in future technology
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20. Why Internet Career Sites are failing today
Intranet 1.0 Intranet 2.0
• Social
• Collaborative
• Mobile
• Mashable
• User-defined
• Incremental
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21. Ernst & Young Career Site on Facebook
• Video
• Discussion Threads
• “Fans”
• Polls
• Photos
• “Intern Experience”
• Twitter
• “Culture Brochure”
• Corporate Responsibility
Source: http://www.facebook.com/ernstandyoungcareers?ref=nf
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22. Social Network for Recruiting
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23. Social Networking for Recruiting
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24. Mash-up of different technology
Maps Video
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25. Portability of “my” information
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26. Mobile Recruiting
• Mobile Recruiting
• Global Market already here
• US Market lagging
• Leverages Text Messaging for short
announcements, calls to action and updates
• Text ‘Job’ to 88000
• Receive information on how to apply
• Mobile Device Optimized
• Job posting formatted for smart phone applications
and screens
• Response process simplified to express interest, or
request more information
• Bridges Generational and Economic gaps for
attracting talent
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27. Continue the Conversation
Elaine Orler
Elaine.orler@knowledgeinfusion.com
D: 858-748-3136
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