WHY DECLINED CANDIDATES CAN MAKE OR BREAK YOUR COMPANY S SUCCESS

HEALTH WEALTH CAREER WHY DECLINED CANDIDATES CAN MAKE OR BREAK YOUR COMPANY S SUCCESS August 24, 2016

HEALTH WEALTH CAREER BROUGHT TO YOU BY:

HOUSEKEEPING Nancy Kingsland Nancy has over 25 years of employee health and wellness benefits experience, including 11 years at Mercer, several years as a partner at another major global HR consulting firm, key leadership at a wellness start-up, wholly-owned by a major health system and leading global wellness at a F500 company. Credit Questions Topic MERCER CAREERARC 2016 Options, approvals 2

HOUSEKEEPING Certificates delivered by email no later than 9/24/16 Be watching using YOUR unique URL for login Stay on the webinar, online for the full 60 minutes. The use of this seal confirms that this activity has met HR Certification Institute's (HRCI ) criteria for recertification credit pre-approval. Recertification Credit Hours Awarded: 1 Specified Credit Hours: HR (General) recertification credit hours toward aphr, PHR, PHRca, SPHR, GPHR, PHRi, SPHRi recertification through HR Certification Institute's (HRCI ). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org. MERCER CAREERARC 2016 Options, approvals 3

TODAY S SPEAKERS YAIR RIEMER Career Arc COURTNY CLOETER Mercer Chief Marketing Officer Partner, North American Talent Growth Leader MERCER CAREERARC 2016 4

TODAY S DISCUSSION 01 02 03 04 What s at Stake: Your Employer Brand Candidate Experience Study Results How do we improve the candidate experience? Review & Actionable Next Steps MERCER CAREERARC 2016 5

WHAT S AT STAKE: YOUR EMPLOYER BRAND MERCER CAREERARC 2016 6 MERCER CAREERARC 2016 6

IMPORTANCE OF EMPLOYER BRANDING MERCER CAREERARC 2016 7

IMPORTANCE OF EMPLOYER BRANDING MERCER CAREERARC 2016 8

CANDIDATE EXPERIENCE STUDY RESULTS MERCER CAREERARC 2016 9 MERCER CAREERARC 2016 9

CANDIDATE EXPERIENCE STUDY METHODOLOGY / BACKGROUND MERCER CAREERARC 2016 10

EMPLOYERS UNDERESTIMATE THE AMOUNT OF TIME IT TAKES CANDIDATES TO SUBMIT ONE JOB APPLICATION. The amount of time a Job Seeker spends on resume submissions The amount of time HR spends on resume submissions 1 or more hours Less than 15 minutes 30 minutes or less Less than 1 hour 30 minutes or more 0% 20% 40% 60% 80% 0% 20% 40% 60% 80% MERCER CAREERARC 2016 11

JOB SEEKERS DON T BELIEVE THEIR RESUMES ARE BEING REVIEWED [HR] How likely do you think your pre-screening tool might have overlooked a qualified candidate? [Job Seeker] When you don t hear back on the status of your application, do you ever doubt that a human being has reviewed your application? Likely Yes Unlikely No 0% 20% 40% 60% 80% 0% 50% 100% MERCER CAREERARC 2016 12

JOB SEEKERS ARE LEAVING NEGATIVE FEEDBACK ONLINE ABOUT THEIR EXPERIENCE BUT EMPLOYERS ARE IGNORING IT [HR] Have you read at least one piece of online negative feedback about your applicant process? [Job Seeker] Have you ever been asked by an employer for feedback on their candidate process? Yes Yes No No 0% 20% 40% 60% 80% 0% 50% 100% MERCER CAREERARC 2016 13

GOOD NEWS: EMPLOYERS PLAN TO INVEST MORE IN CANDIDATE EXPERIENCE [HR] How impactful do you think enhancing the candidate experience could help your employer brand? [Job Seeker] What is the one area you would advise companies to focus on that would improve your candidate experience? Better communication 59% Impactful 99% Improving the online application interface 24% Training managers on interviewing skills 6% Not impactful 1% Decreasing the number of 4% None 3% MERCER CAREERARC 2016 14

HOW DO WE IMPROVE THE CANDIDATE EXPERIENCE? MERCER CAREERARC 2016 15 MERCER CAREERARC 2016 15

WHAT DO CANDIDATES WANT? Candidates expect employers to be transparent on their career site with relevant and accurate information. How do we improve the experience? Candidates want a clear understanding of company culture, employee experience, and the job itself. Candidates want better communication they want to know where they stand during the apply process and how they can be better prepared for their job search. How do we improve the experience? MERCER CAREERARC 2016 16

IMPROVING THE CANDIDATE EXPERIENCE: TOP OF THE FUNNEL Easy to understand ATS / Job Application Experience Well-designed career site (Employer Branding) Engaging content (video, images, culture, etc.) Showcase Your Culture / Employer Brand MERCER CAREERARC 2016 17

IMPROVING THE CANDIDATE EXPERIENCE: MID- FUNNEL- NOTIFICATION Notification - prompt Clear communication / updates Preparation for interview / next steps Candidate Care* Candidate Experience is Key MERCER CAREERARC 2016 18

IMPROVING THE CANDIDATE EXPERIENCE: BOTTOM OF THE FUNNEL- INTERVIEWING Don t leave your candidates waiting Come prepared / do your research Provide feedback on process and what to expect Above all else, be honest These action items don t require you to spend a penny. MERCER CAREERARC 2016 19

IMPROVING THE CANDIDATE EXPERIENCE: HONESTY MERCER CAREERARC 2016 20

IMPROVING THE CANDIDATE EXPERIENCE: WHAT S AT STAKE Employer Brand Damage Future Recruiting and Retention Impact Reduced Employee Referrals A Loss of Return Candidates Higher Website Bounce Rates MERCER CAREERARC 2016 21

REVIEW & ACTIONABLE NEXT STEPS MERCER CAREERARC 2016 22 MERCER CAREERARC 2016 22

TYPICAL APPLICATION EXPERIENCE I want this job! Applying took a while, but I m excited! I m going to tell my friends and family! I haven t heard from the company. It s taking a long time. Rejection MERCER CAREERARC 2016 23

ON AVERAGE Did you know... 219 applicants only is hired? Source: WSJ Jobs2Web study, 2011 MERCER CAREERARC 2016 24

THE SOCIAL LANDSCAPE The average person s social reach is over 25,000 people* Source: * 2016 Royal Society study on social networks, www.bit.ly/1ot64bp MERCER CAREERARC 2016 25

REVIEWS MATTER 75% of job seekers consider an employer s brand before even applying for a job* There will be a worldwide shortage of 18 million skilled workers by 2020** With talent in the driver s seat, they are asking, Is this company worthy of ME? Sources: * CareerArc 2015 Employer Branding Study ** McKinsey Global Institute Talent Tensions Ahead http://bit.ly/22szdka MERCER CAREERARC 2016 26

REPUTATION MATTERS I love my job! For the first time in my career, I have the chance to make a difference. I ve really grown as an employee since joining. It's the equivalent to a sweat shop. They expect you to do the job of 2-3 people and get paid for one. I told all my friends to stay away. 92% of job seekers trust word-of-mouth over advertising* Source: * Nielson Report Consumer Trust In Online, Social And Mobile Advertising Grows MERCER CAREERARC 2016 27

CANDIDATE EXPERIENCE Corporate Brand Candidate Experience Employment Brand Candidate Care Service / Consumer Brand How do we protect our brand? MERCER CAREERARC 2016 28

IT ALL STARTS WITH AN IMPROVED DECLINE EMAIL Create empathy, backed by an offer of feedback and resources Keep the candidate interested in your company The Ask for a positive review on Glassdoor Easy to implement MERCER CAREERARC 2016 29

REINFORCED WITH A BRANDED CANDIDATE CARE PRODUCT Ability to customize logos, branding, and messaging Custom name and URL World class resources to help candidates improve A powerful tool for Candidates. Those who activate find their next job 3x faster than the national average* - Thanks to you! MERCER CAREERARC 2016 30

JOB SEEKERS PLAY NEUROSCIENCE GAMES AND ARE MATCHED TO CAREERS AND COMPANIES WHAT IS YOUR CAREER DNA? PLAY GAMES Sales Call Center Financial Analyst HR MATCH TO CAREERS AND JOBS You MERCER CAREERARC 2016 31

POSITIVE IMPACT = POSITIVE FEEDBACK I ve never received anything of value from a company that did NOT choose me wow! Thank you! MERCER CAREERARC 2016 32

CANDIDATE CARE powered by Candidate Care improves the Candidate Experience for EVERY candidate Your brand is positively impacting an entirely new segment of people. It s a proactive solution that helps skew reviews heavily towards the positive. MERCER CAREERARC 2016 33

QUESTIONS Please type your question in the Q&A section SPECIAL OFFER Enjoy a 60 Day FREE Trial for the use of Candidate Care http://bit.ly/2bfyzmj MERCER CAREERARC 2016 34

ON- DEMAND WEBINARS WATCH FROM ANYWHERE, AT ANYTIME, AT NO COST MERCER CAREERARC 2016 36

ASCENTIS RECRUITING Helps you recruit, qualify, hire and onboard applicants Automates the recruiting process by: Tracking open positions Create and score pre-screening questions Encourage employee referrals Review resumes Schedule interviews. Designed personally for your company Supports a paperless on-boarding process using electronic signatures for new hire documents such as I9s, W4s, and EEO. MERCER CAREERARC 2016 37

DOWNLOAD SLIDES? WATCH AGAIN? MERCER CAREERARC 2016 38

DOWNLOAD SLIDES? WATCH AGAIN? MERCER CAREERARC 2016 39

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