Build the Perfect Recruiting Model

Hi, Im Scott. Im pretty great, just ask my wife.

Nevermind. I just checked with my wife. Definitely dont ask my wife.

Ive been at Cumming Corporation for over 9 years.

I think we can tackle all of our TA strategy by focusing on one thing the candidate.

(Dont worry. My wife mom says that the slides get way better.)

We always say, It was OK pretty much the same thing over and over again.1

Imagine if you could

Matt Jeffreybe one of the originators of employment brand.

have a mobile strategy in 2011.

Mike Bailenfigure out how to hire 100% of your applicants through a candidate nurturing strategy.

We have the opportunity to do something special. I love recruiting. 2

What do you think of Tim?Tim Huang

Experience Senior Account Executive at Recruiting Vendor2015 - Present

Public Relations Manager at Mobile Video Provider2014 - 2015

Scientific Recruiter II at Staffing Company2012 - 2014

Marketing Intern at Public Relations Agency2011

Education National Taiwan University B.S., Biochemical Technology

Languages: Chinese, English

Put on your recruiting hats. 3

Scott Weaver wrote:If one of you sing well, you can do a bit for me during my presentation. ;) Tim Huang wrote:I don't know how serious you are, but I am pretty serious. Use Somebody Cover

Scott Weaver wrote:Get the hell out of here! Youre in! I am serious. Do you like Tim more now?

Tims an amazing singer

What is Talent? Are we giving candidates an opportunity to showcase their talent? More to a person than their job but something more can impact their culture fit. Singers, woodworkers, college athletes. Beer?4

Process EfficiencyInternal MobilityEmployment BrandPipelinesMarketingSourcingMobile Candidate ExperienceTechnology/ATS/CRMEmployee ReferralsTalent CommunityUniversityExecutiveDiversityImagine what you will do to solve your recruiting dilemmas.

But youre not measured on

OR

- Candidate experience isnt just caring. Caring isnt enough. Activity tracker story. 6

Youre measured on

+=

happy boss

- I want to share Cumming Corporations journey from 2 years ago until now. A journey that was based on getting butts in seats quickly. No fluff. 7

It started with process efficiency. Applicant Flow with 26 total statusesUnscreenedCareer Center Submission Recruiter SubmissionReferral Submission Candidate WithdrewNone automated ***5 day promise*** Workflow:a:Unscreened-Recruiter SubmissionWorkflow:b:Unscreened-Referral SubmissionWorkflow:c:Unscreened-Candidate Withdrew

ScreenedRejected In ReviewFollow-UpRecruiter Left MessageRecruiter Interview CompletedOut of Area Rejected After Recruiter ScreenWorkflow:d:Screened-Rejected (2-day delay)Workflow:e:Screened-In Review ***5 day promise*** Workflow:f:Screened-Follow-Up ***5 day promise*** Workflow:g:Screened-Recruiter Left MessageWorkflow:h:Screened-Recruiter Interview CompletedWorkflow:i:Screened-Out of AreaWorkflow:j:Screened-Rejected After Recruiter Phone Screen (2-day delay)

Sent to Hiring ManagerSubmitted1st Interview2nd Interview3rd InterviewCandidate WithdrewNot SelectedWorkflow:k:Sent to Hiring Manager-SubmittedWorkflow:l:Sent to Hiring Manager-1st Interview (application)

Workflow:m:Sent to Hiring Manager-Candidate Withdrew Workflow:n:Sent to Hiring Manager-Not Selected (2-day delay)

Offer ProcessBackground/Reference Check Initiated; Background/Reference Check Completed; Offer Extended; Offer Rescinded; Offer Declined; Offer AcceptedHiredHired; Send to Onboarding; Send to ADP

It didnt start as candidate experience at all. Automated messaging5 day promises where candidates get lost.Covers every aspect of where a candidate MIGHT be.

8

Heres the process when we mess up. We apologize. Hi Lisa,Somehow this email got lost in the mix and I was terrible at following up with you. For that, I apologize. We brag about our candidate experience and then I mess up something like this Im truly sorry.Best,Scott

It didnt start as candidate experience at all. Automated messaging5 day promises where candidates get lost.Covers every aspect of where a candidate MIGHT be.

9

Then transparency.

People always ask to see our process, but its all on the careers site. 10

Then transparency.

People always ask to see our process, but its all on the careers site. 11

Auto-reply message to candidates after apply:

Thank you for your interest in Cumming Corporation and taking the time to apply for theDirector of Business Developmentcareer opportunity inLondon. Our goal as an organization is to provide a transparent, communicative, and respectful hiring process. To learn more about our process and what to expect, pleaseclick here.We look at every resume that comes in during the sourcing period of an open job within one business week from the day you apply usually faster than that. As part of our process, you will receive a notification every time we move you into a new stage of the recruiting process and aim to be as up front as possible with you regarding your candidacy.The next step in our process is to determine if your background is a good match for ourDirector of Business Developmentopportunity. We will notify you within five business days either way.Standing by our commitment to provide a transparent hiring process, please feel free to check out ourGlassdoorpage and take a second to write about your amazing or not-so-amazing experience in the interview section.Then transparency.

People always ask to see our process, but its all on the careers site. 12

After that, we measured it a little.Time-to-fillSubmitted to Interview RatioInterview to Hire RatioBefore3750%10%After3075%33%

Then we measured it a lot.RecruiterCareer Center SubmissionRecruiter SubmissionIn ReviewFollow-UpOut of StateRejectedRecruiter Interview CompleteRejected After Recruiter Phone ScreenSubmitted1st InterviewNot SelectedRecruiter 1TOTAL FOR EACH STATUS:16391772742251401252211481674165AVERAGE FOR EACH STATUS:4658643561512HOW MANY UPDATES PER CANDIDATE?1967121834104025 Updates Per Candidate:11Accepted Offers:98%Recruiter 2TOTAL FOR EACH STATUS:5974610480513934360AVERAGE FOR EACH STATUS:2023001700100HOW MANY UPDATES PER CANDIDATE?1136750166199141000Updates Per Candidate:1Accepted Offers:89%

Recruiter Activity DataEvery single recruiting KPI improved.Recruiter 1Updates Per Candidate:11Accepted Offers: 99%Recruiter 2Updates Per Candidate: 1Accepted Offers: 89%

This gives me insight into every aspect of the recruiter workflow. We dont need to ask what happened with a candidate previously if the process is followed, its all there. 13

So this guy says to me, Now you have to do everything else.

Gerry Crispin

At this point, I didnt fully understand was CX was. I needed to take the CandE survey to start to get the idea. 14

What is Candidate Experience?Meet the candidates where they are THEN make it great.

*Data and graph from 2015 Talent Board North American Candidate Experience Research ReportOver 130,000 candidates surveyed

Where are the candidates? This is a good starting point. 16

Planning a vacation is exciting, but still a pain. Searching for a new job can be exciting, but still a pain.How do we make the job search experience as easy and exciting as possible while still impacting recruiting efficiency?

Our candidate journeyTopicStep 1Step 2Step 3Step 4Step 5Step 6Step 7Step 8Step 9Step 10Step 11Step 12Step 13Step 14Step 15Planning a vacation processTalk to family/ friendsResearch destinations/ vacation spotsDiscuss more: type of vacation, cost, dates, cars, easiest way to buyStart looking to purchasePurchasePlan Itinerary: boat, hike, shop, etc.Confirmation email/ reminders/ up-sellsShopping, organizing, gym, tan, etc.Vacation starts: Travel to destinationProblems at start of vacation: vouchers, etc. "Would I do this again?"Problems with planned activities: What do they do for you?Travel homeYou need vacation from your vacationUnpackNeed to get ready for daily routine againSearching for a job processTalk to family/ friendsResearch job: Where are they looking to research a job more?Discuss more: What am I looking for in my new job?Need to capture attention the FIRST time.Apply to job.If I get this job, what will I do? Is there an alternative?Recruiting Process: Are we different? Yes. Are we memorable? Probably not.Candidate prepares for interview, we should prepare too.1st InterviewDid the interview suck?How did we balance and make up for a bad experience?Job Offer: End of process, but much more to be done.Getting a new job is a taxing process Here are some more docs to fill out!Time to get ready to go back to work at my new job.Its tough to get back in the swing of things at a new firm.ConsiderationsI don't like my job, I want more challenge, I dont like my boss, etc.Google, Indeed, Glassdoor, LI, Corporate site, Industry sites, friendssalary, relo, date, JD, commute, culture, benefits, easy processBrand/ message compelling enough per source and per job reasonEasy to apply, confirmation message, how is the apply memorable?They applied - now what? We should have more details. More branding.Transparent, communication, lasting memory, branding. 1 interview 'concierge'. Directions, schedule, bio's.Interview gift, consistent interviews. We need to know what happened.Follow-up and information. Why? Who? Talk to HM. Appoint senior leader.Apologize. Ask for criticism. Do we give them something??Is our offer exciting? Does it encompass everything we've sold thus far?EASY AS POSSIBLE. 1 CONTACT. Reassurance throughout.We should be communicating during the dead period of offer and start. How?Make 1st day & next 90 the best they've ever had. How can we improve?We need help here. We need help with a better, more consistent brand message that compels people to apply. Less headhunting is necessary to scale at the rate we're currently growing. Better design/brand on main sources that speak to the reasons people are looking in the first place. We do this well potentially "best-in-class". Recently re-branded email messaging. Is there anything we can add that won't be overkill?We're in the process of improving this. Lisa will be concierge for applicant communication post submission. Putting together branded directions/office instructions per location. Putting together Hiring Mgr bio's for candidates who interview. Creating interview gift box - sleek, simple gift, and a "take home" packet of info w/ benefits, culture, history, BU's/services, etc. Creating 1st day gift with branded supplies. Created "best-in-class" document for HM's and new hires. Still need to vastly improve interview communication and set interviewing and communication standards.

Pre-apply periodApplication & TA WorkflowInterview, Offer, Onboarding

Our candidate journeyTopicStep 1Step 8Planning a vacation processTalk to family/ friendsShopping, organizing, gym, tan, etc.Searching for a job processTalk to family/ friendsCandidate prepares for interview, we should prepare too.ConsiderationsI don't like my job, I want more challenge, I dont like my boss, etc.1 interview 'concierge'. Directions, schedule, bio's.

Based on the candidate journey roadmap, we decided to focus on the pre-apply period.Why are candidates looking and market to those needs/wants.Where are candidates looking and market in those channels.What is most important to candidates in a new job/company. Market to those items.Compelling, branded content that is truthful & transparent.Content should inspire the consumer to take action.Need to consider ROI, and measure impact of brand versus applies only.Primary goal: enhanced digital presence and more organic applies (decrease headhunting).

WE WANT TO CONSIDER AND REACT TO WHAT THE CANDIDATE IS SEEING, FEELING, AND "EXPERIENCING" FROM THE TIME THEY START THINKING ABOUT A NEW JOB... OR BEFORE.

But were too small/big! There goes that excuse! Applicant Flow - process

Interview box/guide

VideoDedicated CX Leaderresearches candidate lifecycle - process

Send product to candidates

Candidate TourRecruiters focused on candidate touchpoints - process

Coordinators travel

Interview suites / Candidate lounges

But we dont have a budget for that! There goes that excuse too!

Cummings overall cost per candidate was $25.58 in 2015.Top 3 Sources at Cumming CorporationCost Per Candidate Per SourceCost Per Quality Candidate Per SourceCost Per Candidate Interviewed Per SourceSource #1$3 $47 $171 Source #2$21 $81 $600 Source #3$12 $77 $667

Start your own journeyWork with your recruiting team to develop an efficient applicant flow process where no stone is unturned.

Map the candidate journey and apply your own strategy to it. Then execute.

Tell your business what youre doing.

Remember that caring is not enough. Operational efficiency is key if you want to impact change.I promise

Imagine what you will do to solve your recruiting dilemmas.Applicant Flow/ProcessInternal MobilityEmployment BrandPipelinesMarketingSourcingMobile Candidate ExperienceTechnology/ATS/CRMEmployee ReferralsTalent CommunityUniversityExecutiveDiversity

Imagine what you will do to solve your recruiting dilemmas.

The Candidate

Questions?Scott WeaverCumming CorporationDirector, Talent Acquisition & DevelopmentLinkedIn: linkedin.com/in/scottweaverTwitter: @IAmScottWeaverApplicant flow found at www.ccorpcareers.com/hiring-process