Best Practices in HR
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  January 27, 2020

Q&A with Gerry Crispin

On August 9th, Gerry Crispin shared his observations and expertise on the steps employers can take to increase their candidate attraction. Gerry drew on data from the 2015 Candidate Experience Research data which includes survey results from 130,000 candidates. The webinar was scheduled for just 30 minutes which didn’t allow time to respond to participants’ question.

Gerry graciously agreed to follow up and provide additional information based on questions.

The topics covered included:

  • Key information candidates need to determine if your job represents a great opportunity for them
  • Critical components of starting the candidate experience successfully
  • Leaderships’ toughest challenge in instigating essential change

You can view the webinar here.

Q: Can you give an example of someone doing [candidate experience] well?
All the employers that won the candidate experience award – essentially because their candidates rated them highest, are slowly being interviewed by Kevin Grossman. You can download quite a few podcasts of employers doing this well. http://www.thetalentboard.org/resources/candes-podcasts/

Q: Please finish remarks about letting candidates know about the process. (You started talking about this and cut yourself off saying you could talk an hour on this subject alone.)
Accenture offers candidates an app customized by a recruiter to help those invited in for interviews to prepare. Genentech requires anyone coming in for an interview to take an online course on interviewing. Pacific Northwest National Labs, T-Mobile, Deloitte, Capital One, Corning, Google and others are increasingly describing different aspects of their recruiting process from how they review and choose candidates to go forward with, what kind of interviews and the types of questions they ask. RMS and NBC Universal are examples of employers setting up chat rooms to answer candidate questions about what to expect

Q:How can we do a better job about salary?
Easy, share the range of the entry level salary being offered for key positions where this is an issue. Use 1 standard deviation or typically the range for 80% of the hires.

Q: Does [information candidates want to know] apply to certain candidates?
Yes. Your candidate’s’ interests may not be related to what other firms need to do.

Q: How do you scale it?
Focus on critical positions. Survey representative samples throughout the year.

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