The document discusses improving the candidate experience through three key areas: making an employer brand irresistible, improving the hiring process, and using data. It provides tips for understanding the candidate journey, delivering necessary information, and making a strong first impression. Additionally, it outlines three steps to improving the hiring process: building relationships with hiring managers, branding the candidate experience, and using data to continuously optimize the process. The goal is to attract and hire the best talent by treating candidates as valued partners throughout their journey.

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THE VIP TREATMENT:
Elevate Your
Candidate
Experience
Confidential - For Internal Use Only

2. © Glassdoor, Inc. 2017. Confidential - For Internal Use Only
Meet Our Speakers
J.T. O’Donnell
Founder & CEO, Work It Daily
@jtodonnell
linkedin.com/in/jtodonnell
Martin Pisciotti
VP Employee Careers, T-Mobile
@Wintertab
linkedin.com/in/martypisciotti

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• Defining candidate experience
• 3 tips for making your employer brand
irresistible to candidates
• 3 steps to improving your hiring process
• Key takeaways
Agenda

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Defining Candidate Experience

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Defining Candidate Experience
• How you attract & develop relationships
with talent throughout their career
journey
• Extends all the way to screening,
interviewing, offer management & even
new hire onboarding

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Defining Candidate Experience
On average, candidates use
12-18 touch points before
making a decision to apply
Source: Inavero, 2015

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Defining Candidate Experience
Job seekers report the top 3 challenges in their job search are:
Source: Glassdoor.com U.S. Site Survey, August 2016
finding relevant jobs that match level of experience and skills (56%)
not knowing if or when a recruiter or company hiring will respond
to an application/resume (55%)
getting the real scoop on what a company is like to work for (42%)
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Job seekers want it to
be easy to identify
the right fit.

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Hiring decision makers report informed candidates:
Defining Candidate Experience
reduce
turnover
increase
productivity
improve
business
increase
engagement
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3 Tips for Making Your Employer
Brand Irresistible to Candidates

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Making Your Employer Brand Irresistible
Scope of Recruiting at T-Mobile:
• 51,000: number of employees
• 5,035: number of T-Mobile stores
• 800,000+: number of applicants in 2016
• 5-time 2017 North American Candidate
Experience Award Winner

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Making Your Employer Brand Irresistible
• People want to align their personal
“why” with their employer’s “why”
• Weaving corporate values throughout
the candidate experience helps candidates
choose the right fit

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IMPACT ON HIRING & BUSINESS
Making Your Employer Brand Irresistible
69% of job seekers would not take
a job for a company with a bad reputation,
even if they were unemployed.
Source: Corporate Responsibility Magazine / Allegis Group Services Study, August 2012
Candidates are consumers:

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IMPACT ON HIRING & BUSINESS
Making Your Employer Brand Irresistible
83% of employees/job seekers are likely
to research company reviews and ratings if
deciding on where to apply for a job.
Source: Glassdoor Harris Poll, April 2017
Interview experiences influence others:

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IMPACT ON HIRING & BUSINESS
Making Your Employer Brand Irresistible
A bad hire can cost your company as
much as 30% of a yearly salary.
Source: U.S. Department of Labor
Bad hires aren’t likely to stay, which is costly:

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TIP #1:
Understand the Informed
Candidate Journey

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TIP #1: UNDERSTAND THE INFORMED CANDIDATE JOURNEY
Making Your Employer Brand Irresistible
Where informed candidates
conduct research:
• Careers page
• Job descriptions
• Review sites, including Glassdoor
• Social media
• Press releases
• News media

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TIP #2:
Deliver the Information
Informed Candidates Need

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TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED
Making Your Employer Brand Irresistible
Top influences on whether a candidate joins:
Salary & compensation
Company culture
Company reputation / employer brand
Interviews with managers
Company mission & values
Source: Aptitude Research Partners, Informed Candidate, 2017
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TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED
Making Your Employer Brand Irresistible
Update recruiting channels with:
• Who you are as a company
• What your industry / product / service is
• Your purpose
• What’s in it for them?

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TIP #2: DELIVER THE INFORMATION INFORMED CANDIDATES NEED
Making Your Employer Brand Irresistible
What T-Mobile messages:
• Mission: We are the Un-carrier and #WeWontStop breaking the rules of wireless.
• Employee stories
• #BeMagenta
• Valuable career resources

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TIP #3:
Make Your First Impression Count

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TIP #3: MAKE YOUR FIRST IMPRESSION COUNT
Making Your Employer Brand Irresistible
Align your candidate experience with your brand:
Do your systems, policies & interactions
facilitate or hinder hiring?

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TIP #3: MAKE YOUR FIRST IMPRESSION COUNT
Making Your Employer Brand Irresistible
Design for efficiency:
• Keep your application process short and relevant
• Test out your application flow
• Provide information to help candidates:
Know where they stand in your process
Feel prepared for next steps
See themselves at your company

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3 Steps to Improving
Your Hiring Process

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STEP 1:
Build Relationships with
Hiring Managers

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STEP #1: BUILD RELATIONSHIPS WITH HIRING MANAGERS
Improving Your Hiring Process
• Set expectations
Define the hiring manager’s role vs. the recruiter’s
Explain why it’s worth their time to be involved & invested
• Get leaders involved
• Help hiring managers prioritize

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STEP #1: BUILD RELATIONSHIPS WITH HIRING MANAGERS
Improving Your Hiring Process
Create structure:
• Map out evaluation flows
• Arm interviewers with:
The job description & candidate’s resume
Correct interview time & location
Information about who the candidate will
report to & work with most frequently
• Standardize interviewer feedback mechanisms
Instructions on interview direction or topic
Basic company info
Information on next steps

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STEP 2:
Brand the Experience

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STEP #2: BRAND THE EXPERIENCE
Improving Your Hiring Process
• Make it memorable
Empower recruiters, hiring managers & interviewers to tell a consistent story
Prep candidates for what to expect
Be human
• Over communicate
Let candidates know where they stand
Notify candidates when they’ve been eliminated & provide detail as to why
Follow-up with interviewers when large discrepancies in candidate evaluation occur

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STEP #2: BRAND THE EXPERIENCE
Improving Your Hiring Process
Prep interviewers:
• Identify interviewers upfront & assign topics
• Double check room availability & technical needs
• Stress the importance of feedback deadlines & on-time arrival
• Check Glassdoor for recent reviews of your company, particularly
for the department or role the candidate is interviewing for

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STEP 3:
Use Data to Improve

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STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
Data T-Mobile uses:
• Glassdoor interview reviews
• Internal data for time to hire
• Experience surveys for applicants &
hiring managers
• Quality of hire key indicators

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STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
• Make interviews challenging, not overwhelming
Optimal interview difficulty level is 4 out of 5
Benchmark your progress on Glassdoor
• Research shows that more difficult job interviews
are linked to better fitting candidates later on

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Source: “Do Difficult Job Interviews Lead to More Satisfied Workers? Evidence from Glassdoor Reviews,” by Andrew Chamberlain and Ayal Chen-Zion, Glassdoor Research Report, October 2015.
Difficulty Rating = 2 Difficulty Rating = 3 Difficulty Rating = 4 Difficulty Rating = 5
40%
20%
0%
ImpactonEmployee
SatisfactionLaterOnHarder Interviews = Happier Employees

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STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
• Benchmark against competitors & eliminate unnecessary steps
• Look at your Glassdoor Interview Trends, including:
Interview Cycle Time
Offer Outcomes
% Positive Experience
% Offer Rate
% Acceptance Rate

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STEP #3: USE DATA TO IMPROVE
Improving Your Hiring Process
Always be optimizing:
• Track key metrics like cost-per-hire & time-to-hire
• Segment key stats by source of hire
• Track candidate behavior on Glassdoor
• Act on feedback

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Key Takeaways

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Key Takeaways
Treat candidates like valued partners to attract better talent
Candidates act like consumers — give them the content they
need to make an informed decision (in your favor!)
Use the data available to improve your process
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Thank You!