Candidate Experience (cont’d)
Closing the Gap Between the GAP Inc. Consumer
and Talent Brands
Nick Boyd, Head of Talent Supply and Attraction, GAP Inc.
Kimberly Taylor, Director of Digital Strategy, TMP Worldwide
Thursday, Nov. 30 | 1: 30 - 2: 30 p.m.
GAP Inc. is home to iconic brands such as Gap, Banana Republic, Old Navy, Athleta and Intermix.
Like most big brand retailers, the customer experience is central to its success. But what if we
assume all candidates are also potential consumers? What is the impact when the candidate
experience doesn’t match the consumer experience? Is this quantifiable? If a candidate drops off
from the application process, can this be equated to a customer walking out of a store? As the
GAP brands shift to compete in the worlds of fashion, retail and technology, finding the right talent
is vital. To do this, the talent organization needed to create an improved candidate experience —
one closer to an e-commerce grade experience that customers have come to expect. Learn how
GAP achieved this through enterprise thinking and design, building an “e-commerce-like” job-search experience and creating disruptive offline experiences, including a recruitment-innovation
event at SXSW and Graduate Fashion Week.
• Learn the importance of taking risks and moving fast when creating a
candidate experience that matches the customer experience
• Gain tips on strategic positioning and engaging the right people internally
• Generate data-driven results
Solve the Recruiting Black Hole With a Nurturing
Plan on Steroids
Allyn Bailey, Manager of Recruiting Capability Adoption & Transformation Team,
Thursday, Nov. 30 | 2:45 - 3:45 p.m.
Ask many recruiting leaders and they will tell you one of their biggest challenges in meeting
candidate expectations is figuring out how to prevent candidates falling into the dreaded black
hole — that place where candidates go after they apply to a job via an ATS or submit their resume,
and then wait and wait for a response until their hair turns gray. It’s not that recruiters don’t care;
it happens because recruiters are dealing with large volumes of candidates and don’t have
a manageable process for tending to their needs. Allyn Bailey will share her insights on how
to address this black hole and not only communicate with candidates, but do it in a way that
eliminates the burden on recruiters and helps them nurture candidates.
• Identify your critical candidate profiles and design unique nurturing plans for
• Apply the “organize, prioritize, assign” model to manage your nurturing
• Target the right content to ensure your nurturing communications are relevant,
valuable and enticing to candidates