Designing and Refining Talent Acquisition
Mirroring the trends in consumer behavior where people want more personalized experiences rather than “things” with mass appeal, HR must customize and individualize its talent acquisition practices. Today, most recruiting programs and strategies are overly complex, and are designed for recruiters and compliance— better technology, better analytics, better reporting, better structures.
It’s time to rethink talent acquisition strategy—take an outside-in approach, starting with the perspective of the customer. What is the candidate experience? What is the hiring manager’s experience? What is the company’s experience? And, from each of those “customer” perspectives—consider: What do they need, want, and value? This approach, which integrates the needs of each of these key stakeholders, will translate into a superior and robust talent acquisition strategy.
Explore how the design thinking process works, the 5 key steps to walk through each time you encounter a new problem, and how you can leverage design thinking in your own team.
The field of Marketing, in particular, continues to evolve at a breakneck pace. What can recruiting leaders learn from their marketing counterparts?
Learn how many candidates it takes to reach a hire, the most efficient sources of hire, how time to hire varies by role, and much more.
Learn how sales and marketing secrets can supercharge your recruiting results when you're looking to bring more of the right candidates into your recruiting funnel, while increasing conversion rates and pipeline efficiency.
Find out how to take your candidate experience from poor or good, to great at every turn.
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