Your perfect candidate could be located in any number of talent pools — passive candidates, active job seekers, or even entrepreneurs. Your recruiting strategy has to have a sourcing plan to gather candidates with the skills and experience you need, as well as engage them through the entire selection process. A sub-par candidate experience can deter applicants from accepting positions and even damage your reputation as an employer of choice. Learn how to design and implement an experience that engages the emotional, physical, and cognitive aspects of your potential new hires.
Recommended Candidate Experience Resources
Advance your business with a customer-centric approach to attracting, assessing, and acquiring talent
Become a true business influencer when you learn to identify quality talent, increase diversity, and enable winning teams.Learn More
Learn More about Candidate Experience with our Top Resources
Let me suggest a small but effective ploy for stirring up trouble among a group of talent management professionals. When discussing branding in the human capital space, ask which terms are most appropriate: (a) Employer brand/ing or (b) Employment brand/ing? A quick search of both sets of terms at Google.com shows a respectable 296,000 hits for the terms employment brand/ing but a whopping 2.7 million hits for the terms employer brand/ing. Despite a near internet consensus of using the employer branding term, I’d like to suggest that talent professionals have it all wrong – the proper term is employment branding. And the difference is critical.
The number of communications options are exploding. Knowing how and where to communicate your employment brand and job opportunities is no longer easy. Social media, mobile technologies, job boards, talent communities, groups and pages on social ...Read more
Henry Chesbrough is generally credited with coining the term open innovation from his book Open Innovation: The New Imperative for Creating and Profiting from Technology. Open innovation differed from the previous method of closed innovation where individual firms manage their own in-house R&D departments. Open innovation seeks to use the results of the market at large finding new purposes and more effective applications of current technologies creating both spin ons and spin offs.
LinkedIn recently released the results of a survey detailing some of the top trends in Talent Acquisition for 2013 and comparing how those statistics vary between the United States and the rest of the globe. Exploring some of the key takeaways, we see an increased focus on developing the employer brand, social networks playing multiple roles in the process, and more firms seeking passive candidates.
As a guy working in a small HR shop, I am subscribed to multiple forums, blogs, and websites. I like having a lot of information at my fingertips, and recently I ran across a great question I thought would be worth sharing.
I would also be ...
Employment Branding is the craft of being so completely organized that you are ready with the right message for the right person when she comes along. Let’s take that a bit further.
A brand is a relationship.
Brands only matter to the ...
In order to compete for highly specialized talent, organizations must understand their target audiences and create messaging that differentiates them from other employers. Learn how NPR develops authentic messaging that attracts top IT ...Read more
July 1, 2013 witnessed the end of Google’s popular Google Reader RSS feed. Google says it cancelled its service due to declining usage and a need to focus on other products, creating a vacuum of competitors looking to fill the void like Feedly, Digg Reader, or apps like Flipboard. The evolution of technology reminds firms of the constant need for innovation.
Enroll Now: Strategic Talent Acquisition Certification Program
Build a new set of competencies to meet the talent needs of the organization today, and provide the agility it will need for tomorrow.