How to enable multiple stakeholders to deliver a seamless recruitment experience
How to usher new hires into an experience that exceeds their expectations
Many organizations are experiencing factors such as a larger number of open positions, a growing need to offer higher starting salaries, increased turnover for critical roles, and longer time periods to fill critical roles. All these factors point to a candidate’s market as it is clear that job seekers now have more control over where they work. It’s up to employers to demonstrate that they can offer a work environment that best suits their needs. This has led to an increased focus on recruitment marketing and employer branding as key differentiators in the candidate experience. Perhaps lost among the push to tell an authentic story about the employer value proposition is the importance of ensuring that the story rings true once the dotted line has been signed.
The candidate experience is just the first chapter in what should be a lengthy story of mutual commitment between an individual and the organization. It’s not just about the wedding - it’s about the marriage.
Join Shelly Morgan, Director HR Technology at ResCare, as she details how to enable multiple stakeholders to deliver a seamless recruitment experience that not only capitalizes on targeted efforts to engage a talent network but ushers new hires into an experience that not only meets their expectations, but exceeds them.
If a new hire leaves within the first year, are you due your money back? Onboarding is more than insuring that employees fill out their paperwork, understand their role and meet their manager. Onboarding is a continuation of the ...
As the recruiting landscape evolves, talent acquisition and internal talent mobility are increasingly becoming top priorities as drivers of company growth. But we all understand that for talent acquisition to be truly impactful, all stakeholders need to be working in sync. Does that currently happen? Most likely the answer is no…The reality is that the key players are often simply coexisting and the end result of this disconnect is the loss of top talent, bigger spending to acquire talent, and a disjointed perception among candidates.