Synergies between WilsonHCG’s 2017 Fortune 500 Top 100 Employment Brands Report and The Talent Board’s 2016 North American Candidate Experience Report
How and why you should marry employer branding and candidate experience during the talent attraction phase
Evolution and insights from prior year’s reports and what this means for talent acquisition moving forward
How candidate expectations align with what organizations are delivering
Attracting and retaining strong talent often comes down to two key ingredients-a transparent employment brand and a positive candidate experience. Without tying both of these critical talent acquisition strategies to your bottom line, you run the risk of losing your candidates to competitors and negatively impacting growth.
Candidates are no longer looking for just a job — they're looking for a place where they can advance their career in a supportive, energizing environment. Your employment brand helps you reach those candidates by telling your ...
Gain insight on utilizing analytics in sync with strategic workforce planning to maintain growth and learn how Talent and People Analytics allow us to bridge the gap and bring together the employee data in the company to overcome specific business problems and plan effectively for the future.
Succession planning cannot be limited to the C-Suite. Rather, organizations must take a holistic look at the workforce and determine which roles or individuals are critical to future success. High performers at all levels in the organization should be included in strategic succession planning.