Remember: Your candidates are also your customers.
Candidates come in different flavors. The unqualified candidates, the finalists, the people you hire, the people you don’t—approach each as an individual.
Think about your organization’s most recent hires. During the interview, did you ask them why they chose to leave their prior organizations? What were their responses? I know I’ve answered this question many times in interviews—I am looking for more growth opportunities, exploring new career paths or simply in need of a new schedule. I’ve always strived to be myself as much as possible in an interview, but I think I could safely say that many of us have been less than honest on at least one occasion when sharing our reasons for leaving a previous employer.
Explore how process improvement, analytics, and behavioral change can drive a “faster, simpler and better” approach to resourcing and talent, and how these improvements have far-reaching ramifications across IT and access management, HR systems, data privacy and more.
Gone are the days of post and pray recruiting techniques. Social and mobile technologies have rocked the recruiting world. To compete to win in today's ultra competitive market, recruiters must rethink candidate engagement to attract, ...