Transparency is key when building relationships with potential candidates. Today’s candidates expect a consumer-like experience when applying, and the brand’s reputation can attract or turn off candidates before an application has even been submitted. Candidates are researching potential employers using social networks like Glassdoor to find out everything from questions in the interview, to what the firm’s company culture is like, to even what disgruntled previous employees are saying about their work experience. HR can take a page from the marketing department though to partner up and produce some big results.
In this webcast we will explore the following topics:
The worlds of marketing and recruiting are converging. Savvy talent acquisition teams are becoming more and more like the marketing team daily tapping into the consumer brand and aligning it to the employer brand.
Recruiters are learning that the market is changing along with the interests of the next generation of workforce. Effective job descriptions need to be written with a marketer’s eye and offer something different than the other countless ads for the position. What does the job description say about the company culture? Does the description explain what the candidate will actually be doing? Lou Adler, author of Hire with Your Head: Using Performance-Based Hiring to Build Great Teams, suggests, “Define the job, not the person. Define success, not the skills. It’s best to separate the job from the person. This allows for a more objective appraisal of true competency.”
What can the firm do to attract and engage candidates in a competitive talent pool? Jobvite CEO Dan Finnigan discusses the role innovation plays in differentiating companies from their competitors in talent acquisition.