Winning the battle for talent takes the best intelligence
Interviewing and landing talent in a competitive marketplace isn’t always easy. Often, candidates drop off or out for reasons you may never know, leaving you with expensive interview costs, potential damage to your brand from social media or word-of-mouth, and ultimately, without the person you need.
Among other keys, building a truly authentic employer brand is critical in attracting and retaining the best talent. But consider: your brand may not be what you think it is. Still, many dynamics that are under your control can have a direct impact on the transition from candidate to hire.
So, how can you get real, actionable intelligence on your talent acquisition methods and improve your odds of winning over the best people?
KellyOCG® is pleased to invite you to attend our upcoming webinar for discussion on leading best practices, industry trends, and ideas on the value in evaluating your Candidate Experience.
· Moderator – Tom Kaminsky, Vice President, Practice Lead, Global Consulting Group at KellyOCG
· Dr. Ann Marie Ryan, Professor, Department of Psychology at Michigan State University
· Arkadev Basak, Business Process Analyst at The Everest Group
The work of Dr. Ryan and Mr. Basak – and many others – leaves little doubt that efforts by companies to understand more about the candidate experience will produce better hiring results. We see several benefits for companies that measure candidate experiences to target their hiring approach:
Better candidate experience
If companies attend to the possible loss-points, candidate turnover during the hiring process should be lower. This reduces expenses because companies can fill open positions more quickly and waste less time on applicants who drop out.
Enhanced employer value proposition
The company has a better image among potential employees and is better able to compete for top talent.
Feedback from candidates can form the basis of best practice recommendations that will improve a company’s hiring process, and ultimately, their candidates’ experiences.
As competition for top talent increases, organizations must attract top talent more effectively, while also ensuring that hiring processes consistently engage candidates. A poorly managed candidate experience - one hampered by poor ...