Category: Recruiting Strategy

Posted on in Recruiting Strategy

Companies know who their customers are. They understand their buying behavior and solicit their feedback after a purchase or when conceptualizing new products or services. They have dedicated customer service channels to answer questions and resolve complaints. Companies understand that the interactions and experiences customers have with them leave either a favorable or unfavorable impression, which impacts future buying behavior. And not just one individual’s buying behavior. In the world of Facebook and Twitter, consumers have access to hundreds of friends at their finger tips, and they won’t hesitate to let them know about a good or bad experience. But this isn’t a post on consumer marketing and behavior or customer experience. We want to talk about the importance of creating the candidate experience. The candidate experience begins during the attraction phase of the talent continuum. This is when candidates begin to interact with your brand on a more personal level […]

Posted on in Recruiting Strategy

A prospective employee’s experience throughout the talent attraction lifecycle has a direct relationship to and impact on your brand, sales, and future talent acquisition efforts. The third pillar of the Talent Continuum focuses on the “recruit” phase. While the candidate experience starts long before formal recruiting begins, throughout the attract phase, it’s during recruiting where the frequency of touch points increases and the candidate experience becomes far more tangible and easier to measure. Over the next few weeks, we’ll examine the business impact of the candidate experience and share several simple ways to create memorable experiences that leave candidates with a positive impression of your company, regardless of the hiring outcome. Subscribe to the Talent Point Consulting blog to be the first to receive updates when new posts are published and receive access to ebooks, templates, and worksheets. [gravityform id=”2″ title=”false” description=”false”]

Posted on in Recruiting Strategy

Talent attraction. It’s one of the leading concerns for most CEOs. Given that your business strategy is intrinsically tied to your talent strategy, it’s surprising many companies don’t have an intimate understanding of their prospective talent. You must “crack the code” in order to attract the best talent and differentiate yourself from your competitors. We created the Talent Magnet Blueprint to help companies look at their talent attraction strategy differently. By borrowing strategies and tactics from marketing and leveraging those practices across the talent attraction lifecycle, you will be able to find the right people, with the rights skills, at the right time, all while ensuring they fit your culture. The 3-step talent magnet process helps you define who your ideal candidate is, uncover where to find them, and engage with them in a personal and meaningful ways. For those who are looking for the Reader’s Digest version of how […]

Posted on in Recruiting Strategy

Post and pray. This is the methodology far too many companies still rely on, with the belief that if you post a job description “they will come.” This simply does not work. We must think about attracting talent differently in today’s world, particularly as research shows a developing trend suggesting that candidates are starting to behave like consumers in their evaluation of potential employers. If you want to attract the right people, with the right skills, at the right time, and ensure they fit your culture, it’s time to think like a marketer. On the surface, job descriptions and advertisements may seem like one in the same. Let us assure you they are not. Just as your marketing team wouldn’t post a detailed list of your product specifications as a hook to generate sales, you shouldn’t post an old, stale job description with a laundry list of responsibilities and requirements […]

Posted on in Recruiting Strategy

The Talent Attraction Lifecycle outlines the stages prospective candidates go through in their ongoing relationship with a company.   The stages of the lifecycle are: Introduce – individual gains awareness of your company.  They are extremely passive about making a career change, but are curious about the work and culture of the organization. Attract – individual begins to gather information and conduct research on your company.  While still not actively seeking employment, they believe their values, motivations, and career interests align to that of the organization. Nurture – individual begins to interact with your company to satisfy a desire to gather firsthand information about the employee experience.  Candidate has turned from passive to active. Engage – individual is proactively pursuing a specific role with your company and has entered the talent acquisition process. For more information on attracting top talent, complete the form below to download our Talent Magnet Blueprint. [gravityform id=”7″ title=”false” description=”false”]

Posted on in Recruiting Strategy

A company’s ability to attract top talent remains a key concern among CEOs of most businesses, regardless of their size, industry, and market position. While there are many strategies and tactics that should be deployed to solve this problem, our research has shown that most organizations suffer from a poorly defined Employee Value Proposition (EVP). What is an EVP? An EVP is the promise you make to future and current employees of what is available to them if they lend their time and talents to your company. It should be a single, simple, and compelling statement that summarizes the experience someone will have when working for you. The EVP will be supported by specific messaging articulating your company’s philosophies around issues such as: total rewards management and corporate culture people management and developmental opportunities job impact and career paths community involvement and wellbeing Your EVP must be unique, authentic, and […]

Posted on in Recruiting Strategy

“Kill your career page.” It was a recommendation I made to a client last week. I was met with a blank stare and then he said “but how can we do that? It’s where we post our open positions.” Would this have been your response? Would the CEO, HR Leader or Recruiter in your organization have a similar reaction? Let me be clear. You still need a career page as part of your company website, but, career pages are no longer where you post your open jobs. Your career page is your first opportunity to engage with prospective talent that is looking for a glimpse into who you really are and chances are there is nothing unique about your career page. Here’s how I know: