How to create a candidate experience that mirrors company values.
By Lauren Winklepleck
In today’s candidate-driven job market, more and more employers are recognizing the importance of creating a candidate experience that mirrors their company’s values. According to LinkedIn’s 2018 Workplace Culture Trends study, communicating mission and brand during the recruitment process can give employers a significant competitive advantage: 71 percent of job seekers would be willing to take a pay cut to work for a company that shares their values. In contrast, employers with a weak brand often fail to attract the right mix of talent, significantly impacting their ability to grow.
Organizations with a continuous feedback process are experiencing five major benefits.
By Diane Strohfus
A company’s performance management process helps address several business priorities, including nurturing an aligned workforce, attracting and retaining top talent, and helping managers better guide their employees. Betterworks’ State of Continuous Performance Management Survey revealed that companies with continuous performance management processes were significantly more effective at many important measures, including:
With Jeff Gelinas, VP of Product and People, Engage2Excel
Retaining top performing employees is critical to an organization’s success. By recognizing employees’ value to the organization and connecting that to business objectives, employees are more engaged and have a better experience throughout the employee lifecycle. Here Jeff Gelinas, VP of product and people at Engage2Excel, shares recent research that uncovers the top factors that drive engagement and how organizations can leverage them as the building blocks of a great career experience.
Looking to improve the overall experience during the hiring process? New research offers six strategies to help.
By Debbie Bolla
Current unemployment numbers aren’t working in the favor of HR. The Bureau of Labor Statistics reports an unemployed population of 6.1 million and 7.3 million open positions. This means that HR and TA teams need to use every strategy in their wheelhouse to ensure they are attracting the right talent into their organizations. A key piece of this puzzle is the candidate experience.
With Tina Tromiczak, Senior Vice President, National Account Services, RPO at ADP
It’s no secret that today’s top candidates have the power of choice—the choice to seek out new roles, to learn about different companies, or to stay put. This makes it even more challenging for organizations to attract, recruit, and engage top talent. But perhaps the best place to start is at the beginning—providing candidates with a positive experience that focuses on communication and aligns with organizational culture. Here, Tina Tromiczak, senior vice president, national account services for RPO at ADP, offers several strategies that organizations can leverage to improve their candidate experience and ensure they are an employer of choice in today’s competitive marketplace.
Keeping candidates engaged throughout the recruitment process is more important now than ever.
By Marta Chmielowicz
It’s called “ghosting”—suddenly ending all communication with no warning. While the practice is a common event in today’s dating scene, it is making its way into the business world. And it is something that both recruiters and job candidates are guilty of: Hiring managers have long allowed applicants to fall into the recruitment “black hole” and candidates are now starting to return the favor by skipping interviews, ignoring job offers, not showing up for start dates, and even quitting without a word. In fact, research from Randstad US finds that 66 percent of U.S. managers report being ghosted by candidates who initially accepted a job offer, but disappeared before the start date.
Aligning employer branding and a positive candidate experience is critical to attracting the best talent.
By The Editors
“You only get one chance to make a first impression.” That advice is often given to candidates who are looking for new jobs and engulfed in the interview process. But nowadays, that philosophy is equally important for organizations seeking the best talent. First impressions are often driven by both a positive candidate experience and employer brand communication strategies. And when done right, these approaches create interest and excitement for candidates while employers reap the rewards of a broad, engaged talent pool.
Schneider Electric is transforming its human capital management approaches one tech solution at a time.
By Olivier Blum
Demands on employees have increased—and HR must keep pace or risk falling behind. It’s a daily occurrence that employees attend video conferences, use workplace productivity apps, and receive smartphone notifications. They can’t wait for their HR department to catch up with them via phone calls or letters. Modern workers want the same prompt customer service experience that they receive from online marketers. They also expect to feel empowered by their HR departments, not disenfranchised by them.
Innovative technology advancements are changing the global mobility landscape.
By Simon Kent
A recent report from the RES Forum shows that there is still huge untapped potential for the use of technology in aiding global mobility. The report suggests that areas such as pre-assignment support, payroll processes, and repatriation could all benefit significantly from digitalisation. The report’s author, Professor Benjamin Bader, senior lecturer in international HR management at Newcastle University Business School in the UK, says the sector is only just beginning to adopt technology and the future of the function is still up for debate.
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