By Debbie Bolla
Numbers like 35,000 hires per year across more than 65 countries mightÂ intimidate some talent acquisition leaders but not David Wilkinson.Â The global infrastructure and operations director for Boeing, a leadingÂ aerospace company, understands there are obstacles in front of him, butÂ heâs ready to take them head on.
âThere are many challenges when you hire up to 35,000 employees a year,Â but our greatest is that we are competing for talent on global stage,âÂ he says. âLike many employers, we are seeing a dramatic increase inÂ competition for talent across the board, unemployment rates at an all-timeÂ low, a reduction in STEM graduates, and increased competition inÂ the technology-oriented skills, making the talent market more complexÂ and competitive than ever before.â
Through technology, Wilkinson is looking to gain a global view of talent,Â improve the candidate experience, and bring a local perspective toÂ the hiring process to ensure candidates in different areas of the worldÂ understand the value proposition of all of Boeingâs business units. ForÂ organizations in the same boat as Boeing, The Marketing of HiringÂ offers valuable best practices for communicating EVP andÂ employer brand. This is not to be overlooked: In fact, Manpower reportsÂ 58 percent of global job candidates feel that employer brand is moreÂ important than just five years ago.
âCompanies that have invested in their employer brand and providedÂ stories about what itâs really like to work there garner better candidatesÂ who are more interested in the brand and the positions,â says MicheleÂ Silagy, chief talent officer at Kinetix.
Wilkinson understands the importance of sharing an authentic view ofÂ Boeing in order to land the best candidates. Learn more in Taking Flight.
Is your organization ready for takeoff in todayâs candidate-driven market?