D
Catalyst | Dexterity
So how can recruitment teams rise above the
competition to win talent when candidates have
more choice and higher expectations than ever
before? Taking an holistic look at the candidate
journey from the outside-in is a great place to
start, layering in digital tools to elevate the
experience and enhance efficiency.
After all, satisfaction with candidate
experience across the six major processes of
recruitment – from attraction to hire – remains
low (between 13% and 27% according to an
Aptitude Research survey of more than 1,000
hourly job seekers).
Curate an authentic
brand extension
Today’s employees are seeking greater
alignment between their own values and
those of the company they work for. Research
by Glassdoor reveals that 79% of job seekers
consider a company’s mission before applying.
This means the line between customer
and candidate is becoming blurred and an
organisation’s employer brand should reflect
the same values and attributes as its customer
brand in the marketplace. As existing brand
advocates, customers are becoming a notable
Candidates given feedback
through the process are more
likely to return to the company,
even as a consumer, if they don’t
get hired
Madeline Laurano,
Aptitude Research
Dig deeper into
expectations around
candidate experience
Alexander Mann Solutions partnered
with Aptitude Research to study the
preferences and experiences of more than
600 talent-acquisition professionals and
1,000-plus hourly job seekers, uncovering
actionable insights and opportunities for
improvement. Join Madeline Laurano,
founder of Aptitude Research, for a live
panel discussion on 21 February.
Join via bit.ly/ams-hourly_webcast
talent pool. But, what if that transition
from customer to job seeker surfaces a
disjointed experience?
With a few clicks of their mouse, applicants
can uncover information about a company’s
culture, employee reviews, leadership and
pay. If these fail to chime with its customer
brand, it can diminish the organisation’s
talent-acquisition efforts, potentially resulting
in higher applicant drop-off rates, a loss of brand
advocates and customers. The disconnect may
also cause successful candidates to regret their
choice, causing voluntary turnover.
Today’s digital talent tools make it easier to
surface critical brand values throughout the
hiring process, so that an applicant’s transition
from customer to candidate feels authentic
and seamless. This helps companies to ensure
brand plays an important role in creating
differentiation as an employer of choice.
Capture and communicate
feedback
Many organisations have transformed
their performance-management processes
over recent years, leveraging technology to
capture and deliver more timely, relevant and
ongoing feedback.
Some have switched from traditional annual
reviews to continuous (monthly or even
weekly) models. This has had a measurable
impact on employee engagement, productivity
and retention.
Issue 4 - 2020
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