![]() The interview - This is the first in-person interaction with your brand.Attraction, user experience, content, speed, efficiency are all best practice considerations that your digital team can assist you with managing and improving on an ongoing basis. The application process - The first impression you make as a hiring brand is essential.Together, we believe it’s important to focus on understanding and mastering these three principle areas to create a brand experience that every part of the business can not only be proud of, but can benefit from too. With my agency partners, Ph.Creative, it’s the second time we’ve mapped and designed a radically improved candidate experience that’s set to make transformational impact. So what do you do once you have the backing of the business to make any necessary improvements? ![]() I wonder why more talent leaders working with consumer brands don’t take advantage of this sure-fire way to capture the attention of business leaders to gain attention, support, and investment for change. To be honest, it’s not particularly difficult. ![]() This is the second time I’ve quantified the business case for improving candidate experience. It also helped get the investment needed to change our candidate experience and become exceptionally proficient at recruiting great people.Īpplying the same method and maths here at BT - an organization seven times larger in employee numbers, three times larger in hiring requirements, and double the application numbers (250,000 per year), by my calculations - the potential cost of poor candidate experience is in the region of £10.7m. That work, almost four years ago, helped me engage a business behind a recruitment function to drive significant improvements for candidates, hiring managers, and employer brand reputation. ![]()
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