The thought of overhauling your applicant tracking system (ATS) is potentially overwhelming, never mind expensive. In reality, your existing Enterprise Resource Planning software often comes with an ATS. Complicating matters, it’s not uncommon for technology contracts to expire at different times.
We live in an omnichannel age, and just as brands need to shift gears and reinvent the way they communicate with their consumers, they need to rethink their candidate communications as well. Candidates are more like consumers than ever, and they expect a quick response and to complete the hiring process in days, not weeks - but all the while still making a human connection. This is where conversational talent marketing comes into play.
In today’s consumer-centric universe, a product or service without brand and marketing support behind it would be almost unthinkable. Yet many otherwise well-branded organizations severely underestimate the importance of their Employer Brand – the very catalyst that could bring the talent they want into the fold.
Without question, Talent Marketing technology has upended the “job-buying experience.” That same digital disruption has revolutionized things on the employer and recruiter side as well. How so? Talent Marketing technology lends insight into people, fuels data needed to drive personal, seamless engagement, and helps employers make decisions that propel their businesses forward.
Diversity and inclusion is more than a trend - it is something that matters deeply to employees across all industries. Forty years ago, companies could not have imagined entire positions, let alone departments, dedicated to diversity management. Today, diversity officer positions are popping up at high-profile companies left and right - but every organization can make an impact whether they have an officer in place or not, and they need to in order to attract and retain quality talent.
In my seven-year career, I have worked in diverse industries. Media planning, events and entertainment, IT, advertising, and now, recruitment advertising and employer branding. You might call me a risk-taker, but diversity is a teacher (and a pretty good one), and I’m grateful for the lessons and experiences I’ve had along the way.
Topics: Life at Symphony Talent