I have conversations every day with companies that want to improve their ability to reach and attract “A” talent. The truth is, there’s no magic “formula.” What it all comes down to is putting candidates in the driver’s seat by supplying information and experiences that are credible and compelling. However, to achieve a candidate-centric experience, you need to go beyond simply posting opportunities – and begin marketing them.
Think about how information is consumed and products are sold today. Digital rules – and it’s no longer a one-way conversation. When people shop online for a product or service, they’re exposed to tweets, posts, text messages, news alerts, videos, and product recommendations that are carefully curated, highly targeted and personalized. And before they add an item to their “shopping cart,” they’ve probably considered other alternatives, read reviews and generally found out quite a bit about the item they’re purchasing. It’s no different in the world of Talent Acquisition (consumers have Yelp; candidates have Glassdoor and similar sites).