One of the biggest assets any TA team can bring to the table is a willingness to try new things. When it comes to sourcing and engaging candidates for hard-to-fill positions, you can’t rely on what’s already being done; you need to bring your best game into the strategy and a willingness to be bold, innovative and fresh.
For the HR community, it’s time to stop going with the “tried and true” and start embracing new approaches and new technologies that result in better hires with less effort.
I recently co-hosted a webinar along with Teresa Pate, Director, Talent Acquisition for Memorial Healthcare System (MHS), on the strategic approach Memorial Healthcare System (MHS) used to find, hire and engage CVICU and CVOR nurses for the system’s world-class cardiovascular service.
If you missed the webinar, you can listen to it on-demand here.
What’s in your shopping cart?
I’ll admit it: I love online shopping, especially Amazon. When that smiling brown box arrives, I’m usually all smiles, too! Maybe it’s because I’m almost always satisfied with the purchase I’ve made: I know its features, color, weight, and dimensions. Just as important, I’ve done my homework reading the description carefully as well as reviews from other customers - because we’ve all had that bad experience when you don’t! And occasionally, I even end up buying something that wasn’t originally on my radar because the site recommended an alternative that’s an even better fit.
By the time I’m ready to checkout and hit the order button, I feel confident in my choice. That’s because my online shopping experience was quick, relevant, informative, easy - and tailored specifically to me.
In my last blog, I covered the benefits of a strong EVP and employer brand, and how they provide the foundation for what you want to say to your target audience. Now, let’s delve into leveraging these assets - and digital technology - to deliver a great candidate experience.
As I’ve mentioned before, research has shown that organizations that invest in a strong candidate experience improve their quality of hires by 70%. Still, many haven’t completely thought through the employee experience and who owns it.
Digital transformation has forever changed the consumer landscape. The world of talent acquisition has changed, too. Your candidates (the potential “consumers” of your career opportunity) now expect an experience that’s akin to ordering an Uber or shopping on Amazon. If your TA team isn’t actively thinking about the candidate experience - and marketing it like a product or service - it’s probably time to rethink your approach.
In my last two blog entries, l’ve taken you through the various challenges involved in developing a strong EVP to recruit CVICU and CVOR nurses nationally for Memorial Healthcare System’s Cardiovascular specialty area. Now let’s talk about how our message was used to reach these nurses through an omnichannel strategy that was consistent, relevant, and highly personalized.
We did our due diligence by investing the time to develop a strong EVP and employer brand. Now it was time to bring it to life across the various channels – starting with the new careers website.