How do you go about recruiting candidates for a position on your team? Chances are, your current process goes something like this:
Peak, back-to-school hiring is upon us and the holiday season is around the bend. That means it’s time to start thinking about your digital hiring strategy. A well-thought-out digital strategy that’s focused around a candidate’s needs can help you attract quality seasonal employees. Then, it can help keep them in the pipeline, so you have the resources you need — when you need them most. The thing is, you need to start now, with a targeted, multifaceted approach.
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.
With the tools, terms and technologies we’re using evolving at an incredibly rapid pace, all of us at Symphony Talent want to keep you informed and up-to-speed as much as we can. Which brings us to today’s topic:
If you’ve participated in one of our Webinars recently, you’ve probably heard the term “drip campaign” used in connection with creating a personalized candidate experience. Many times we’re been asked to define the term at some point in the presentation or during the Q&A portion.