In today’s hyper-competitive talent market, leading organizations must evolve and optimize their employer brand and engagement to adapt to the rapidly shifting expectations of modern, digital-native candidates and employees whose behavior has changed significantly in the last decade. In fact, in a recent PwC report, 78% of CEOs indicated that they’ve changed their people strategy to reflect the skills and employment structures they need for the future. Essentially, seeking ways to improve their talent pipeline to find people with the right skills and capabilities.
In order to win the talent you need, ask these questions: Are you activating your employer brand to convert the candidates you need? Do you really know who your candidates are and how to effectively reach them? Are you willing to go beyond traditional recruitment marketing solutions to achieve your business goals?
Shannon Seery, Senior Vice President, from Symphony Talent leads a spirited discussion around best-practices for a highly targeted recruitment marketing strategy, including:
Joining Shannon is Bradley Rager, Employer Brand Manager from Highmark Health, a national health and wellness organization with more than 40,000 employees. Bradley shares the story of how Highmark Health developed and implemented a strategy for recruiting veterans/military/military spouses, with a focus on the Pittsburgh market. From a dedicated microsite featuring successful “transitioners” to encouraging participation in an active Talent Community, Highmark was able to successfully reach out to this audience and achieve higher levels of engagement and conversion.
Symphony Talent is redefining how employers and talent connect with our personalized, seamless talent acquisition suite. We apply consumer marketing strategies to deliver relevant and compelling experiences for candidates, employers and employees through our solutions.
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