The Global economy continues to grow and change and with it the challenges of attracting and acquiring Talent that will accelerate the performance of your business does too!
This research from Korn Ferry highlights the need for employers to realise that they are no longer in the box seat when recruiting.
In our experience, there are very few companies that have top talent queuing up to work for them if they haven't invested in any intelligent talent attraction or pipelining strategy. Throw into the mix that "candidates" are more emotionally intelligent today than ever before and focus on the "touchy feely" elements of a potential new employer and their jobs and the world of candidate attraction becomes very complicated!
Long gone are the days of candidates only looking at a job description to make a decision. The amount of time they now spend researching potential new employers is staggering but they expect to live and breathe what it would be like to work for you via your Facebook, Twitter, other social channels and your website. Word of mouth is also critical and they expect to see videos and this is all before they even engage with you!
The reality is that you need to invest in providing a candidate experience which is at the same level of the customer experience you provide.
Stop being arrogant expecting candidates to queue up and be engaged with when YOU are ready and start realising there is lots of choice out there with your competitors ready to take advantage of your disterest in advanced talent attraction.
But the future will likely bring a new set of candidate expectations. Talent acquisition executives predict “workplace flexibility” will be the top reason why candidates choose an employer five years from now. This flexibility goes well beyond workers’ hours and location, to the very nature of the employee-employer relationship. That is part of another shift in the talent landscape: the move from a full-time employee base to contingent workers. Seventy-five percent of survey respondents reported that they use a contingent workforce on either a regular or an as-needed basis, and the numbers of those workers are expected to grow substantially in the years ahead. As talent acquisition professionals work to adapt to the changing priorities of candidates, they must also focus on the attributes and skills needed to fill the toughest positions.