The last several years in Talent Acquisition has brought us tremendous innovation. We are thinking more strategically than ever before on how we can create experiences that bring in the best talent to our organizations by showing them what it means to work at our companies. Companies of all sizes are getting laser focused on how we can best show our stories to candidates that will drive them to apply. We’re focusing on mapping candidate journeys so that we are sure that we share the right information at the right time. To do that, we must understand this journey.

Are you dealing with candidate ghosting? Do people accept your offer and fail to show up on their first day of work?

In part two of this three part series, we are exploring how to improve the performance of video in the recruiting process. If our true goal is to improve the return on investment with regard to our hiring videos, then we need to focus on doing the right things. This includes everything from video length and focus to the personalized feel and the candidate experience, but don’t let that put you off. In just a few minutes we’ll explore those topics and give you some actionable ideas on how to make this work within your own organization.

Lighthouse Research and Advisory Special Research Report

Let me assume for a moment, that you are not in an active job search. I’ll go a step further and assume that you are successful in your current role – you are achieving results and your management values you.

By Matthew Low

February 15, 2017: SparcStart accepted the award for Innovation and Product Leadership at the Global HR Excellence awards in Mumbai, India.  SparcStart was selected from more than 700 participating companies representing leading technology and service organizations from around the world.