As companies are preparing their 2017 budgets, it can be difficult to determine how to allocate funds to generate the needed results. Fortunately, the data collected from more than 130,000 candidates who participated in the Candidate Experience survey provides solid direction. Understanding how candidates behave and what they respond to can guide spending toward productive investments.
On August 9th, Gerry Crispin shared his observations and expertise on the steps employers can take to increase their candidate attraction. Gerry drew on data from the 2015 Candidate Experience Research data which includes survey results from 130,000 candidates. The webinar was scheduled for just 30 minutes which didn’t allow time to respond to participants’ question.
A student is walking through campus perusing Twitter on her phone when she stumbles upon a hilarious dancing pig video:
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Imagine you own a retail store located well off the main road. Very few people drive by and as a result, you’re not selling much. You think if the store was more inviting, more customers would come. So you spend six figures on new shelving, better lighting and even hire a consultant to advise on traffic flow.
With the major West Coast tech companies publicly announcing their employee diversity stats, an honest conversation is starting about the dominance of white male culture in most large tech organizations. Good intentions and accountability can make a difference, but the difficult question remains about how to change.
The most successful job ad ever written was Shackleton’s broadside advertising for the crew of the Endurance. Printed with hand-set type on cheap paper and glued to piers and posts around the harbor, it read:
The month of December often seems like a dead month for recruiting. Much of its 31 days are taken up by holidays and hiring activity is limited heading into the new year. However, identifying and sourcing good candidates is almost always a good investment, if not for a current opening, then for a future one. Depending on the job level, recruiting can be a several week to several month process. Anyone who waits until January 1st to begin will be at a disadvantage.
“Morgans believes in delivering guest experiences that are genuine and transformative, and we need to ensure that we hire people who derive true pleasure in delivering on that promise each and every day. Featuring our employees in our recruiting efforts is a natural fit and a highly effective way of attracting the best candidates.”