Paul Sandusky – VP of Talent Acquisition, Ceridian
In today’s highly competitive, mobilized and ‘Uberized’ workforce landscape, there are many shifts taking place that require HR leaders to adjust their approach to talent acquisition and management. And while organizations face a handful of challenges and changes, one thing is for certain: Modern recruitment is largely candidate-driven.
Particularly in areas experiencing talent shortages, employers can’t afford to let quality candidates pass them by. Finding and onboarding professionals who are an ideal fit for the role and company is a top priority and necessity when it comes to maintaining high retention, engagement and productivity rates. Read more
By Maurice Fernandes, Manager of Employment Brand & Social Media at Ceridian.
If you take the time to read any industry blog or news site, you already know how important your corporate culture is.
However, after you establish what your company culture is, there is still the problem of presenting it to candidates. Your employees (hopefully) embody your culture. But how do you communicate it to those who have never worked for your organization or are curious about joining your company? When it comes to recruitment, it is important people are able to get a feel for the type of experiences they will have if they were to work for you – what their workdays would generally be like and the kind of environment they’d spend their week in. Put simply, before committing to your company, candidates want assurance that it is a good fit, an engaging and positive workplace. Read more
The job market is tilted in favor of the candidates, and employers have to give job seekers what they want when it comes to the application process.
For years there weren’t enough jobs for the labor force, but that trend has reversed and we’re in the midst of a fierce competition for talent. To that end, organizations have to adapt and that means tailoring the application process to job seekers’ desires. Employers that hope to improve culture have to start by hiring people that share a vision with the company. Scrapping with competitors for talent won’t give them the chance to do that. Read more
By Maren Hogan, Founder and CEO of Red Branch Media
Quality of Hire didn’t use to be a recruiting measurement. Far from it! Even just ten years ago, the goal for recruiters and even their emerging brethren was to make sure that people met the job requirements. Terms like “cultural fit” were on the fringe and those who wanted recruiters to answer for retention, may potentially get an earful. Back then, we all decided collectively, that recruiting was responsible for bringing the people to the party but it was up to hiring managers, HR professionals and line managers to keep people dancing. Read more
The job market is growing more competitive, and employers that hope to win the battle for talent should begin tailoring their job descriptions and recruiting methods to the candidates.
The market certainly favors job seekers, and it is up to human capital management and recruiting professionals to adapt to this new environment. After a long stretch of slow hiring, recent years have seen the job market heat up substantially. As time goes on, hiring is heating up even more. The best way to get an edge on the competition is to give people what they want. If they feel an application or recruiting process isn’t what they’re looking for, there’s a chance candidates will look elsewhere. It would be a shame to lose out on talent simply because you’re recruiting isn’t caught up to the times. Read more