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Recruiting and the candidate experience

This article was based on the interview with Neil Costa of HireClix by Greg Kihlström, MarTech keynote speaker for The Agile Brand with Greg Kihlström podcast. Listen to the original episode here:

One of the key insights from the podcast is the current dynamic in the workplace, with four different generations coexisting: baby boomers, Gen X, millennials, and Gen Z. This diversity brings both opportunities and challenges for companies in terms of recruitment and retention. The retirement of baby boomers has created a shortage of experienced workers, while the uncertainty of the economy has made companies hesitant to hire new employees. This has led to a reactive approach to the market, where companies are more focused on macroeconomic concerns rather than how they treat their employees, often referred to as the employee experience, and present themselves to the outside world.

To attract and engage qualified candidates, organizations need to have an authentic message. It is important for companies to be forthright about their mission, goals, and the kind of people they work with. This transparency allows potential candidates to determine if the company is the right fit for them. However, it is not enough for CEOs to deliver lengthy speeches or videos. Instead, companies should focus on sharing authentic stories from employees who can provide insights into the company culture and work environment. This approach helps candidates connect with the organization on a deeper level and make informed decisions about their potential employment.

One segment of the labor market that is currently neglected in recruitment advertising is the healthcare industry. The podcast highlights the challenges faced by healthcare organizations, including burnout among workers, recruiters, and executives. The COVID-19 pandemic has exacerbated these challenges, leading to increased difficulty in developing a sound recruiting strategy. Healthcare organizations need to address these issues and find innovative ways to attract and retain talent in order to meet the increasing demands of the industry.

To overcome labor challenges, companies need to adopt a strategic approach to recruitment advertising. This involves more than just filling open positions; it requires a comprehensive strategy that aligns with the company’s overall goals and objectives. Companies should leverage technology and data analytics to identify the most effective channels for reaching potential candidates. By analyzing data on candidate preferences and behavior, companies can tailor their recruitment advertising efforts to attract the right talent.

Additionally, companies should focus on improving the application process to enhance candidate engagement. This includes streamlining the application process, providing clear and concise job descriptions, and ensuring timely communication with candidates. A positive candidate experience can greatly impact a company’s reputation and its ability to attract top talent.

Strategic recruitment for labor challenges requires companies to be proactive, transparent, and innovative in their approach. By adopting an authentic message, leveraging technology and data analytics, and improving the application process, companies can enhance candidate engagement and increase their chances of finding the right candidates for their organizations. In a competitive job market, it is crucial for companies to prioritize their recruitment efforts and invest in strategies that will attract and retain top talent.

House of the Customer by Greg Kihlström is now available.
House of the Customer by Greg Kihlström