UNLEASH

Leveraging the Candidate Experience to Fill Talent Pipelines and Build Brand Ambassadors

Length:
43 min
Guests:
Elizabeth MacKay and Noel Brown

Noel, Elizabeth and Lorne talk about talent acquisition and how to create a candidate experience that fills talent pipelines and builds brand ambassadors

Noel, Elizabeth and Lorne talk about why the candidate experience has become mission critical to hiring, and how to create exceptional experiences for this important stakeholder. At Thermo Fisher, with plans “to double in size over the next ten years,” Noel underlines that the candidate experience is “a business imperative.” Both Noel and Elizabeth highlight the importance of treating the candidate like a customer—because often they are. “We are measuring the candidate experience because we know if we are hiring 20,000 people per year, we are interviewing 60,000 and a percentage of those folks are our current or future customers. We want them to walk away thinking that was a great experience,” Noel says. Elizabeth reveals some of the problems generated from poor candidate experiences, “The pipeline’s are drying up internally and externally. Roles are open longer than ever before. [Companies are being] named and shamed. Indeed. Glassdoor. We can’t avoid the bad press. We all talk about the warm embrace, but the majority of the experience is the opposite.” Elizabeth compares the employer dance with talent to Tinder, “Talent in the age of Tinder—they are swiping left on us, they are ghosting us, benching us. They are not engaged. It’s like a really bad dating movie.” In the interview, Noel and Elizabeth share opportunities for turning the candidate experience around. “What story are you telling and are you engaging?”, Elizabeth asks. Among the strategies they share include how to micro target candidates. “We really are a big believer in micro targeting, and going away from that big brand story. People want to hear about the employer value proposition for this particular team or function.” She underlines that recruiters need to reimagine themselves to stay ahead. “We are now career therapists, story tellers, data analysts. We have to shift from being process managers to embracing this whole new role.”

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