The cost of losing qualified talent during the hiring process is very high. With tech solutions for proactive communication and process optimization, you can dramatically reduce this loss.
Topics: automation, candidate experience, candidate satisfaction, candidate engagement, recruiting automation, staffing landscape, recruiting tools, HR teams, HR Tech, chatbot, AI chatbot, candidate drop off
I was just digging into employer branding and defining our value statements in another blog post, and it had me thinking about something that is very common—It’s hard to be at 100% all the time.
Today’s talent is savvier than ever. We talk about this quite a bit on the Sense blog. It’s just that to stand out and land talent, employers are expected to go above and beyond what worked in the past. A concerted, strategic effort is necessary, especially with today’s 4% unemployment rate.
With any number of client reqs and candidates in the pipeline, while sales works on landing new clients, every department of your staffing firm is firing on all cylinders on any given day. While everyone is seemingly moving full speed ahead on the tasks on their plates, it can be difficult to be sure everyone is on the same page.
Candidate experience is a hot topic in the staffing industry today. We certainly talk about it a lot here on the Sense blog. That’s because it matters, a lot. Today’s top staffing firms are winning in part because they are focused on creating a positive candidate experience, engaging talent wherever they are in their funnel.
It feels like everyone is talking about candidate engagement lately. Probably because...well...they are talking about candidate engagement. A quick Google search found more than 128,000,000 results.
Your staffing firm is probably pulling out all the stops to source more candidates at the top of the funnel right now. Building awareness and affinity for your brand and generating interest in your job posts is a top priority in such a tight market.
Candidate experience matters.
According to LinkedIn, nearly half of all U.S. employees would refuse to take a job at a company whose reputation they perceived negatively. Their report indicates that a bad reputation could cost your company an additional $4,723 per employee hired.