Stay tuned to stay ahead in talent managementHere’s one from the deep archives. The fundamental elements of Candidate Experience and Talent Community have been the heart of our work.:

Candidate-Centric

(August 17, 1999) Occasionally, we slip into MBA-speak and utter the word “paradigm”. We are generally trying to explain that old assumptions do not always apply in the new business environment. We immediately apologize and fumble for an alternative. It’s hard to explain how different the world looks when you shift your focus. What seems subtle or obvious at first become the foundations of a whole new way of seeing things. Things change when you change the way you look at them.

In 21st Century Recruiting, the candidate is everything.

Like most businesses that have flocked to the web, Recruiters and Recruitment Advertisers have begun the process by moving their existing ideas to the web. What they have discovered is an increasingly savvy candidate whose demographics are in flux over time. The labor shortage simply accelerates the requirement for tailored solutions.

In the good old days, Recruiters competed for talent on the basis of size, neighborhood and connection with decision makers. In the coming weeks and months, the focus will inevitably shift to candidate pooling and candidate retention. Businesses that focus on the candidate life cycle will flourish while those that focus on the job opportunity will flail about.

Candidate retention is not the same as employee retention. The two are related, but candidate retention involves maintaining relationships while the candidate works elsewhere. Armed with the right data warehousing tools and the continual delivery of value to a candidate throughout their career, Recruiters who personalize and focus on the candidate are the ones to watch.



 
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Mobile Recruiting ~ HR Examiner Weekly Edition v2.43 November 4, 2011
HRExaminer v2.43

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