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What’s Your Recruiting Value Proposition?

Kevin Wheeler of Global Learning Resources and The Future of Talent wrote on ERE.net last week asking whether corporate recruiting was doomed. Kevin, your thoughtful consideration of the talent space always asks us to step back and ponder. Thank you.

Staffing is a process with yields to manage. Creating and delivering on a recruiting/talent management value proposition is what differentiates the highly effective from less effective practitioners. The ability to produce measures of meaning is lacking, and as such, those without measurements are more in jeopardy. At the heart of any talent process must be a sound measurement system.

Much is written and the dialogue fierce at times on the sourcing side and the on-boarding side of the talent pipeline. However, the “Apply Now” button candidate experience and value of data mining their responses is largely ignored. The ATS experience is underperforming. New technology is needed.

John Sumser is correct in his comment on Kevin’s article, engaging simulations are an emerging frontier. In fact, the US Merit Protection System just submitted a paper to President Obama citing the value and need for simulations as pre-employment testing for government jobs. Candidates are demanding a more robust and meaningful online experience. They create viral marketing for good and bad online experience. In terms of talent attraction and decision quality, those with the best “Apply Now” button will win.

Forget all your sourcing for a minute and go apply for a job at your company. Drink in what happens after you hit the “Apply Now” button. Ask yourself, how would that resonate with an active candidate, much less a passive candidate?