HRO Today December 2014 - 43

Talent Acquisition
FAST FACT:
72 percent of candidates prefer in-person interviews
with hiring managers, and 15 percent prefer initial
phone screening interviews with recruiters.
ManpowerGroup's 2014 Candidate Preferences Survey
found that while nine out of 10 candidates review
employers' websites for information about positions
expecting the content and functionality of these sites
to be targeted to their individual needs, a third of
candidates think the sites miss the mark in providing job
information relevant to them. Clearly, websites are the
first touch point between candidates and organizations.
Since an effective online presence can attract the right
candidates, employers should review their current
content from a candidate's perspective and take a critical
look at job descriptions.
The same survey found a consistent theme across all
generations: Candidates prefer the tried, but true
methods of in-person and phone interviews. In fact,
72 percent of candidates prefer in-person interviews
with hiring managers, and 15 percent prefer initial
phone screening interviews with recruiters. The value
candidates place on face-to-face communication and
personal interactions with recruiters or hiring managers
is undisputable. It is still by far the best way to connect
with talent and can be a make or break for candidates.
For that reason, employers must ensure that recruiters
and hiring managers are the proper cultural fit for their
organization, can act as ambassadors for employer brand,
and are capable of articulating values, mission, and goals.
They must also be good listeners who can connect with
candidates on professional and personal levels and allow
them to showcase their unique skills and strengths.
3. Use technology strategically. The marketplace is
saturated with candidate sourcing platforms. Knowing
how to navigate the technology clutter is essential for
recruiters and employers alike. Organizations must adjust
and customize sourcing tools and platforms for roles they
want to fill. Employers who are agile and flexible in how
they apply sourcing technologies have more efficient
hiring processes and engage with talent faster. They
respond better to shifts in their hiring demands and to
the rapid changes in the world of work.
ManpowerGroup's A Technology Roadmap for Smarter
Sourcing whitepaper identifies five components of a
Technology can make
face-to-face, phone, online,
social media, or video
interactions with candidates
possible, but it is ultimately
the recruiter or a hiring
manager who can turn these
interactions into truly valuable
and memorable candidate
experiences.
well-planned sourcing a strategy that aligns technology
and business:
* Employers must identify their own business objectives
and assess the talent required to achieve them.
* A thorough understanding of available in-house
technology is necessary to avoid duplication.
* Companies must understand technology's impact on
their brand and on a positive candidate experience.
* Passionate recruiters that are willing to embrace
new opportunities and think creatively make a big
difference.
* Organizations must budget for a balanced mix of
well-tested solutions and innovative experimentation
to address the needs of diverse groups who use
technology differently.
Employers who follow this roadmap and take a one-sizefits-one
approach will achieve their sourcing objectives
faster, cheaper, and more effectively.
DECEMBER 2014 | www.hrotoday.com
[43]
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HRO Today December 2014

Table of Contents for the Digital Edition of HRO Today December 2014

HRO Today December 2014 - 1
HRO Today December 2014 - 2
HRO Today December 2014 - 3
HRO Today December 2014 - 4
HRO Today December 2014 - 5
HRO Today December 2014 - 6
HRO Today December 2014 - 7
HRO Today December 2014 - 8
HRO Today December 2014 - 9
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HRO Today December 2014 - 11
HRO Today December 2014 - 12
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