HRO Today October 2019 - 19

A Positive Candidate Experience
is a Competitive Advantage
With Tina Tromiczak, Senior Vice President, National Account Services, RPO at ADP
Tina Tromiczak
Senior Vice President, National
Account Services, RPO at ADP
It's no secret that today's top candidates have the power of choice-the choice to seek out new roles, to learn about different companies, or
to stay put. This makes it even more challenging for organizations to attract, recruit, and engage top talent. But perhaps the best place to start
is at the beginning-providing candidates with a positive experience that focuses on communication and aligns with organizational culture.
Here, Tina Tromiczak, senior vice president, national account services for RPO at ADP, offers several strategies that organizations can leverage
to improve their candidate experience and ensure they are an employer of choice in today's competitive marketplace.
Q: How can organizations ensure they
A: Taking a new job is still a big
are finding the right candidates?
deal. Today's candidates care
about company culture and ensuring a
job change is a good fit, so it's critical for
RPO partners to understand culture,
strategy, and values. At the core of this is
understanding candidate skills and how
they align to open roles. Armed with this
information, RPO partners can help
organizations execute authentic job
profiles that produce better candidate
matches.
It's also important to meet candidates
where they are by using technology
solutions and to consider what works
best for each candidate and each
position. Possible platforms include
mobile, social, easy apply, texting, and
video interviewing.
Q: How is technology helping?
A: Our approach is technology with
care. Technology is all about
speed and getting to the best talent the
fastest. Sophisticated screening during
all phases of the process can reduce the
amount of time to hire significantly. For
example, organizations are leveraging
technology-in this case chatbots-to
reduce the time it takes to prescreen
candidates. Chatbots are very efficient
with " knock-out " questions-those that
are specific requirements of a job. For
example, if a role requires a certain
certification and the candidate doesn't
have it, the chatbot can get that
information quickly and eliminate those
that aren't qualified.
In this day and age, organizations
have to continue to communicate
with candidates throughout the
process. Chatbots can help provide
immediate responses on the next steps.
Organizations can use technology to
keep candidates engaged and make sure
they know where they are in the process.
Technology is helping with ongoing
communication, talent communities, and
even company branding.
Resources and expertise are needed to
cascade and monitor employer brand. It
can be communicated through channels
including talent communities and social
media to help align the right candidates.
For example, if an organization wants
to communicate that they offer a
safe, diverse and/or military-friendly
environment, companies need to make
sure their career site and all recruitment
communications aligns to that message.
Recruiting today is truly an allencompassing
strategy.
Q: What role do data and analytics
A: Organizations really need to
play?
understand where the talent
pools are. At ADP, data is our middle
name! We have relevant and real-time
HR and pay data for over 30 million
associates. For example, if an
organization is expanding in a certain
location market and losing talent to
competitors, data can provide valuable
ADVERTORIAL
insight. It can help demonstrate if the
talent pool is large enough and if the
benefits packages are competitive
enough.
RPO partners need to be able to
leverage market analytics and data
insights to target the right talent.
Organizations that cast a wide net
gain access to many candidates, but
not necessarily the most-qualified
candidates.
Q: What can organizations gain from
a positive candidate experience?
A: A positive candidate experience
translates to a decrease in time to
fill. In most cases, our teams can reduce
time to fill by 20 percent. This also means
increased productivity since hiring
managers aren't spending extra time
interviewing. They can gain back 30
percent of their day to focus on core
work. When organizations work with
partners who take the time in the
beginning to gather all the meaningful
data and information, positions will be
filled quicker and by the right
candidates.
Q: What other steps can be taken to
A: Organizations and their partners
should never stop listening and
should always try to improve their
process. Feedback can be gained by
surveying all candidates-those that
receive job offers and those that don't.
This provides valuable insight into the
process and how it can be improved.
improve the candidate experience?

HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
HRO Today October 2019 - 2
HRO Today October 2019 - 3
HRO Today October 2019 - 4
HRO Today October 2019 - 5
HRO Today October 2019 - 6
HRO Today October 2019 - 7
HRO Today October 2019 - 8
HRO Today October 2019 - 9
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HRO Today October 2019 - 11
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HRO Today October 2019 - 17
HRO Today October 2019 - 18
HRO Today October 2019 - 19
HRO Today October 2019 - 20
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