HRmarketer recently sponsored a webinar on HR.com titled, How to Turn the Candidate Experience into an Employer Branding Strategy. Our guest speaker was Kevin W. Grossman, president of the Talent Board. If you’ve never used HR.com for your webinars, check them out. They do a wonderful job. What I love is (a) they make the entire process easy (b) they drive a lot of webinar attendees and (c) they take care of getting your webinar qualified for certification so attendees can get their credits. What’s not to love!
Kevin W. Grossman Was HRmarketer’s Guest Speaker on The Webinar
For those of you that missed our webinar, you can watch it below or see it on HR.com where you can learn more about getting certification credits for watching our webinar or others. You may also download the webinar slides here.
Here is a summary of the webinar:
Thinking and executing like a marketer has never been truer than for talent acquisition professionals today. Low employment and a tight job market has made recruiting a highly competitive exercise in attracting the individuals who will help grow and sustain your business.
According to the Talent Board Candidate Experience Awards Benchmark Research, today’s candidates across generations want to understand why employees work where they work and why they stay there. Candidates want testimonials and to hear directly from the employees and the managers they could potentially work for. They also want to hear what a successful candidate looks like for positions they’re interested as well as the possible career paths they might have.
During this informative webinar, Talent Board president of global programs Kevin W. Grossman will share insights from the CandE data on how to turn the candidate experience into an employer branding strategy. Participants will learn:
- How to ensure career sites are compelling with the right customer service approach that entice candidates to apply
- Why employers should continuously share why employees work where they work and why they stay there
- Why “future fit” and “silver medalist” candidates should be nurtured long after they initially applied
- How candidates will take their alliance, product purchases, and relationships elsewhere when they have a poor experience – and how they’ll increase it when it’s great – even before they apply
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