Date: Thursday, May 16, 2019
Time: 02:00 PM Eastern Standard Time
With more open roles than people to fill them, having an open requisition isn’t enough to attract and convert potential candidates into new hires. Sure, you may have updated your job postings, and given your recruiters new tools, but that’s still not enough. Candidates make decisions not based on how efficiently you source them, or whether or not you can text them, but in the experience of being a candidate.
The saying that people will forget what you said or did but will remember how you made them feel is true. But most recruiting is based on what’s said and what’s done and ignores how important emotion is in attracting great talent and getting them to accept an offer. The difference between a “yes” or “no” could be a premium-level salary, or it could be the way you made that candidate feel appreciated and welcomes into the company. The question is which would you rather invest in?
Join us on May 16th when recruiting expert James Ellis, lead consultant at Proactive Talent, will reveal how to create memorable candidate experiences to make hiring easier than ever before.
- How to go beyond the buzz words to truly define what your company’s candidate experience should be
- How to identify experience-related trouble spots that could be sinking your current strategy to attract talent
- The surprising (and extremely common) cause of a bad candidate experience
- Who should be in charge of candidate experience—and what their #1 responsibility should be
- How your candidate experience connects to your employer brand
|This program has been approved for 1 recertification credit hour toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).|
|BLR is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM‑CP or SHRM‑SCP. For more information about certification or recertification, please visit the SHRM Certification website at: www.shrm.org/certification|