In an employer market, recruiting is a commodity, people are widgets, processes are built for production line efficiency, and technology is designed to screen disqualifiers out. 

In a candidate market, recruiting is an art, employer brand a necessity, culture matters, talent is The Holy Grail requiring immaculate bedside manner, processes are built for consumer experience and speed to talent, and technology is expected to open the funnel and escort talent down the funnel and into the business.

Except nothing changes when the job market changes. We need recruiters to operate differently, we need different processes to produce different outcomes, we bank on our technology behaving differently even though it’s the same set of tools, and we wonder why candidates don’t flock to our doors and recruiters burn out.

If ever there was a time for Transformation of Talent Acquisition, it’s now. We need the art of recruiting to be more artful and candidate experience to be a better experience, but that’s just a start. We’re leaving a lot more on the table, like tying candidate experience to workforce experience; repurposing talent profiles and skills data gathered in the selection process for ongoing mobility, development, and succession support; and de-siloing the people function so we can better design and support holistic talent journeys.

Register for our next Leapgen webinar: Transform Your Hiring Strategy to Support Workforce Experience. Jason Averbook and Jess Von Bank, along with Madeline Laurano of Aptitude Research, will cover:

• How to optimize recruiting: the roles, processes, strategies and tech
• The evolution of employer branding and recruitment marketing
• How all of this elevates candidate and workforce experience and puts better talent in the business