Talent Circles

Thursday, October 17, 2013

Employers Pressured to Adopt Candidate Experience & Engagement Programs

By Jessica Miller-Merrell

Engagement, relationships and sentiment are important topics for most business leaders and marketers today. Our increased connectedness and use of technology for information are driving businesses to an unprecedented level of engagement-focused marketing. It’s a trend that’s shifting into employees and candidates. The expectation and relationship between employers, employees and job seekers is forever changing.

September 2013 research by Aberdeen supports the growing importance and use of marketing and engagement campaigns targeting job seekers, candidates and employees. Only 55% of companies are satisfied with their organization’s workplace engagement efforts while 2013 Gallup study finds that 70% of employees admit to being disengaged at work. Clearly, there is a disconnect somewhere.

Candidate experience and employee engagement programs are the answer. Engagement, information and connectedness are the key to a healthy candidate and employee base. One of the easiest ways to gain a competitive advantage is creating an experience for not only your employees, but future candidates that’s unmatched. This will not only help create an engaging and more productive workplace, but it’ll allow you to recruit better candidates that’ll turn into even better employees.

Each company that is successful in any type of candidate or employee engagement programs is creating programs that focus solely on the actual experience. They all treat their candidates with respect no matter if they’re currently qualified for a job and they treat their employees more like partners instead of worker bees that quickly become disengaged with mundane tasks.

In order to be successful at adopting a candidate experience and engagement programs companies have to have clear objectives and follow-through with their program. The 2012 Candidate Experience Survey data validated the fact that a company’s willingness to communicate and be available left a greater impression on the candidate and was greatly appreciated. With this type of information out there it’s important to be ahead of the curve and start adopting programs that highlight the candidate and your employees. Without it, you’ll lose top talent that impacts your company’s customer traffic and sales as well.

What are your hesitations about implementing programs like the ones discussed? Have you noticed exceptional results after implementing programs like these? Let us know.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs

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