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In our globalized economy, organizations are competing for the same pool of exceptional talent. And most think things like compensation packages, benefits, and perks are the best way to attract the best candidates.
And while those don’t hurt, the smartest organizations have discovered something far more powerful. They understand that what matters to workers is the experience of working with your company. And job candidates take their cues about that experience from your hiring process.
Every interaction with your organization sends a message about what working for your organization will be like. If those interactions feel disorganized, disrespectful, or dismissive, in-demand talent will look elsewhere.
That gives your organization a huge opportunity. Because when you create an exceptional experience from hiring through employment, top talent will choose your organization, even when other offers might look better on paper. And they stay longer, too.
Watch this except from Ron’s presentation at the Minor Leadership Summit to discover more.
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Below is an Autogenerated Transcript
How do you make interviewing for a job better? How do you make knowing that there’s a job available, more convenient, more friendly, more attractive? How do you make initial orientation and training more enjoyable and effective for the team member? How do you make recognition for team members even more meaningful and powerful and emotional? How do you develop team members and show them that there’s a pathway to a career? How do you encourage the best performing team members to stay with us and invite their friends?
Have a conversation at your table. It’s the same question: Where within the process can you create more value? Except when you’re talking about it for team members, this is essential because we’re in a war for talent. We have to become a magnet for talent, an employer of choice. So the question really is: which point in the experience of an employee, a staff member, a team member, can you make the experience better?
