How Employee Stories Can Support Diversity And Inclusion
Today’s jobseekers want to know that a company is progressive, trustworthy and diverse. They want to see the real deal – and the best way to accomplish that is with employee stories.
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Today’s jobseekers want to know that a company is progressive, trustworthy and diverse. They want to see the real deal – and the best way to accomplish that is with employee stories.
As part of our Talent Blazers series we spoke with Samantha Chong, Project Manager at GSK, to find out exactly how her team nailed video adoption in local recruitment marketing – and then turned it into a global rollout.
Whether you’re revamping the entire candidate journey or looking to humanize key touchpoints, personalized video can play a key role in helping you achieve your recruitment objective.
Video can be an invaluable tool for cutting through your team’s crowded inboxes. Shelley Stuart explains how DFP Recruitment used video to hack the employee experience.
Mobile video technology is more accessible than ever before – and consequently more essential to an organization’s recruitment strategy. VideoMyJob co-founder and VP of Growth, Kristen Graham, discusses how to successfully implement mobile video in your company’s recruitment process.
Love it or loathe it, remote working is here to stay, with the COVID-19 pandemic fast-tracking the work-from-home revolution. But how can talent acquisition teams recruit high-quality candidates when they often can’t physically meet them?
Just like snowflakes, no two employees are the same. Their preferred learning and development methods at work can range broadly from high touch mentoring and coaching to low touch curated content and self-paced courses.
From the moment an employee sees your job ad and submits their application, to their first promotion and final day; the employee journey is the sum of all these experiences and everything in between.
It’s no surprise that job seekers want to hear from the people they will be working with, and reporting to, when considering an opportunity. Can you believe that your company’s mission and values, and a long list of responsibilities and requirements (written in the third person) is not the kind of compelling content that makes a candidate click ‘apply now’?
