Zoom or FaceTime, or even chatbots…not only push them (candidates) to answer additional screening questions aligned to specific requirements but are all ways to create meaningful and personalized experiences.
A leader in recruiting and human resources, Lehua StonebrakerOpens a new window , director of talent attraction and acquisition, has over 18 years of diverse experience setting up positive cultures and helping talent managers recruit the best talent. With the coronavirus (COVID-19) outbreakOpens a new window , HR leaders are grappling with the way forward for recruitment and talent acquisition. Lehua shares how a data-driven approach can best prepare talent acquisition teams during the pandemic.
In this week’s #WednesdayWisdom interview, Lehua talks about the digital tools HR teams can rely on for recruitment during such outbreaksOpens a new window . She also shares best practicesOpens a new window that are needed to attract top talent in a complex hiring market.
The highlights of Lehua’s Wednesday Wisdom message on acquiring talent during the coronavirus are:
- Companies need to think and act differently to be more proactive in targeting, engaging, and attracting talent
- Leverage your company and careers page, employment branding sites like LinkedIn and Glassdoor
- Metrics are unique to each business and are to be based on how a current team is performing
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Here’s the edited transcript from our exclusive Wednesday Wisdom chat with Ceridian’s Lehua Stonebraker:
What’s the single most critical factor that can draw top talent in a competitive hiring market?
Employment branding.
In a competitive hiring market where the power lies with the candidate, companies need to think and act differently to be more proactive in targeting, engaging, and attracting talent. To do this, we must think of the recruiting process as synonymous to influencing a buying decision.
Candidates look for a mix of factors when it comes to considering a job change, economic stability of the company and how the business model fits into the global macro environment; lifestyle and personal fit; learning and development opportunities to drive career growth; and their social and cultural connection.
Addressing these factors through a strategic, pragmatic, and transparent approach to your employment branding will help attract and influence talent into your recruiting funnel, well before someone officially applies and will increase your acceptance rate should you get to the offer stage. Glassdoor statistics state, “If deciding on where to apply for a job, 86% are likely to research company reviews and ratings to ensure that they find the best fit possible.â€
Leverage your company and careers page, employment branding sites like LinkedIn and Glassdoor, social channels such as Facebook, Instagram, YouTube, and Twitter to display content in a variety of mediums – blogs, videos, photos, infographics, etc.
What are the top 3 data-driven approaches that talent leaders need to adopt in 2020 and beyond?
Metrics are unique to each business and is based on how a current team is performing, how they want to be performing, and then identifying what they need to do get there.
It sounds basic, but it’s critical to focus on getting these fundamentals right first:
- Have a process that allows for accurate data collection
- Analyze the data
- Use those insights to drive your strategy
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Which digital tools can HR rely on for recruitment during outbreaks like coronavirus (COVID-19)?
Now more than ever it is critical to have multiple communication channels to keep candidates informed. Email, online application forms, and phone calls will continue to be important, but think creatively about ways you can keep your company accessible. SMS or text, video interviews via solutions like Zoom or FaceTime, or even chatbots that can nudge a candidate to complete an application. These methods not only push them to answer additional screening questions aligned to specific requirements, but are all ways to create meaningful and personalized experiences that allow companies to transform from thinking about where they will do their work to how they are getting the work done.
What’s your #WednesdayWisdom for HR leaders to best prepare talent acquisition teams in 2020?
As talent practitioners, we are reminded often to think of the candidate or hiring manager experience. I challenge you to think differently. How can you maximize the recruiter experience which will in turn have a positive impact for your candidates and hiring managers? Examples include leveraging artificial intelligence in your screening & sourcing practices, integrating chatbots as the first point of contact in the recruitment funnel, automating & streamlining repetitive communications where possible. The goal is to inverse the time relationship. Instead of spending 80% of your time doing manual work trying to identify qualified people, focus on using these strategies to spend 80% of your time with only the most qualified.
About Lehua StonebrakerOpens a new window :
As head of talent attraction and acquisition for Ceridian, Lehua Stonebraker is responsible for leading the ideation and implementation of Ceridian’s global go-to-market strategy. She is passionate about creating innovative talent acquisition approaches and experiences that enable recruiters to partner with hiring managers to be their very best at selecting talent that will drive our cultural and business transformation into the future.
About CeridianOpens a new window :
Ceridian is a global human capital management software company. Dayforce, our flagship cloud HCM platform, provides human resources, payroll, benefits, workforce management, and talent management functionality. Our platform is used to optimize management of the entire employee lifecycle, including attracting, engaging, paying, deploying, and developing people. Ceridian has solutions for organizations of all sizes.
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It’s the middle of the week! This means, motivation is about to hit rock bottom and inspiration needs to be summoned. That’s why, ‘Wednesday Wisdom’Opens a new window is a candid Q&A weekly series. It offers insights to talent and people managers on the most effective tactics to get through the week.
If you are a people leader and wish to share insights on the HR tech you use, your success stories, leaders to follow, and inspirational wise words,
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