The CandEs’ Post

Imagine you could increase your early careers assessment centre hiring ratios... Even if your conversions were to rise 10%, 20%, 30% even, over an annual campaign with volume hiring, your team could be missing out on key benefits such as: 👉 Saving time Freeing up your recruiters to focus on sourcing/engaging with your target audience, fixing process and communications steps to improve CX or even explore new innovations year-round as opposed to cyclically. 👉 Saving money Less ACs can mean reducing expenses and candidate travel costs, plus assessors taking less time out of the business and allowing you to reduce your CPH to the business. You may even find even if demand went up, you may not need to increase headcount as efficiencies have been realised. 👉 Enhancing CX More time will allow your team to reduce the time to hire but delivering ACs at a speedier rate as opposed to leaving huge gaps where candidates wait for invites or to attend (if they attend...) Years ago whilst in-house, a combination of attraction finessing, candidate engagemen and selection stage reviewing helped us to move the AC conversions rates from under 30% on average to over 50%, generating economies of scale and reduce the CPH to the business by over 40%. But how can you move the dial at the final stage to unlock the above benefits? That's where we come in at Group GTI. There's so many different ways employers can accumulate marginal gains across their end to end process, in order to reap those AC conversion levels. 👉 Whether it's Cibyl's research showing you target audience and fan club data to support or challenges decisions on attraction strategies and assessment stages... 👉 Or activating niche and targeted marketing campaigns, events and programmes to engage with target and EDI audiences and convert to warm applications across the UK and Europe... 👉 You might be reviewing your attraction and assessment partners and inventory and seek a trusted, agnostic supplier view... 👉 Perhaps you're in need of short or long-term resource to manage headcount investment challenges and need trusted expertise to support your team's delivery at any or all stages of the process... 👉 Or there's an issues of ghosting and withdrawing which is scuppering your AC attendance and conversion rates, so you're in need of dedicated candidate concierge and communications... 👉 It could be your ATS turning off Gen Z candidates in applying at the front door, or ghosting mid-process to leave you with running more ACs to counterbalance withdrawals. You may need an agile and integrating ATS to compliment your HR systems... ...you get the picture. If you're interested in discussing your challenges across all or any stages of your operation, feel free to drop me a message or book time in my diary via my profile. #EarlyCareers | #GraduateRecruitment | #Apprenticeships | #EuropeanHiring | #Assessment | #Selection | #AssessmentCentres

What Dan Doherty said! As you look at ways to continuously improve your attraction, recruitment and CX, we are here to help you achieve it. Taking a data informed approach is crucial in todays market. If you’re a STEM based company, let’s catch up!

🚨🚨 Is A Poor Candidate Experience Costing You £980k in Lost Sales and Damaging Your Brand with 49,000 Potential Customers? 🚨🚨 In a recent LinkedIn post, our founder and director, Simon Gomez, engaged in a thought-provoking discussion initiated by The Burnout Beater - Colin Minto on the hidden costs of a poor candidate experience. The post highlighted the alarming potential impact on both revenue and brand reputation. Consider this scenario: If your company receives 50,000 job applications and has a 50:1 application-to-offer ratio, 49,000 applicants will ultimately face rejection. If just 20% of these rejected candidates are your customers, each spending a minimum of £100 with you, a negative candidate experience could cost your business a staggering £980k per annum in lost sales. But the damage doesn't stop there. If each of these disappointed candidates shares their negative experience with just five others, your brand could suffer a further blow, reaching an additional 49,000 potential customers. 😱📉 At GMZTAlent, we understand the critical importance of a positive candidate experience in today's competitive landscape. We strongly believe that investing in a seamless, engaging, and respectful hiring process not only attracts top talent but also protects and enhances your brand reputation. When was the last time you reviewed your candidate experience to ensure it aligns with your company values and customer experience? 🤔✅ Our team of experts is dedicated to helping organisations optimise their candidate experience, mitigating the risks of lost revenue and negative brand perception. Let us help you create a hiring process that leaves a lasting, positive impression on every applicant, whether they receive an offer or not. Don't let a poor candidate experience cost you valuable customers and tarnish your brand. Take action today and prioritise your candidate experience as a critical component of your overall business strategy. 💡💼 To learn more about how GMZTAlent can help you elevate your candidate experience and protect your bottom line, reach out to us for a consultation. 📞01279 972772💬 #CandidateExperience #HiddenCosts #BrandReputation #RecruitmentStrategy #ProtectYourBrand #GMZTalent

Imagine running a business where only 20% of your customers rated their experience as excellent. It wouldn’t be around for long. And yet, research shows that less than 20% of candidates rate their experience as excellent. That’s a real wasted opportunity. As we say in this article, candidate experience is customer experience. And we share what we think your candidates actually want - and how to meet that. https://lnkd.in/dsCVHA55 #CandidateExperience #EmployerBrand #TalentAcquisition

𝘾𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚 𝙀𝙭𝙥𝙚𝙧𝙞𝙚𝙣𝙘𝙚 (𝘾𝙓) 𝙨𝙝𝙤𝙪𝙡𝙙 𝙝𝙖𝙫𝙚 𝙖 𝙥𝙪𝙧𝙥𝙤𝙨𝙚𝙛𝙪𝙡 𝙥𝙡𝙖𝙘𝙚 𝙬𝙞𝙩𝙝𝙞𝙣 𝙩𝙝𝙚 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙞𝙣𝙜/𝙝𝙞𝙧𝙞𝙣𝙜 𝙛𝙪𝙣𝙘𝙩𝙞𝙤𝙣. Every day I see more posts about how common it is to apply and never get a response. Why is that becoming normal? While I understand we’re in an employer’s market and the volume of applications might be overwhelming, I don’t think it’s an excuse for skipping steps for basic courtesy - rather an opportunity to harness tech to create value on both sides. Ideally, hiring process design is a fundamental priority right alongside comp strategy, as they go hand-in-hand. Including the CX component with the means to measure and rate success is an invaluable feedback mechanism that seems to often go overlooked. The upfront investment in this area can lead to better quality candidates who are more aligned and ready to begin contributing on Day 1. A few questions for Employers: What could you learn from an applicant survey?  Perhaps which talent pipeline is finding the best quality matches, how well your employer brand or value prop is landing, what changes could be made to enhance your external positioning, etc. How can you leverage an ATS and other resources to maximize the degree of humanity within your process? How could you rightly manage the balance of automation and human attention to find the right candidate while maintaining respect and goodwill of all applicants? Are you outlining the interview process up front? What are you doing to build transparency and clarity for the applicant’s benefit? First impressions matter and whoever you end up hiring will remember how it felt from job post to signed offer. It could be argued that tech will continue to dehumanize the hiring process if we allow it…let’s do better! To my fellow job seekers - keep your chin up and remember: the broad need for CX improvement does NOT reflect the quality of your candidacy. Shoutout to Lars Schmidt who has much more to say about CX + research-backed recommendations in his book, Redefining HR! Please thread more suggestions for CX improvement! #CandidateExperience #Recruitment #Hiring #TalentAcquisition #HR #PeopleOperations #EmployerBranding #HRTech #RecruitmentProcess #TalentManagement #HiringSuccess #JobSeeker #Interviewing #WorkplaceCulture #EmployeeExperience #TalentStrategy #HRInnovation #RecruitingTrends #HiringStrategies #RecruitmentMarketing

Do you know one of the ways to attract top talent is by having a transparent employee referral program? Employee referral programs have become a powerful tool for companies to attract top talent, reduce recruitment costs, and enhance employee engagement... These programs leverage the power of your existing workforce to source top talent. Here's why you should consider an employee referral program ✅ Employees are more likely to recommend individuals who align with your company culture and possess the skills you need. It's a win-win, you get qualified candidates, and your employees get to vouch for talented individuals they know. ✅With referral programs, you can skip the expensive job boards and agencies. Referrals often come at a lower cost, freeing up resources for other areas. ✅Referrals often come with a built-in level of trust and familiarity, allowing you to move through the hiring process quickly. Here are some key ingredients to turn your program into a talent magnet Clearly Defined Program: Outline the types of roles eligible for referrals, the referral process, and the rewards for successful placements. Attractive Incentives: Motivate employees to participate with rewards like cash bonuses, extra time off, or recognition programs. Easy-to-Use Platform: Make the referral process seamless with a user-friendly online platform or clear instructions. Promote, Promote, Promote! Actively advertise your program through internal communication channels and training sessions. Now you know about this Would you like to build one? #hr #hrleadership #ai #tech #career #jobs

Skills-based hiring is a transformative approach that benefits both employers and job seekers. Organizations can build high-performing teams by focusing on specific skills and competencies, while individuals can showcase their true potential. #HiringProcess #JobSeekers #Teamwork

Skills-based hiring is a transformative approach that benefits both employers and job seekers. Organizations can build high-performing teams by focusing on specific skills and competencies, while individuals can showcase their true potential. #HiringProcess #JobSeekers #Teamwork

Skills-based hiring is a transformative approach that benefits both employers and job seekers. Organizations can build high-performing teams by focusing on specific skills and competencies, while individuals can showcase their true potential. #HiringProcess #JobSeekers #Teamwork

Skills-based hiring is a transformative approach that benefits both employers and job seekers. Organizations can build high-performing teams by focusing on specific skills and competencies, while individuals can showcase their true potential. #HiringProcess #JobSeekers #Teamwork