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Secrets to winning hearts and minds of emerging talent candidates

BY NATHAN KITTO , Ecomdigital

Graduates and school leavers are a whole new generation – but crucially they are also tomorrow’s customers and leaders. As such, they can offer great insight and diversity of thought into how businesses can improve their service offering and remain at the forefront of their industries, in what has become an increasingly competitive global market.
WCN’s emerging talent seminar series will offer best practice guidance on creating more engaging and transparent relationships between employers and applicants, and will take place in San Francisco on 11 May, New York on 13 May and London on 19 May.

So do you know how to keep these candidates engaged?

Charles Hipps, CEO and founder of WCN will host the sessions which will also feature sessions from three employers across the three days:
•    Morgan Stanley, the global financial services firm and a market leader in securities, asset management and credit services will discuss a recent overhaul of its career site, designed to facilitate greater engagement with candidates
•    Equinix, the world’s largest International Business Exchange data centre and colocation provider, will share thoughts on how to keep candidates engaged throughout the lengthy emerging talent process, from internship to full-time offer
•    Nucleargraduates, a UK public body designed and put together by the Nuclear Decommissioning Authority to ensure suitable graduates are recruited to assist with the safe, accelerated and affordable clean-up of the UK’s civil nuclear

legacy, will discuss how to engage and build advocacy with candidates through not-for-profit activities

Other areas for discussion in the participative seminars include:
•    How employers must create opportunities for candidate conversation long before a job opening becomes available and deliver a rewarding and personal experience throughout the application process
•    The need to consider the benefits of simplicity, transparency, and personalisation including using pipelines or communities
•    The importance of speed in keeping candidates up-to-date and providing rapid feedback
•    How multimedia technology and virtualisation can help strengthen advocacy throughout the campus process and in subsequent onboarding

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