In this blog post, we’ll explore the Jobs To Be Done theory to help solve your talent acquisition jobs to be done.
The Beginner’s Guide to Talent Attraction: Candidate Personas and Discovering Your Company Core Values (Part Six)
Back to Part Five – Developing the Employee Value Proposition
In Part 6 of our blog series on Talent Attraction, TalentSum’s Christopher Mengel explains the candidate persona and will show you how to discover your company core values that will be used to support (or feed into) your candidate persona development in the next session. It might help to think of this exercise as a bridge that will show you how to go from many individual data points to a few themes or ideas to the development of a clear set of core values used to support most of your future talent attraction efforts.
We’ll use this breakout session to expand your thoughts and show how to go from raw data to the creation of an effective employee value proposition.
The talent attraction perception survey is one of the most important tools in your talent acquisition toolbox.
Back to Part Four – Understanding the Employer Brand
In Part 5 of our blog series on Talent Attraction, TalentSum’s Christopher Mengel explains the employee value proposition and helps you to think around this important issue. Use this post as a guide to help organize your thoughts and to get moving in the right direction.
A compelling employee value proposition plays a critical role in your ability to attract talented people into the organization. It’s the structural mechanism that supports all other communication materials.
An effective employer brand communicates the core value proposition and the attractiveness of the organization as a place to work and thrive for it’s employees.
Do you struggle to attract enough good people? After you hire, can you keep people engaged and morally committed? If you are like most employers, this is a challenge that keeps you up at night. But it doesn’t have to be this way. Two small changes can ease your pain.Read More