In this blog post, we’ll explore the Jobs To Be Done theory to help solve your talent acquisition jobs to be done.
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.
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.
It’s been said that a brand must be best in its class, have a unique set of attributes, or be the cheapest in it’s class – for a brand to be number one or two and to claim consumer “mind share”. If it doesn’t “own” one of these three perceptions, then it might be weak in the mind of the consumer.
In 2013, Chief Marketing Officers everywhere were told that “recruiting is becoming more and more like marketing every year” (Deloitte / Bersin). Here’s what they can do about it.