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/wp-content/uploads/2015/07/4peoplearoundlaptop_754754.jpgDramatic shifts in our personal relationships with technology have made us less tolerant of anything that is not intuitive, engaging, visually appealing, and available anytime and anywhere. When you combine that irrefutable reality with the rising influence of the consumer, it is easy to see how our world of “all things digital” is helping people make more informed choices.

The same can be said of the war for talent. Thanks to services such as Glassdoor, Twitter, and LinkedIn, as well as job sites like indeed.com, where anyone can freely leave comments for all to see, employers have nowhere to hide. Today, we all seem to live in glass houses, everything’s transparent – or as a tattoo I recently noticed on someone’s arm (thankfully, not mine!) pointed out, we seem to “live out loud.”

For employers, this new attitude can be good news – or bad. No longer is your business in the power seat when it comes to recruiting. In fact, a recent CEB study revealed that 80% of job candidates decide whether to apply for a job based on the feedback of their contacts outside of your organization. Because candidates are better connected to current or former employees, customers, and others who have interacted with you, it is easier than ever for them to know how you operate and whether your workplace culture fits their needs.

How do you attract top talent? Deliver a “Zappos experience.”

Zappos is famous for rewriting the book on customer service. Instead of expensive marketing campaigns, the popular e-commerce business invests in customer service. Understanding what consumers want and developing ways to meet – or even exceed – those expectations are top priority. Zappos spends a significant amount of time observing and tracking customer behavior with a focus on creating personal and emotional connections with its customers. Just talk to any Zappos customer, and you immediately get the sense that their loyalty to Zappos is not earned without merit.

That is the kind of attention we expect as consumers – and as job candidates.

If you want the best and brightest talent available, you need to provide an exceptional experience across two dimensions:

1.     Recruiting marketing: Everything that happens before the candidate hits the “Apply Now” button on the online application

2.     Recruiting management: Everything that happens once the application reaches the application tracking system

Otherwise, you risk losing the attention of candidates if they decide that your process reflects the actual employee experience working for you. And that is a real liability today.

SuccessFactors designs recruiting solutions that address specific challenges in the race for great talent, such as:

  • Communicating with candidates with the right message at the right time in the right channel
  • Capturing and engaging passive candidates
  • Running a selection process that is fast, fair, and meets the business’ needs
  • Providing a clear view of recruitment efforts such as source performance, recruiting effectiveness, and ROI

We’re facing a significant shortage of highly qualified talent worldwide. To win, bring your “A” game every time – and SuccessFactors can help you do that. A differentiated talent success strategy delivers your customer success stories.

Join me at SuccessConnect 2015 in Singapore 8-9 Sept., 6-8 Oct. Sydney, 9-11 Nov. Rome to learn more about how you can win the game.

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