Global organizations by necessity have large career sites. What they shouldn’t have is an unnavigable maze that frustrates job seekers.
“We’re going to need 400 hires of varying skills and experience to be trained and ready to deploy in six months to run our new plant location in southern California—and by the way, we have never operated in this market, so company recognition may be a challenge.”
High bounce rates on career sites and applicant tracking systems is a well-known problem. Numerous studies have shown that the majority of job seekers who begin an application online don’t complete it.
Many manufacturers struggle with finding and recruiting the credentialed labor they need in the right volumes and locations. They compete with manufacturers and companies in other industries searching for candidates in limited talent pools.
Talent acquisition is evolving out of necessity to keep up with the accelerated pace of business and to react to the increasingly competitive and complex talent market.
The talent industry is facing a major shift to reinvent itself. We are moving to a new era where companies need to work and operate with increased speed and agility, along with more efficiency, to predict solutions for problems before they occur.
New hire experience is critical to the success of the talent acquisition function and to the business. Research supports the fact that the new hire experience is linked to new hire engagement, performance and retention, ultimately impacting team and business performance.