Issue link: https://www.e-digitaleditions.com/i/182340
Talent Management Judge and Jury How candidates feel about your hiring process. By Tom Boyle What does your company look like from the candidate's side of the desk? Every interaction with a candidate is a brandbuilding opportunity for your organization. Gaining insight into the candidate's experience is vital, given the high cost of recruitment and competition for the best talent. In a recent SilkRoad survey, 2013 Employment Marketplace Survey Results: The Candidate's Perspective, nearly 250 professionals revealed what they thought of companies' talent acquisition practices, as well as the tools and techniques organizations employ. This survey examined how companies' recruitment practices are perceived. A wide range of professionals were polled: those who are happily employed, those who "sample the market" occasionally, and those who are actively looking for a new position. The results can help talent management professionals determine whether their companies operate in positive ways to source, attract, interview, and engage candidates. each ranked third, receiving 36 percent of the response (see Figure 1). The connection between work-life balance and good benefits is clear-cut. Workers have an easier time balancing between family and personal life when they have paid time off, paid sick leave, child care benefits, and a quality healthcare plan. According to a United States Department of Labor survey, Selected Paid Leave Benefits, among all workers in private industry, 61 percent have paid sick leave and 77 percent have paid vacation and holidays. Among management and professional workers, the percentages rose to 83 percent for paid sick leave, 88 percent for paid vacation, and 89 percent for paid holidays. These can be important elements of your company's value proposition to the candidate—especially if your organization is competing for highly skilled talent in a turbulent economy. Tapping in the Mind of the Candidate The least popular choices were companies that are committed to diversity (3 percent) and noted for corporate citizenship (2 percent). Organizational preferences. When asked what organizational characteristics candidates value most, more than half (55 percent) seek a work-life balance, while 38 percent are interested in good benefits, indicating that job seekers highly regard non-wage compensation when they look for jobs. The qualities of providing opportunities for professional growth and trustworthy, strong leadership The survey also showed there were differences between the preferences of baby boomers, generation X employees, and millennials. Millennials were more likely to value flexible work arrangements and a passionate, engaged workforce; generation X favored a work-life balance and opportunities for professional development; and baby boomers more often chose good benefits and recognizes and rewards [60] HRO TODAY MAGAZINE | SEPTEMBER 2013