Effectively communicate to your current and future employees the total value of the compensation and benefits you provide with a total rewards statement and realize better employee engagement and performance.
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Every recruiter goes into an interview with a profile of their perfect candidate. They know the amount of experience the candidate should have, what skill sets she needs, any necessary degrees or certifications, and maybe even what previous positions she’s held. These “perfect” profiles are extremely helpful for targeting recruitment efforts, but are they enough for recruiters and HR teams to really understand if a person is right for a certain position?
SHRM explored this question in a recent article. The article highlights how recruiters may benefit from evolving their “perfect” candidate profiles into in-depth explorations of a prospective employee’s interests and motivators, a technique often used by marketers to identify their most qualified buyers.
According to Johnny Campbell, the founder and CEO of Social Talent, the key to creating candidate personas starts by putting successful current and former employees under the microscope. While doing this, there are three questions talent acquisition teams should ask to help create a comprehensive persona for certain positions…
Perhaps the greatest benefit of leveraging a candidate persona instead of a standard resume checklist is that it’s flexible and proactive. Chances are, the “profile” for a certain job position won’t change – a certain degree will always be needed, as will an approximate number of years of experience. But the mindsets, perspectives and motivators of potential candidates is fluid and ever-evolving. For this reason, your candidate persona guide should be a living document, and HR teams should always be updating it as they learn more about their talent.
The next evolution of CandidateRewards is almost here, bringing with it a variety of new tools for busy recruiters, HR pros and talent acquisition specialists. While the first version of the platform gave employers a major edge in making candidate recruiting and onboarding more streamlined and engaging, our new version offers a whole new set of features designed to accelerate the recruiting process, boost candidate conversion rates and cut costs for talent acquisition teams.
Here are four of the most innovative features of the upgraded CandidateRewards platform:
Enter the virtual reality interview, an opportunity for job seekers to take a potential employer for a real-life test-drive before even walking into the office – and vice versa.
No More “I Wish We Had Known That Before…” Complaints
Imagine you’re hiring a captain for an oil tanker and want to gauge how the candidate manages a panicked crew in the middle of a squall. Without paying to fly the prospect out to your ship and throwing them into a weather emergency, it’d be impossible for you to know how he or she would react in such an extreme situation, and you may end up finding out the hard way that the candidate was never right for the position in the first place.
Real-World Training Without the Big-Buck Investment
Employee onboarding, development and training processes are some of the most expensive investments a company can make. In fact, organizations routinely spend some 150% of an employee’s salary just to get them up to speed. VR gives companies a cost-effective training option the enables them to help new hires gain hands-on experience without investing in additional expenses like mentors and training resources.
Testing, training, touring – the sky’s the limit with what a virtual reality interview can accomplish for companies. Learn more about the innovative ways companies are already using VR in HR by checking out 1-Page’s full article.