In the fiercely competitive landscape of Talent acquisition, standing out amidst the clutter is the only way to attract top talent. Hence we see organisations using a multitude of ways to position themselves as the leaders – using social media, supporting campus initiatives, sponsoring events that are ‘in’, creating a distinctive identity and so on. However, in the battle for brains, one of the best practices for talent acquisition that has emerged in recent years is Personalisation.
Customizing the candidate experience at every touchpoint and tailoring recruitment strategies to individual preferences and needs, personalisation is all about creating long-lasting impact! Impact that goes a long way in driving engagement, fostering deeper connections and ensuring organisations get the best fit for their requirements. It also creates a sense of loyalty that lasts long after the candidate joins the organisation, enhancing employee retention. Come to think of it, in the age of highly personalised marketing and sales experience all around us, can talent acquisition afford to be left behind? Considering the magnitude of hiring challenges in India, can one actually expect to attract the best talent with a one-size-fits-all approach?
What are the different ways talent acquisition can be personalised?
In the cluttered Indian talent pool, candidate experience can be the make-or-break point
Pasona India customizes entire recruitment cycle that helps organizations create an extraordinary perception for the brand. Immersive recruitment programs, personalized communications, and tailored assessments all contribute to a sense of care and attention that leave a lasting impression. This instils a sense of belonging and sets the stage for a lasting relationship built on mutual trust and respect.
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