Last week team Havas People traveled from New York to San Francisco to attend the 2020 Talent Acquisition Week. During the two day conference, we got to hear from leaders in the talent space including our client, Jenna Sandker, from Memorial Sloan Kettering Cancer Center.
Here are three key takeaways from our time there:
START WITH EMPATHY
During her presentation “Creating and Optimizing Content to Connect with Candidates”, Allison Kruse discussed how empathy is going to be the next big trend for 2020. Empathy is going to serve as the biggest differentiator for employers - those who understand talent and their needs will be in a position to better serve them and ultimately that is going to be shared through content. By focusing on creating content that shows your brand as more human, you are going to appeal to an audience you may not have engaged with before.
EMPLOYER BRAND vs. RECRUITMENT MARKETING
It seemed like a no brainer, but during Carrie Corbin’s session Structuring an Internal EB Team: From Costs to KPIs I was reminded that not everyone may be familiar with the difference between employer branding and recruitment marketing. This is especially true for those stakeholders who sit outside of the Talent Acquisition. Because of this, we find that some of the clients struggle with selling employer branding projects into the business. But like Carrie mentioned it’s imperative that you work with your internal stakeholders to get on the same page about what employer branding and why it's so important to the success of a business as a whole. Want to learn more about who we help build employer brands? Get in touch!!
TECHNOLOGY CAN BE YOUR BEST FRIEND
Last, but certainly not least, we were blown away by Jenna’s presentation on Integrating Tech Tools to Scale Your Hiring Process. The work that MSK has done to bring a paper-based application and hiring process into the 21st century is no small feat. While almost doubling in growth since 2013, MSK works with a select group of tech partners that allow them to stay engaged with their candidates and keep up with demand.