In today’s fast-paced world, the final step of any journey often defines the entire experience – whether it’s receiving a package or stepping into a new role.
In the e-commerce industry, this is known as the last mile – the final stretch where a package makes it from a warehouse to a customer’s doorstep. In the world of talent acquisition, the last mile is the onboarding process for new hires – the crucial transition from candidate to employee.
While these two functions may seem worlds apart, they share more than just operational significance – a fundamental truth: they both represent make-or-break moments that directly shape long-term satisfaction, loyalty, and retention.
The last mile is often the final and most memorable point of contact – for consumers and new hires alike.
The Amazon Paradigm: What Can We Learn from Logistics
Amazon’s founder, Jeff Bezos, was among the first to obsess over the last mile. He recognized that even a perfect ordering experience would be forgotten if the delivery fails. His emphasis on speed, accuracy, and reliability in the last mile helped shape Amazon into the gold standard of e-commerce. According to McKinsey, 85% of customers will abandon a brand after having a poor delivery experience (1).
Bezos’ logic was simple yet powerful: the final impression is the lasting impression. And to dominate a market, you must control the moment closest to the customer’s memory. Amazon didn’t just win on product range or price – it won on follow-through.
This same logic applies with even greater emotional weight in the talent space. A candidate journey that starts strong but ends with chaos or confusion during onboarding leaves a lasting negative impact to the employer brand.
Onboarding: The Human Last Mile
In talent acquisition, onboarding functions in a similar way to logistics. It is not just an administrative step – it is a critical brand experience. A seamless recruitment process can be quickly undone by disjointed onboarding:
Filling out the same information multiple times due to non-integrated vendor platforms
Being asked to locate noncritical documentation for outdated background checks
Experiencing multiple start date changes due to delays in provisioning or compliance
These frictions create unnecessary stress, confusion, and disengagement. And when new hires show up on Day One with no laptop ready for them, no access, no training plan, and no one expecting them, it’s the equivalent of a package marked “delivered” that never arrived.
Unfortunately, such experiences are more common than we might think. According to Gallup, only 12% of employees strongly agree that their organization does a great job onboarding new hires (2). This means that nearly 9 in 10 people are walking into new roles with uncertainty or unmet expectations.
The Impact of a Broken Last Mile
This failure to invest in onboarding doesn’t just impact employee sentiment – it directly affects business outcomes. The onboarding phase plays a critical role in shaping:
Time to productivity
Early-stage attrition
Long-term engagement and loyalty
According to SHRM, organizations with a structured onboarding process found employees are 58% more likely to stay with a company for at least 3 years and are 50% more productive (3). These aren’t marginal improvements – they’re strategic outcomes.
Companies can quantify this for themselves by comparing early turnover or in job performance among employees who experienced start date delays, system errors, or compliance issues, versus those who entered the organization seamlessly. This kind of post-hire analytics is still underutilized but offers powerful insights into where experience gaps are damaging long-term value creation.
Further, research by Josh Bersin reinforces that effective onboarding programs are critical to long-term employee success, engagement, and retention. They must go beyond forms and checklists to include early feedback loops, immediate manager involvement, peer connections, and digital enablement.
And companies that do this well – dramatically increase engagement scores and reduce first-year turn-over (4).
Onboarding Is Experience, Not Administration
Organizations that treat onboarding as a compliance checkpoint or IT provisioning workflow are missing the point. Today’s candidates expect an onboarding experience that matches the consumer-grade interactions they’ve come to expect in daily life – from ride-hailing apps to real-time delivery updates.
The most successful onboarding strategies borrow tactics from logistics, e.g.:
Route optimization: for TA, this means leveraging integrated platforms that sync HR, IT, security, and background check vendors into one seamless workflow. Manual handoffs are where most delays happen.
Real-time tracking: just as customers can track a package in transit, new hires want to track their onboarding progress: completed steps, upcoming actions, required documents. This transparency reduces uncertainty and improves satisfaction.
Flexible delivery options: onboarding should be customizable, mobile-friendly, and intuitive. Candidates want to complete tasks from their phone, on their schedule, with clear deadlines and reminders – not clunky emails and PDFs.
When onboarding is reimagined as an experience rather than a checklist, it transforms into a powerful driver of culture, confidence, and clarity.
Reframing Onboarding as a Strategic Function
When organizations treat onboarding as a strategic differentiator, the results follow. Much like Amazon’s investment in last-mile logistics unlocked market leadership, organizations that invest in onboarding see:
Lower voluntary turnover within the first 12 months
Faster ramp-up in performance
Higher engagement and cultural alignment
Stronger advocacy and employee referrals
At a time when employer brand, agility, and retention are more important than ever, this is not a luxury investment – it’s a business imperative.
Onboarding is no longer just a transition between recruitment and operations. It’s the first real test of organizational credibility. The candidate is now your employee, and they’re watching to see if the brand promise becomes their lived reality.
So the next time you marvel at the speed and precision of a package delivery, ask yourself:
Are your new employees receiving that same level of care and clarity?
Because just like Amazon’s customers, employees remember their first experience – and it defines whether they stay for the long haul.
References:
McKinsey & Company “Digitizing mid- and last-mile logistics handovers to reduce waste”
Gallup “Creating an exceptional onboarding journey for new employees”
SHRM “Onboarding: The Key to Elevating Your Company Culture”
Josh Bersin “The Employee Experience: It’s Trickier (and more important) Than You Thought”
Trust, Social Proof, and the Future of Hiring
The way hiring works is changing rapidly. At the heart of this shift? Trust.
In today’s market, trust is no longer just an advantage—it is a necessity. Candidates, like consumers, rely on social proof—the psychological principle that people look to others to validate their decisions. This is why employee referrals, alumni rehires, and internal mobility are becoming the most effective hiring strategies.
The evidence supports this. Referred candidates are not only hired faster—they stay longer as well (LinkedIn Talent Trends). When someone recommends an organisation, new hires already have a level of trust in the culture and expectations.
There is also a growing boomerang effect, where former employees are returning in record numbers. Organisations are recognising that when an individual chooses to come back, it is a strong endorsement of the company’s credibility (Gartner Research). A great workplace is not just one that attracts new talent—it is one that people actively want to return to.
Industry thought leaders, including Josh Bersin, have noted this trend. The most effective hiring teams are no longer solely focused on sourcing external candidates—they are investing in high-trust networks because referrals, alumni hires, and internal mobility lead to stronger hiring outcomes at a lower cost.
What is driving this shift? Two key factors: the power of social proof and a declining trust in traditional hiring methods.
The Social Proof Effect: Why People Trust People More Than Brands
We are living in an age of influence, but not in the way social media suggests. Influence today is not just about follower counts or carefully curated employer branding campaigns—it is about authentic, human credibility.
People trust people, not brands – A referral from a trusted colleague is not just a recommendation; it is proof that an organisation is worth considering.
Referrals reduce uncertainty – Changing jobs is a major decision. When someone you respect endorses an opportunity, it immediately feels more credible.
Boomerang hires strengthen employer reputation – When former employees return, it sends a strong signal: this is an organisation worth working for. Gartner research shows that organisations investing in alumni engagement achieve higher rehire rates and stronger reputations.
AI-generated outreach lacks social proof – Candidates can easily identify when a LinkedIn message has been rinsed and repeated by a bot after receiving the same template 10 times. Without human connection, it feels impersonal and unconvincing.
And this is not just theory—organisations are seeing tangible results.
One global technology company recently overhauled its alumni hiring strategy and experienced a 40% increase in rehires over two years. Why? Because trust was already established. These former employees were not taking a risk—they had direct experience with the culture, leadership, and business operations. That trust led to faster onboarding, higher engagement, and a stronger commitment to success.
This is the power of social proof—it builds trust, accelerates hiring, and improves retention.
Why Offboarding and Redeployment Are Essential to a Strong Talent Ecosystem
However, alumni networks and boomerang hiring only succeed if organisations handle offboarding and redeployment effectively.
Poor offboarding damages brand loyalty – If an employee has a negative departure experience, they are unlikely to refer others or return. Research from Workday shows that organisations with structured, positive offboarding programmes are twice as likely to rehire former employees.
Negative offboarding experiences harm employer brand – A poorly managed exit process often results in negative Glassdoor reviews and reputational damage, which discourages future referrals.
Redeployment prevents unnecessary talent loss – Organisations that actively support employees in transitioning to new internal roles rather than defaulting to redundancies retain institutional knowledge and sustain trust.
Best and Worst Practices in Offboarding
Some organisations treat offboarding as a transaction rather than an opportunity. Impersonal redundancies, delivered through mass emails or pre-recorded video messages, with no transition support or career assistance, leave departing employees feeling undervalued. This approach damages trust, erodes employer reputation, and often leads top talent to join competitors instead of returning later.
In contrast, leading organisations take a long-term view of offboarding. Rather than severing ties completely, they provide structured alumni programmes, networking events, and even career coaching for departing employees, ensuring that relationships remain strong. Organisations that adopt well-managed exit strategies experience higher alumni engagement, stronger employer branding, and an increase in boomerang hires.
Organisations investing in structured offboarding and alumni engagement see up to a 20% increase in rehires (Harvard Business Review).
Redeployment strategies that prioritise internal mobility reduce turnover by 41% and strengthen employee trust (LinkedIn Workplace Learning Report).
The Pitfalls of High-Trust Networks: The Risk of Reinforcing Bias
While referrals and alumni hiring can be highly effective, there is an important risk to address: they can reduce diversity and reinforce bias if not actively managed.
The “Like-Me” Effect – Research shows that employees tend to refer individuals who share similar backgrounds, education, and demographics (Harvard Business Review). If organisations are not intentional, referral programmes can result in homogeneous talent pools.
Alumni Networks Reflect Past Hiring Gaps – If an organisation’s workforce lacked diversity in previous years, its alumni pool will mirror those representation gaps. Over-reliance on alumni hiring can reinforce historical imbalances.
Over-Reliance on Known Talent Can Limit Innovation – While trust is crucial, excessive dependence on referrals and alumni hires can reduce fresh perspectives and new ideas.
AI Bias in Referral Matching – If AI-driven talent recommendations are not designed with diversity safeguards, they can replicate existing hiring patterns rather than broaden talent pools (Gartner).
How to Mitigate These Risks
Forward-thinking organisations are already implementing solutions to ensure high-trust hiring networks remain inclusive and diverse:
Diversifying Referral Incentives – Some organisations now offer increased referral bonuses for underrepresented candidates, ensuring that referrals contribute to a broader talent pool (LinkedIn Hiring Trends).
Expanding Alumni Networks Beyond Full-Time Employees – Progressive organisations include former interns, contractors, and contingent workers in alumni networks, widening the scope of potential rehires.
Balancing Referrals with Inclusive Hiring Strategies – Industry leaders have embedded structured diversity hiring initiatives alongside referral programmes to create more balanced sourcing strategies.
The Bottom Line: The Social Proof Revolution Is Here
Hiring in 2025 will not be about volume-based recruiting or relying solely on AI-generated outreach. The most successful organisations will strike the right balance—using technology to enhance trust-driven hiring, not replace human relationships.
The future belongs to companies that integrate AI intelligently—leveraging automation for efficiency, predictive analytics for smarter decision-making, and digital platforms to scale high-trust networks—while ensuring that human engagement remains at the centre of hiring.
Some organisations are already ahead of the curve. They are moving beyond transactional recruitment models and instead building dynamic, trust-based talent ecosystems where AI supports, rather than substitutes, authentic human connections. These companies are strengthening employee advocacy, deepening alumni engagement, and expanding high-trust hiring channels to secure the best talent.
The real question is: Will your organisation use technology to reinforce trust—or allow automation to dilute it?
In the future of hiring, social proof will be the strongest currency—trust built through referrals, alumni networks, and human connections will outperform cold outreach and AI-driven automation on its own
By John Callaghan — Employer Brand Strategist, AMS Employer Brand Advisory
Employee advocacy has been around for longer than you might think—long before social media was even a glimmer in anyone’s eye. Imagine the early days when employees chatted to friends, cousins, and the occasional barista about how cool their company was.
Fast forward a bit, and we had companies recognising this as untapped gold. Employees bring out that word-of-mouth magic, pulling followers in with a dose of authenticity. In a recent report Clearview stated employee posts can get up to 8x more engagement than regular company posts.
Today, employer brand advocacy has split into two major, slightly confusing paths: brand ambassadorships and employee advocacy. Both sound similar—after all, both involve employees waving the company flag—but they’re actually quite different.
The Dynamic Duo: Brand Ambassadorships & Employee Advocacy
Brand ambassadorships are about selecting a few charismatic employees to represent the brand as official champions. They’re the face of the company and can be used in a number of ways such as across social media, speaking gigs, and campaigns. Ambassadors are often trained to deliver polished content that aligns with the company’s message.
This doesn’t mean you only choose employees who look like they belong on the front cover of Vogue or Men’s Health. Authenticity matters, but ambassadorship is more of a formal relationship between company and employee and they can actively play a role in both marketing and HR strategies.
Employee advocacy, is a broader, more democratic approach. Every employee can participate by sharing company news and stories on their personal social media profiles. The content is less scripted, more authentic, and relies on personal connections to create trust. Think of it as indie filmmaking versus Hollywood blockbusters.
Employee advocates can reach their own networks with more personal posts, creating that “friend-of-a-friend” trust.
Brand Ambassadors vs. Employee Advocacy: The Choice
So how do you choose between these two? Or do you need both? Good question. Here’s a couple of things to consider:
1) Budget: Employee advocacy is budget-friendly. It’s driven by employees sharing authentic content with minimal investment. Ambassadorships require more resources, like training, content creation, and often paid media to go with it.
2) Control: Want polished, on-brand messaging? Brand ambassadors are your stars. This doesn’t mean your ambassadors are pushed through hair and make-up for every social post. They need to remain authentic but the content can be highly directed behind the scenes. Employee advocacy is more informal and the output is often harder to control. They will need tighter restrictions and not just be let loose on social media with nothing more than a permissions slip and the company’s logo.
3) Audience Reach: Employee advocacy can reach an extensive network with more voices, but it’s typically organic reach so all depends on the number of engaged employees you actually have. Brand ambassadors offer depth and consistency, and are often accompanied with a paid media campaign, allowing them to strategically reach markets and locations organic activity can’t get to.
For a balanced approach, organisations often find a combination works best: a few star players backed by an enthusiastic cast.
What can it look like in practice?
IBM’s “IBM Voices” program empowered employees to share their stories, resulting in increased job applications and social engagement. Adobe’s advocacy program created genuine brand love among employees and applicants. At AMS, we helped MSD build a creative brand ambassadorship program called “MSD’s Got Talent,” which found engaged employees who became powerful brand ambassadors, reaching millions across EMEA.
In Conclusion: Pick Your Players
No matter which route you choose, using your employees to promote your brand adds credibility, authenticity, and a touch of that “genuine” touch we all look for. It’s about showing potential hires that your company is more than just a logo—it’s a place where real, engaged people work. And that might just be your best recruiting asset.
Not sure where to start? Speak to the experts. We all know what makes a good movie, but actually making a good movie is something entirely different and easy to get wrong. If you want to know more, then speak to the Employer Brand Advisory team at AMS.
Think about the last time you applied for a job. What stood out? Was it the polished Job description or the company’s website company’s, or was it the follow-up email that felt genuine, the recruiter who made a well-researched outreach message, or the thoughtful feedback after an interview?
For most of us, it’s the little things—those small, thoughtful interactions—that stick in our memory. These micro-moments define how candidates feel about a company, whether they’re hired or not.
What Are Micro-Moments in the Candidate Experience?
Coined initially in the context of consumer behaviour by Google, micro-moments are the brief, highly focused interactions where decisions are made or impressions are formed. In talent Acquisition, these micro-moments are those seemingly minor but highly meaningful actions that show candidates they’re valued.
They don’t require flashy campaigns or big budgets, but they do require intention and care. And in a world where so much communication feels generic, these moments can make all the difference.
A recruiter taking a minute to send a personalized follow-up after an interview.
Keeping candidates in the loop with timely updates instead of making them wonder.
Sending a proactive, personalized video message using tools like Hintro or Odro —a refreshing human touch in an age of mass AI-generated outreach.
Or even providing a thoughtful, constructive rejection that doesn’t just close the door but leaves it ajar for future opportunities via a Talent Community .
These moments, while brief, can shift a candidate’s perception from “just another applicant” to “someone this company values.”
Why Micro-Moments Matter
People remember how you make them feel. And for candidates, the hiring process can be a nerve-wracking experience. Micro-moments are powerful because they tap into emotional connections—a crucial driver of trust. According to Josh Bersin, trust is the cornerstone of any great employee or candidate experience. When candidates feel valued and respected at every step, they’re more likely to trust the organization, even if they don’t land the role.
Research backs this up. According to LinkedIn’s Global Talent Trends, 63% of candidates say their experience during the hiring process reflects how a company treats its people (source). And trust me, candidates are paying attention. Every interaction—or lack of one—contributes to the impression they’ll share with their networks or on review sites like Glassdoor.
Even more telling: a survey by CareerArc found that 72% of candidates who had a poor experience shared it online or with friends (source). Think about that ripple effect. A little effort to personalize your process goes a long way in avoiding a wave of negative feedback.
How to Make Micro-Moments Meaningful
Be Proactive with Updates Nobody likes to feel forgotten. A quick message like, “We’re still reviewing applications, and I’ll be in touch by Friday,” can turn silence into reassurance. Setting expectations is an act of respect—and it costs nothing.
Use Personalization to Stand Out Imagine receiving a short video from a recruiter, tailored just for you. They mention your skills or highlight why your background caught their eye. Personalized video outreach not only grabs attention but also feels authentic in a world filled with Mass produced AI generated emails.
Show Empathy Rejection is hard, but it doesn’t have to be cold. Providing feedback—even a brief summary—shows you recognize the effort candidates put into the process. It’s a simple gesture that can build goodwill.
Balance Technology with Humanity Automated tools are great for efficiency, but they’re no substitute for the human touch. Use AI chatbots and automated emails wisely ideally at the top of the funnel, ensuring they enhance—not replace—genuine connection. The more effort the candidate has gone to in the process the more important it is for the organisation to return the favour in closing the loop. For further information on this topic there are two fantastic deeper reads from my colleagues Craig Hunter and Ellen Cobb
Celebrate the Candidate’s Effort A little gratitude goes a long way. Thanking someone for their time and highlighting something specific they did during the process can turn even a rejection into a positive interaction.
The Bigger Picture
According to the latest Greenhouse 2024 State of Job Hunting report—a survey of 2,500 workers across the US, UK, and Germany—nearly half of US workers are actively job hunting. Yet, 79% of them admit to feeling heightened anxiety in today’s job market. One statistic in the report stood out as particularly troubling: 61% of job seekers reported being ghosted after a job interview, a figure that has risen by 9% since April 2024 (source).
Think about what this means in practice. These are individuals who’ve already cleared the initial hurdles of a crowded hiring process. They’ve dedicated time—often taking PTO, traveling, and showing up in person—to attend an interview. For many, it’s not just about answering questions; it’s about investing emotional energy and hope. The absolute minimum they should expect in return is closure, even if the news isn’t favourable.
Creating these moments isn’t about perfection; it’s about showing you care. Candidates understand that hiring is a busy, complicated process. They don’t expect constant communication or endless hand-holding. But they do expect respect and acknowledgment.
And as we have discussed earlier, candidates talk. The candidate who didn’t get the job today might refer their friend tomorrow because they were treated well. Or they might blast their bad experience to their network, or share the experience on growing sub Reddit’s like r/recruitinghell damaging your reputation. It’s in these small, seemingly insignificant moments that reputations are built or broken.
What’s Next?
If you want to stand out in a competitive hiring landscape, don’t just focus on the big stuff. Start small. Think about the touchpoints in your hiring process where you can inject a bit more thoughtfulness. A personalized note, a timely update, or even a short video message can be the difference between a candidate feeling like a number and feeling like they matter.
So, next time you interact with a candidate, ask yourself: What small moment of care can I create today?
Imagine walking into a packed bookstore. Instead of wandering the aisles, you’re handed a book personally recommended by someone who knows exactly what you like, no browsing, no guesswork.
That’s what a best in class referral strategy does for hiring. It eliminates the endless search, delivering candidates pre-vetted by people who understand your company’s culture and needs.
Just like that perfect book recommendation, referrals bring you talent that fits right from the start, speeding up the process and ensuring a better outcome. In a sea of options, referrals guide you straight to the best choice.
In 2023, employee referral programs emerged as the second most effective hiring method, reflecting a growing trend where companies leverage the networks of their current workforce to identify top talent (Source) .
Referred candidates not only have a 4x higher conversion rate compared to those sourced through traditional channels (Source), but they also tend to perform better, stay longer, and have more positive job attitudes. However, to truly unlock the potential of referrals, companies need to go beyond offering basic bonuses.
Instead, they must build a best in class Referral strategy, empowering employees as brand ambassadors who proactively promote the organization and its job openings.
This article explores how companies can cultivate a culture of advocacy, turn employees into active participants in talent acquisition, and leverage technology and creative incentives to optimize their referral programs.
Additionally, we will address potential pitfalls, such as the impact of referrals on diversity, equity, and inclusion (DEI), and how companies can mitigate these challenges while scaling their referral programs.
Creating a Culture of Advocacy: Employees as Brand Ambassadors
A successful referral strategy hinges on employees who are engaged and motivated to refer candidates that align with the company’s mission, values, and talent needs. When employees feel proud of their workplace, they become natural advocates, eager to share job opportunities with their personal and professional networks. Below are the essentials to consider when building a best in class referral policy
1. Transparent Communication
Best Practice: Clearly define program roles, processes, and expectations for all employees.
Action Steps:
Set clear guidelines on how they can earn incentives. Host workshops for improved engagement levels
Communicate timelines for evaluation and when rewards will be distributed.
Explain how the referral system works, including bonus structures, timelines, and expectations around candidate matching.
Use multiple channels to ensure all employees are aware of how to refer candidates and what success looks like in the program.
Outcome: Enhanced clarity and reduced confusion among employees, resulting in greater engagement and higher-quality referrals.
2. Incentives Aligned with Business Goals
Best Practice: Design incentives that match organizational priorities.
Action Steps:
Implement “Surge Campaigns” offering higher rewards for hard-to-fill or high-priority roles.
Incorporate both monetary and non-monetary rewards (e.g., gift cards, iPads, or charitable donations) to engage a broad range of employees.
Outcome: Higher engagement and focus on critical roles that need filling, ensuring company goals are met more efficiently.
3. Leverage Technology to Improve Referrals
Best Practice: Utilize advanced technology to streamline the referral process and boost effectiveness.
Action Steps:
Use referral platforms (Like Boon, Eqo or Avature Referrals) integrated with Applicant Tracking Systems (ATS) for easy submission, tracking, and reward distribution.
Ensure mobile accessibility so employees can refer candidates from anywhere.
Drive automation to ensure seamless payment
Outcome: Increased employee participation due to simplified processes and better candidate matches through technology.
4. Enablement: Educating Employees on Referrals
Best Practice: Empower employees by providing the tools and knowledge needed to refer top candidates.
Action Steps:
Regularly train employees on the company’s talent needs, including skills, experience, and cultural fit.
Provide pre-written content and clear instructions for sharing job openings on social media, boosting outreach.
Foster internal discussions that clarify who the company is looking for and how employees can help.
Outcome: Better-informed employees make more targeted and effective referrals, leading to a higher quality talent pipeline.
5. Candidate Experience: Fast-Track Referrals
Best Practice: Prioritize a smooth and efficient candidate experience for referred candidates.
Action Steps:
Create a dedicated referral processing path to prioritize referred candidates without sacrificing hiring standards.
Provide timely, transparent communication with referred candidates, ensuring they feel valued.
Expedite interviews and feedback loops for referred candidates to keep them engaged.
Outcome: A high-quality candidate experience encourages more referrals and builds a positive company reputation among potential hires.
6. Metrics: Measure What Matters
Best Practice: Regularly track and analyse key performance indicators (KPIs) to refine the referral program.
Action Steps:
Track metrics like referral-to-hire ratio, time-to-fill positions, and quality of hire.
Collect feedback from both referrers and referred candidates to understand and improve the process.
Monitor employee engagement and adjust rewards or processes to optimize performance.
Outcome: A data-driven approach ensures continuous improvement in referral effectiveness and alignment with business needs.
7. Promotion: Market the Referral Program Internally
Best Practice: Create ongoing buzz and excitement around the referral program.
Action Steps:
Regularly promote the program through emails, contests, and physical updates.
Engage leadership to actively participate and set examples by referring candidates or promoting the program in town halls.
Refresh rewards and communication to keep employees motivated and aware of the opportunities available through the referral program.
Outcome: Maintaining top-of-mind awareness leads to sustained participation and excitement around referral opportunities.
8. DEI&B: Promote Diverse Referrals
Best Practice: Leverage the referral program to support diversity, equity, inclusion, and belonging (DEI&B) goals.
Action Steps:
Actively engaging ERG’s within your organisation to help drive referral activities
Implement DEI-focused KPIs to ensure the referral program aligns with diversity hiring objectives.
Recognize and reward employees who contribute to diverse hiring by acknowledging their efforts in driving inclusivity.
Outcome: The referral program supports broader DEI&B initiatives, fostering an inclusive hiring process and a diverse workforce.
9. Rewards: Timely and Transparent Distribution
Best Practice: Ensure rewards are timely, clear, and engaging for referrers.
Action Steps:
Distribute rewards promptly after key milestones (e.g., onboarding of referred candidate).
Offer updates throughout the process, keeping referrers engaged from application to reward.
Avoid making referrers responsible for candidate retention, keeping focus on their role in talent acquisition.
Outcome: A transparent reward process increases trust and encourages repeat referrals.
10. Positive Referral Behaviour: Building Good Habits
Best Practice: Encourage a culture of continuous participation in the referral process.
Action Steps:
Reward employees for submitting qualified referrals, not just successful hires, to maintain steady program engagement.
Personalize rewards, offering options like charitable donations or mentorship opportunities to appeal to diverse motivators.
Foster a culture where referrals are seen as a valued contribution to the company’s success, not just an optional task.
Outcome: Employees develop the habit of regularly referring candidates, contributing to a strong, consistent talent pipeline.
The Compounding Value of Referrals
One of the most powerful aspects of referral programs is how they compound over time. Research shows that almost two-thirds of referred employees eventually refer at least one person to their company . This creates a virtuous cycle where referrals continuously feed into the hiring pipeline, progressively improving over time. (Source)
Furthermore, referred employees tend to stay longer than those hired through other channels, with over 45% of referred employees remaining with an organization for more than two years compared to only 25% of those hired through job boards. This longevity not only reduces turnover costs but also builds stronger, more cohesive teams. (Source)
Challenges: Potential Impacts on Diversity, Equity, and Inclusion (DEI)
While referral programs offer many advantages, they can unintentionally hinder diversity efforts if not carefully designed. Individuals can tend to associate with others who share similar backgrounds, which can limit the diversity of the referral pool . As a result, referral programs may disproportionately favour certain demographic groups, potentially reinforcing homogeneity within the workforce . (Source)
To address this challenge, companies like Intel have pioneered innovative approaches that align referral programs with DEI goals. Intel offers higher bonuses for referrals from underrepresented groups, thus actively encouraging employees to expand their networks and support diversity initiatives.
Case Studies: Leading Referral-First Strategies
Several companies have successfully adopted referral-first strategies that both scale and support broader business objectives:
Google has built a highly automated referral platform with lucrative bonuses (starting at $4,000), which makes the referral process easy for employees while ensuring high participation rates. (Source)
Salesforce not only gamifies its referral program but also integrates it with the company’s mission, connecting referrals to the broader purpose of building a better company. (Source)
InMobi, for example, runs a referral program with personalized prizes such as Apple products or Harley Davidson bikes . This approach makes the process fun and rewarding, keeping employees engaged throughout the year. (Source)
Accenture combines both monetary and opportunity to donate some of your bonus to a charity of your choice. Accenture will in turn match that donation adding a further feel good factor into driving referrals (Source)
Airbnb’s referral program offers a blend of financial and experiential rewards. Employees who refer successful candidates can receive bonuses between $2,000 and $5,000 in addition to Airbnb travel credits, which can be redeemed for stays on the platform. This approach combines traditional financial incentives with travel perks, creating a more personalized and engaging experience for employees. (Source)
Conclusion: Building a Sustainable Referral-First Strategy
A best in class Referral recruiting strategy has the potential to transform a company’s talent acquisition efforts, turning employees into active recruiters who continually feed high-quality candidates into the hiring pipeline. By investing in user-friendly platforms, offering creative and mission-aligned incentives, and ensuring that referral programs are designed with diversity in mind, companies can unlock the full potential of their workforce’s networks.
As employee referral programs continue to gain traction, companies must evolve their strategies to ensure long-term sustainability and inclusivity. By studying successful programs from companies like Google, Salesforce, and Intel, businesses can create referral-first strategies that not only meet hiring targets but also strengthen the organizational culture and values over time.
With 60% of TA leaders now identifying skill shortages as their top issue it was interesting to read this article Traits trump skills from Ade McCormack, Founder, The Intelligent Leadership Hub who has an interesting view around the importance of traits v skills when it comes to hiring in a skills short market.
We have seen this as an approach used in the delivery of the Recruit, Train, Deploy (RTD) solution where cohorts are hired based on teachability and aptitude. Traits like a positive attitude, eagerness to learn, and adaptability are considered valuable for RTD hires as the skills required are being taught prior to and during the placement.
Long-term Potential: Candidates with strong character traits such as reliability, integrity, and teamwork are often seen as having greater long-term potential. They can grow and adapt as the company evolves.
Hiring in this way, based on character traits over specific skills in the form of an RTD model has generated some great success and led to a *97% retention rate throughout the duration of the assignments and of the cohorts that have converted to permanent positions, *48% are elevated to a more senior positions within 2 years.
Plus the RTD Solution, when carried out well, can enhance and bolster social mobility and goodness knows, as an economy, we need to make our workforce more socially mobile.
This “take a chance on me” approach reflects my own personal journey. Having changed careers 10 years ago from Procurement to Recruitment.
I was hired as an Account Director role at AMS, moving roles from a Professional Services Senior Category Manager. Having demonstrated traits such as commercial awareness, emotional intelligence and adaptability I learned about recruitment whilst doing the job!
Creating new skills during the journey whilst embracing the ambiguity of the change in role and being confident in my ability to adapt. It was more like “take a chance on them” as AMS had identified I had the “traits” to make that change and grow in my new role, 10 years on it was definitely the right move!
In summary, while both traits and skills are important, many employers are leaning towards hiring for traits, especially for roles where cultural fit and long-term potential are critical. What are your thoughts on this approach?
*Statistics provided by PSR RTD supply chain 2023.
while both traits and skills are important, many employers are leaning towards hiring for traits, especially for roles where cultural fit and long-term potential are critical.
Imagine you’re browsing for a new streaming service. You expect personalised recommendations, seamless navigation, and instant gratification. Now, translate that experience to the job search. Candidates today expect the same frictionless journey when exploring career opportunities.
This shift is redefining the role of talent acquisition professionals, forcing them to rethink their strategies and borrow heavily from consumer marketing to create engaging, personalised candidate experiences.
The Rise of Consumer-Grade Expectations
Gone are the days when a candidate’s interaction with a company began and ended with a job advert. Today’s candidates, much like savvy consumers, expect a holistic, personalised journey from the moment they encounter your brand.
According to LinkedIn’s 2023 Global Talent Trends report, 81% of candidates say that their experience during the hiring process influences their decision to accept an offer. In a world where consumers abandon online shopping baskets due to frustrating experiences, candidates, too, disengage from complex or impersonal application processes.
This trend is being driven by the digital-first, on-demand culture that permeates every aspect of our lives. Companies that fail to meet these new consumer-grade expectations risk losing top talent to competitors who offer more streamlined and engaging experiences. SIA’s 2023 Workforce Solutions Buyer Survey found that 70% of talent acquisition leaders identified improving candidate experience as a top priority.
Moreover, companies that invest in enhancing candidate experience have seen a 20% increase in offer acceptance rates.
Parallels Between Marketing and Talent Acquisition
The lines between marketing and talent acquisition are increasingly blurring, with both disciplines focusing on engagement and experience. Just as marketers craft personalised campaigns to attract and retain customers, talent acquisition professionals must curate tailored experiences to attract and retain top talent.
This shift requires reimagining the candidate journey as a consumer journey, where every interaction—whether it’s a job ad, a recruitment email, or an interview—acts as a crucial touchpoint in a cohesive narrative.
Josh Bersin emphasises that organisations excelling in employee experience, starting from recruitment, tend to outperform their competitors by 2.8 times in terms of profitability. This connection underscores the business case for a consumer-grade candidate experience.
For those interested in exploring the importance of employer branding within the broader context of talent strategy, a related article discusses mid-year talent acquisition predictions and their implications for employer branding efforts. LinkedIn’s research supports the growing emphasis on branding, showing that 75% of job seekers research a company’s reputation before applying.
Companies with strong employer branding efforts are twice as likely to attract high-quality candidates, according to SIA’s 2023 Talent Attraction Report. Additionally, 58% of candidates say they would decline an offer from a company with a poor online reputation, regardless of salary.
Programmatic and Social Activation: The Game Changers
As talent acquisition evolves, programmatic advertising and social activation are revolutionising how companies attract talent.
Programmatic advertising has evolved beyond simple automation to become a highly intelligent system. Today’s platforms leverage AI and machine learning to continuously analyse and adapt to candidate behaviour in real-time. This allows for hyper-targeted adverts that resonate with specific candidate personas, optimising not just placement but also messaging as conditions change.
Companies using these advanced programmatic strategies have seen up to a 30% increase in candidate engagement and a significant reduction in cost-per-hire, according to SIA. The ability to predict and respond to candidate preferences makes programmatic a powerful tool in modern talent acquisition.
Social activation has evolved far beyond simple job postings. Today, it’s about crafting engaging, authentic content that connects with audiences on platforms like Instagram, TikTok, and Facebook. The focus has shifted to storytelling and creating a compelling brand narrative that resonates with potential candidates on a deeper level.
Companies leading in this space use data-driven insights to tailor their content, leveraging trends and platform-specific features like Instagram Stories or TikTok challenges to create more interactive and immersive experiences. This approach not only attracts candidates but also builds a lasting connection with your brand, transforming social media into a powerful tool for talent acquisition.
Predicting the Future: On-the-Spot Personalised Content Creation
The next frontier in talent acquisition is the ability to create personalised content on the spot that resonates with the candidate persona in real time. Imagine AI-driven tools that generate tailored job descriptions, emails, or even video content on demand, based on a candidate’s interactions with your brand.
This level of personalisation, powered by machine learning and real-time data analysis, will transform the candidate experience from a transactional process into a dynamic conversation.
Jonathan Kestenbaum, Managing Director – Tech Strategy & Partners at AMS, has highlighted the importance of this trend, noting that the future of talent acquisition lies in the ability to deliver hyper-personalised content at scale, creating a more engaging and tailored experience for candidates.
The Role of Emerging Technologies: AI, Blockchain, VR, and Beyond
Emerging technologies are driving this transformation, offering new ways to deliver consumer-grade candidate experiences.
Artificial Intelligence (AI): I know you’ve probably heard more than enough about AI, but in my opinion, it’s still underhyped. AI isn’t just a buzzword; it’s a game-changer in recruitment. It streamlines the entire process, offering real-time updates, personalised job alerts, and even AI-generated interview questions that adapt to a candidate’s responses.
According to the Everest Group, companies that integrate AI and automation into their talent acquisition processes are 35% more likely to fill positions faster than their competitors. Beyond efficiency, AI enhances predictive analytics, enabling companies to anticipate not just candidate success, but also cultural fit and long-term retention—critical elements in delivering a consumer-grade candidate experience.
Blockchain: Before you tune out, thinking this is all about cryptocurrency, let me clarify—this isn’t about Bitcoin or speculative investments. Blockchain in recruitment is about a secure, shared ledger that enhances transparency and trust. By securely storing candidate data and verifying credentials, blockchain technology can significantly reduce the time and cost of background checks, ensuring the authenticity of candidate qualifications.
This aligns perfectly with today’s consumer-grade expectations, where transparency and data privacy are more important than ever. As Jonathan Kestenbaum points out, blockchain, though still emerging, has the potential to revolutionise how we manage candidate data, making the hiring process more secure and trustworthy.
Virtual Reality (VR): VR is emerging as a powerful tool in the recruitment process, particularly for immersive job previews and virtual office tours. According to a PwC report, VR is four times faster than traditional methods at training employees and offers a more engaging experience. VR allows candidates to explore work environments and company culture before they even step through the door, making it a game-changer for remote or international candidates.
However, as explored in an article on navigating the metaverse, VR and the metaverse present both opportunities and challenges for talent acquisition, requiring careful consideration to avoid potential pitfalls.
Mobile-First Strategies
With over 90% of job seekers using their mobile devices to search for jobs (according to Glassdoor), adopting a mobile-first approach is no longer optional—it’s essential. Indeed research indicates that 65% of people would abandon a job application if it isn’t mobile-friendly.
Leading hotel chains and fast food brands have implemented mobile-first recruitment processes, allowing candidates to easily apply and track their application status on the go. This not only increases application rates but also enhances the overall candidate experience.
Remote and Accessible Candidate Processes
The pandemic has solidified remote hiring as a standard practice, with 70% of talent professionals agreeing that virtual recruiting is here to stay, according to LinkedIn. Ensuring that these processes are accessible to all candidates, including those with disabilities, is crucial.
Companies that prioritise accessibility by using platforms compatible with assistive technologies are broadening their talent pools and demonstrating a commitment to inclusivity.
Hiring as a Team Sport: Accountability and Collaboration
Delivering a consumer-grade candidate experience is not just the responsibility of recruiters—it requires a collaborative effort across the entire hiring community, from hiring managers to onboarding teams. This collective responsibility ensures that every touchpoint in the hiring process reflects the company’s values and provides a consistent, positive experience.
Technology plays a crucial role in this collaboration. Tools like AI-driven platforms and shared dashboards streamline communication, making it easier for teams to align on candidate evaluations and ensure a seamless experience from start to finish.
A unified approach, often outlined in a “hiring charter,” helps define roles, responsibilities, and expectations for everyone involved. When the hiring community operates as a cohesive unit, supported by the right tech, it enhances the candidate experience and strengthens the company’s ability to attract and retain top talent.
If you are interested in exploring how a collaborative approach can be applied to evaluating candidates based on skills rather than credentials, you might enjoy a previous post that discusses the shift towards skills-based hiring and its impact on the hiring process.
This method promotes fairness and ensures that the right people are involved at every stage, reinforcing the idea that hiring is a team sport.
The Risk of Over-Automation
While automation is often favoured for its efficiency, it’s important to recognise that a one-size-fits-all approach doesn’t work in talent acquisition. Some candidates may appreciate a fully automated, streamlined process, finding it convenient and quick. However, others crave human interaction, valuing the personal touch that builds trust and connection.
The key is to tailor your approach, keeping the candidate experience (CX) at the heart of the process. Automation should enhance, not replace, the human elements that make the experience meaningful.
By understanding the diverse needs of your candidates and balancing technology with genuine human engagement, you ensure that every candidate feels valued and understood, leading to a more successful hiring process.
As Simon Sinek often says, “People don’t buy what you do; they buy why you do it.” In hiring, this means candidates are looking for a connection with the company’s mission and values—something that’s hard to convey through automation alone. Steven Bartlett reminds us that in the age of automation, authenticity is the true currency of trust.
Balancing tech-driven efficiency with a human touch can turn a good candidate experience into a great one.
Success Stories and Lessons Learned
Several companies are leading the way in applying consumer marketing strategies to talent acquisition. Some have pioneered virtual assessment centres where candidates participate in online simulations that mirror real job scenarios. This innovative approach not only engages candidates in a unique and interactive way but also provides valuable insights into their skills and potential fit within the organisation.
Others have transformed recruitment by focusing on storytelling and cultural alignment, using immersive experiences to allow candidates to deeply connect with the company’s mission and values. This strategy has been particularly effective in attracting talent who resonate with the brand’s ethos.
Another trend is the use of AI and machine learning to personalise and enhance the recruitment process. By predicting candidate success and tailoring the journey to individual preferences, companies can ensure that each candidate feels valued and understood. This data-driven approach not only improves engagement but also supports diversity and inclusion initiatives by reducing unconscious bias.
However, there are cautionary tales where over-reliance on algorithms has led to unintended consequences, such as a lack of diversity and unintentional bias in hiring decisions.
The key takeaway? While consumer-grade experiences can significantly enhance the candidate journey, they must be implemented thoughtfully, with a clear awareness of potential pitfalls.
The Future of Candidate Experience
As the consumerisation of candidate experience continues, we can expect even more innovative approaches to recruitment. Imagine job portals functioning like e-commerce sites, where candidates can “shop” for jobs, read reviews from current employees, watch workplace videos, and get personalised career recommendations.
Beyond this, the future will likely include interactive AI chatbots offering tailored career advice, VR-powered onboarding previews that immerse candidates in a “day in the life,” and gamified assessments that make skill evaluation engaging and insightful.
Additionally, AI-driven career pathways will provide candidates with a clear vision of their potential growth within the company, while peer-to-peer networks will allow them to connect with current employees for authentic insights. Real-time application tracking will further enhance transparency, keeping candidates informed every step of the way.
These innovations will collectively transform the recruitment process into a more personalised, interactive, and transparent experience, ensuring that candidates feel valued and engaged throughout their journey.
This future isn’t far off. According to Gartner, by 2025, 75% of the workforce will expect a consumer-grade experience during the recruitment process. Companies that succeed in this new landscape will be those that can seamlessly blend technology with a human touch, creating a candidate experience that’s both efficient and deeply personal.
A Call to Action for Talent Acquisition Professionals
If you’re not already, it’s time to start thinking of candidates as consumers. This means leveraging the same principles of customer experience management—personalisation, journey mapping, and data-driven insights—to attract and retain top talent. It’s not just about filling roles; it’s about creating a brand experience that resonates with candidates long before they ever hit “apply.”
In this new era of talent acquisition, the companies that thrive will be those that can deliver a candidate experience as engaging and personalised as the best consumer brands.
The future of talent acquisition isn’t just about finding the right people—it’s about creating an experience so compelling that the right people find you.
"In today's job market, attracting top talent requires more than just a job offer—it demands a candidate experience as seamless, personalised, and compelling as the best consumer brands. The future of talent acquisition lies in balancing cutting-edge technology with a deeply human touch."
Imagine talent acquisition as a vast ocean, teeming with potential and possibility. But here’s the catch: the most valuable treasures don’t simply wash ashore—they’re hidden deep beneath the surface, in the currents and caverns of passive talent pools.
To thrive in this environment, you can’t rely on chance encounters or the occasional fishing expedition. You need to cultivate a sustainable talent ecosystem—a dynamic, ever-evolving community that not only attracts the best candidates but also nurtures and engages them long before they’re ready to make a move.
In today’s hyper-competitive landscape, where the race for top talent has never been fiercer, traditional approaches to Talent Communities are the equivalent of casting a net and hoping for the best. But what if, instead of merely fishing, you could create your own thriving marine reserve? A place where talent grows, flourishes, and becomes deeply connected to your brand before ever stepping through your door.
According to Bersin the linear career paths of yesteryear have given way to a landscape where experiences, purpose, and company culture are king. Deloitte goes further stating, the allure of a compelling mission and purpose now outweighs mere job titles for many top candidates, especially in the tech industry. It’s not just about filling positions; it’s about aligning with the values and aspirations of the talent you seek to attract.
This is the promise of a well-crafted Talent Community—an intricate, living system that, when managed properly, ensures your organization is never short of skilled, engaged candidates.
Let’s dive into the depths of Talent Communities, exploring how they transform the way we think about talent acquisition, making your organization not just a destination, but a journey that top-tier talent wants to be a part of.
Defining Talent Communities
So, what exactly is a Talent Community? Picture it as a thriving coral reef, teeming with diverse, passive talent that’s carefully nurtured over time. Unlike traditional talent pools that merely serve immediate hiring needs, Talent Communities are the deep-sea currents, constantly moving and evolving, designed to cultivate a rich pipeline of candidates who are primed and ready when the right opportunity arises.
These communities are strategically segmented by demand, enriched with personalised content, and sustained by continuous engagement, making them a vital asset for any organization looking to navigate the ever-changing tides of talent acquisition.
Key Characteristics of Talent Communities:
Demand-driven segmentation: Talent Communities are meticulously segmented by job families and geographic regions, ensuring every interaction is relevant and targeted.
Curated nurture journeys: Each segment receives a bespoke journey—think exclusive videos, content that shows what life is really like in the business and virtual events—that immerses them in your company’s culture and opportunities.
Dynamic engagement: Far from static, Talent Communities are living ecosystems where ongoing interactions keep candidates engaged and ready for the right opportunity.
Strategic asset: These communities are not just about filling vacancies; they are about cultivating a loyal network of brand advocates who will champion your organization long before they join it.
Brand advocacy: Members of your Talent Community become ambassadors, spreading the word about your company’s values, culture, and career opportunities to a wider audience.
Talent Community Dependencies
Building a thriving Talent Community requires more than just good intentions; it demands the right tools, the right people, and a strategic approach. At the heart of any successful community lies a powerful CRM system—a hub that not only organizes and tracks candidate interactions but also drives the entire engagement process.
Technology: Configuring Success
A CRM system is much more than a database; it’s the nerve centre of your talent strategy. Industry leaders like Avature, Phenom, and Beamery offer platforms that do it all—from evaluating candidates to automating workflows and even providing insights through sophisticated analytics. But the technology is only as good as the strategy behind it. A seamless integration between your ATS and CRM, combined with tailored nurture journeys for each talent segment, is key to building a community that thrives. (See AMS Verified for an easy way to compare CRM’s)
Success in this realm also requires constant monitoring and tweaking. Governance is essential, as is a team of dedicated professionals who can translate the raw data into actionable insights. KPMG advocates for treating talent pools like supply chains—planned and cultivated well in advance, rather than sourced in response to immediate needs.
Personnel: Driving the Talent Community Strategy
Behind every successful Talent Community is a team of specialists working in harmony to execute the strategy. Whether it’s a Talent Community Specialist, Talent Intelligence experts, or Talent Attraction professionals, each plays a critical role in ensuring the community’s health and effectiveness.
Talent Community Specialist:
These professionals are the gardeners of your talent ecosystem. They segment the talent pool, monitor its health, and ensure that every candidate is on a tailored journey that aligns with your brand’s values and objectives.
Talent Intelligence:
With their fingers on the pulse of the talent market, these experts provide insights into the size and location of talent pools, helping to refine and optimize your community over time.
Talent Attraction:
Crafting the content that fuels engagement, Talent Attraction specialists ensure that every communication resonates with the intended audience, keeping your community vibrant and active.
Sourcing:
These individuals are the frontline, growing your Talent Community by identifying and nurturing candidates who may not be actively seeking new opportunities but are open to the right offer when it comes.
Content: The Cornerstone of Engaging Talent Communities
Content is the heart of your Talent Community, transforming passive candidates into engaged participants. Authentic, personalized, and value-driven content can turn a community into a powerful brand advocacy engine. Deloitte references that almost a third of new workers leave their jobs within the first 90 days due to unmet expectations on Culture (Deloitte) Many Industry experts are beginning to note this change in what candidates expect, with Bersin and also SIA recently referencing the need to engage with talent in a more thoughtful way (SIA 2023)
Personalized Content:
Candidates crave content that speaks directly to them—their goals, their interests, their aspirations. Whether it’s virtual coffee chats, industry insights, or exclusive events, personalized content keeps your community engaged and loyal.
Diverse and Multi-Format Content:
In today’s digital age, content must be versatile. Text, video, audio—each format has its place in delivering a rich, engaging experience that resonates with different segments of your community. Remember, 86% of candidates read company reviews before applying, making it crucial to present a diverse and authentic portrayal of your company culture. (Glassdoor)
Keys to Successful Content
Success in Talent Communities hinges on collaboration, strategy, and authenticity. A well-rounded content strategy that includes everything from newsletters to exclusive VIP content ensures that candidates remain engaged and connected. Authenticity is key—your content must genuinely reflect your company’s culture and values, fostering a deeper connection with potential candidates.
Anticipated Outcomes
When done right, Talent Communities can dramatically influence direct hires, reduce time-to-hire, and improve the ROI of your recruitment channels. Moreover, by maintaining a robust, engaged talent pool, you’ll see long-term savings and a more consistent candidate experience, ultimately enhancing your ability to attract and retain top talent.
Through our experience we have noted the following:
Talent Community Influence: AMS data reveals that 10-20% of direct hires can be directly traced back to these thriving ecosystems. In industries as varied as Defence, Energy, Professional Services, Banking and Pharmaceuticals, Talent Communities have proven their worth, shifting the hiring landscape. Although external benchmarks are scarce, a 2022 poll by Recruiter.co.uk found that inhouse recruitment teams across the UK credited Talent Communities for about 20% of their direct hires, showing that when communities are nurtured right, they deliver results.
Speeding Up Success: In the race to secure top talent, time is everything. AMS’s success stories highlight that implementing a robust Talent Community strategy can slash time-to-hire by 15-20%. With candidates already engaged and primed, you’re not just speeding up the hiring process—you’re doing it with precision.
Maximizing ROI: Tracking the origins of your hires is like finding the golden thread that ties your recruitment efforts together. By pinpointing the original source of each hire, organizations can refine their strategies, doubling down on what works and eliminating what doesn’t. The result? A smarter, more efficient investment in the channels that yield the highest returns.
Strategic Cost Savings: One long-term AMS client saw a remarkable 90% reduction in media spend by building a strategically focused Talent Community. By prioritizing targeted content and effectively utilizing CRM across all channels, they didn’t just reduce costs—they enhanced efficiency, demonstrating that a well-maintained talent pipeline is a smart investment for sustained savings
Crafting Positive Candidate Journeys: Not every candidate will be the right fit, but with a nurturing strategy, even those who don’t make the cut leave with a positive impression. By sharing culture-rich content that resonates with your core values, you attract candidates who are not only skilled but also aligned with your company’s ethos—boosting productivity and retention rates along the way. (Deloitte)
Championing Diversity: A well-maintained Talent Community isn’t just a reservoir of skills—it’s a gateway to diverse talent. Through targeted engagement and thoughtful nurturing, these communities become a magnet for candidates from a variety of backgrounds, ensuring that your future workforce is as diverse as it is capable.
AI and The Future
Artificial Intelligence is no longer a futuristic concept; it’s a game-changer in the realm of talent acquisition. As AI continues to integrate with CRM systems, it promises to revolutionize how we manage Talent Communities. From automating tasks to providing deeper insights into candidate behaviour, AI is set to enhance every aspect of your talent strategy, enabling a more proactive and efficient approach to building and maintaining talent pipelines.
Conclusion
In 2024, Talent Communities are no longer just ripples in the ocean of talent acquisition—they’re the undercurrents shaping the entire seascape. As the tides of the talent market continue to shift, those who harness the power of these communities will find themselves not merely staying afloat but navigating with precision.
By fostering deep, meaningful interactions and crafting personalized nurture journeys, Talent Communities become the lifeblood of your organization’s future. They transform brand advocacy into a tidal force, guiding the most sought-after talent straight to your shores.
In an increasingly competitive environment, Talent Communities aren’t just a strategy—they’re the sustainable course to long-term success.
"It’s not just a job they want—it’s a job with purpose, and leaders are trying to meet that expectation."
Earlier this year AMS asked talent leaders across the globe their opinions on the ‘green skills’ crisis. Shockingly, 84% of respondents said something needs to be done urgently to address the green skills gap, but only 7% think something will!
I was expecting this headline to be part of the new whitepaper around green skills we have developed on the basis of our outreach and research, but actually seeing it brought to life through real data was certainly a sobering thought.
We also asked our respondents what the barriers are to bridging this gap and what needs to be done, to get to where we need to be. The insights that followed were fascinating and revealed that whilst a lot of work is required, optimism still remains among those tasked with creating the strategies for global talent in their organizations.I would encourage anyone who has an interest in talent strategies to help us achieve our sustainability imperatives to download the whitepaper here.
HR and talent leaders are uniquely positioned to be a powerful force in closing the green skills gap and supporting sustainability efforts and our whitepaper shines a light on some of the areas that could make a real impact.
We conclude our whitepaper with the following recommendations;
Embrace a long term mindset
Champion collaboration
Apply green skills with a fresh lens
Let your green show
Prioritize specialized training and development
‘Green skills’ apply to every industry in the global economy and all organizations will have to adopt a green skills talent strategy at some point in the near future. Those looking to secure a strategic competitive advantage will act now!
If we want to address the green skills gap, we need to understand that all future job roles will require green skills.
In this episode of the ‘Ask the Expert’ podcast with Jeff Nugent, Co-Founder of the Contingent Workforce Institute, we delve deep into different approaches to contingent workforce strategies.
During our conversation, I shared insights on how harnessing an organization’s brand can revolutionize the recruitment process for contingent labor. We also examine the parallels between RPO and Direct Sourcing discussing our collective view that Direct Sourcing should be viewed as Contingent Recruitment Process Outsourcing (CRPO), as well as the key factors that contribute to the successful implementation of such programs.
Additionally, we reflected on the lessons learned from decades of experience in this field.
Our discussion sheds light on the importance of strategic workforce planning and the significant impact it can have on an organization’s ability to succeed in today’s dynamic business environment.
