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Securing top talent in a fiercely competitive market

The webinar recap

Hear from industry leaders at Commonwealth Bank, Compass Group, Bunnings, and Reejig as they unpack:

  • What is it that talent expects from us as employers?
  • What does the ultimate candidate experience look like?
  • And how can we shape our organizations to win in this market with the ultimate goal of reaching zero wasted potential

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Top advice from our expert panel:

Be upfront and visible with your career pathways and internal opportunities for every hire

Careers are no longer linear, and the talent market of today aren’t wanting them to be. Offer talent the visibility to understand where they potentially can be, and if they’re able to *reejig their career into a new pathway that their skillset meets down the line.


Be prepared internally to rethink the requirements for roles

Flexibility is continuing to be a top priority to candidates, so it’s on organizations to proactively look at their job structures, shifts, and offerings and adjust them to fit more kinds of talent lifestyles.


Understand your EVP and wrap it around the entire hiring experience

Talent want to work for companies that stand for something, and in a candidate market are willing to walk if they don’t get that. 

Review where your organization's Zero Wasted Potential mindset sits and ensure you’re showing candidates that your company cares about their well-being, career pathways, and satisfaction at work beyond placing them in a role.


Start treating your candidates like your customers, and applying a personalized consumer-grade experience throughout the entire candidate experience

Our experts recommended focusing on candidate experience throughout the hiring process and taking a product-launch approach during the crucial 90-day onboarding period.


Unlock your data to get full visibility of your workforce

Integrate technology that can tell you everything a candidate has done before you, what they’re doing and achieving with you, and tell you those career pathways they can potentially move to next.

We’re moving away from old hiring strategies where we focus on old-school indicators like job titles and focusing on placing and moving people around based solely on their skills and having access to the data to help us make these moves.

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