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When You Must Land An Exceptional Candidate: White Glove Treatment Is Required

Learn how to implement a white glove treatment for those candidates who are exceptional and retain their longing of employment.

In today's extremely competitive recruiting marketplace, top candidates are much more likely to drop out or reject your offer if they don't experience an exceptional candidate experience. Although the white glove treatment may cost more up front, it has many benefits, including having top candidates remain until the end, reduced ghosting and an improved employer brand image. With higher offer acceptance rates, exceptionally performing and innovative new-hires, white glove treatment also provides a firm with a competitive advantage, because most firms simply don't know how to raise the bar and to differentiate their candidate treatment.

Runtime: 63 minutes

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Agenda

What Is White Glove Treatment?

Why a White Glove/Red Carpet Treatment Is Required in Order to Land Exceptional Candidates

  • The Power and a Recruiting Relationship Have Shifted to the Candidates; the Best Ones Expect Special Treatment
  • The Record-Low Unemployment Rate Means That Candidates With the Right Skills Are Scarce
  • Top Candidates Now Get Multiple Offers
  • White Glove Treatment Minimizes the Chances That a Top Candidate Will Ghost You
  • Some Critical Jobs Like Cybersecurity, AI and Quantum Computing, the Need Is so High That It Justifies the More Costly White-Glove's Treatment

The Business Case for Targeted White Glove Treatment

  • Encourages Top Candidates Not to Drop out of the Recruiting Process
  • Increases the Likelihood That Top Candidates Will Accept Your Offer
  • Helps Build Your External Brand Message That May Help to Attract Other Top Candidates
  • Will Result in Better Performing and More Innovative New Hires
  • Targeted White Glove Treatment Has a High ROI

The Key Elements of White Glove Treatment

  • Personalized Communications
  • More Candidate Input Into the Interview Process
  • Interview Scheduling That Respects an Employed Candidate's Time
  • Exceptional Treatment During Candidate Visits
  • Wow Add-Ons to the Basic Offer, Including Work at Home Options and Sign-on Bonuses
  • Rewards and Incentives for Participating in the Hiring Process
  • Outlining Their Likely Trajectory and Career Development After They Accept
  • Having Team Employees Encourage the Candidate Throughout the Hiring Process
  • Understanding the Most Powerful Deal Closers and Deal Breakers
  • When Appropriate, Input Into the Content of Their New Job
  • A Shorter Time-To-Fill That Matches the Speed of Hire at Firms That Are Likely to Make a Competing Offer

Action Steps for Implementing This Approach

  • Highlighting Best Practices and Implementation Tips for Starting a White Glove Treatment Program
  • How to Handle Potential Resistance and Implementation Roadblocks

Understanding When White Glove Treatment Is Needed

  • Criteria for Determining Which Jobs and Which Candidates Require White Glove Treatment; Including Industry Icons, Innovators and Purple Squirrels
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Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on December 11, 2019.

Call 1-866-352-9540 for further credit information.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

John Sullivan

John Sullivan

Dr. John Sullivan & Associates

  • Internationally known HR thought-leader from the Silicon Valley; specializing in strategic talent management solution
  • Prolific author with over 900 articles and 10 books covering all areas of talent management along with his many articles and books; has written over a dozen white papers, conducted over 50 webinars, dozens of workshops and has been featured in over 35 videos
  • Engaging corporate speaker who has excited audiences at over 300 corporations/organizations in 30 countries on all 7 continents
  • Ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR and the Financial Times; in addition, he writes for the WSJ Experts column and the LinkedIn® Talent blog
  • Interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets
  • Fast Company called him the Michael Jordan of hiring, Staffing.org called him the father of HR metrics and SHRM called him one of the industries most respected strategists
  • Selected among HR’s Top 10 Leading Thinkers and was ranked #8 among the top 25 online influencers in talent management
  • Served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees as well as becoming the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California
  • Currently a professor of management at San Francisco State, 1982 – present
  • He wants to hear and respond to your most pressing questions about advanced talent strategies; his articles can be found all over the internet and on his popular website www.drjohnsullivan.com and on www.ERE.Net
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Product ID: 406959
Published 2019
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