Talent Quest Quiz:
Map your path to a 21% faster hiring.
- Find your recruitment bottlenecks.
- Capture 32% more “yes” responses to your offers.
- Unlock a custom roadmap to fortify your employer brand.
The trail to top talent can be treacherous. Without the right tools, great candidates can slip through the cracks. In just 2 minutes, map your recruitment bottlenecks and discover what it takes to outpace your industry rivals.
The top 1% of talent explorers don’t just find candidates – they convert them. Join the elite teams hiring 21% faster than the global benchmark. Your expedition starts here.
The Talent Apprentice
The Talent Pathfinder
The Talent Trailblazer
The Talent Master
Quest 1: Employer Brand Awareness
Every great Talent Quest begins with reputation. A clear, credible, and compelling employer brand is the compass that guides the right talent to your door.This stage of the quest explores how well you define, represent, and amplify your identity as an employer.
- We prioritiseprioritize employer branding as a key aspect of attracting talent, have clearly defined values and characteristics, and these are authentically reflected in our employer branding.
- We have an established Employee Value Proposition (EVP) that clearly communicates what we offer and expect as an employer.
- We are recognisedrecognized as an employer of choice in the market, with a strong culture and the awards or recognition to back it up.
- We regularly assess and optimiseoptimize how our employer brand shows up across channels (e.g., social media, review platforms).
- Our employees are engaged and act as natural advocates, sharing their experiences and referring others.
- Our career site includes rich, authentic content (e.g. employee stories, videos, blogs) that showcases who we are and what it’s like to work here.
Quest 2: Talent Attraction
Strong talent attraction strategies combine smart sourcing with relevant messaging and consistent execution. This leg of the quest explores how effectively your team is capturing attention and building interest at the top of the funnel.
- Our career site features dedicated landing pages for each key talent segment.
- We leverage multiple channels (e.g. job boards, social media, referrals) to reach and attract diverse talent.
- We use data to identify the most effective sourcing channels and adjust our strategy accordingly.
- We personalisepersonalize our outreach and messaging to different candidate personas and career stages.
- We partner with hiring managers and business leaders to refine our talent messaging and make it more impactful.
- We regularly experiment with new attraction tactics to stay ahead of the competition.
Quest 3: Talent Engagement
Engagement turns interest into intent. This stage of the quest examines how your team builds relationships with potential candidates over time, through content, smart workflows, and consistent communication.
- We regularly assess and improve the experience and content on our career site to better reflect the needs of candidates.
- We actively build pipelines before roles are open.
- We leverage automation or workflows to keep candidates warm and engaged until they’re ready to apply.
- We use data and insights to continually improve how we nurture passive and engage talent pools.
- We don’t rely on other departments (e.g., marketing, IT, HR) to deliver our hiring objectives. We’re empowered and equipped to act.
- We create and share relevant, engaging content (e.g., employee stories, newsletters, events) that builds long-term interest in our brand.
Quest 4: Candidate Conversion
This is where all your efforts converge. It’s about creating a frictionless path from interest to application and measuring what’s working and fixing what’s not. When this part of the quest runs smoothly, great hires follow.
- We capture visitors on our career site with CTAs (e.g. joining our talent community or signing up for job alerts)
- We have automation in place to keep candidates engaged and moving forward from interest to application.
- We ensure our application process is simple, inclusive, and mobile-friendly.
- We track and work to reduce candidate drop-off rates at key conversion points.
- We follow up with candidates (even those who aren’t progressing) to maintain relationships and protect our brand.
- We can measure ROI and demonstrate the impact of our recruiting efforts on actual hiring outcomes.
