KellyOCG Introduces Candidate Experience Measurement

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New strategic workforce solution evaluates hiring process enabling companies to be more competitive in attracting and retaining top talent.

Today, KellyOCG(R), the outsourcing and consulting group of Kelly Services, Inc. (Nasdaq: KELYA, KELYB), introduced a new strategic workforce planning solution to help companies evaluate their hiring process to ensure they are using best practices to attract and retain the right talent. The solution will also enable organizations to identify efficiencies in recruitment and hiring while demonstrating how the hiring process impacts brand perception.

Employer branding is directly linked to an organization's access to STEM (science, engineering, technology and math) and credentialed talent. KellyOCG consultants use candidate experience measurement to share insights with large companies on how to more effectively attract and retain the best talent aligned to their specific workforce strategy - including how to attract the best talent among the multiple sources of permanent and temporary workers, and independent contractors.

"The old adage that if you have a great company you will attract great talent can no longer be relied on in today's dynamic workforce environment. With the skills gap, companies are facing strong competition for talent and their ability to attract top talent can be a distinct strategic advantage or disadvantage. If there is a weakness on the front-end entry point, the entire talent management strategy will be misaligned," said Thomas Kaminsky, Vice President of KellyOCG.

KellyOCG partnered with Dr. Ann Marie Ryan, president at Employee Research Group and a professor in organizational psychology at Michigan State University, to design and validate the candidate experience measurement solution based on the following five interlocking factors:

  • Branding: measuring an organization's reputation and prestige
  • Learning: measuring the ease of use for candidates to obtain key company information
  • Technology: measuring ability to navigate an organization's technology
  • Process: measuring clear opportunities for candidates to demonstrate their skills
  • Human: measuring how the candidates were treated by organizational representatives

"There is a new wave of workers entering the workforce who are the first group in history to be fully mobile and digital. They have rapidly changing expectations for the hiring experience with employment decisions now being influenced by a company's employment brand which can be directly influenced by social media," said Dr. Ryan.

"Without proper data or a sound methodology for determining candidate satisfaction, organizations lack the awareness into the realities of the candidate experience. Standardized processes can be efficient for both organizations and applicants but they can also be impersonal. The harder it is for an applicant to access information, to fill out an application, or to check on status, the more likely it is that they will withdraw from pursuing a job or associate frustration with your organization. These items can negatively affect a company's brand," added Dr. Ryan.

About Dr. Ann Marie Ryan:
Ann Marie Ryan is the president of Employee Research Group and a professor of organizational psychology at Michigan State University. Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace. In addition to publishing extensively in these areas, she regularly consults with organizations on improving assessment processes. She is a past president of the Society of Industrial and Organizational Psychology, past editor of the journal Personnel Psychology, and current associate editor of American Psychologist. Ann Marie has a long record of professional service on professional association and federal committees. In 2011 she received the Distinguished University Professor Award from MSU. She received her BS with a double major in psychology and management from Xavier University, Ohio, and her MA and Ph.D. in psychology from the University of Illinois at Chicago.

About KellyOCG:
KellyOCG(R), the outsourcing and consulting group of workforce solutions provider, Kelly Services, Inc., is a global leader in integrated workforce solution delivery. KellyOCG consults with clients worldwide providing customized, holistic talent supply chain management solutions in the areas of strategic workforce planning, workforce analytics, candidate experience, employer branding, enhanced services, and talent sourcing. In addition to providing integrated workforce solutions, KellyOCG specializes in recruitment process outsourcing (RPO), business process outsourcing (BPO), contingent workforce outsourcing (CWO), career transition, executive search, and executive coaching and development.

KellyOCG was named to the International Association of Outsourcing Professionals(R) 2015 Global Outsourcing 100(R) list, an annual ranking of the world's best outsourcing service providers and advisors. Further information about KellyOCG may be found at KellyOCG.com.

Media Contact:
Brian Smith
Kelly Services, Inc.
248-244-4836
brian.smith(at)kellyservices(dot)com

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Jane Stehney
KellyOCG
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