It is time to up your recruiting techniques game in 2019. Here are 11 tips to bring your business to the top.
We all know the recruitment industry is moving fast. The industry has gone from fax machines and newspaper adverts to recruitment marketing and machine learning in what seems to be just a blink of an eye. In this new world of smart recruitment, agencies that want to succeed in 2019 need to re-focus their game plan and integrate the best tools available to deliver the best candidate and client experience possible.
But which technological innovations are passing fads and which ones are here to stay? As a leader of your recruitment marketing, and technology strategy where should you invest your resources to make changes that can actually better your business and stay ahead of the competition? In a recent study, Bullhorn asked over 1400 recruitment professionals to name the next big technological innovation in the industry.
From that report, I have a breakdown of some of the most common replies. Here’s what the study asked:
- What technology or tool has the highest potential to improve and innovate the recruitment industry?
Most recruitment professionals agree that recruitment automation presents an exciting opportunity, but agencies have a long way to go before automation is fully ingrained in their day to day operations.
Today more than a third (35 percent) of agencies don’t automate during the recruitment process. Things like sales prospecting, client engagement, and account management are still largely manual and inefficient activities. Only about 60 percent of agencies automate candidate attraction, selection, screening, or nurturing.
In 2019 smart recruitment agencies will embrace automation and will begin to positively impact the bottom line and increase competitive advantage over agencies who fall to adopt better recruitment technology.
What’s the biggest value from automation? Respondents are split between its ability to increase engagement and improved efficiencies that come with automation.
Recruiters are excited about AI, but there’s little consensus on how to best harness its power. While agencies are still trying to figure out the best way to leverage AI to improve candidate and client satisfaction and bolster productivity, they can agree that it will have an impact.
Study respondents chose AI more than any other technology. “AI will take a lot of the grunt work out of the process of screening fit candidates during the early phases of a search.”
In 2019 AI tools and technologies like Recruit M will become widely adopted and become the new standard in daya to day recruitmnet activities.
Chatbots, an offshoot of AI, still sees a relatively low adoption rate by recruitment agencies. But judging by this year’s respondents, its place in the conversation has advanced considerably. It’s likely that this is connected to an ever-increasing focus on the candidate experience. Chatbots can enable recruitment agencies to respond to candidate concerns immediately and free up recruiter time in the process. “Chatbots allow or a natural and relatively pain-free interaction for candidates without taking up extra time from a recruiter.”
While AI adoption may be a goal of the future, direct messaging is having its moment now. It’s by far the fastest growing recruiting communication channel: 69 percent expect their usage to increase in 2018. Respondents also cited it as the top method for communicating with Millennial and Gen Z candidates. Texting and or Twitter feeds may be a better way to reach out to the last 3 generations. Why? We need to communicate with the technology that they are most comfortable with.
Everyone agrees that job boards provided lower and lower quality candidates and worse than ever ROI however, that doesn’t mean they are going away anytime soon.
The good news however is that with social media, digital marketing, and mobile marketing coupled with direct messaging means that, now more than ever it’s easies to reach and engage high-quality passive candidates without the need for job boards. Though to do this effectively agencies will need a Talent CRM or Candidate Management Platform that brings all your candidate data into one sinle platform allowing you to advertise to or directly message candidate sutable for your hard to fill roles.
Video – More than a third of recruitment agencies plan to increase their use of video interviewing in 2018, but that doesn’t mean its become standard operating procedure just yet. A full 29 percent of agencies don’t use video at all.
Video will streamline the hiring process and decreases the costs that come with interviewing candidatesRespondent 2018 Recruitment Trends Report
First impressions are pivotal and unfortunately they stick more than we care to imagine. In this digital age, first impressions aren’t made in person they’re made online. Researchers at the Missouri University of Science and Technology have found that it takes an online visitor less than 5 seconds to form an opinion of your brand. If you’re looking to attract candidates then you need to make those 5 seconds count. Talent is always scrolling so you need ensure that you brand interrupts them and entices candidates immediately. Here’s how to create a compelling employer brand online.
1.Have your EVP front and center.
When a prospective candidate arrives on your landing page the chances are they are not ready to apply for a role yet . Candidates are looking to be informed, they want to know what it’s like to work at your organisation essentially they want to know the best bits of working for you! Candidates are trying to decipher what you stand for as a business. Have that clean cut evp shining on your page to ensure their research process is streamlined.
2. Utilize multimedia.
A picture speaks a thousand words but apparently a video speaks even more. Candidate applications increase by approximately 34% when a video is included in job ad. Get snap happy! Put you’re best employees in front of the camera. Record testimonials from staff and conduct surveys to decipher what the best attributes are for staff at your company then create video content. If you’re having a staff morale day or your just having some in-office pizza then make sure to post it on social!
3. Scope out your online reputation.
The content you control isn’t the only thing people see when they google your business. If you want to know what potential talent thinks of you then you have to do your research. Get on Glassdoor and read the reviews and yes the bad reviews too. Sometimes employees discuss even the smallest of complaints on Glassdoor and these are the details that you have to listen to if you want to make your work environment the best. Employer listening is pivotal here.
4. Build and target candidate personas
You can’t utilise one employer branding strategy for all potential talent. You need to create candidate personas. Every candidate tier has different wants and needs for example a graduate might be looking for a healthy amount of social events. A mid tier candidate might be looking for a good annual leave offering or time in lieu and an experienced or seasoned candidate might be actively scoping for a company with a self actualization offering. Hence you need to segregate your best attributes in to segments and then promote them to the right candidates.
5. Consistency is key
Research from LinkedIn states that 75% of job seekers consider an employer’s brand before ever applying for a job, so make sure yours is consistent across all mediums.This consistency feeds in to the candidate journey and it’s always important to have it as coherent as possible.
At Recruit M we know how important it is to stand out from the competition when it comes to talent attraction. If you’re looking to further develop your employer branding strategy or if you want to improve your recruitment marketing, then get in touch with us!
Storytelling is an important part of every culture. It’s a tradition that has been around forever. The concept of storytelling is something that as Irish people we’re not only proud of but we’re good at. Your brand is the story of your business. Emphasizing that story has unlimited benefits. If you have a marketing team chances are you have heard this term raise its head once or a hundred times. Sit down and grab a biro, this is why your brand needs to re-awaken storytelling.
A brand story has the power to forge connections with customers and potential customers. If you’re a start up then an origin story is absolutely crucial. How are you going to appeal to the customer base? How are you going to differentiate yourself from the competition. Where are you from? What do you do? Why should I buy from you as opposed to someone else. Your brand story should aptly answer these questions.
2. Representation & affinity.
The underlying snag of sales is that people hate being sold to. We as customers like to be tricked into believing that we have come to a sales decision completely alone. We don’t want to feel influenced. But we love a good story. Think Google and two men in a garage, think Patagonia and 14 year old Yvon. It’s imperative to document your tale from the beginning, through the good times and the bad.
3. Competitive advantage.
A story derived connection can ultimately provide a key competitive advantage. We as consumers have a vast amount of choice available to us . It’s not often that a product really jumps out at us and compels us to purchase. If you have the chance to engage consumers and to make a noise that’s different to everyone else then you should do it.
4. Talent attraction.
Everyone wants to be a part of a great story. If you have an attractive and enticing narrative then talent is going to be more attracted to you. A powerful brand story can actually work wonders for talent acquisition. Use that tasty tale in your marketing strategy, scream it on social media and make it a center fold of your employer branding.
A good brand story helps brands filter out ideas or upgrades that are not a match for the brand. Ever heard a marketer say that ‘something isn’t a right a fit for our brand’? Well a brand story ultimately provides a line of comparison. For example, if your brand grew from the brain of a young environmental activist are you going to collaborate with a fossil fuel extractor? Chances are the answer is no. A brand story gives your whole business a tone. Here’s some great brand stories to give you inspiration.
If you want help perfecting your employer branding then why not get in touch with Recruit M. We know all about ensuring your brand gets the attention it needs to be attractive to great talent. Get in touch!
So what’s an EVP and why do you need to know about it?
In this current period of low unemployment we’re hearing noise we’ve never heard before. It’s become increasingly hard to separate the gold from the jargon. But take it from us, an EVP is an abbreviation that you need to know. Regardless of whether you have created an ’employee value proposition’ or not, you still have one. While it might be de facto, it’s true that all brands have an existing reputation when it comes to attracting and retaining talent.
An employee value proposition is essentially the answer to two simple questions. Firstly, what does an individual expect from your company? And secondly what do you as a hiring company want from your potential candidates? These two questions merge to outline exactly what an EVP is.
So here’s the golden question how do you create an EVP for your brand that stands out from the masses?
An example of factors candidates consider when researching employers.
1.Know what you currently offer.
Every company has amazing attributes. Before you set about creating your EVP from scratch have a long think about what the existing elements are that make your company great. Ask around with existing employees. If you have a great talent network who walk into work smiling then ask them what factors get them up in the morning. You’re current offering is important to consider when you’re thinking of moving forward with employer branding.
2.Do your research.
While talking to existing talent will help you hone your brand narrative, it’s equally as important to ask past and potential employees about their experiences. Oftentimes, talent leaves a certain company for reasons completely beyond the company’s control. It’s worth sending an email to the employees who have gone before to see what elements they liked and indeed what elements they didn’t like. Potential employees are also a gold mine of niche information. Don’t be afraid to ask potential candidates why they genuinely want to work for your brand, you’re sure to find some great answers. This is a fantastic opportunity for qualitative research.
3.Dissect your data.
When you have carried out this qualitative research it’s time to get down to business. Dissect this data, review it and strategically pin point where your differentiation lies. After accumulating this information you should get a keen sense of what makes your brand different and why that’s appealing to key talent? Now it’s time to write. Produce a narrative around this EVP and add some sparkle.
When you have a tangible EVP constructed then it’s time to think about channels. How are you going to articulate this EVP to talent both active and passive. Are you going to revamp your social media and finally start capturing those great days in the office on video? Are you going to go to universities and preach to upcoming talent about your amazing benefits. Or are you going to hire a specialist in employer branding to incorporate a multitude of channels? The decision is yours but it’s time to get going and tell the world! Watch those hires flood in.
Marketing is recruitment’s most dynamic tool. If you want to know more about how we can do the heavy lifting when it comes to your employer branding strategy then get in touch with Recruit M!
Small and medium companies are competing to make their company culture stand out next to the tech giants. Not all candidates are looking to work in huge companies–many employees prefer smaller teams where they can make more of an impact. In fact, even big companies have found the value in keeping their internal teams small and nimble.
Big companies do have a big advantage when it comes to having great perks. Everyone knows about Google’s nap pods, free meals, gyms, and even barbers on campus. So when you don’t have a huge budget like that, how can you create a company culture that shows you value your employees without negatively impacting your bottom line?
Here are 4 of our top suggestions for creating a vibrant, employee-centered workplace to attract new applicants and keep current employees happy:
1. Weekly Food and Mingle Events
Set aside one day a week to have a relaxed mingling event in a common area or cafeteria. Get food brought in, even if it’s something as simple as pizza and soda, and make sure to encourage all employees to attend. Setting aside an hour once per week to allow teams to talk to each other will provide a casual environment and spark creativity. Moreover, it will bring about a sense of team unity, as oftentimes departments don’t interact during the workday. Further, this will show your employees that you care about stress-management and providing a rewarding company culture for all the hard work they put in every day.
Some ideas could be:
- Brunch Wednesdays: picks up some donuts, bagels, or pastries and have a mid-week morning catch-up with your teams
- Pizza Fridays: it’s almost the weekend, so treat your staff to a diverse selection of pizzas, bread sticks, and salads
- Afternoon Tea Thursdays: give you employees a much-needed afternoon pick-me-up after lunch with an assortment of exotic teas, scones, tea cookies or mini sandwiches
Make sure to take pictures during these events and post them on you social channels. Your employees will likely share these images in their own circles, organically spreading your employer brand.
2. Flexible Work Hours
With commute times getting worse each year, having flexible hours as an option for your employees will allow them to work the times that suit their schedules. Parents may want to drop children off at school before coming into the office, while early-birds may want to beat traffic and come in at 7:00. Make sure that your managers are allowing for this policy as well by not scheduling early morning or afternoon meetings.
Further, depending on the type of work your employees do, consider allowing remote work. Even one day a week working from home can give employees the flexibility to see doctors, run errands, or just save them their commute time. Providing flexible work options will show your employees you are putting their needs on the list of company priorities.
3. Games Rooms
Have an extra room in your office? Why not put out some tables and chairs and make it into a game room. Order a dozen or so board games, or encourage employees to bring in their own.
Team members can take their lunch in the games room and play a few rounds of Uno and decompress after a stressful meeting. Allowing for a company culture with RnR, rather than strictly work-only will create an atmosphere your employees want to stay in. The last thing you want is your workers counting down the minutes until 5:00!
4. Pet-friendly Office
Assuming no extremely allergic employees work in your office, allowing people to bring their pets to work has been shown to have a really positive effect on company morale. The pet-owners themselves get to be with their fur babies while working, and their coworkers get to play with the dogs or cats as they walk around their desks. Stress-management is a high priority for many companies and this provides a free substitute for animal therapy.
While you might think we’re obsessing over Ireland’s low unemployment rates, we’re here to tell you that it’s becoming an incredibly important statistic in the hiring process. With the bulk of Irish people in employment, candidates are increasingly conscientious about where they’re going to apply and indeed where they’re going to work should they be successful. Low turnover stats are a boast of any great company, so let’s talk about culture and creating a great one for the purpose of retention.
Oftentimes, we associate the term ‘workplace culture’ with images that aren’t actually related to it all. Cue the ping-pong tables, free doughnuts and thousands of euros behind the bar at a staff party. These ‘perks’ actually have a lot less of an impact on retention that we might have originally thought. How often do you hear someone say ‘I left my last role because they didn’t have a ping-pong table’? Pretty rarely, right? Modern work culture really does have more depth than merely mod cons.
Here are three things to consider when creating a culture for retention:
1. Growth opportunities
There are many reasons why employees choose to leave their current company. Two of these reasons include an unchallenged or boring work-life balance and a lack of opportunity to actually use skills and abilities. Therefore, creating a growth mentality is actually incredibly important for ensuring employees remain content in the workplace. Offering development and training courses is a great way to ensure that staff feel like they are consistently learning. Completing these development courses will not only give staff a sense of accomplishment, but it will allow them to up-skill, which is bound to have a positive impact on productivity.
2. Meaningful tasks and a degree of transparency
Find ways to relate even the smaller or more mundane tasks to the bigger picture. Taking the opportunity to explain to staff that the fruits of their labor are significant to the results right at the top is important. It’s easy to get disillusioned if you feel your work has no real importance to the grander scheme of things, so this conversation is key to staff contentment. Celebrating staff wins, even at the most minor level, is ultimately going to have an impact on wider staff morale. It will additionally help you with your brand marketing and creating a culture of retention.
3. Autonomy and keen recognition
A perceived lack of independence or recognition are additional factors that encourage employees to leave your organisation for another. Your company culture should strategically encourage the independence of all employees while oftentimes recognizing their contribution to the workforce. Allow for independent thinking on projects. Ask staff for their opinions and have a conversation with them about their views on the methods used and the results delivered. This will add value to their position and will actively facilitate your brand marketing and retention culture.
Are you looking to differentiate your organisation from the competition? Do you want to entice top talent to work for you? Why not get in touch with us at Recruit M where we can help you ensure that great candidates want to work for you!
Here’s 5 ways to improve your employer branding strategy:
At Recruit M we could a write a book (watch this space) about the importance of an employer branding strategy. We’re living in a candidates market so it’s pivotal to differentiate your brand. It’s all about the sell even when it comes to talent acquisition and making your presence known to top talent. When your brand has established a prominent presence you’ll leave a mark in the minds of both active and passive candidates.
1. Define and refine
Its crucial to create an authentic message and tone of voice for your brand. Essentially, you want potential candidates to know exactly what to expect as an employee. Consistency is key, ensure that on every platform your brand is clean, discernible and consistent! Aim to draw a picture of your brand so that candidates immediately know what it is you stand for.
2. Nurture the culture
Consider the culture that you’re currently portraying. When it comes to recruitment, culture plays a pivotal role as you want to articulate your ‘workplace culture’ to potential talent but you also want to hire talent that adheres to that culture. It’s important to create a brand environment that showcases the benefits of working for your brand so you attract the right people. If you have a great work culture then your employer branding strategy just got a whole lot easier.
3. Mediate the social media
Perception is pivotal when it comes to employer branding. How is your brand perceived when potential candidates come looking for you? Utilize social media to really showcase the human element of your brand, if you’re having a fun day take those snaps or if you’re doing charity work don’t be afraid to capitalize for an online presence. Get hands on with those social media platforms but don’t forget to be consistent.
4. Advocate for advocacy
Thanks to technology and social media, the marketing department is no longer the guardian angel of the brand. The theory of employer branding has spawned new recruits (pardon the pun) namely employees and customers. 84% of people have said that they trust peer recommendations over any other form of advertising. Hence, you need to make it a priority that everyone from your managers to graduates are aware of what a great company it is they’re working for. It’s impossible to please everyone, but make a solid stab at ensuring work life is good and ensure employees know how to articulate that to others!
5. Start storytelling
Storytelling works in tandem with all of the above points. You’ve heard of a value proposition when it comes to a product well now it’s time to work on an employer value proposition. Utilize all of the above points to tell your story. Use multi-channel format, tell it on blogs, tell it on video, tell it on audio. Do what you have to do to showcase that you’re an authentic and amazing brand to work for. Within no time, you’ll have the talent rolling in.
If you want to perfect and hone your employer branding strategy then why not let the experts at Recruit M help? We can ensure that in this period of low unemployment, your organisation shines amongst the masses. Contact us today, we’ll streamline your recruitment process!
As with each generation that came before, younger employees bring about new trends and innovation into the workplace. With employment high across many developed nations, companies are striving to attract new candidates away from roles they’re currently in. In order to appeal to the Millennial and Gen Z workforce, employers need to understand what they value most about work environments. Whether this demographic shift excites you or not, these generations will soon be the vast majority of the workforce.
There are numerous steps companies can take to be competitive when it comes to talent attraction and retention. Here are 4 tips for making sure your company is keeping up with the needs of the growing younger workforce:
1. Flexible Work Arrangements
Younger employees, but especially Gen Z, put a lot of emphasis on having a proper work/life balance. This doesn’t mean what it once did, however. They are open to answering emails and Slack messages at 8:00 pm if work needs to be done, but would like the option of working from home, at least some of the time. With commute times getting longer and longer as city centre rent prices rise across the globe, allowing for late-start or partially remote working arrangements will be a major factor to draw candidates to your company.
Open vacation policies are also become quite popular among companies small and large. You may think that having “unlimited” vacation will result in employees taking off months and backpacking across Europe. However, that’s not the case in practice. Sure, some employees may choose long-term travel as an option. But they will generally work half days and check email regularly to make sure they are still on top of their assignments. They get to see the world, while also ensuring their work is completed.
Further, on average, employees take less time off on their own with vacation policies like this, than they do with an allotted number of days per year. When it’s black and white in their contract, they feel like it’s what they are entitled to. Whereas when the policy is open, they tend to follow the trends set by their coworkers and take fewer hours per year.
2. Upskilling and Career Progression
One of the top reasons for high turnover among younger workers is burn-out and plateauing. Keeping your workforce engaged and constantly learning new skills to progress in their field is key. Online platforms, like LinkedIn Learning, are great ways to upskill your workforce while allowing them to build up their CVs. Your company will end up with more satisfied employees who are excited to grow with the company, rather than put in their year or two and move on.
While self-improvement is important for young workers, ensure you provide a clear progression path and regular feedback from managers. As workers get comfortable in a position, management should be providing feedback about their progress and highlighting upcoming opportunities as skills develop. Workers will be more motivated and encouraged to put in the hard work if they know a new title and more responsibilities are attainable in the near future. Plateauing, especially early on their career, is something younger workers are allergic to.
Take the time with your managers and senior-level executives to ensure that proper career progression is readily available for hard-working and dedicated employees. This will ensure your company has a good retention rate, maintains a positive brand image, and ultimately, saves money on recruitment and training for new employees.
3. Use of Technology Among Younger Employees
Millennials and Gen Z are digital natives and they enter a workplace with certain expectations about the technology they will be using to ensure their time is spent efficiently. Cloud services, like Google Apps, CMS platforms, like Salesforce, along with HR solutions, like Zoho or ADP, all help employees quickly collaborate with colleagues and manage their payroll, and have become the norm. If your company is still working off of Excel spreadsheets for client management or only relying on email for intracompany communication, you are not meeting the basic technological expectations of the incoming workforce. Once an employee realizes they are spending unnecessary amounts of time on things like emailing documents back and forth, they will not not view the company as progressive. They might then want to quickly move on to somewhere they feel their time and talents would be better spent.
Take the time to see if you can optimise your internal workflows and communication. Some of the SaaS solutions may seem expensive and unnecessary at first. However, once your workforce adapts to them, you will quickly reap the benefits of higher efficiency and improved morale.
4. Stress Management
Avoiding burnout among younger employees has become a major factor in staff retention. Stressful work environments sometimes can’t be helped — salespeople will always have targets that need to be met, customer support agents will often have to mitigate situations with unhappy clients, and developers will have to work odd hours of the day to ensure bugs are fixed immediately. These situations can take their toll on employee mental health. Having a workplace that tries to mitigate stress as much as possible is helpful, however, stress management tactics take this a step further.
Younger employees want to feel like the company they work for 8 hours a day has their best interest at heart. Providing mindfulness breaks, hosting weekly de-stressing events during work hours, or even bringing in on-site therapy options are all great ways to help your workforce manage their mental well-being, keeping them satisfied at work and productive. A few ideas for events of this type could be: puppy rooms, morning yoga, or even a simple wine and cheese afternoon just before the end of the workday.
Are you looking to improve your employer branding? Get in touch with the Recruit M team today!
With unemployment reaching record lows across much of the world, hiring for vacant positions is becoming harder than ever before. Jobseekers are in a position to be much more selective and are overwhelmingly looking for more than just a paycheck when it comes to where they will be spending their 8 hours a day. More and more companies are therefore using brand marketing to attract candidates and not just customers. As a result, “Over 80% of leaders in the [LinkedIn 2017 Global Trends] survey acknowledge that employer branding has a significant impact on their ability to hire talent.”
Here are 8 of our top tips to help improve your brand marketing to make sure you stand out from the crowd and attract the best applicants to grow your team:
1. Have a Clear Mission Statement
Before you can convince people to come work for you, your company needs to know exactly what it stands for and have this clearly defined. You will want to make this easy to find on your website so people will know what your company is all about.
Whichever service you may be providing or whatever you may be selling, you need to show potential employees why they should care about your brand and entice them to spend a good portion of their day helping make the company better. Nowadays employees, especially the younger generations, need to identify with their work and ensure their values align with the company they are working for. Workers who can’t find meaning in their day-to-day are not going to stay around long. This will increase your turnover, ultimately costing you much more in recruiting and training.
2. Manage Your Workplace Satisfaction
How happy are the people at your company? Oftentimes, employees only share negative opinions about company culture, management, and policies in private settings, like with friends and family or anonymously online. Rather than risking these employees ultimately quitting and leaving negative reviews in public venues, like Glassdoor, solicit honest feedback from your workforce via anonymous surveys. This way you are preempting a negative public image, showing your employees that care about their workplace experience, and then using this feedback to find out where you can improve.
Not every business has the ability to provide free meals, pool tables, or on-campus gyms, but smaller, budget-friendly steps can be taken to improve company morale. Something as simple as providing fresh fruit once a week can be enough to brighten people’s day.
3. Testimonials from Existing Employees
Happy employees will be your best brand marketers. You can leverage your superstar marketing team’s skills to the max, but if your employees are not positive about your brand online, people will see your company culture branding as disingenuous. On the other hand, your most satisfied employees will likely be more than happy to share their experiences in writing or on camera for testimonials.
Take the time to find employees in different roles across your company who will share what they do and what they like most about working at the company. Have them throw in a few anecdotes to really highlight the uniqueness of your company. With a few short videos, you’ll have great material to promote your workplace when you next need to bring on new people.
4. Website UX and Mobile-Friendliness
Your website is the first place a candidate will likely go when they have applied for a position or received an invitation for an interview. If your site is clean and clear, this speaks to the professionalism of your company and leaves the candidate with a good experience and thus, positive first impression of their potential future workplace. However, if the user experience is difficult, with broken links, hard-to-read pages, or pop-ups, they might not have the best outlook when you meet them.
Additionally, while your desktop site may look great, make sure it is also optimised for mobile. The majority of users access the internet on their phones these days, so you need to ensure your site is mobile-friendly for candidates on the go.
5. Careers Page
Once you have the basics of your site covered and an About Us section where people can learn what makes your company tick, but don’t forget to have a separate Careers page as well. Here you’ll be able to highlight all of the great benefits of working with you and post openings. This is a venue where you’ll have full control over your brand marketing. You can post some of the employee testimonials or even put together a short promo video about your workplace, staff, and company culture. This day in age, video is king and going beyond just written content will appeal to many more job seekers.
Include a section that lists what employees will gain from working at your company that goes beyond just the paycheck. Examples of this could be flexible work arrangements, upskilling and career progression opportunities, or company-sponsored team building events.
Providing resources for potential employees to get acquainted with the hiring process and corporate structure will improve the candidate experience as well, allowing them to be more informed when applying.
6. Streamline your Hiring Process
Applying for jobs is incredibly stressful and time-consuming. If your company works to make this process simple and pleasant, even unsuccessful candidates will likely still have good things to say in their social circles about your recruitment practices.
Providing feedback to applicants is the most important factor. Not hearing back, especially after a phone or in-person interview, is a major source of frustration for job seekers. Understandably, your hiring managers or recruiters are very busy people and cannot get back to every applicant. This is where automation can step in to help with volume responses to unsuccessful candidates.
For those who have cleared at least one round of selection, providing a timeline of your process is a great second step. Knowing if you’re looking to on-board over the course of the next two months will put a candidate at ease if they haven’t heard back within a couple of days. Alternatively, if you need someone to start as soon as possible, make sure the candidates are aware of this so they can plan accordingly to be available on shorter notice.
7. Social Media
Once you have great content like employee testimonials or a promo video, make sure you’re broadcasting it far and wide! Few people will come directly to your site to research this. If you’re trying to attract great talent, you have to find them where they are–and that’s on social media. Most people already have jobs, so you need to reach out to this passive candidate pool. They may be looking for the next step in their career, but they need to hear about you first. Sponsored posts will give your content a boost and public engagement on your posts will show that you’re somewhere people are interested in working.
Don’t let social media just be for your customer base. Apply similar brand marketing tactics to attract the best talent available to come work for you!
8. Manage Your Corporate Online Reputation
By engaging on social media and other online platforms, you will inevitably face negative comments or posts by unhappy former employees. You’ll need to respond to these sentiments in a way that shows you care and are listening, but without, for lack of a better term, “feeding the trolls.” There will invariably be someone out there who just gets a kick out of making other people angry, but as long as you don’t engage with them, they will eventually stop due to a lack of response. However, not addressing any complaints is not a great tactic, as your company will be perceived as unengaged and uninterested. You want future employees to see that you have a positive company culture–that criticism is taken seriously and reviewed in order to make improvements in the workplace.
Are you looking to improve your employer branding? Get in touch with the Recruit M team today!
It’s your pride and joy, your livelihood, and your purpose for waking up each morning with a positive attitude. That’s right, we’re talking about your business.
As a business owner, you want your employees to feel the same way. So, how do you inspire this type of loyalty and dedication?
The first step is hiring the right candidates. As every business owner knows, the hiring process can be tedious and sometimes downright frustrating. We’d be lucky to find a qualified candidate within a short period of time, and even more lucky to find someone who believes in our company and fits in.
Enhancing our recruitment marketing is the first strategy we should improve before we even agree to start interviewing prospects. Quite simply, because quality recruitment leads to quality candidates who have talent, drive, and similar values.
So, what does quality recruitment marketing look like?
Read on to find out!
Quality Recruitment Marketing 101
Recruiting new hires can be a daunting process. But knowing how to use recruitment marketing to attract top talent to your door makes all the difference. Explore the following ways to use recruitment marketing to your advantage.
1. Know Your Business
The more you understand your business the higher quality your pool of candidates will be. Start by getting crystal clear on your business’s mission, values, and needs.
What does your business pride itself in? What is your business’s number one goal? What does your business need to be more successful?
Once you understand your business, then hone in what your business specifically needs in the role you’re hiring for. For example, if you’re hiring for a marketing director position, is it more important for the right candidate to focus on building quality relationships or data-driven results?
2. Identify Your Target Audience
As business owners, we’re familiar with identifying our target audience in terms of finding the right customer pool. But, we can also use similar techniques to target exactly who we want to hire.
For example, where might this person live? In your area, within 60 miles, or is remote work acceptable?
What experience does your target recruit audience possess? How many years of experience would you ideally want the right candidate to have?
Is it more important that the candidate holds conservative and traditional business values or progressive ones?
And lastly, where can you find this candidate? Where are they looking for jobs and how do they find job postings?
By answering questions like these, we can create a profile our hiring team can then use to narrow down and focus in on a candidate pool.
3. Assemble Your Team
Once you’re clear about your business’s needs and your target recruitment profile, it’s time to assemble a hiring and recruitment team. Your recruitment team can be composed of people within your organization or outsourced to a company that specializes in recruitment.
Either way, your team needs to know how to successfully reach candidates, know the latest recruitment trends, and have the ability to seal the deal. The fact of the matter is successfully securing the right candidate is like negotiating a business deal. Rapport needs to be built and the relationship needs to be mutually beneficial for both parties.
In order to achieve this, your team members need to be personable, have great instincts, and know how to effectively listen to you and the candidate. They need to know how to accurately represent your business and conduct themselves in a way that reflects your business’s values and mission.
Hard skills they would also need are analyzing a resume, interviewing, and professional writing skills.
4. Internal Candidates
When possible, look to hire candidates internally. A new and shiny candidate may seem like an attractive option, but employees who have already proven their loyalty and dedication to your business may be better long-term fits.
Keep in mind also that you may have not previously explored all of your internal candidate’s skills and qualifications. By posting the job internally first, you may discover that one of your employees has exactly the skill set you’re looking for even if they’re not currently using this skillset in their current position.
Before you post the position online, send out an email to your staff about the opening. Either internal candidates will apply or your staff may able to refer a potential hire for the position. Staff referrals are beneficial because the staff member will be able to give the potential hire an honest assessment of the day-to-day duties of the job as well as your company’s culture.
Use caution when accepting referrals for an opening, however. Some of the referrals you will receive might be people your staff member thinks are great for the job, but ultimately may not have the necessary skills.
5. Create a Go-To List
As you go about your day-to-day business, take note of potential hires. If there’s someone who you think would be great to work with in the future, add them to a list of potential hires.
Even if they currently have a job, it doesn’t hurt to have them in mind should a position at your company open up. In fact, this could save you a lot of time and effort in the future by cutting out the need to post the job and recruit in the first place.
You can also look online periodically for potential new hires to add to your list. Even if they are currently employed, their resumes may still be active online. When a position opens up in your company, you can then consider giving them a call to gauge their interest.
Meeting potential hires before you actually need a position filled is also a great way to prescreen recruits and get to know them. By meeting them in advance, you begin the process of building rapport while also deciding if they would fit in well with your work culture.
6. Create Mutual Benefit
Great candidates also have high standards. They know what they’re worth and they want to feel secure and valued.
To get the best candidates you have to be willing to pay them well. At the very least, better than your competitors.
Benefits such as health insurance and a 401k plan are also enticing for new candidates. The amount of vacation time you can offer them will also help in securing them as a new employee. Lastly, outlining a schedule for the potential of getting a raise or promotion can make a potential candidate feel like they can grow with your company.
Another component to consider offering a potential candidate is the ability to work remotely or on a flexible schedule. Not all candidates may want to work remotely or need to have a flexible schedule but consider if you’re willing to offer these perks for the right candidate.
Ultimately, when the employment contract is mutually beneficial for your business and the new hire it starts the relationship off right. It lets the new hire know that you value them and their work and that you care about their lives outside of work. It’s also the perfect setup for keeping an employee long-term.
7.Utilize Social Media
The more a potential hire knows about your company, the better! To better inform and reach potentials hires utilize your social media accounts.
Update your social media on a regular basis with your brand’s message, tone, and mission. This allows potential candidates to identify in advance whether or not their personalities would match your company’s work culture.
You can also use your social media accounts to become an authority in your field. By establishing yourself as an authority in your industry you will attract more organic traffic to your accounts. Up and coming candidates or folks currently looking for a job will take you more seriously and be excited to work for your company.
In addition to keeping your social media active, consider creating a social media recruitment marketing campaign. The campaign should communicate the benefits of working for your company, qualities needed for the position, and your business’s goals. Posting a short video about your company and the position is also a great strategy for connecting with potential candidates before they even send in their application.
8. Speed It Up
Do your best to speed up the hiring process. Always keep in mind the candidates applying for your position are likely applying and interviewing for other positions simultaneously.
To avoid drawing out the hiring process, set a date to hire and stick to it. Let candidates know in advance what the process entails and when you expect to hire.
If a candidate feels like the process is taking too long, they may not take your company seriously and choose another position instead. By keeping the potential hires informed from the beginning it allows them to make an informed decision about which company they will ultimately choose.
Feeling Confident About Recruitment Marketing?
When implementing a recruitment marketing strategy attempt to track and measure its success. Ask candidates and current employees how well the strategy worked and how well your brand came across. By measuring your success, you’ll be more prepared to improve and run another recruitment marketing campaign in the future.
Always keep in mind that companies can do your recruitment marketing for you! By outsourcing your recruitment marketing, you can save more time running your business and less time worrying about recruiting your next great hire.