2019 Talent Tips!
Quick tips to helping you stay on top of your recruitment strategies!
Build Your Social Media Presence
According to our 2019 Global Study, 49% of candidates would apply to a job through an employers’ social media page. This number will only increase over the next few years as the bulk of the workforce will become Millennial/Gen Z.
Show Your Company Culture Often On Social Media
Showing a strong company culture is proven to attract and retain better talent. When employees feel wanted and valued in an organization, they’re more likely to stick around for the long term. That ultimately leads to lower turnover, less money spent on recruiting and more cohesiveness on the team!
Optimize Your Career Website
The amount of companies that still lack a functioning and updated career website in 2019 is frightening. This is usually the final destination for candidates before applying for a job. So If you promote any sort of recruitment marketing campaign before your career website is optimized, you will definitely lose out on top talent. In 2019, many talent experts identified that in order to capitalize on the candidate journey and land top talent, an updated career website is needed. This is an excellent channel for candidates to engage with your company and learn more unique information without having them apply immediately
Use Data-Driven Recruiting
Data-driven recruiting uses statistics, analytics, and data to analyze and narrow down the candidates applying to your company. Data helps to identify and understand how companies can recruit qualified candidates more efficiently through each channel. According to Potentialpark, data-driven strategies significantly improves hiring time and quality of candidates applying. Ultimately, recruiters are able to communicate to top talent better, fix faults in their hiring process and improve future hiring decisions.
Showcase Your Current Employees
By showcasing your employees, you are telling the World that you care. Doing this will not only increase current employee morale but it will give behind the scenes insight to incoming talent. This is a must do for improving your employer brand because it will strengthen the numbers you have while encouraging new talent to apply. By showing love for your employees, you are giving them motivation to go the extra mile for you in productivity and quality.
Encourage Employee Advocacy
With the rise of the social media landscape these past few years, employee advocacy has become an integral tactic to recruiting better talent and creating a more trusted brand. It was discoverer that leads developed through employee advocacy convert 7x more frequently than other leads (Source: IBM). Utilizing your employees personal social media channels is an easy way to improve your company’s brand awareness while also creating qualified inbound leads.
Optimize Your LinkedIn Company Page
Creating a stellar LinkedIn Company Page will undoubtedly enhance your employer brand. It is important to use this channel to show potential candidates what you are like as an employer. According to the 2019 Potentialpark Study, many top employers included recruitment videos, employee testimonials, workplace videos and employee take overs on their LinkedIn pages.
Prioritize Candidate Experience
Designing an exceptionally good candidate experience has many benefits. If the candidate experience is designed properly, every first impression by the candidate should be that you care as an employer. If a candidates experience with your organization is outstanding and they don't accept or receive the job offer, they will still have positive things to say about you as an employer and possibly recommend others to apply.
However, a poorly-designed candidate experience will undoubtedly have the candidate leaving your page with negative sentiment about their experience and you as an employer.
Don’t Look For A 100% Match
Reality Check: The perfect hire doesn’t exist and if they do, they are happily employed. In reality, an employer can only hire the best available candidate at that given time in the market. So why bother looking for the perfect match? - One easy way to hire the right candidate for the job is to ask the right questions. By changing the questions you ask, you can identify much sooner if the candidate you are speaking with is relevant for the role. Ultimately, the goal of hiring the 'right candidate' comes down to understanding their ambitions, their character/skillset and their own personal development needs. By asking questions surround these topics, you can gauge pretty quickly if this person is a right fit for the job and the culture of the company.
Develop an Ideal Candidate Profile
Finding the right people who fit into your company is usually expensive and time-consuming. Most employers are always looking for ways to improve their recruitment efforts by being more efficient and effective without adding any costs to the process! One of the easiest and most effective ways to reduce hiring costs and time spent recruiting is to create an ideal candidate profile. - This can be done in many ways but one example would be to look at your competitors or industry leaders to see who they are targeting. Another would be to take a good hard look at your own company culture and determine what kind of candidate would thrive working for in that environment.
Have a Great Off-Boarding Process
You’ve probably heard a lot about having a great employee on-boarding process...But a smooth exit is equally as important! The employee off-boarding process isn’t just about having that employee leaving feeling good – it is also to ensure that his or her departure causes minimal disruption to the company. It is also vital that as an employer you really take the time to listen to why an employee is leaving the company to prevent future issues from arising. - At the end of the day, an employee who is departing a company is still an opportunity or a possible reference for new job openings.
Go where the candidates are
With the evolution of companies using social media to speak and recruit to new talent, now more then ever, employers must go to the channels where their ideal candidates are on. Long gone are the days of just publishing the exact same content on Instagram and sharing it to your company Facebook & Twitter Pages.
Each channel requires a different strategy, different content and different approach to attracting top talent! Understanding what channels your ideal candidate is on will make communicating your EVP to them much clearer and recruitment more successful.
Value Lateral Movement in Employees
Lateral movements within an organization will benefit the employer in many ways. When you allow such a move to happen, it gives you as an employer the opportunity to understand what exactly sparked their desire to switch roles. In addition, it is an excellent way to retain employees and show that you care because you are willing to allow such a move.
Lateral moves also work best in organizations where employees have access to flexibility and perks that give them a sense of career progression. At the end of the day, if an employee is asking to move laterally instead of looking for the same role elsewhere, that is something that should be highly valued by any employer.
Create strategies towards your desired candidate
Finding the right people who fit into your company is usually expensive and time-consuming. Most employers are always looking for ways to improve their recruitment efforts by being more efficient and effective without adding any costs to the process! One of the easiest and most effective ways to reduce hiring costs and time spent recruiting is to create an ideal candidate profile. - This can be done in many ways but one example would be to look at your competitors or industry leaders to see who they are targeting. Another would be to take a good hard look at your own company culture and determine what kind of candidate would thrive working for in that environment.
Don't Be Afraid to Try New Social Media Platforms
Whether you are looking to develop your employer brand or improve your recruitment strategies, trying new platforms should be part of the process!Most employers are already active on the major social media platforms such as Facebook, Instagram, Snapchat, YouTube, and Twitter. While it's critical to be present on these channels, they have become quite saturated with employers. Therefore, anything less than superb content won’t leave a mark unless you have a big brand. One platform worth exploring is TikTok, a relatively new channel that has exploded in the market and has the business world scrambling for strategies to succeed. Utilizing just 5-10% of your resources to explore this space could yield a great ROI for your employer brand and recruitment strategies in the long run.