Topic: Recruiting Strategies

6 Recruitment Strategies to Help You Reel in Top Candidates

Hiring top talent has become a high-stakes game of online recruitment warfare.  Today’s candidates are relying on professional networking sites like LinkedIn to market their talent and turning to anonymous employee reviews on websites like Glassdoor and Yelp to influence their decisions.  In this constantly evolving recruitment market, how can you differentiate your company as the best place for prospects to work?  The answer isn’t simple, but the way that you approach the situation should be.  Here are some top recruitment strategies for your company to focus on to make 2018 your best year for recruiting top candidates.

  1. Continue Focusing on Diversity.

According to LinkedIn’s 2018 Global Recruiting Trends Report, diversity is the top trend shaping the future of recruiting and hiring.  In fact, of the 9,000 talent leaders and hiring managers across the globe that were surveyed, 78% said that diversity was the “top trend impacting how they hire.”
In today’s globalized world, diversity is at the forefront of every social landscape, and in the workplace, it’s been proven time and again to improve productivity, develop new innovations, and create a higher level of engagement and collaboration from employees.  The report revealed that 62% of survey participants focus on diversity to boost company and financial performance, and 49% do so to better represent their customers.

  1. Revolutionize your Hiring Process with Innovative Tools.

In second place to workplace diversity, 56% of talent professionals and hiring managers from the aforementioned report say that new interview tools are the top trend impacting how they hire.  At TotalRewards, we truly believe that our award-winning Recruiting Acceleration Platform is an unparalleled tool for organizations of any industry.
CandidateRewards Software allows your company to demonstrate why it’s the “Employer of Choice” through conveying your employer brand, exemplifying the total compensation of employment, and speeding up the time it takes to hire on a top prospect.  According to LinkedIn, 36% of traditional interviews fail due to too long of a process, and CandidateRewards eradicates this common fallacy.

  1. Revamp your Reputation Management

Social media has changed so much about how we interact as a population, and the implications have affected the job market in remarkable ways. Research by LinkedIn has proven that more than 75% of job seekers research about a company’s reputation and employer brand before applying, and 69% say they would not accept a job from a company that had a bad reputation – even if it meant they wouldn’t have a job.  To overcome this challenge, take a look at these tips to help you build, promote, and reinforce a positive company brand.

As competition for top talent continues, developing a positive employment brand can be a major differentiator and strategic advantage for employers. Here are some tips to create a better employment brand in your organization.

  1. Overcome the Challenges of Automation and Embrace the Benefits

Artificial Intelligence is here to stay, and it’s time that we embrace the transition.  LinkedIn found that 35% of talent professionals and hiring managers say that artificial intelligence is the top trend that impacts how they hire.  Workplace automation is something that has been feared for generations, as our memories tend to point back to robotics stealing the jobs of Detroit auto manufacturers, and Hollywood haunting our dreams with Skynet going live.  However, the truth is that there is little concern that AI will replace your job, as only 14% of talent acquisition professionals surveyed by LinkedIn thought AI would take their jobs.

In actuality, AI has a massively positive impact on your recruitment process.  As LinkedIn explains, AI is most helpful in sourcing, screening, nurturing, and scheduling candidates.  Workplace automation also creates a unique opportunity for businesses to maximize human talent.  By utilizing machines to take care of the busy work mentioned above, your organization should focus human workers on strategic, business-growth initiatives that can take your business to the next level.

We’ll Shape your Recruitment Strategies for You.

We live in a generation today that’s defined by the “Age of Information Technology,” and it’s vital that your organization has the tools to keep up with its impact on recruiting the top talent. At TotalRewards, we’ll take the stress out of your hands and build recruitment strategies that promote your company, its mission, and culture alongside the monetary value of your job offer so top candidates view your organization as the Employer of Choice.  Contact us online or try your free trial of TotalRewards Software today!

4 Tips for Recruitment Success

Candidates have more influence on the hiring process than ever before. Not only are their fewer job seekers on the market, but the economy is stronger than it was in the past. These factors combine to create a highly competitive recruiting environment for employers — one where top talent is at a premium and job-seekers can be as selective as they want.

This paradigm is pushing many employers to re-evaluate the ways they market to and connect with candidates. Increasingly, companies that adapt their recruiting processes to the new candidate-driven market set themselves up to achieve greater success. And many are following four tips to jumpstart their efforts.

Improve Employer Branding

A positive employer reputation goes a long way in the recruitment process. In the age of the Internet, candidates have numerous resources at their disposal to help them conduct initial research about a company’s reputation. Driven by this research and employer vetting, candidates often make decisions about whether to accept a job offer before it’s even been officially extended. Many may even be actively looking for reasons to say to say no to companies rather than identifying reasons why one might be worth considering. This is why managing and promoting a positive brand image is essential to creating a successful recruitment process.

Social media and platforms like Glassdoor give companies ample opportunity to communicate (and fine-tune) their employer brand. Not only do these platforms give employers the ability to proactively market key elements of their employer brand, including company culture, they also help companies gain insight into how their brand is perceived in the job market. This insight can arm HR teams to make smarter adjustments to how they market their brand to the public.



For more information on the importance of employer branding, check out this new blog post.

Communicate the Full Value of Compensation and Benefits

In the past, many employers pushed salary and monetary benefit offerings as key differentiators throughout the recruitment process. But times have changed. Or, more importantly, candidates have changed.

Many candidates today are motivated by intrinsic benefits like a sense of purpose and work-life integration. This may be due to the large influx of millennials into the job market. Research suggests 60% of millennial employees value a sense of purpose in their work, while 88% want to blend work and life together. By knowing this upfront, employers gain an advantage in understanding which benefits to market during the recruiting process and how to market them.

Despite the rising influence of non-monetary benefits on the candidate mindset, hard cash can still make a difference to job-seekers. Employers just need to make sure they’re offering potential hires a FULL picture of their cash compensation.

As this Forbes article highlights, what many candidates may not realize is that the additional value of a benefits package can run as much as 30% or more. Communicating the full value of monetary compensation (including benefits) in dollars and cents will not only help businesses stand out during the recruitment process, but it will also position a company as transparent and honest — major motivators in today’s job market.

Consider Willingness Over Experience

Experience plays a key role in whether an employer hires a specific candidate. While a candidate with experience in a similar position or industry is often preferable to one with no comparable experience at all, employers shouldn’t discount the importance of a potential hire who demonstrates the ability to learn quickly or adapt to new environments. Sheer moxie can’t always replace a lack of experiential wisdom, but seasoned veterans may bring the baggage of being stubborn, rigid and set in their ways. In this way, employers may find that a less experienced candidate with a high capacity to learn and adapt can offer more long-term value to their company.

Involve Your Employees in the Hiring Process

Asking current employees to participate in the recruitment process can have a massive impact in its overall success. After all, employees want to work with people who are a good fit for the company, not with people whose resumes make them seem like they’d be a good fit.

Involving employees in recruiting can have other benefits, too. Employees involved in the hiring process are often more committed to a new coworker’s development and success. Current employees also have an invaluable boots-on-the-ground perspective about company culture and will be a good gauge of whether a candidate might be potential fit.

Optimizing recruitment is arguably the best way to prevent turnover, which is why continual assessment and innovation of recruiting processes and tactics should be a priority for employers. Improving branding, communicating the full value of compensation, focusing on a willingness to learn and involving employees in the process are all great ways to improve the process of attracting, recruiting and closing top candidates.

Want to learn more about ways to improve recruiting? Discover the benefits of crafting your hiring process with a human focus.



3 Steps to Creating an Employment Brand

Few things affect recruitment as much as employment branding. Generally, branding is associated with marketing, but HR departments can utilize the same techniques to help recruit and retain today’s top talent. As puts it, a company’s employment brand is most easily defined as the outward appearance of what it’s like working for a company. Put simply, it’s how a company’s culture and work environment are perceived by potential candidates. And as competition for top talent continues, developing a positive employment brand can be a major differentiator and strategic advantage for employers.

Developing a positive employment brand can be an overwhelming concept for companies to approach, and many may struggle to identify where to start the process. To help, below are three key steps to developing an employment brand.

Align With What Current Employees Think

Current employees are a valuable resource for companies wishing to differentiate themselves to candidates. Getting a ground-level perspective of their organization can help employers identify the strengths and address the weaknesses of their company culture and workplace environment. As a result, business leaders gain the insight to develop and optimize their employer brand based on the way their company is not the way they think it is or want it to be. This leads to more authentic, human-oriented employer branding.

Provide Compelling Reasons

Competition for top talent is stiff. There are more available jobs than skilled workers people looking to get hired. This means it’s crucial for talent-hungry companies to stand out to the limited number of candidates on the market. In order for this to happen, companies need to differentiate themselves.

Before employers can differentiate themselves in the eyes of job-seekers, they need to identify what makes their company unique. Asking a few simple questions can be a great way for employers to better understand how they differ from competitors: “Why would any candidate choose my business over dozens of others?” “Do we provide professional development?” “Do we let employees bring their dogs into work?” These are exactly the type of questions employers should be asking their employees. Ultimately, employers need to communicate why a candidate should consider joining their team.

Create a Sense of Excitement

An effective employment brand conveys a sense of excitement. During recruiting, companies can accomplish this by directly setting deadlines and reminding candidates — in a fun way — of the high volume of applicants they’re receiving. Maybe recruiting teams can put prospective hires in an automated email campaign that gives them a friendly “countdown” email every week. Not only does this add a personal touch to recruiting, it also helps illustrate the company is “in demand” by top talent.

With more candidates than open positions, it’s critical to establish a winning employment brand that will attract and retain top performers. Utilizing the insight of existing employees, providing specific differentiators and creating a sense of excitement are three ways employers can jumpstart their employer brand and drive better recruiting.

Want to explore further recruiting tips in detail? Read out recent blog post highlighting the top four tips for successful recruitment.