Tagged: recruiting

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!

Creating Candidate Personas 101

candidate-personas

 

Every recruiter goes into an interview with a profile of their perfect candidate. They know the amount of experience the candidate should have, what skill sets she needs, any necessary degrees or certifications, and maybe even what previous positions she’s held. These “perfect” profiles are extremely helpful for targeting recruitment efforts, but are they enough for recruiters and HR teams to really understand if a person is right for a certain position?

SHRM explored this question in a recent article. The article highlights how recruiters may benefit from evolving their “perfect” candidate profiles into in-depth explorations of a prospective employee’s interests and motivators, a technique often used by marketers to identify their most qualified buyers.

According to Johnny Campbell, the founder and CEO of Social Talent, the key to creating candidate personas starts by putting successful current and former employees under the microscope. While doing this, there are three questions talent acquisition teams should ask to help create a comprehensive persona for certain positions…

1. What motivates this person?

2. Where does this person want to be in 10 years?

3. Where is the person now?

Read SHRM’s full article to get more insights into developing candidate personas.

Perhaps the greatest benefit of leveraging a candidate persona instead of a standard resume checklist is that it’s flexible and proactive. Chances are, the “profile” for a certain job position won’t change – a certain degree will always be needed, as will an approximate number of years of experience. But the mindsets, perspectives and motivators of potential candidates is fluid and ever-evolving. For this reason, your candidate persona guide should be a living document, and HR teams should always be updating it as they learn more about their talent.

For more insight into tailoring HR tactics to employees and candidates, read about our new recruiting acceleration platform.

Why Your Recruitment Process Lacks Empathy

The recruitment process can be just as long, tiring and stressful for talent acquisition specialists as it can be for the candidates they’re recruiting. Unfortunately, many HR teams are making their process for hiring talent even harder on themselves – not because they lack knowledge, effort or expertise, but because their company’s recruitment process lacks empathy.

Liz Ryan, founder and CEO of Human Workplace, recently reported on the five most obnoxious recruiting practices that turn off candidates. They probably won’t surprise you – here are a few…

  • Stiff, impersonal job ads
  • Boring application tracking systems
  • Long, drawn-out application processes

Give Your Recruitment Process More Empathy

What also shouldn’t surprise you is the common thread that runs through all five recruitment killers: a lack of empathy, humanity and personalization in the recruitment process. But the great thing for talent acquisition experts is that injecting a little empathy and humanity into total rewards marketing and employee and candidate engagement doesn’t have to involve a page-one rewrite of their HR strategy. It may just require some outside-the-box thinking and working with the right collaborators.

Check out our new white paper to see how some innovative HR teams are working with marketers to approach the recruitment process at a deeper, more empathetic level.

Download "HR and Marketing Pays Dividends in Employee Engagement"Download "HR and Marketing Pays Dividends in Employee Engagement"