Are Your Job Postings Doing Their Job?
What you’re relying on the most to pull in quality job candidates might in fact be doing the opposite of what you want it to do. It’s your job posting. To find out if you’re totally misusing your job postings, ask yourself if you’re doing this - Does your job posting a click-through to a pdf? Does your job posting link directly to your applicant portal instead of a page on your website? Are you using your internal job description as your job posting? If you answered “yes” to any of these questions, then you’re missing out on the real purpose of your job postings.
How Employee Testimonials Give You a Recruiting Advantage
How many “We’re hiring” messages are you seeing in a day right now? A lot, no doubt. If you need to hire, you’re probably trying to get the word out in as many places as possible. However, if you’re always leading with “We’re hiring,” your message is blending in with every other company with the very same message. What you need to do, is to stand out and be memorable in the minds of your candidates and referral community. The way to do that is with employee testimonials.
How to Talk to Your Boss About Recruitment Marketing
Everybody’s hiring right now and doing what you’ve always done with recruiting is just not getting the results that you need. Part of the problem is the employment landscape and the economy as we come out of a pandemic, but for some industries the low labor supply was already anticipated before the pandemic. Whatever the reason for the current situation, competition for talent is fierce and it’s putting stress on businesses, making it difficult if not downright impossible for them to meet their goals.
How to Use Email Newsletters to Build a Recruiting Pipeline
If the only way that people can respond to your recruiting messages is by applying for a job, you’re missing a big opportunity to build a recruiting pipeline. Not everyone who’s interested in a position at your company is ready to apply when they become aware of you. And you might not have an open job that’s a fit for a potential candidate at the exact time that they made their way to your website.
5 Things Job Seekers Want to Find on Your Website
There are so many “We’re Hiring” posts on social media right now. While there are unique challenges for different industries, just about anyone who needs to hire workers is struggling with recruiting. Sharing your hiring needs with your network and community is definitely the right thing to do, but when you attract the attention of a potential applicant you might be sabotaging your success when they go to your website to learn more about you and can’t find what they’re looking for.
Useful vs. Useless Employee Stories
Some companies are finally getting the idea that you have to do more than say “We’re hiring” to attract the attention of job candidates. It’s evident that they’re starting to understand the importance of showing that they are a company made up of real people, so they’re featuring employees in stories and social posts. Unfortunately, what hasn’t sunk in yet is the fact that there’s a certain kind of content that will actually do the job of nurturing relationships and influencing candidate decisions, and then there’s another kind that won’t help at all.
The Difference Between Recruitment Marketing and Employer Branding
If recruiting for your company has been tough and you’ve started to explore how you can change your approach, you’ve probably come across Recruitment Marketing and Employer Branding. If this is you -- Congratulations! You’re onto something! But when it comes to deciphering exactly what these two disciplines are and how they work together, it can be a bit confusing.
6 Steps to Turn Your Job Listings Page into a Careers Page
What if you were interested in employment opportunities at a company but when you went to their career page, all you found was a list of open job positions? Job candidates have more questions than what can be answered in a job description. They want to know -- What’s it like to work here? Will I fit in? Who are these people? Why should I work here?
Building Your Business Case for Recruitment Marketing
Once you’ve recognized that you’re not going to get the recruiting results that you want by doing the same thing you’ve always done, you need to communicate how a new approach - recruitment marketing - is going to serve your company and meet your business goals. You’ve never done recruitment marketing before, so you’ve never had a budget for it. Even though everyone knows something has to change, you’ve got to help people get over their feelings that change is the bigger risk than staying stuck.
Who Should Be Featured in Employee Experience Stories?
When you’ve decided that you’re going to be intentional about communicating your employer brand through employee experience stories, the next step is to decide who will be featured in your first story. Remember that the objective of employee storytelling is to answer the “Why should I work for you?” question and the answer to that question is different for different people. That means that you have to go for diversity, but to get your first story all you need to do is pinpoint one person.
Uncovering the Stories Your Employees Want to Tell
Employee experience stories are huge trust builders in your recruiting process. When your employees talk about the value that your company brings to their professional and personal lives through their real life stories, you’re able to engage job candidates while providing them with answers to their “Why should I work for you?” questions. Because stories stimulate empathy, using them in a proactive recruiting process will build relationships with potential candidates, and stir up feelings of good will within your company.
Four Reasons to Switch to a Proactive Recruiting Strategy
HR professionals aren’t the only people thinking about recruiting. Recruiting is on the minds of business owners and executives who are tasked with implementing business strategy because they know that their ability to meet their business goals depends in large part on their ability to attract and retain the right talent.