With evolving market dynamics, logistics companies need to stay ahead of the curve when it comes to hiring and retaining great-fit talent. In this article, we discuss how HR leaders in logistics can optimize recruitment for better hiring outcomes.

Overcoming the Talent Challenges in Logistics Industry

Here are some trends to keep in mind for companies looking to hire new talent:

1. Technology and Automation or Employee Skill Development: What’s the Answer?

Consumer demand is increasing and, according to a survey by Accenture, it is one of the most significant causes for transformation. As a result, companies are turning to technology and automation tools to meet evolving customer expectations. Moreover, data analytics and artificial intelligence (AI) are revolutionizing logistics by minimizing errors, using predictive maintenance, assisting inventory management with real-time feedback, and forecasting demand and potential bottlenecks. However, increasing investment in AI-powered and automated solutions begs an obvious question – how does it impact human jobs?

While training and implementing digital models seem easier, human labor remains integral to supply chains. This means that for companies to attract and retain talented employees, it is vital to pay attention to how the physical and digital worlds collaborate to create a more valuable workforce. It is time to invest in tech and humans, equally.

With such advancements in technology and automation, you need employees who are comfortable using digital tools and software like transportation management systems and data analytics. This is where upskilling and skill development come in. Although there is a need for digitally-skilled employees, only 45% of companies invest in effective skill development programs, and it’s a deal breaker for new talent! Forty-four percent of employees would stay in their current company, but only on the condition of reskilling and development. To set yourself apart from the competition, focus on creating upskilling programs, career growth opportunities, and apprenticeships and internships to sustain critical employees and experts. Such options will also help you gain new talent.

2. Leveraging Flexibility and Remote Work Options

Given the changing business landscape, flexible and remote work options have become ordinary – and most employees prefer it! More control over one’s schedule makes for a supportive work environment which encourages better work-life balance. This can mean a few different things based on your needs.

First, businesses have adopted contingent and temporary workers in response to changing market conditions. It presents a win-win situation for both – companies can scale up efficiently when required, while employees enjoy the benefits of higher flexibility. Next, introducing (or continuing) remote work options for certain employees will help retain them longer. Many functions like quality control measures and technical support can be performed remotely. Encouraging and creating a collaborative environment for remote workers will enhance efficiency, morale, and productivity. It also allows you to curate a positive company culture that values teamwork, collaboration, and open communication and fosters a positive and supportive work environment – which is crucial to attracting and retaining new talent.

Lastly, when talking about attracting new talent, a robust application and hiring process is a must. But don’t make it long, confusing, and tedious – candidates will drop out. Leverage recruitment solutions to streamline the application and make it more flexible for the candidates. For instance, invest in digital platforms that centralize the application, provide 24/7 support to candidates, and allow you to communicate on the go. This will also enhance the overall candidate experience and impact your conversion rates and return on investment. Including these best practices in your hiring will allow you to attract and retain top talent.

3. Expand Your Talent Pool with Data-driven Sourcing

Another great way to optimize your tech stack is to back the hiring process with a data-driven approach. In a tight and competitive labor market, hiring managers, talent acquisition (TA), and HR leaders are hard-pressed to find quality candidates. Often, sourcing challenges also arise from using outdated channels instead of updating and expanding your options.

Data analytics and workforce management solutions do an excellent job of providing you with the right type of data to enhance your candidate search. Apart from that, data also provides insight into your hiring needs by identifying open priority roles, hiring costs, and future needs of the business to consider while making hiring decisions.

Equipped with this data, you can opt for sourcing solutions like programmatic advertising to optimize ad spending and target the great-fit candidates. Programmatic solutions automatically select and allocate funds among the best job boards and display your ads to desired candidates. Read more about how programmatic solutions can help with candidate sourcing: Thrive Amid Volatility with Data-Driven Talent Sourcing

In addition, you can also use social media platforms to reach and recruit new candidates. Millennial and Gen-Z workers frequent companies’ social media accounts; using them correctly, you can reach and attract them. A variety of content, like images, audio, and video, enables you to connect and engage with a broader audience. If you still need more reasons to include social media in your recruitment strategy, read 8 Reasons Why Social Media Is the Best Platform for Recruiting

Conclusion

Logistics, supply chain, and transportation industries have struggled with labor shortages in the last few years. The pandemic, global economic challenges, and disruptions have only exacerbated these issues and are likely to continue well into this year.

Companies that prioritize employee skill development and growth while investing in helpful tech and automation (combined with flexibility and remote work options) will be well-positioned to attract and retain top talent in the logistics industry. Furthermore, businesses must look into their hiring process and make it easier, quicker, and more streamlined. Lastly, most companies often fall back due to their outdated sourcing approaches.

To learn more about how you can use Joveo’s award-winning programmatic platform to find great-fit talent, see us in action!.

The post Top Logistics Talent Challenges in 2023 – And How to Overcome Them appeared first on RecruitingDaily.

Understanding the Role of Medical Billers

Before diving into the best practices for hiring billing professionals, it is essential to understand what the role entails. Medical billers are responsible for processing claims and ensuring that healthcare providers receive payment for their services. This requires a thorough understanding of medical terminology, billing codes, and insurance regulations. A skilled medical biller must be detail-oriented, highly organized, and possess excellent communication skills to work with patients, healthcare providers, and insurance companies.

Best Practices for Hiring Billing Professionals

When it comes to hiring billing professionals, there are several best practices to consider. Here are some tips to help you find and hire the right talent for your organization:

1. Define the Role

Before starting the recruitment process, it is essential to define the role of the medical biller. This includes the job responsibilities, required skills, and experience level. This will help attract the right candidates and streamline the recruitment process.

2. Look for Relevant Experience

Medical billing requires specialized knowledge and experience. Look for candidates with a background in billing, coding, or healthcare administration. Candidates with experience working in a medical office or healthcare setting will be familiar with medical terminology, billing codes, and insurance regulations.

3. Evaluate Technical Skills

In addition to relevant experience, it is essential to evaluate technical skills. Medical billing software and technology are constantly evolving, so it is crucial to hire someone who is familiar with the latest tools and techniques. Look for candidates with experience using electronic health record (EHR) systems, medical billing software, and other related technology.

4. Assess Soft Skills

Assessing soft skills is crucial when hiring medical billing professionals. In addition to technical skills, medical billers must have excellent communication, problem-solving, and customer service skills to interact effectively with patients, healthcare providers, and insurance companies. One way to evaluate a candidate’s soft skills is by conducting behavioral interviews that focus on past experiences and actions in challenging situations. You can also administer personality assessments or work simulations to gauge their abilities to work collaboratively, handle stress, and manage their time effectively. By assessing soft skills, you can ensure that you’re hiring candidates who are not only proficient in medical billing but also possess the interpersonal skills needed to excel in the role.

Conduct Behavioral Interviews

To assess a candidate’s soft skills, consider conducting behavioral interviews. These types of interviews focus on the candidate’s past behavior in certain situations. For example, you might ask the candidate to describe a time when they had to handle a difficult patient or insurance company. This can help you evaluate how they would handle similar situations in the future.

Utilize Referrals and Networking

Don’t underestimate the power of referrals and networking when it comes to hiring medical billers. Reach out to your professional network or industry associations for recommendations. Additionally, consider offering a referral bonus to current employees for successful hires.

Provide Competitive Compensation and Benefits

Medical billing professionals are in high demand, and they know it. To attract and retain top talent, you must offer competitive compensation and benefits. Conduct market research to determine the appropriate salary range for the role and consider offering benefits such as health insurance, retirement plans, and paid time off.

Offer Training and Development Opportunities

Medical billing is a complex and ever-changing field. To keep your employees up-to-date with the latest technologies and regulations, offer training and development opportunities. This can include online courses, industry certifications, or attendance at conferences and seminars.

Conclusion

Hiring skilled medical billing professionals can be challenging, but by following these best practices, you can streamline the recruitment process and find the right talent for your organization. Remember to define the role, look for relevant experience, evaluate technical and soft skills, conduct behavioral interviews, utilize referrals and networking, provide competitive compensation and benefits, and offer training and development opportunities. Additionally, outsourcing medical billing services can be a smart move for organizations looking to optimize their billing operations and achieve greater efficiency. By partnering with specialized professionals who have expertise in medical billing processes, regulations, and requirements, organizations can benefit from faster reimbursement, reduced billing errors, and improved accuracy. By incorporating outsourcing as part of your talent acquisition strategy, you can build a strong team of medical billing professionals and position your organization for success in the competitive healthcare industry.

The post The Intersection of Talent Acquisition and Medical Billing appeared first on RecruitingDaily.

Failing to implement appropriate workplace safety measures and security procedures can lead to injuries among employees. This can also result in decreased morale, a negative atmosphere, and challenges in attracting and retaining new staff members.

It is essential to foster a sense of safety and inclusion during the recruitment and hiring process to entice potential employees to join your organization. Neglecting their safety is far from welcoming and could signal that their welfare is not a priority for you.

Here are some potential consequences to consider in relation to workplace safety.

Impacts On Hiring, Recruitment, and Staff Retention Regarding Safety

Safety is important for your current workers, but also for prospect employees. When new applicants see that you care about their safety they are more likely to be interested in working for your company.

Proper Safety Practices Will Encourage People To Apply

Implementing safety practices encourages people to apply to companies, as it reflects the organization’s commitment to employee well-being and a secure work environment.

By emphasizing safety, a company showcases its dedication to safeguarding its workforce from potential hazards.

Employing safety guidelines and procedures helps maintain smooth business operations. Straightforward measures, such as providing machine manuals, offering clear instructions, using floor markers, reminding employees about safety gear, and keeping protocols up-to-date, contribute to a safer and more efficient workplace.

Potential applicants are more likely to be drawn to a company that demonstrates concern for their safety. In the absence of such measures, candidates may be deterred from applying, fearing the risk of harm to themselves within the work setting.

Fewer Injuries Show the Trustworthiness of the Business

Regular occurrences of injuries are undoubtedly detrimental to any business. Regrettably, accidents can still occur despite addressing all safety concerns, as they are sometimes unavoidable. In 2021, US workplaces experienced 2,607,900 non-fatal injuries and 5,190 fatalities.

However, these accidents imply that some businesses lack safety protocols and don’t provide proper training for employees.

In addition to dealing with unhappy and injured employees, potential safety breaches may prompt the Occupational Safety and Health Administration (OSHA) to inspect your workplace. If violations are discovered, the company may face fines of $15,625 per infraction and suffer damage to its reputation.

The objective should be to achieve zero injuries. A decrease in incidents demonstrates to potential employees that the workplace is secure, fostering trust in the organization. Moreover, when injury rates are minimal or ideally nonexistent, employees will feel confident in the company’s ability to ensure their safety throughout the workday.

Safety Measures Lead To Higher Morale and Engagement

Implementing safety precautions contributes to maintaining a positive atmosphere for both management and employees. A sense of security fosters a more relaxed and content environment, reducing stress related to potential uncertainties.

Alongside improved morale, heightened employee engagement and productivity are likely to result from reduced concerns about potential injuries. Employees can concentrate on their tasks and perform confidently, knowing they are following proper procedures. Prospective applicants will be attracted to a dynamic and efficient work environment.

When employees feel safe and happy in the workplace, you can expect the business to do well. Job satisfaction is vital in every sized business, otherwise, you’ll have people quitting left and right, leaving the company scrambling to find new employees.

Prioritizing Safety Can Create an Inviting Work Environment

Approximately 68% of employees worldwide feel insecure in their work settings. Implementing safety guidelines and protocols, however, can help enhance this statistic. By taking these steps, companies demonstrate that they view employees as more than just workers and genuinely care about their well-being.

When employees feel unsafe, the work atmosphere can become tense and confrontational. This often results in a lack of trust between management and employees, potentially leading to the following consequences:

• Pent-up anger and passive aggressiveness
• Stress and anxiety
• Fighting
• General unhappiness

When adequate safety measures are in place, the workplace atmosphere generally becomes more amicable. Employees perceive that their supervisors value their well-being, fostering a harmonious environment. As hostility dissipates, opportunities arise for cultivating deeper and more supportive work relationships.

A positive and content atmosphere is far more appealing to prospective applicants than one rife with tension and dissatisfied employees. Observing people who genuinely enjoy their work experience is likely to pique their interest.

Providing Safety Training and Technology Will Encourage People To Apply and Keep Current Employees

If your organization lacks adequate safety protocols and employees appear discontent, you can reverse this situation by introducing safety training and technology.

Safety training may seem bothersome to some, but it ensures everyone has a consistent understanding and awareness of safety practices. This is vital for minimizing the risk of injury to oneself and others while carrying out job tasks.

With proper safety training, employees and prospective hires will feel equipped for their roles. Experiencing a sense of insecurity and unpreparedness can negatively impact job performance and overall business success.

Safety technology, such as alarms, machine sensors, and other devices, also contributes to a secure environment. These tools serve as additional safeguards should any aspect of a safety protocol be overlooked.

Implementing these measures will enhance the sense of security among current employees, encouraging retention, and make new applicants feel more confident during the hiring process and subsequent employment.

Concluding Thoughts

In conclusion, the importance of workplace safety and security procedures cannot be overstated.

Establishing and maintaining a safe environment is crucial for business success, employee well-being, and overall job satisfaction. Implementing appropriate safety measures, providing training, and leveraging technology can help to foster a positive atmosphere that attracts and retains top talent.

By prioritizing safety, organizations can create an inviting work environment where employees feel secure, valued, and empowered to contribute their best efforts.

Investing in workplace safety not only prevents injuries and costly legal consequences but also paves the way for a more productive, efficient, and harmonious work environment that ultimately leads to greater success for the entire organization.

The post How Workplace Safety Impacts Hiring and Recruitment appeared first on RecruitingDaily.

Because Americans spend 40 or more hours every week on the job, it’s natural for them to get frustrated and rethink work relationships, including if they want to continue their employment. Rather than joining in on the Great Resignation, some workers chose quiet thriving, where they found ways to get more engaged and less miserable at work.

The State of Quiet Quitting

Gallup estimates around 50% of the U.S. workforce are “quiet quitters.” They do the bare minimum to meet the job description and avoid getting fired. These workers aren’t passionate about what they do nor do they go above and beyond.

Quiet quitters are burned out and often feel overlooked and underappreciated. The epidemic might be due to low pay, poor company culture or lack of feedback from leadership.

Recruiters have two opportunities to improve this situation. First, they can offer insight to the companies they recruit for better onboarding. Second, they can tap into the talent pool of disenchanted workers and find them positions they’re better suited for.

Tips to Help Your Job Candidates with Quiet Thriving

The opposite of quiet quitting could be quiet thriving. Most brands want their staff to excel at what they do and feel great doing it. If you consistently deliver workers who solve their own problems and continue to excel during high-stress moments, you’ll be the go-to headhunter for your clients or company.

Here are some ideas for ensuring your applicants quietly thrive, starting at the recruiting stage.

1.    Be Transparent

Before recruiting a job candidate, be upfront about the company’s goals and what the job entails. If the person needs to work weekends, don’t tell them most weekends are free. A big part of dissatisfaction with a job is discovering the recruiter wasn’t honest about the requirements.

2.    Design Career Paths

Know the promotional structure and career path people must take to get from entry-level to management positions. One study showed around 30% of current jobs need re-leveling to include additional job levels and clearly define progression for existing employees.

The only way to design clear career paths is to understand the stages in learning necessary to fill each role effectively. If you run a recruiting firm rather than working directly under the umbrella of a corporation, you can train your clients and work with them to ensure the structure makes sense for their organization.

Set up the training, mentors and benchmarks to move up the career ladder. You’ll also be able to share the progression path with potential job candidates to encourage them to come on board.

3.    Define the Purpose of Work

The same Gallup poll showed many younger employees are uncertain of what’s expected of them and see no point in the tasks they complete. One way to counteract this and keep your employees focused on the importance of what they do is to discuss how what they do contributes to their department and the company as a whole.

When training management, encourage at least one conversation a week with each staff member and ensure it is deep and meaningful about what the workers see as their contributions and how well they are doing in their positions.

4.    Automate Menial Tasks

No one enjoys doing repetitive and boring things almost anyone could handle. They’ll feel undervalued and easily replaced. Around 57% of organizations have already adopted artificial intelligence (AI) to help with various business processes.

Encourage companies to take on the AI processes that give workers the freedom to dream, brainstorm and create new ideas. You should also encourage them to take risks without fear of repercussions. If they don’t feel safe throwing fresh ideas into the mix, they’ll start to keep the best ideas for themselves rather than share them with management.

Keep in touch with the job candidates who were hired. Are they happy in their new role? When recruiters show they care about the company and the employee’s needs, they’ll keep a study pool of clients and job applicants.

5.    Teach New Skills

Most people understand they must complete specific tasks to fill their workday. However, developing new skills and completing training is how employees grow and thrive in any environment.

Most workers are smart enough to understand when a recruiter invests in them, they see potential for the future. Not only are you putting money into the person, but you’re adding knowledge to your company and your staff’s skills.

Employees feel much more engaged and comfortable when they’re equipped to do their jobs to the best of their ability. Send staff to conferences, host in-house workshops and pay for courses. Invest in your workers and they’ll be more likely to give back in knowledge and better work routines.

When studying a job applicant’s resume, be honest about any skills necessary to land the role they desire. More schooling, training or experience can benefit their future careers.

A Word of Caution About Fake Work Cultures

Companies that don’t have their employees’ best interests at heart set the entire organization up for failure on a worker level. Many critics of quiet thriving point to the fact that if you are thriving at work, the last thing you should do is be quiet about it.

If you consistently put people in roles where they feel overworked and lack work/life balance, they will no longer trust you to look out for their best interests.

Some fear “quiet thriving” is another buzzword to pressure people to do more for less money and work longer hours. Brands must create a positive work culture and insist employees prioritize mental health. Recruiters can encourage quiet thriving or any other term and still lose them to a brand or recruitment company that will put their well-being first.

Open Communication and Encouragement

Take the time to serve as the gatekeeper and open the lines of communication between management and staff members. The better a company understands staff needs, the easier it will be to help them quietly thrive and find the tools to self-motivate. You’ll have a stockpile of workers willing to quietly thrive and a list of companies looking to invest in people long-term.

The post Encourage ‘Quiet Thriving’ Starting At the Recruitment Level appeared first on RecruitingDaily.

Cornerstone OnDemand unveiled what it calls the industry’s first holistic career growth, mobility and talent marketplace. Available through the company’s Talent Experience Platform, Opportunity Marketplace combines AI with the principles of human-centered design. The goal is to unlock new possibilities for employees while helping organizations improve engagement, retention, workforce agility and internal mobility, the company said.

Phenom released new products and features at last week’s IAMPHENOM conference, including tools to improve talent acquisition’s efficiency, monitor and manage the skills-related needs of both employees and managers, and leverage AI to automate content creation and eliminate a number of tasks normally shouldered by users throughout the talent acquisition process.

Eightfold AI said it’s integrating recent versions of generative AI large language models in order to create two role-specific Talent Intelligence Copilots. On top of that, Eightfold’s Talent Insights will reflect the changing skills and roles created by generative AI in the labor market. Eightfold said that with the changes, the Talent Intelligence Platform will offer greater assistance for both employees and recruiters, increasing both effectiveness and productivity.

Talent acquisition software company Radancy acquired Ascendify, a cloud-based talent engagement software platform. According to the company, the acquisition enhances Radancy’s suite of solutions focused on helping enterprises find the talent they need to strengthen their business.

HireRight appointed Venkat Bhamidipati to its board of directors. In addition, the company said he will serve on the audit committee.

The post HCM Talent Technology Roundup April 07, 2023 appeared first on RecruitingDaily.

For this event, we asked industry trainers to give a crash course on the essential techniques and technology needed to make anyone a great sourcer. The full-day event featured training sessions by experts: Vanessa Raath, Carrie Collier, Shally Steckerl, Brian Fink,  Erin Mathew, Junius Currier and Mark Hamel. They gave their best insights on how to improve sourcing efficiency and effectiveness for everyone from beginner sourcers to seasoned professionals.

The main theme of the day was highlighting the rich community that comes with sourcing and recruiting. The presenters made it clear that the community can be a great source of support, assistance and knowledge.

The usage of AI to streamline the process was also a large part of the discussion throughout the event. With almost every presenter mentioning OpenAI’s GPT language models, it’s clear that this kind of technology will have an impact on sourcing and widespread change is fast approaching.

Highlights & Takeaways

• Carrie Collier and Vanessa Raath kicked off the event with a presentation on personalization, organization and curiosity. With it, they showed some of their favorite tools and chrome extensions to make sourcing more efficient, including Magical. The pair also shared their experiences with getting into the industry and building their personal brand as well as the power of becoming part of the community to trade techniques and share expertise. Their biggest recommendation to the audience was simple: “Stay curious!”
• ChatGPT made an appearance in Shally Steckerl’s session about automating tedious sourcing tasks such as pre-screening and candidate outreach. In his training session, he demonstrated some examples of prompts to give ChatGPT that yield the best results. His advice was if you frequently do a repetitive task, ask that question of ChatGPT to save time.
• Brian Fink and Erin Mathew discussed building a better understanding of the roles you are sourcing for, giving tips and tricks for breaking down a role to learn the essential skills and qualifications. This duo recommended using Reddit to find inside information on jobs, as the website is often used as a place for workers to vent about problems within their job or field.
• Finally, Junius Currier and Mark Hamel wrapped up the event with a run-down of sourcing fundamentals along with their favorite tips, tricks and tools. They highlighted start.me, GoLinks, Remove Breadcrumbs, OSINT and many more of the tools and extensions they use in their personal sourcing practices. In addition, they discussed the immense importance of building relationships in the sourcing community to stay on top of changes and trends in sourcing.

Looking Forward

Join us for all the HRTX events in 2023, both virtual and  in-person. We are excited to bring our signature event back to Boston this May as our first in person event since 2019! Sign up now to be notified when tickets are available!

You can also sign up for a Sourcing Masterclass this month with Shally Steckerl to learn how to find the candidates your competitors can’t.

The post Getting Back to Basics at #HRTX March 2023: The Essentials of a Great Sourcer appeared first on RecruitingDaily.

If Hiring at Scale, Advertise on Job Search Sites

The answer largely depends on the scale of the hiring and the skill set the employer wants the interns to have. You can quickly and inexpensively hire one intern with widely shared skills by advertising your job through the schools closest to where the job is located. The larger the number of hires, the more unusual the skill set and the greater the number of candidates you’ll need to enter the hiring funnel.

This typically means investing hundreds of hours of staffing time over 12-15 months to identify target schools, plan with them to interview on-campus, and then travel to and conduct the interviews. Or, you can do all of that within a few weeks and at about 10 percent of the cost by reaching students as you would almost any other candidate: through relevant, niche, and general job search sites.

Steven Rothberg
Founder and Chief Visionary Officer, College Recruiter

Host a Booth at a Career Fair

Host a booth at a career fair to recruit student interns. Many universities offer a career fair once or twice a year to introduce students to the working world and help them land an internship or a job. When hosting, you can establish a working relationship with students and tell them about your brand, mission and values, and make them aware of any open internships you have for the upcoming season. It increases brand awareness while recruiting students.

Ann McFerran
CEO, Glamnetic

Maintain Alumni Connections

Assuming you liked your alma mater, there is no better place to recruit. Fellow soon-to-be alumni most likely have a lot in common with your thought process and rigor.

Although this could create a monoculture, I have often found it’s a smart place to start because you have to jump over fewer barriers to develop credibility. The ecosystem of the university aligns alumni with business success, so it’s useful to align business goals with secondary benefits like media attention or class credit for the interns.

Trevor Ewen
COO, QBench

Employ a Multifaceted Approach

With our institutes and NGOs, we employ a multifaceted approach that addresses the unique needs and motivations of the student population. This approach should leverage a mix of traditional and modern recruitment methods, including social media campaigns, campus events and targeted outreach to career centers and academic departments.

Businesses must prioritize their internship programs by offering meaningful work experiences, professional development opportunities and mentorship programs that align with students’ career aspirations. By doing so, businesses can attract and retain top talent while bolstering their brand and reputation in the marketplace.

James Scott
Founder, Embassy Row Project

Make It Worth Their While

If you want to recruit high-quality interns, see them as an integral part of your organization. There is always this misconception in the corporate world that companies do interns a favor by giving them a chance to earn important work experience. While this is true, let’s also not forget that interns represent a unique type of raw talent that you can use for the organization’s best interests.

So, instead of just offering internship programs for the sake of it, make your program worth it. Create a budget for it and make sure your interns get some stipend to cover their expenses. Make sure you also offer credible career growth opportunities for these emerging professionals.

Do not pick someone just to assign them to coffee duty or somewhere in the mailroom. Let them get up close and personal with the core operations of the business, where they can learn and appreciate the work.

Logan Nguyen
Co-Founder, MIDSS

Develop an Appealing Internship Program

An attractive internship program will draw the attention of potential student interns. Take the time to create a well-structured program that outlines tasks, provides learning opportunities and offers flexible hours. You should also consider what perks you can provide that would entice students, such as a stipend or transportation help.

Matt Teifke
CEO, Teifke Real Estate

Use Your Greek Organization’s Local Chapters

I’ve had outstanding success in recruiting students by utilizing the local university chapters of the Greek organizations that I and my network are members of. The students and sorority/fraternity members must motivate themselves to provide a great impression and work output for their organizations’ alumni to maintain top grades.

They also have experience working in a group, working on multiple projects of various kinds and understanding that their work will be scrutinized from a variety of perspectives. They can make incredible interns.

Jeanne Eury
Owner, 8 Arms Group

Look for Those that Exhibit a Passion for the Field

You can most effectively recruit student interns if you look for individuals who are passionate about the field. When recruiting, look for individuals who have a genuine interest in the field—this will guarantee their dedication and eagerness to learn.

When I was in the recruiting field, I found that the best interns were those who had previous experience in similar fields, such as volunteering at a charity or doing research on a particular topic.

I also actively sought interns who showed initiative and had the desire to learn more about the industry. Interns who truly love their work will undoubtedly do better than those who take the job for other reasons.

Pete Evering
Business Development Manager, Utopia Management

Reach Out to University Career Centers

Many universities have dedicated career centers that connect students with internships and job opportunities. By reaching out to these career centers and establishing a relationship, you can tap into a pool of highly motivated and qualified candidates who are actively seeking internships.

The second step is to look beyond candidates’ resumes and grades when hiring student interns. Instead, search for applicants who exhibit originality, zeal and a will to meet challenges.

For instance, I’ve previously hired interns who had launched their businesses or assumed leadership positions in extracurricular activities. These encounters can show traits that are helpful in a startup environment, such as problem-solving, teamwork and resilience.

Percy Grunwald
Co-Founder, Compare Banks

The post How Do I Recruit Student Interns? appeared first on RecruitingDaily.

Are you a recruiter or sourcer feeling like you’re stuck in a “case of the Mondays” every day? Are you struggling to balance your workload and take care of yourself? Burnout can be a real problem in the high-pressure world of talent acquisition, but there are strategies to prevent it and achieve sustainable success.

It doesn’t have to be like this…

Join us for our upcoming webinar on April 25th at 2 pm ET. Led by Junius Currier, Director of Talent Acquisition at Maximus, we’ll explore the causes and consequences of burnout in recruiting and sourcing, and learn some practical strategies to manage workloads effectively, prioritize self-care, and avoid burnout.

During this session, you’ll learn how to:

• Understand the causes and consequences of recruiter and sourcer burnout.
• Discover strategies to manage workloads effectively and prioritize self-care.
• Learn to set boundaries around work hours and communication, and the importance of taking regular breaks.
• Explore how employers can help prevent burnout by offering mental health resources, promoting work-life balance, and fostering a supportive work culture.

This webinar is perfect for recruiters, sourcers, and talent acquisition professionals at all levels who are feeling overwhelmed or burnt out and want to improve their well-being and achieve sustainable success in their careers.

Don’t let burnout keep you in a TPS report nightmare.

Register now to secure your spot and get practical tools to avoid burnout and achieve sustainable success. It’s time to take care of yourself and your career.

We’ll see you there.

Can’t attend the live session? No problem! Register now and we’ll provide you with all the materials and the recording afterward.

The post Preventing Burnout for Recruiters and Sourcers: Strategies for Sustainable Success appeared first on RecruitingDaily.

But lately, there’s been a shift. Talent leaders are starting to take artificial intelligence more seriously, especially as smaller teams and budgets are forcing teams to adopt technology that can help them scale with less. Those same leaders are also seeing the impact AI has had in other functions like sales, marketing, and R&D, dramatically improving their ability to work at scale.

And yet, new regulations like New York’s Local Law 144, would seek to limit how recruiting teams use AI.  For the unfamiliar: Local Law 144 would require employers to conduct bias audits on automated employment decision tools (AEDTs), including those that use AI and similar technologies, and would require employers to provide specific notices about such tools to employees or job candidates who reside in New York City. Others have pointed out the ways in which this particular legislation might not actually have much impact, but the law and its passing illustrates the ways in which we’re still thinking about AI in recruiting all wrong –– ultimately, this law and others like it could materially slow down the adoption of software that can benefit recruiting teams that are serious about scaling their diversity recruiting efforts.

Bias for Good

Recruiting is a special use case, and concerns around AI’s potential to negatively impact candidates who are part of underrepresented groups aren’t unfounded, especially as tools touch ever more elements of the recruiting and hiring pipeline –– from how candidates find roles, to resumé scans, to facial and voice recognition software leveraged in the interview process.

But there’s a flip side to that coin: tools that use AI specifically to support the hiring of underrepresented groups. While AI can unintentionally filter out candidates for certain groups based on keywords and NLP, it can also –– when applied intentionally –– do the exact opposite, and surface candidates from underrepresented groups to help diversify pipelines. Regulation that doesn’t acknowledge that there are tools and applications that are specifically designed to support underrepresented groups by quite literally filtering candidates with different backgrounds into candidate pools. Thinking only of the ways AI and automation can result in negative outcomes demonstrates a too-narrow view on these tools, and could do more harm than good in their attempts to prevent bias in hiring.

Optimizing for Candidate Control

The ethics around AI application for the talent acquisition and hiring process depends heavily on where the technology is applied: it might be an issue if it’s automating the pipeline for recruiters and potentially weeding out qualified candidates before they’re reviewed by a human, but not if it’s designed to support candidates in finding and applying for relevant roles. For example, algorithms that match candidates with skill-relevant, available job opportunities so that qualified candidates don’t miss out on opportunities, or even better, algorithms that uncover ‘inferred skills’ to match candidates with roles they wouldn’t have applied for otherwise.

AI tools can also analyze the behaviors of a candidate on any given platform to understand and surface roles in which they’re actively interested; this a fantastic way to optimize the process for job seekers.

AI vs Referrals

Many companies –– from startups to Fortune 500s –  rely on referrals to fill open roles, which data shows can lead to a homogeneous workforce. This is in part because referrals lend a helping hand in narrowing down vast quantities of applicants to vetted candidates. But AI done well can do the same, and when it’s designed to surface candidates that meet predetermined D&I thresholds, it can support the hiring of talented, qualified candidates who might have otherwise been overlooked, or who because of their background, wouldn’t have come in via referral.

Not only is prioritizing DE&I objectively the fair and right thing to do and an important part of a forward-thinking, equitable society, but it’s also simply good for business; companies that prioritize these efforts are more productive and successful, while employees are happier and stick around longer. And as Gen-Z enters the workforce, the candidate pool is objectively becoming more diverse, so preparing to attract underrepresented candidates contributes to future proofing any business.

It’s the People Team’s Turn

Sales, marketing, and R&D have had all the fun with AI –– it’s far less prone to amplifying systemic issues in those contexts. But now it’s the people teams turn to embrace this technological shift, while giving feedback on all the ways it can disenfranchise the very people we serve and thinking of ways to use these advances to support positive outcomes, rather than regulating them out of processes point-blank in service of “less bias.”

The opportunity to adopt technology now to support diversity efforts at scale is a massive one, especially as companies experience a slower pace of hiring relative to the frenzied pace of the last few years. If you’re not laying the foundation for attracting underrepresented people in new, tech-enabled ways, companies risk losing out on exceptional talent –– and losing the competitive edge that AI can provide.

The post Leveraging AI In Recruiting To Uplift Underrepresented Groups appeared first on RecruitingDaily.

The company said, the system uses GPT technology to break down job descriptions into search criteria such as job title, required skills and preferred skills. From there, it analyzes over 800 million profiles in SeekOut’s talent database to find the best matches.

As such, the only task for recruiters is to paste a description into the software and wait for the list of qualified candidates to be generated, cutting down on the time and effort usually spent seeking out potential candidates manually.

Personalized Outreach at Scale

The best recruiters research candidates and craft highly personalized messages to increase their email response rates. SeekOut Assist generates a personalized message to the candidate based on their unique qualifications for the role.

In addition, SeekOut Assist analyzes the information in each candidate’s SeekOut profile, including skills and experiences. The technology uses the candidate profile and job description to write a personalized outreach message to the candidate, improving the chances of a response.

SeekOut believes its new approach to generative AI could have a serious impact on how recruiters get their jobs done in the future. To use Josh Bersin’s words, “Generative AI will be a total game changer in HR.”

“SeekOut Assist is a big step forward in solving real business problems with the power of Generative AI and will make our customers radically more productive and effective,” said SeekOut Co-Founder and CTO Aravind Bala. “We’re excited about the future of AI in the HR technology space, and look forward to working with our customers and partners to build new tools that make recruiters’ contributions to their organizations even more strategic.”

What This Could Mean

This could be a step in the right direction for the use of AI in hiring. Recruiters have been focused on the role of AI in the field since long before the introduction of ChatGPT because of the variety of uses and the possibility of timesaving. As we’ve said in the past, recruiters and hiring teams need to practice caution when it comes to new software like ChatGPT. But that doesn’t mean that these technologies are useless.

The post SeekOut Releases ChatGPT for Recruiters appeared first on RecruitingDaily.

Use Virtual Recruitment Strategies

One of the most incredible things about the 21st century is the ability to get to know potential hires online instead of face-to-face. Even artificial intelligence tools are developing to help recruiters find hires online.

Using your business’s online resources is a great way to spread the word about openings and recruitment opportunities. Here are some tips for utilizing your online recruiting resources.

Your Website

Every organization needs a presence online nowadays. In addition to being a place to tell people about your workplace, websites are also a great way to attract potential hires on a budget. It can be as easy as creating a “careers” page on the site and adding descriptions of available positions along with your contact information.

If you have the budget and want to take your online recruitment strategy a step further, you can set up a recruitment website for your company. This can maximize your exposure and call attention to your job openings.

When creating your recruitment website, remember to use a strong branding message that gets your needs in a potential hire across. Be clear about what kinds of positions you have open and what benefits they could earn.

Job Search Websites

Job search websites like Indeed and Monster can be great tools when searching for potential hires. These websites allow people looking for a new job or career path to search for opportunities, but they can also help with your recruitment marketing strategy.

They are simple to use for employers, too. First, create an account on the job search website of your choice. The next step is to set up your employer account and page so potential hires can see your positions. Most job search websites allow you to use features like filters and screening questions to make it easier to find suitable candidates.

Social Media Recruiting

Social media is everywhere in today’s world, which can make it a handy tool for recruiters. If you have a social media page on Linkedin or Facebook, there is a perfect opportunity to advertise your open positions. Remember to be active on these pages so potential recruits know you’re still interested in filling positions.

If you have the time and your budget is not too low, you can also start a web advertising campaign using Google and partner companies’ websites. This can be a complicated process, however — you should determine whether it would be worth it first.

Virtual Events

Hosting a virtual recruiting event like a virtual job fair or presentation is one of the best ways to get to know potential hires face-to-face without traveling. They are also a great way to reach out to as many people as possible. Flourishing your online presence is very important to boosting your recruitment marketing strategy.

Make event panels simple and fun while still talking about the critical points of your workplace and why candidates should choose to work with you. Encourage questions so they feel like everyone can participate.

After the event, you can follow up with potential candidates by asking them for their emails and keeping in touch. This is an excellent way to show you’re actively interested in them for the positions.

In-Person Events and Promotions

While there are many advantages to virtual recruiting strategies, there’s still something unique about good old-fashioned in-person recruiting. While this might be difficult, there are still ways to meet people face-to-face, depending on your budget.

Remember to promote your opportunities, values and why potential hires should choose you to work with. Even something like the company’s credit score can be an asset. Make sure you can answer any questions they might have.

Recruiting events can be a great way to meet and get to know potential hires. While you might not have the budget to host your event, you can also participate in a job fair to find new talents. RecruitingDaily is planning a few in-person events throughout the year, you should check them out!

If the business doesn’t give you much money for travel, try to find a job fair closer to you.

Develop Your Recruitment Marketing Strategy

While developing a recruitment marketing strategy on a budget can be challenging, it’s perfectly doable using modern-day tools. Using virtual and in-person methods is the best way to find potential hires.

The post Tailoring Your Recruitment Marketing Strategy While on a Budget appeared first on RecruitingDaily.

Paradox announced its conversational ATS focused on front line hiring. The system uses a conversational UI for engagement built around hourly hiring and deskless workers, who primarily use mobile devices to get their work done. With the solution, Paradox aims to reimagine the high-volume hiring process and deliver better experiences for both candidates and hiring managers.

HR platform Deel partnered with talent acquisition solution provider RAMP Global to help organizations grow teams at scale, across a range of areas and skills. According to the company RAMP Global supports HR, procurement and finance departments by streamlining the candidate supply chain, increasing access to talent and reducing hiring costs. With the collaboration, the companies hope to further their goal of helping fill vacant roles quickly at a time when talent is hard to attract and retain.

SourceWhale added enhancements to its platform, allowing customers to gain a deeper insight into their outreach performance metrics such as conversion rates, channel performance and sentiment. As such, the company hopes to help organizations improve decision-making and efficiency while engaging their target audience.

Background screening and identity services company Sterling acquired A-Check Global, a global workforce management, employment and procurement solutions company. According to the company, the deal will expand Sterling’s presence in key U.S. verticals, including Healthcare, Industrials and TechMedia.

The global recruitment process outsourcing market size is projected to reach $21.6 billion by 2027, at a CAGR of 17.0%. According to Valuates Reports, the two primary factors driving market growth are the need for an effective recruiting process and the reduction of overhead costs.

The post HCM Talent Technology Roundup March 31, 2023 appeared first on RecruitingDaily.

Lack of Tech Savvy

One of the biggest issues that Generation Z recruiters face is a lack of connection with prospective candidates. Gen Zers are more tech-savvy, so they prefer digital communication over face-to-face interaction. That can make it difficult to create an authentic connection and build rapport with potential recruits.

If a recruiter doesn’t take the time to build a relationship with the candidate, they may be perceived as a “ghost recruiter”—someone who quickly contacts a candidate and then disappears.

To avoid this problem, recruiters should try to stay connected with prospective candidates over longer periods of time through multiple channels, such as email, social media, and text messaging.

Aviad Faruz
CEO, FARUZO

A Counter-offer From Their Current Employer

I’ve recently learned how many professionals, especially Gen Zers, look for job offers while already employed to negotiate their salary in their present workplace. Since they aren’t serious from the beginning and only need an offer in hand to prove their worth where they’re already working, they end up ghosting the recruiter involved.

With the looming recession forcing businesses to save costs, getting a raise isn’t as straightforward as it once was. Proving you have an offer ready if you’re denied a raise can sometimes help you get that much-needed salary jump without switching jobs.

While a few applicants are moral enough to excuse themselves, most don’t bother notifying the recruiter that they’ve accepted their company’s counteroffer and are, therefore, turning down the new opportunity.

Anjela Mangrum
President, Mangrum Career Solutions

Misrepresentation of the Position

If a candidate feels like they have been lied to or misled about the requirements, responsibilities or work environment of the role, that will cause a major loss of trust in the company. Lying about or misrepresenting a role is a good way to lose candidates from any generation.

The younger the candidate, the less patience they tend to have for this kind of behavior, and Gen Z in particular is likely to drop out of the application process without feeling the need to explain why. This is especially common with “remote-washed” positions, which seem to be fully remote from the job posting but in reality use a hybrid model, or are even mostly in-person.

That said, any change to the role’s responsibilities, compensation, benefits or work environment from what was originally described to the candidate is at risk of prompting them to ghost, especially if they feel the deception was intentional.

Archie Payne
CEO, CalTek Staffing

Taking Too Long to Respond 

As a recruiter in the tech niche, I am increasingly hiring Gen Z candidates. A key concern that comes up is how long it takes to hear from the recruiter/hiring manager/employer.

Gen Z grew up in an era of instant feedback, a phenomenon mostly driven by social media and they are not used to long waiting periods. Some have said that they deem it rude when they do not hear after as little as five days and will not hesitate to cut all communication and move on if this happens.

You might come back to them a few weeks later with a job offer, only to find that they will not respond to your messages or calls. Even if they haven’t accepted another job offer, they’ve definitely grown disinterested in yours.

Adding a disclaimer in the job posting on how long candidates might have to wait to hear from you can keep them engaged. And engaging them throughout the waiting period, for example, by sharing helpful content and updates, will keep top talent in your pipeline.

Joe Coletta
Founder and CEO, 180 Engineering

Unclear Job Descriptions

A lot of us have endured agonizing silence while waiting to hear from a potential employer, only to hear nothing at all. In actuality, though, it’s not only the recruiters who are ghosting the candidates—now it’s the candidates themselves. Some job seekers are quitting contact and responding to companies giving no notice. What is the cause, though?

The reason candidates are ghosting is that most of them reconsidered during the interview process or had done more research on your business after the fact. Although Gen Z isn’t afraid to turn down an offer if the job or benefits aren’t what they expect them to be, they usually know how to be polite. Gen Z already has the power to demand things like high pay or flexible work.

However, the candidates will ghost recruiters back if recruiters are unclear about the entire recruiting process and they feel ghosted. Always be upfront about the details of the offer and the expected hiring schedule.

Andre Oentoro
Founder and CEO, Breadnbeyond

Bias in the Recruitment Process

Gen Z candidates are among the most awakened and knowledgeable about workplace diversity, equality and inclusion. For recruiters interviewing candidates for a company with a flawed recruitment process, this becomes a sign of further problems down the line and in the organization in question.

Owing to their inclination to work for inclusive companies, Gen Z candidates will “ghost” recruiters from companies that they sense have bias, which may be clear in the language they use to advertise open roles in the company or in the requirements they mention.

Liam Liu
Co-Founder and CMO, Parcel Panel

Poor Communication

Gen Z is used to immediacy and fast-moving environments. Poor communication about the hiring timeline can lead Gen Z candidates to believe they’re no longer in the process if they haven’t heard from recruiters in just a couple of days.

When hiring managers and recruiters fail to keep candidates in the loop and cannot establish clear expectations for them regarding the steps and duration of the hiring process, candidates may choose to forget about the application and move on to other job opportunities.

Andrei Kurtuy
Co-Founder and CCO, Novoresume

Using a One-Size-Fits-All Approach

I was guilty of approaching hiring in a one-size-fits-all manner when I first started out as a CEO. But as I grew in experience, I came to see that this wasn’t the ideal strategy, particularly for Gen Z. People want to know that their unique skills and interests are considered and that they are more than just a resume. Gen Z prospects can see that you regard them as people and are interested in what they offer by personalizing the hiring process.

One strategy I’ve found to be effective is to provide each Gen Z prospect with a tailored message in an email or phone call. I spend a few minutes looking over their website or LinkedIn page, and I say anything I found intriguing about their educational background or professional experience. This shows my interest in them as a candidate and that I have taken an effort to get to know them.

Percy Grunwald
Co-Founder, Compare Banks

The post What Makes Gen Z Ghost Recruiters? appeared first on RecruitingDaily.

According to a survey by LinkedIn, companies with a strong employer brand receive 50% more qualified applicants and are 1.5 times more likely to retain their employees. But how do you develop a strong employer brand?

In this article, we’ll discuss surefire employer branding strategies that have been proven to attract top talent. The following strategies will help you build a compelling employer brand and distinguish yourself from competitors. You can also integrate this software with HR software.

So let’s dive in and discover how you can unlock the power of employer branding for talent attraction.

What are Employer Branding Strategies?

If you’re like most people right now, you’re probably wondering whether it matters to you or your company.

A Big Yes! Employer branding is vital to the sustainability of your organization. It can help you save money by decreasing your turnover rate and increasing your efficiency per hire by as much as 50%. 

In addition, if an organization takes the time to maintain its employer brand, it will attract a higher quality pool of applicants from engaged job seekers.

Even if you don’t put much effort into it, you will already have an employer brand, so why not pursue one you like?

7 Tried & Tested Employer Branding Strategies to Use

Now that we have a shared understanding of the terminology, let’s review some measures to improve employer branding.

1. Showcase Company Culture

Maintaining a healthy organizational culture begins with attracting and selecting the right employees. Take into account the kind of atmosphere you hope to establish. 

A research study indicates that 83% of millennials prefer working for a company that emphasises inclusion. Recruitment teams can adopt several strategies to promote diversity and inclusion in the workplace.

A strong employer brand is not something that can be dictated; instead, it is a reflection of the company’s culture. As such, it is evident that fostering a positive culture is crucial to developing a solid reputation.

Don’t limit your commitment to diversity to hiring and recruiting.

2. Highlight Employee Experiences

Positive employee experiences are essential for marketing your company as an employer of choice. Your website, social media page, and brochure are the best places to include employee endorsements in online and offline marketing materials.

Prospective employees will get a sense of what it’s like to work for your organization and what they might be expected to do if hired.

3. Leverage Social Media

Put yourself in the vicinity of the people you hope to hire. Focus your efforts where they will have the greatest impact, whether that’s on LinkedIn, Facebook, Instagram, or Pinterest. 

For instance, McDonald’s employs Snapchat to recruit young people, whereas Microsoft uses Twitter to promote #MicrosoftLife.

This strategy is particularly advantageous for companies entering new markets or sectors, such as banks seeking fintech talent or expanding retailers.

4. Encourage Employee Advocacy

A significant change has occurred in how brands are perceived since the advent of technology and social media. Study results show that 84% of people trust peer-to-peer recommendations more than any other type of advertising. 

The trend also extends to recruiting, which makes it crucial to involve everyone who can amplify your recruitment branding.

So, whether it’s through personal referrals or social media recommendations, every individual can shape your company’s perception as an employer. Getting everyone on board can create a more compelling and authentic employer brand that attracts and retains top talent.

5. Improve Candidate Experience

First impressions are irreplaceable. This is especially true for new employees who may be encouraged to search for new opportunities after a bad onboarding experience.

It’s beneficial for employers to go the extra mile in order to instil a sense of excitement in new workers about their position.  To do so, you may help them make the right connections, provide them with the necessary resources, and explain how their efforts will further the company’s goals.

6. Offer Employee Development Opportunities

‘ A happy workforce is a loyal workforce and vice versa.’

A Gallup survey revealed that 87% of millennials value career development and growth opportunities in their jobs. According to the same study, only 39% of employees feel that their current job provides ample opportunities for professional development.

Development possibilities can come in various forms, such as training, workshops, mentorship, and even financial aid for higher education. 

In addition to helping employees develop new skills, these initiatives demonstrate the company’s commitment to growth and success. In turn, this can boost job satisfaction and increase loyalty.

7. Bringing Cutting-edge Technology to the Workplace

Personalized communications using AI can enhance your employer brand and attract top talent. 

For instance, AI-powered email marketing solutions can evaluate data about target audiences, such as their interests, job titles, etc. Utilizing this data will allow you to tailor the email content and make it more engaging.

You can improve your employer brand and attract top talent by generating customized emails that speak directly to their needs.

How to Develop An Employer Branding Strategy?

Constructing, implementing, and managing employer branding strategies for improving employer attractiveness is not easy.

In the realm of recruitment branding, there are no instant wins. Instead, an organization’s employer brand is a moving target that requires constant attention.

Let’s examine critical components of employer branding so you can create a plan that attracts and retains the best talent.

1. Define Your Brand Identity

You can think of your company’s values, goals, and culture as the building blocks of your employer brand. Its identity must be defined and consistent with the company’s overarching brand. As a starting point, consider the following ideas:

• Find out how your business differs from the competition.
• Establish the company’s guiding principles and goals.
• Ensure your company’s and brand’s identities are consistent.

Example: In an organization whose brand identity emphazises creativity and innovation, the actions should demonstrate how these traits are nurtured and promoted.

2. Develop a Strong EVP

What makes your organization stand out from the competition is the employee value proposition (EVP) you provide. An effective unique selling proposition (USP) is crucial for attracting potential hires. 

• Find out what qualities your ideal employees are looking for in a company by conducting research.
• Recognize the special perks your company provides its workers (such as flexible work hours, professional development opportunities, etc.)
• Verify that your EVP is genuine and consistent with your brand.

An exemplary employee value proposition should lay out rewards— both monetary and non-monetary. The employer offers in exchange for an employee’s skills, experience, and efforts.

Example: Consider including flexible work hours or remote working options in your EVP if your target audience values work-life balance.

3. Conduct an Audit

By performing an audit, you may assess your present employer brand and find ways to enhance it. Here are a few suggestions to help you get started:

• Getting feedback from current team members is an excellent way to learn how they rate your business.
• Examine the feedback given about your business on online job boards (e.g., Glassdoor).
• Check out how your competitors market their employer branding for talent acquisition.

Example: If your employer brand suffers due to a low rating on job review sites, you may need to address specific concerns such as management style.

4. Create a Communication Plan

Decide who you want to reach and how you plan to reach them before you develop a communication plan.

• Locate the platforms (such as social media, career fairs, and job boards) where your ideal candidates actively seek employment.
• Write ad copy that features your brand’s USP and identifies its unique selling points.
• Consistency in your communication strategy across platforms is essential.

Using interesting anecdotes about real people increases the likelihood that you’ll get applications from those who can picture themselves in the lead role. Thus, there is a greater chance that qualified applicants will enter the top of the recruitment pipeline.

Example: If your audience is active on LinkedIn, share employee testimonials and other content about your company’s culture and values.

5. Monitor and Measure Success

Your return on investment is directly related to the amount of effort you put into establishing your brand. A successful employer branding plan requires constant evaluation and analysis of its performance metrics. 

• Keep tabs on data like the application volume and the time it takes to fill open positions.
• Find out from your new employees where they heard about your organization by asking them for comments.
• Your plan should evolve in response to the data you collect.

Conducting a before-and-after analysis of your employer’s branding efforts will help you assess its effectiveness.

Example: If you’re putting a lot of time and effort into building your brand as an employer on social media but still not getting any takers, it might be time to rethink your approach.

The Bottom Line

In conclusion, creating a strong employer brand is an essential step for organizations that want to attract and retain top talent. However, this should not be done on a whim, as it requires careful planning, execution, and consistency. 

With the help of HR professionals and recruitment marketing teams, companies can build a reputation as a welcome employer that prioritizes employee and candidate experiences. 

Remember, a successful employer brand is fundamentally rooted in providing a great employee experience. By focusing on this, organizations can gain a competitive advantage and secure a bright future for their workforce.

The post Surefire Employer Branding Strategies for Talent Attraction appeared first on RecruitingDaily.

Learn about Your Industry, and Network With Talent in the Process!

A few years back I decided to join associations such as ASCE (American Society of Civil Engineers) and WTS (Women’s Transportation Seminar) where I was able to meet with a wide array of professionals. I learned more about the industry I recruited for while learning about new projects and business-related items.  I would attend events free and paid. It helped build my personal brand as well as get my company’s name out there.  Going to these events was extremely valuable to learn more about the industry for which I recruited.

Another benefit of going to events is that it shows your hiring team and other stakeholders that you are deeply interested in what they do.  For example, I recently went to a Geotechnical event in Washington D.C. and learned more about slope stability.  Prior to attending this event, I informed one of the Senior Principal Engineers of my plan to attend, and he was thrilled that I would take the time to learn more about his industry.  Doing something like this can really help when talking to prospective candidates, as you are speaking their “language.”

It is important that you do NOT recruit at these events.  Your name tag will mostly likely include your company name, but not your title. If anyone asks, be truthful and tell them that you are a recruiter for XYZ company.  Sometimes the person who you are talking with might take a step back, but assure them that you’re not there for recruiting purposes.  However, more often than not they will give me a business card (I have stacks of them) or send me a LinkedIn connection request shortly after.  Hence, it just continues to build my pipeline.

Socializing is the Spice of Life

As a recruiter, it’s important to socialize with professionals that you consistently communicate with.  It shouldn’t matter what line of business you are recruiting for. Each industry has some type of professional organization, association or society that you can be a part of. Sometime these cost money, but your company might be willing to cover the cost if it means engaging with passive talent.

So, if you are a recruiter and want to separate yourself from the pack, look around and find out what groups or associations you can join. It will help increase your knowledge of the industry, while building your network and future pipeline.  Many organizations have happy hours, lunch and learns, community events, and more. So, “get out there!” It’s important to be seen and heard not only within your own company, but within the industry as a whole.  

The post Get Out There; Effectively Networking With Talent appeared first on RecruitingDaily.