The pressure of high-volume hiring is real. And while it’s no David Bowie song, the impact of hiring hundreds – even thousands – of employees each month without a cohesive process will definitely be just as memorable, albeit much less enjoyable.

Unfortunately for many TA teams, the only systems in place are adopted from professional recruitment practices. But high-volume hiring comes with a unique set of challenges that requires a specialized approach.

Let’s Talk: Tech, People, Process

Jeanette Leeds, Managing Director of Hourly by AMS and high-volume hiring expert, combines brain power with RecruitingDaily’s William Tincup to teach us about strategies to accelerate volume hiring at scale by leveraging technology to effectively manage high-volume recruitment and attract top-quality talent.

In addition, they tackle best practices for conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Key Takeaways:

• Strategies for streamlining and accelerating high-volume hiring processes while maintaining a personalized candidate experience.
• Best practices for leveraging technology to effectively manage high-volume recruitment and attract top-quality talent.
• Insights into conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Time to Power Up

Technology has transformed the talent industry at all levels, from mobile recruitment tools to AI in sourcing, interview, and assessment processes. But to increase speed-of-hire and reduce costs, high-volume recruitment needs the right tech, a people-first approach, and effective processes.

The post Amplifying High-Volume Hiring: Unleash the Power of Technology, People & Process 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.

The pressure of high-volume hiring is real. And while it’s no David Bowie song, the impact of hiring hundreds – even thousands – of employees each month without a cohesive process will definitely be just as memorable, albeit much less enjoyable.

Unfortunately for many TA teams, the only systems in place are adopted from professional recruitment practices. But high-volume hiring comes with a unique set of challenges that requires a specialized approach.

That’s why we’re here.

Let’s Talk: Tech, People, Process

Jeanette Leeds, Managing Director of Hourly by AMS and high-volume hiring expert, will combine brain power with RecruitingDaily’s William Tincup on April 13th at 2 p.m. ET.

We’ll learn about strategies to accelerate volume hiring at scale by leveraging technology to effectively manage high-volume recruitment and attract top-quality talent. In addition, they’ll tackle best practices for conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Key Takeaways:

• Strategies for streamlining and accelerating high-volume hiring processes while maintaining a personalized candidate experience.
• Best practices for leveraging technology to effectively manage high-volume recruitment and attract top-quality talent.
• Insights into conveying a compelling employer brand that resonates with potential candidates and expedites the hiring process.

Time to Power Up

Technology has transformed the talent industry at all levels, from mobile recruitment tools to AI in sourcing, interview, and assessment processes. But to increase speed-of-hire and reduce costs, high-volume recruitment needs the right tech, a people-first approach, and effective processes.

You’ll be glad you came. See you there.

Can’t make the live event? Register now, and we’ll send you a copy of the recording and slides after the webinar. 

The post Amplifying High-Volume Hiring: Unleash the Power of Technology, People & Process appeared first on RecruitingDaily.

Swindlers are using fake job opportunities to pursue laid-off tech workers, reports The Wall Street Journal. The newspaper said their plots can include having accomplices pose as recruiters and fake onboarding processes designed to get hold of a job seeker’s money or identity. The practice spread during the pandemic. Currently, the thieves are focused on workers who’ve recently been laid off, the Journal said.

While the impact of potential recession and rising inflation dampens the hiring outlook, U.S. employers continue to report upbeat hiring plans, says ManpowerGroup. IT remains the strongest sector, despite headlines about tech hiring and layoffs. Employers predicted the weakest outlooks would be communication services (18%), goods & services (15%), transport and logistics & automotive (5%).

Some 88% of companies worldwide are already using some form of AI to streamline their hiring, onboarding and upskilling processes. However, the talent platform Clapself said the level of automation in HR continues to lag other business functions such as sales and marketing. “Overall candidate experience, hiring costs and time it takes to fill a position continue to be major worries for hiring managers,” said CEO Anuj Kanish. 

Barely a month after it hit unicorn status, Beamery said it’s laying off “around 12%” of its workforce. According to media reports, UK-based Beamery informed its staff about the cut backs during an all-hands call on Tuesday. The call was followed by a company-wide email that said it intended to let go of more than 10% of its staff. 

The post HCM Talent Technology Roundup January 13, 2023 appeared first on RecruitingDaily.

This article will tell you how to choose keywords for job postings. Follow our tips and make your ads generate traffic from the search engine.

What Are Keywords And Why Are They important?

Keywords are groups of words that form phrases used to find specific information on search engines.

Keywords are crucial for SEO, as they relate directly to the search terms that internet users type into search engines. They are focused on search intent, which means that they help the search engine to understand what the searcher is looking for.

To rank high in the search engine, you should ensure that your site contains keywords that are popular with searchers and related words that the people you want to reach may also type in.

For example, if you’re looking for a Java Developer, you should type in the job title a few times, and not only one keyword. It would be best to consider other recruitment keywords your candidates might type. In the case of Java Developer, it could include a Backend Developer, Software Engineer or Software Developer. 

The same also applies to the job description, including duties and requirements. For instance, if you’re hiring a Marketing Specialist, you should emphasize the most crucial job description keywords, such as social media, SEO, advertising, paid ads, graphics, copywriting, content creation, etc.

Why You Should Use Keywords in Job Description

You already know what keywords are and why they are essential for SEO. But why should you use them in your job descriptions? We’ve listed the top reasons below:

1. 1. Increase website traffic – thanks to job posting optimization for search engines, you can get more traffic and increase your website’s SEO performance.
   2. Reach candidates directly from the search engine – keyword job description will help you reach candidates looking for new job opportunities by typing particular phrases directly into the browser.
   3. Stand out in competitive markets – SEO practices are not yet popular among HR professionals, so it’s a great way to stand out in competitive markets and find more candidates.
   4. A chance to find perfectly matched candidates — SEO is vital when you are looking for scarce talent. For example, by using so-called long-tail keywords (more extended and specific keyword phrases), you can find candidates looking for jobs in a particular location or offers that meet specific criteria (remote work, temporary work, part-time work, freelance work, etc.). Then, it’s a good idea to use long keywords. To do that, you can add the location or other characteristics after the job title (for example, Account Manager – London, Software Developer – a part-time job, Copywriter – a freelance job, etc.)

How to Identify Which Keywords to Use in the Job Description?

As you can see, using recruiter keywords is an essential element that can positively affect the results of the recruitment process. The first step is choosing the right keywords to include in specific job postings. How to do it? Follow the instructions we’ve listed below.

Keyword Research

To put keywords in the job description, you need to know which ones to use. Therefore, your first step should be keyword research. It will provide you with a list of terms job seekers might use to find positions that match various job descriptions.

For this purpose, you can use the advanced keyword ideas tool. It will help you get additional long-tail keywords and determine which keywords are most popular among your target audience. Moreover, these types of tools will show you phrases with low competition. It is an excellent way to concentrate on keywords, stay at the top of the search engine and get traffic from the search results.

Spy On Competitors

The next thing you can do is check what keywords your competitors are using. If you have a specific list of competitors, you can check their job offers. Another good way is to review job descriptions for similar positions on LinkedIn or job boards. 

For example, if you are looking for a Copywriter, you can check and see how your competitors looking for a person with similar skills referred to the position. They might have used a different name, such as “Content Creator,” “Content Manager,” or something else.

If you have an SEO tool, then use the competitor analysis feature, which will allow you to see what keywords competitors are using, the results they get, and what other activities they perform. It’s a great source of inspiration and a way to be even better than the competition.

Choose Keywords That Are Suitable For Your Job Description

When choosing job search keywords, you should find the golden mean between:

• • keywords that are relevant to the job posting (job title, alternative job titles, and also terms like “job,” “job offer,” etc.)
  • phrases that are very specific and company-specific terms (like your company’s name or a specific product you deliver) 
  • industry-specific terms or locations (specific tools, software suites, or even special certifications)

Next, you need to consider which job posting keywords will work best. You can use the most popular ones, but it’s also worth considering those that have great potential, according to the SEO tool.

When choosing keywords, consider whether they meet the search intent of your candidate. Then, you can determine whether the entire job posting will match the intent of the person who types in a particular phrase and clicks on your offer.

For example, if your main keyword is Java Developer Remote Work, you can focus on describing the rules regarding remote work and how it works in your company. Since you recognized that your candidate typed this phrase into the search engine, you can assume that remote work is important to him.

If you want to attract him to your offer, you can set yourself apart from the competition by writing that remote work has been part of your company’s culture for many years or include photos of your company’s remote workers. Doing so will show readers they have found what they were looking for.

Great Practices of Adding Keywords to the Job Description

Job Title Optimization

Regarding SEO, the title is the most crucial part of a job posting. It is important not only for users who can quickly see what kind of position you are looking for but also for search engine robots. Thanks to certain elements of the page, they can quickly recognize what kind of role your offer is about.

No matter whether you publish an ad on your site or an external job board, the job title is usually included in the title, referred to as <title>, and the header, referred to as <h1> or <h2>. The words in these places are the most meaningful to search engine algorithms and give them the most value. Moreover, the title also appears in search results, so it is essential in attracting people to your offer.

It’s a good idea to add the job title several times in different elements of the job description. It helps search engines understand that the word is significant.

Remember that you can use a long-tail keyword in the job title. Depending on your decision, it could be, for example, a Project Manager Job in Paris or Freelance Graphic Designer with French, etc.

Example of using job title and location in job listings.

Job Descriptions Optimization

In the next step, you should include 3-5 keywords in your job description that you chose during keyword research. Ensure they are related to the job title and other industry-specific terms that may be important for your candidates.

For example, if you are looking for a sales professional with English in Rome, your main keyword might be: Sales Specialist with English in Rome, but you should also include other important key phrases there such as sales management, sales business development, account management, customer service, international sales, leads generation, Salesforce, a sales specialist in Italy and more.

Remember to use them naturally and at the proper frequency. According to current SEO standards, the density of main keywords should be between 2% and 3%. When it comes to secondary keywords, it should be between 1% and 2%.

Fortunately, you don’t have to count it manually. If you use WordPress, you can install free plugins like Yoast SEO.

Relevant Keywords in an Advertising Campaign

If you promote your job offers, you also need to keep keywords in mind. Choose the main keyword (e.g. Freelance IT Content Writer) that has the most potential according to the SEO tool. You can also try setting up several ads with different recruiter keywords (such as: Freelance IT Copywriter, IT Content Marketing Specialist, etc.) and see which ones work best.

Backlinks With Keywords in Anchors

One of the most effective ways to improve SEO results and build authority is back-linking, which is linking your site to other relevant websites. 

So, if you create guest or sponsored articles, participate in interviews, or have other opportunities to link your job offer, take advantage of this opportunity. To get the best results, focus on anchor text, the clickable text in a hyperlink that links to your site. It shouldn’t be a simple URL or text like “click here.”

It would be best if you linked to a specific keyword to take full advantage of the potential of backlinks. In your case, it could be a selected main key phrase, taking into account the name of the position and a possible characteristic element, for example, HR Manager Remote WorK

Use Keywords as Hashtags in Social Media

Social media can also help you improve your SEO performance. All you need to do when posting a job on your social media is add hashtags with keywords related to the position, like: #RemoteWork, #JobInHR, #HRManager, #HRjob, #HumanResources, #PartTimeJob, etc.

This way, you will also make your advertisement available on social media search engines and users will be able to find it easily.

Rely on Local SEO

If you are looking for an employee for a specific location, you should focus on giving an exact location. Suppose you’re looking for an Office Manager. In that case, your candidate probably won’t type the phrase “office manager jobs” into the search engine but will try to specify the search results with specific locations.

​​That’s why you should include the city name a few times in the job description (you can also use many variations like: Office Manager job London, Office Administrator job London, job in London, etc.) to make your listing appear high in search results when your location is typed in. However, remember to do it naturally and not overuse the phrase in the job description.

Emphasize Your Job Ad With a Visual Experience

A job offer doesn’t have to be just a wall of text. Remember that its primary goal is to encourage people to apply for a job, so you should try to make it attractive. You can do this by adding photos, graphics, or videos that will complement your ad and make it stand out from the competition. 

You can take inspiration from HubSpot and add videos of employees talking about working at your company.

To positively affect SEO, you need to remember to add the so-called alt text. Alt-text is the text that appears in place of an image on a website if it cannot load. It is also vital for search engine robots to better crawl your site’s content. Therefore, to improve your SEO performance, you should fill in the alt text with a short image description, including the keyword.

For example, you can add a photo of your team with the image description: Our NYC team is looking for a Data Scientist for full-time work. 

You can take inspiration from HubSpot and add videos of employees talking about working at your company.

Summary

As you can see, adding keywords in the job description dramatically impacts how many people will see your ad. You can follow our recommendations on your own, without technical skills or the help of SEO experts, so it’s definitely worth taking the time to do it and optimizing your job ads as soon as possible. We are sure that you will quickly see the first results.

The post Job Description Keywords to Get Noticed Quickly appeared first on RecruitingDaily.

Digital recruiting is popular, too. Over 67% of prospective employees use social media to find new opportunities and 90% of recruiters use LinkedIn to find and evaluate talent. 

After all, recruitment is a form of marketing your company — just with an audience of potential new hires. It’s one of the most common recruitment mistakes to not harness digital marketing. However, creating a digital marketing campaign that attracts talented employees can be tricky. You need to make a few key strategic decisions and should tailor your content to suit the talent you want to attract. 

Digital Marketing Basics

Merging your recruiting efforts with digital marketing can help you land great talent. However, if you’re new to digital marketing, it’s easy to get lost in technical jargon and complex editing programs. 

Instead, stick to the basics of effective digital marketing by creating a clear, well-strategized plan. At minimum, this plan should include key details like: 

• • • Budget
    • Goals
    • Target audience
    • Tone and voice

Establish these parameters before you start posting to social accounts or writing for a blog. A clear strategy will get everyone on board and save you plenty of headaches in the future. 

Inclusive Content

All of your digital content should be intentionally inclusive. However, inclusivity is paramount during recruiting campaigns, as exclusive content will turn talented employees away from your business. 

You can create inclusive content by highlighting existing diversity, equity and inclusion (DEI) initiatives in your workplace. This is something that major brands like Virgin Atlantic already do well. 

As part of their recent digital recruiting campaign, Virgin Atlantic updated their gender identity policy so all staff could present their true self while on board. They highlighted these changes in their “See the World Differently” campaign and highlighted the experience of current employees. 

You can follow suit by assessing your existing policies and highlighting any areas that you’re particularly proud of. Prospective employees care about working with businesses that share their values, so your inclusive content is sure to garner attention online. 

Benefit-Based Content

Employees care about the benefits packages they will receive when working for you. Sixty-three percent of prospective employees look for careers with great benefits during their job search. As a recruiter, it’s your job to get the word out there about the benefits your business offers to employees. 

Start creating benefits-based content by surveying your current employees. Ask them which benefits they value the most and which make the biggest impact on their day-to-day lives. Use these insights to plan a series of posts, blogs and video content based on the benefits you offer. 

You may need to expand your benefits in order to attract the best talent. For example, many employees today are interested in working for companies that actively promote mental health services. You can help employees choose the right mental health professional for their specific needs by funding treatment from licensed psychiatrists, psychologists or psychotherapists. 

Make the most of your robust benefits policy by interviewing willing employees and foregrounding their testimonials. This will present your business as an authentically people-friendly workplace. 

Social Media 

Social media is often underutilized by recruiters and hiring managers. However, if you want to find talented younger employees, advertising on social channels is a must. 

Consider investing in paid content on Instagram and Facebook, as over 79% of employees have used social media to start their job search in the past year. Be sure to do your market research first, as you need to meet the genre conventions of each social media platform. 

If you’re planning to sponsor posts on Instagram stories, try to create visually appealing, data-driven content. Content that grabs users’ attention and quickly gives them key details is more likely to resonate with job seekers than content that contains too much information. 

If you’re advertising on Facebook, consider including further information in your post. Posts on Facebook tend to be lengthier than Instagram posts, as users can quickly scan for key details on Facebook. 

Once you’ve run your sponsored campaign, utilize your account insights to determine which posts were the most effective. Facebook and Instagram allow you to see how much engagement each post receives. You can combine this with data from Google analytics to see how many referrals you receive from your social media pages. 

Tailor future content based on your findings to increase your reach and engagement next time around. For example, if your data shows content videos of employee experiences perform well, try to create more posts that foreground your current staff. 

Conclusion

Digital marketing can take your recruiting campaign to the next level. Start by covering the basics: create a clear budget, identify your target audience and establish a voice you want to establish. This will get everyone on board and maximize the effectiveness of your campaign. 

When it’s time to start creating content, consider pushing material that shows off your commitment to DEI and benefits. Employees today want to work for firms that share their values and support their well-being. Creating content based on your existing policies will convince talented employees that you’re right for them.

The post How Businesses Are Utilizing Digital Marketing Campaigns To Hire Employees appeared first on RecruitingDaily.

However, many U.S. businesses need help attracting top talent, even in the freelance market. If your company is struggling, here are five major issues that could make independent contractors hesitant to join your team.

Getting Paid on Time is a Hassle

A recent report found that 74% of freelancers get paid late, and 59% are owed upwards of $50,000 for completed work. Overall, the issue of timely, simple payment is probably the top pain point of freelance workers. 

In addition, freelancers always have the looming threat of a client possibly disappearing and not paying them for finished work. 

Unfortunately, there’s yet to be a perfect solution for this. However, companies can introduce automated payment processors to eliminate the human factor and make payment schedules more reliable. 

Alternatively, working with a service like Solar Staff can offer peace of mind for both sides because a mediator can handle all payment issues and smooth the process for each party. Involving a mediator implies “freezing” money on their account so that the freelancer is sure they will be paid for the job and is not left without the deserved money.

They Don’t Feel Like They Can Set Boundaries

There’s an all-too-accurate joke that reflects how many contract workers feel: “I didn’t want to work a 9-5, so I started freelancing, and now I work 24/7.” 

Freelancers often feel insecure and unable to say no to a client when asked to work overtime or go above and beyond the agreed-upon tasks because the client has their money. This leads to a terrible work-life balance, extra stress and unbilled work hours.

The solution here is twofold. First, companies should set up clear, transparent billing systems that include contract clauses for overtime. Second, escrow services can also help freelancers feel like their money isn’t “held hostage” unless they complete hours of unplanned work. 

Companies can also utilize time management services to correctly budget working hours, eliminating confusion or miscommunication.

Admin Tasks Are a Burden

According to in-house data, 58% of contractors say administrative tasks take too much time. The same pool of contractors cited proper documentation as the number-one most annoying activity related to their work. 

Without access to professional assistance via software or accounting departments, freelancers are left to create and manage invoices, perform all reporting tasks, accurately record taxes and manage other documentation manually.

Only 40% of contract workers use dedicated invoicing software, while the rest create their invoices by hand, and 73% have to pay at least $20 for a tool to assist them with invoicing and documentation.

Offering an easy, user-friendly service or app that removes the burden of paperwork would go a long way toward attracting top freelancers. In fact, 67% of freelancers would readily pay for a tool that eliminates administrative obligations, so any company that solves this issue will have a competitive advantage.

Inflexible Deadlines and Unclear Expectations

Companies and contractors may have differing views on a reasonable deadline. If neither party is willing to compromise, this can cause significant problems. 

Often, the root of the issue is that each side has different expectations for the outcome, and there needs to be more clear understanding. Additionally, deadlines may shift if the project has complex goals, making it hard for both sides to keep track. 

Solving this problem is relatively easy. First, companies should set clear deadlines and expectations immediately so the contractor knows if they can provide what you need within that time frame. Second, there should be a list of acceptable reasons to extend a deadline, and both sides should agree. Using a freelancer-specific tool puts all this communication in a single, accessible place.

Communication Barriers Make the Work Complicated

Differing time zones and languages can often cause freelancers only to accept local work. For instance, 42% of freelancers in Indonesia say language barriers are the problem they face most often.

In addition, different cultural backgrounds can sometimes lead to complications. Some cultures expect working past a deadline; others may prefer tight, consistent communication and some may need more emotional motivation to complete a project. 

This is why it’s essential to have written agreements that clearly state a project’s goals, deadlines and expectations. It’s also critical to have a staff member with good emotional intelligence and a similar cultural background to most of your contractors to help smooth communications.

Shore Up Your Weaknesses to Attract Top Freelancers

According to Upwork, the U.S. freelance market earned $1.3 trillion from 2020-2021, and the number of skilled workers continues to climb. Independent contractors are highly educated, motivated and optimistic about their career prospects, so the companies that address freelancers’ concerns will be able to attract top talent and close the talent gap sooner.

The post 5 Reasons Freelancers Might Not Want to Join Your Team appeared first on RecruitingDaily.

But LinkedIn isn’t just useful for client acquisition. It also helps startups meet their recruitment goals. LinkedIn now has 850 million members and over 58 million registered companies. Fifty million of those members search for jobs on LinkedIn, and 60,480 are hired every single week.

These numbers have caused 40% of companies to rely on LinkedIn skills filters to identify high-quality candidates. It’s clear that LinkedIn can be a valuable resource for any company.

How to Use LinkedIn for Recruitment Marketing

For recruitment managers, even the free versions of LinkedIn can open doors to new hiring possibilities.

Here’s how any business can use LinkedIn to build a recruitment pipeline.

Optimize Your LinkedIn Profile

The first step of recruitment marking is building a brand. This can take several months, as you’ll need to establish a positive brand reputation, build a talent network, and rework your website. But if you’re one of the 78% of companies that can’t fill their open job roles, it’s worth the effort.

Once you’ve done this, you can start working on your personal and business profile. Be sure to incorporate SEO, as it’ll help candidates find you and increase your chances of connecting. Try to utilize keywords or key phrases that are more likely to be searched by people in your industry.

Here are some other tips you should use to optimize your LinkedIn profile:

• • Write a LinkedIn headline that describes who you are and what you do
  • Write a 200-500 word summary that incorporates keywords naturally
  • On your personal profile, add your experience and job details
  • Ask for endorsements from your employees, colleagues and partners
  • Ensure you’re connected to your company page (and share content to it)

You’re allowed to invite 100 people to your company page each month, while a personal page can connect to 100 people per week. That means you can send messages to 500 extra people.

Post Relevant and Valuable Content

Content marketing is an essential part of inbound marketing. Businesses should get into the habit of posting content that’s valuable and relevant to their industry, such as blogs or videos.

Encourage recruiters to learn everything about new hires’ paperwork, or you can focus on content that helps candidates write resumes. This type of content can attract a specific type of worker (i.e., HR staff and recruiters) or benefits a wide range of candidates.

By posting regular updates and worthwhile content, you’re establishing yourself as an authority, which makes you more trustworthy. New posts show up on feeds, making it more convenient to interact with you. Both initiatives increase your exposure to new audiences and candidates.

If you’re unsure what to post, look at your competition and review their content. Once you have an idea of what your customers may like, review your analytics and adjust if it isn’t working. Create a content syndication strategy that will generate new leads and educate prospects.

Ensure Key Players are Active

Key players in your company, such as the CEO, CFO and COO, should maintain a strong LinkedIn presence. This shows that they’re willing to network with and engage with candidates.

Authenticity is very important for your brand, and several modern candidates expect it. If you’re an executive or essential shareholder, you may be too busy to post content or interact with others. Instead of doing this, hire a social media marketer to handle your LinkedIn account.

But if you’re a recruiter, ask yourself the following questions about your executives:

• • Are they joining enough relevant LinkedIn Groups?
  • If they are, should they be contributing more often?
  • Do they routinely post to their own LinkedIn feed?
  • What type of content are they posting? Is it relevant?

While company employees can help prop up what the executives are saying, your key players have to lead the way. Discuss with your executives the importance of posting consistently.

Join and Use LinkedIn Groups

LinkedIn Groups present multiple opportunities to interact with other industry professionals or talented individuals. You should participate in group discussions regularly to build your brand.

However, you can’t just choose any LinkedIn Group. Before joining a group, take a look around. Are the people commenting related to your target audience or company interests? Do your ideal prospects spend a lot of time here? Is the group large, and if it is, is engagement pretty high?

Once you’ve joined the group, commit to doing the following:

• • Post updates about your industry
  • Comment and share posts
  • Ask questions to encourage discussion
  • Be helpful by answering people’s questions
  • Don’t pitch all the time
  • Pay attention to common pain points in the group
  • Address these pain points by making new content

If you want to use LinkedIn Groups for talent acquisition, ask if you’re allowed to post a job directly to the group. If not, search for groups that act as a secondary job board for candidates.

Grow Your Following to 500+

Your success on LinkedIn hinges on how sizable and active your followers are. High-caliber content can do a lot to bring more eyes to your page, but it won’t make them log in. With that said, be careful when using automation tools to connect with potential candidates or clients.

LinkedIn’s Terms of Service prohibits the use of automation tools to send messages or post content. In some cases, LinkedIn will send a warning even if you aren’t using automation tools, so you have to slow down when adding new people or mass sending InMail messages.

It’s possible to use these tools if they mimic human behavior, but there’s still a chance you’ll get banned. It may be wise to spend 10 minutes a day manually adding people to your network.

When you run out of connection requests, visit other people’s profiles. If they have their “viewed” notifications on, they’ll see you looked at their page and they may send a request to connect.

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Moving to largely virtual workspaces offers an abundance of new opportunities, ranging from global market expansion to the cost-efficiency of switching from an in-person to a fully remote workforce.

However, digital transformation doesn’t always come easy for HR and recruiting departments. Every transition is always riddled with its own complexities, especially when your line of work directly affects an entire organization. In this article, we’ll offer tips to help HR and recruiting teams navigate this transition and continue implementing their skills in a new, digital business environment.

Maintaining Communication in the Midst of Transformation

One of the biggest challenges when transitioning into the digital sphere is maintaining effective communication. HR teams not only need to keep in touch with each other — without any in-person meetings, for remote teams — but also keep their stakeholders in the loop about new internal processes and how to reach out for HR support.

Determine what channels you’ll use to support your traditional HR processes. For instance, if you once accepted reports of employee disputes in your physical office, you could implement and share an email form or chatbot that does the report intake for you.

In this example, your new digital communication channel can actually save your team a massive amount of time. Choose digital alternatives that increase your efficiency, but aim to consolidate your communication channels as much as possible to ensure your team doesn’t have to jump between too many platforms during their work day.

Speed Up Recruitment With Modern Technology

While communication can be difficult during digital transformation, recruitment can actually become easier and more effective than ever. Virtual recruitment software is reducing the amount of work that needs to be done early in the recruitment process, so recruiters can focus on making the best hiring choices toward the end.

Virtual recruitment funnels in larger volumes of applicants than ever before. However, while this would have been difficult for recruiting teams to manage in the past, companies can continue leveraging technology to screen resumes, shortlist the best candidates and maintain their standards of hiring without having to manually sift through every application.

AI-driven recruitment software can support virtual hiring even further. As job candidates make their way through the interview process, AI can analyze data, sentences and even facial expressions to help you identify the best fit for your team.

Embracing Social Media in the Hiring Process

Social media apps have become popular marketing channels for many digital teams. By embracing paid social media ads and choosing the channels their candidates are using, companies can stand out to potential applicants rather than getting drowned out by other listings on a job search site. However, this isn’t the only opportunity for recruiters to use social media in the hiring process.

As more companies are affected by digital transformation, using social media platforms, especially LinkedIn, for direct outreach has become key to winning the best candidates. Incorporate outreach messages to job seekers into your social media marketing strategy.

LinkedIn even allows you to screen each potential applicant’s background before you reach out, so you don’t waste your time recruiting anyone who’s a poor fit.

When hiring for some departments, like marketing or journalism, asking applicants for other social media handles, like those on Instagram and Twitter, can also be appropriate to gauge communication or content creation skills.

Enhance Employee Motivation

HR teams are often faced with declining motivation in their workforce when digital transformation first occurs. On top of having to learn new technologies, employees may struggle to return to their typical level of productivity when they enter a new working environment.

However, going digital doesn’t have to make employee management harder. With the right digital workforce technology, you can keep employee motivation, engagement and happiness at an all-time high.

For example, employee recognition software can reward team members, who receive points when they complete certain tasks or goals (like recruiting KPIs or sales contracts signed). Once enough points are compiled, they can trade them in for a reward of their choice, whether that’s a gift card, work perks, swag or other real-life prizes.

Enter the Future of HR and Recruitment

Digital transformation is inevitable in every field, and it can help HR and recruitment teams work far more efficiently than ever before. However, navigating the transition requires your department to tackle the difficulties that you may face with the right technologies.

HR teams must identify the communication tools that can replace their in-person communications, as well as find software that can keep their employees productive and engaged. Recruiters, on the other hand, should embrace software that automates parts of the recruitment process and identify the social media channels that can help them stand out to their ideal candidates.

The post How HR and Recruitment Are Impacted by Digital Transformation appeared first on RecruitingDaily.

Each one of those words appears in close to one million job descriptions on Indeed. And every time somebody adds one of those words (or their synonyms), somebody kills a puppy or something. Less dramatically: you’re killing off your applicant flow. Stop it.

NO ONE WANTS YOU (THAT WAY)

Nobody is passionate about working as a procurement assistant for Panasonic Nobody. And if they are, you should be nervous about them. They need help, not access to your VMS. The people you want to attract see obvious fluff words and it dulls their, well, enthusiasm.

What they’re looking for, frankly, are details. What’s the pay? How are the benefits? Can they work from home, what’s the vibe, that sort of thing. Oh, and: what are they going to actually be doing – and why. Will any of their co-workers be passionate lunatics who insist on wearing all of their flair, and is there body-disposal reimbursement for when you finally snap and “de-passion” them permanently?

When you lean into lazy writing because you don’t really understand what the job entails (or, you do and that’s why you’re not discussing it), it’s obvious to the reader.

DATING IS HARD – DON’T BE LIKE DATING

Employers shouldn’t be out there cruising Indeed like its Tinder, looking for their next hook-up. It’s weirdly off-putting.

Remember when eharmony tried to create a job board? Or when Amazon decided it would be cool to have a few hook-ups on Tinder? Seriously – that all happened. Oh, and eharmony’s careers page is still looking for… you guessed it: passion.

Look, it’s absolutely okay to want to hire people who actually want to work for you. Fine. Normal even. But… people who are passionate?

Think about it this way. You’re on whatever dating app you find the least repellent. You see a profile, and the headline is promising. And then you read about how they’re “passionate, are you passionate too? I want someone who loves being passionate about passion, and wants to turn that passion into a mission-driven relationship with more passionate people. Also, you should be willing to spend 40+ hours a week in my house, passionately partnering in procurement”.

After you reported them to your local police, you’d screenshot (for hilarity and sharing on your “Let’s Not Date” group on Facebook) and block. Quickly.

JUST THE FACTS, PLEASE

Don’t be one of the millions who use weak language to try to impress. Respect your audience. Understand they don’t want to date you, and that’s okay. They may want to work with you, and – who knows – maybe they really enjoy their careers. That’s great. Just don’t go looking for love. It’s off-putting.

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Inefficient work processes are exhausting employees and encouraging them to seek stability elsewhere as the economy continues to be unsettled. According to the Qualtrics 2023 Employee Experience Report, a “fresh collision” is brewing between burned out employees who want more support and organizations that want to streamline budgets without surrendering productivity.

Ping, a global payment platform for freelancers and contractors, announced a $15 million seed funding round from investors including Y-Combinator, Race Capital, BlockTower, Danhua Capital, Signum Capital and Goat Capital.

Talent development platform GrowthSpace said it’s expanding into the UK and Europe, and hired Nick Koutris, formerly of Coachhub and LinkedIn, as the region’s director of sales. The expansion is fueled by the company’s recent $25 million Series B round. 

IT trade association CompTIA developed and launched the Tech Job Posting Optimizer, a web-based platform that provides a library of job templates and data tools to optimize postings for skills, qualifications and inclusivity. That platform also provides a check of bias language, salary curves and a job posting best practices guide.

Recruitment marketplace Remotebase announced a $2.1Million funding round as it launched the developer hiring tool Talently. The pre-Series A round was co-led by Indus Valley Capital and Hustlefund Ventures. Remotebase offers pre-vetted developer teams and who can be ready to operate for clients within 24 hours.

One in three workers plan to look for a new job in 2023, but another third plan to dig into their current role and take on more hours and responsibilities. Research by iCIMS found that a dichotomy in the workplace, constant upheaval and mixed messages have impacted the way people work and challenged organizations’ ability to retain and grow their workforce. And while much attention is given to remote and hybrid work, nearly 60% of those surveyed believe they are more likely to get training or learning opportunities in an in-person environment. 

iCIMS announced that Brian Provost will join as chief executive officer, effective Dec. 1, 2022. Provost, the former CEO of Ascentis, brings more than 20 years of executive leadership experience in SaaS technology companies.

The post HCM Talent Technology Roundup November 17, 2022 appeared first on RecruitingDaily.

The 6th annual State of Employer Branding Survey finds that while in the past, the practice was largely an output of HR/Talent Acquisition, that’s now changing for the better. This year’s response to the question “Who Was Part of Your EVP Initiative?”points to an evenly blended stakeholder team consisting of marketing, internal communications, corporate communications, and talent acquisition.

This is a sign that in a historically tight candidate market, companies have been forced into the realization that strong employer branding does more than simply fill open positions. The data shows that increases conversion, application rates, as well as retention – a trifecta of positive impact.

Among other findings are:

• The top two goals for creating an employer brand were “Recognition as an Employer of Choice” and “Ease in attracting candidates.”
• The top-mentioned materials that have changed or will change based on recent employer branding initiatives are career sites (63%) and social media (50%).

According to Brandermix founder Jody Ordioni: “The internet, including social media, has truly leveled the playing field, allowing a low barrier of entry for small companies to successfully compete for talent against more sizable, well-known firms,” says Ordioni. “That should be great news for non-profits, healthcare and start-ups.”

While it has long been given lip-service, corporate marketing teams have been notoriously dismissive of their peers in talent acquisition. With the recent pressures on labor and hiring, investments of time, dollars, and attention are finally making their way to EB. While this is a hopeful sign that “they finally get it”, the question remains if this recognition will last or if it is simply a paint-point reaction. Time will tell.

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Sense announced the integration of WhatsApp for Sense Messaging, which is meant to help recruiters communicate with more candidates. The integration allows for 1:1 conversations and broadcast messages through WhatsApp while using the collaboration and intelligence tools built into Sense Messaging.

WilsonHCG acquired Tracking Talent as it continues to expand its footprint in EMEA. Headquartered in South Africa, Tracking Talent provides talent acquisition solutions to organizations in the financial services and commercial businesses. The acquisition will allow WilsonHCG to continue building on its presence in the region while supporting its wider EMEA client base.

Discrepancies between employers’ and employees’ workplace experience ratings are narrowing, according to WorkForce Software’s Second Annual Workforce Experience Gap study. However, the report also found that employers need to turn their awareness into action in order to fulfill employee expectations.

Realizeit, a provider of adaptive learning technology, launched Personalized New-Hire Training, the first in a series of solutions built on its adaptive platform. The product enables delivery of a seamless, engaging and more productive onboarding experience with less effort using pre-built capabilities.

DailyPay launched a new function within its platform. “Shifts Worked” helps hourly shift workers understand how much they’ve earned for each individual shift, and how much of their earnings are available before payday. The feature is an extension of DailyPay’s “Pay Balance” function and provides additional clarity and transparency to ensure all worked hours are accurately reported.

The post HCM Talent Technology Roundup October 21, 2022 appeared first on RecruitingDaily.

Virtual Ads

One of the most creative ads that has stuck in my mind for a couple of years now was from Waste Creative. Its recruitment video came out during the pandemic when it invited job candidates to take a tour of its virtual office at the Nintendo game Animal Crossing.

The office replica was included in the game so players could visit it while playing. The timing was perfect, too, because everyone was staying inside, so the Nintendo game was becoming incredibly popular.

Baruch Labunski
CEO, Rank Secure

A Job Ad by a UK Company Called Sell

A UK-based company called Sell put out an insanely creative job application form as a recruitment tool. All 10 questions on said form required out-of-the-box thinking to answer, but our favorite is question #6: “Post a video of yourself telling a joke on YouTube and put the link here.”

This company clearly wants creative employees with personality. The questionnaire not only does an excellent job of revealing every candidate’s creativity, but it presents a clear picture of the company as a fun business that strives to be unique and thrives on innovation.

Erin Banta
Co-founder & CEO, Pepper

The Air Force Ad

I recently saw a recruitment ad for the Air Force that really caught my attention. It featured a young woman in uniform standing in front of a plane. The text of the ad talked about the many opportunities that the Air Force offers, and it ended with the tagline: “Ready for takeoff?”

I thought it was a really clever way to highlight both the career options available in the Air Force and the exciting lifestyle that comes with being a part of the military. It’s definitely an ad that made me stop and take notice.

Antreas Koutis
Administrative Manager, Financer

Travis Perkins Billboard

One creative recruiting advertisement I’ve seen lately is a billboard campaign by Travis Perkins, one of the UK’s largest builders’ merchants. The company placed a series of billboards across the country, each with a slightly different message.

One read “I’m bored of the same old faces at the station so I thought I’d brighten things up a bit,” while another reads “If you can guess what these flowers are, I’ll give you a job.” The company’s aim with the ads is to get more people interested in working for them.

Adil Advani
Founder, Stream Digitally

An Ad for a Company Called The Muse

I recently saw a creative recruiting advertisement on Facebook that really caught my attention. The ad was for a company called “The Muse” and it featured a woman in a business suit who was surrounded by a bunch of playful puppies. The headline of the ad read, “Are you a corporate puppy? Come work with us!”

The ad was clever and eye-catching, and it definitely made me want to learn more about the company. I think it’s a great way to reach out to potential employees who might be looking for a more creative and fun work environment.

Farhan Advani
Co-Founder, BHPH

A Video Ad With Humor to Attract Talent

What if an employer used humor in a video to attract talent? And what if it wasn’t corny but legitimately funny?

Our agency recently created a video ad in which two friends would periodically check in with one another over a video call. You’d see them talk about their different career paths: One was choosing a steady career working for a manufacturer and the other was choosing random jobs in construction or even skydiving.

Throughout their humorous exchanges, the viewer could see how the manufacturing job was actually the better choice when it came to income, career growth, building a family or even healthcare insurance (you’ll have to watch it to learn how the skydiving job turned out).

The ad was designed to prove that “boring” manufacturing jobs can actually buy what you really want: a better income and more career growth options for a more satisfying life. 

Justin Vajko
Principal & Chief Strategy Guy, Dialog

An Animation of a Person Walking Through a Cityscape

An ad I recently saw was an animation of a person walking through a cityscape, and as they walked, different buildings and landmarks appeared with job openings in them. The animation ended with the person walking into a bright light, symbolizing the potential for career growth and opportunity. This ad really spoke to me because it showed that the company is willing to invest in its employees and help them grow their careers. It’s a great way to attract talented people to the company.

Peter Beeda
COO, fhalend

Video Billboards

One creative recruiting avenue that I have seen lately is video billboards.  We have several video billboards around our city at popular stop lights, where different companies advertise their job announcements.  We are going to explore this option next month and see if our number of applicants increases.

Lindsey Hight
HR Professional, Sporting Smiles

The post 8 Creative Recruiting Advertisements appeared first on RecruitingDaily.

Learn to Accommodate the Unpredictable

A challenging aspect of being a recruiter is the unpredictability factor during the recruitment process. People are complex and complicated, and each person can see the same opportunity from different perspectives. A recruiter should prepare for anything that could happen during the search. It is up to them to keep their clients and candidates on the same page throughout the hiring process.

Benjamin Farber
President Bristol Associates, Inc.

Don’t Haunt Potential Hires

Avoid ghosting job candidates. Keep in mind that they are also stakeholders in the vetting and interviewing process. In the digital age (where all comments are shareable and social), a negative or positive interview experience can be published online — and read — in a matter of seconds. This can have an impact on qualified job seekers who are researching your open positions and discourage them from applying. Regardless of how many “to do’s” are added to the task list, all applicants should expect open conversations and transparency throughout the process.

Jessica Arias
Director of People & Culture OnPay Payroll Services

Use LinkedIn Smarter

Tools like LinkedIn’s Career Explorer page are a recruiter’s best friend. It’s the platform’s central database that tracks today’s top-trending job titles in your recruitment vertical, but also the associated skills for these roles. The platform gives you a glimpse into what your actual target audience is prioritizing when job hunting themselves.

In this sense, think of tools such as Career Explorer like an encyclopedia for how to attract hyper-specific talent. You also get access to a library of workforce data and scouting and recruitment thought leadership, all in a single place. Basically, it’ll allow you to recruit faster, easier and ultimately better than colleagues who aren’t crafting their work around this centralized info.

Yang Zhang
CEO Plasmic

Build Your Network of Contacts

The first step is to identify the industry you want to recruit for (in my case, IT). Study org charts for some large companies in that industry to get an idea of what departments you might work with and what common and niche positions in those departments you may be recruiting for, as well as the growth opportunities for each position (good selling points for passive candidates).

I looked for IT org charts and learned everything I could about IT infrastructure from help desk to CIO/CTO, as well as where software development fits into the greater IT organization. Once you digest all that, do a deep dive into duties for each role and common tools/skills/technologies that are used for those positions. You don’t need to know everything, but knowing a little helps you to think of good questions to ask candidates. Now you know enough to be dangerous. The last step is to spend time each day adding people in the roles you studied to your LinkedIn and get a professional headshot taken.

Matthew Jones
Senior IT Recruiter VIP Tech Consultants

Seek to Recruit for Organizations That Matter to You

When you recruit for an organization whose causes, mission/vision, products or services are important to you, it shows. Your messaging comes from an authentic place, your ability to bring excitement to conversations with candidates becomes effortless and you become the best advocate for your candidates because of your vested interest in their and the organization’s, success.

Cindy Rodriguez
Partner Adirondack Diversity Solutions LLC

Identify and Sharpen Your Soft Skills

I believe anyone can become a recruiter, but not everyone can be a great one. Great recruiters share a common quality: They know the key soft skills needed to engage clients and successfully place high-quality candidates in challenging positions. Every successful recruiter’s main soft skills are strong communication, negotiation, sales and people management skills. As you launch your career, identify opportunities to strengthen these skills and you will navigate many of the obstacles most newbies face in their career.

Strong communication, people and sales skills are critical to engaging clients, evaluating and managing their needs and providing tailor-made solutions they cannot find anywhere else. These same skills are critical in maintaining high-quality and productive relationships with hiring managers. Strained relationships with hiring managers are a major obstacle for both new and experienced recruiters, but with the right skills, you can overcome these common challenges.

Paul French
Managing Director Intrinsic Executive Search

Be Familiar With Your Role as a Recruiter 

Listening is the number one qualification for the individual who dreams of becoming a recruiter. A recruiter understands the business, treats job seekers like customers and teams up with hiring managers to collaborate on job specifications, plans, sources, assessments, sales, communication, listening, marketing, coaching, interviewing, evaluation.

Recruiters-in-the-making recruit for diversity, share knowledge, persuade, negotiate, contribute beyond their assignment and enjoy joint achievements shared with their colleagues. 

Business competencies new recruiters will require include a drive for results, composure, creativity, priority setting, problem-solving, perseverance, comfort around senior executives, standing alone, organizing and approachability. They are talent scouts who are passionate and polished professionals who, having listened well, take great joy in congratulating each of their newly hired staff.

Bill Gunn
Principal Consultant G&A

Learn How to Like the Unknown

You need to learn to like the unknown from the terminology that you do not know to situations where you simply have to wait for updates and answers. When it comes to starting your career, you need to quickly familiarize yourself with all of the terms that you will be using on a daily basis.

That includes business terms, your team’s jargon and some key elements that you will be discussing with your candidates (i.e., if you are an IT recruiter, you must know and understand their tech stack to be able to ask the correct questions). So when you see something new, Google it and understand what it is. 

Another big part of recruitment is waiting for the feedback, the offer, the decision on that offer and many other things. Be ready for that waiting time and to constantly push for updates. Recruitment is very dynamic, so you must be prepared for requirements to change quickly and be able to adapt to the new ones to be successful.

Katya Lapayeva
IT Recruiter CNA International IT

Work on Your Communication Skills

The key to success for someone to become successful in recruiting will likely always be in communication. This affects interactions with hiring managers, candidates and within your team. Due to the emergence of additional A.I. and technology-based solutions, it seems that meaningful communication has taken a back seat.

However, communication, which includes both the written and spoken word, will continue to be what separates the most successful recruiters from average recruiters. If you become comfortable with video, this can also prove to be a tremendous edge as a new recruiter.

Rollis Fontenot III
Founder HR Maximizer Inc

Explore the Possibility to Shadow a Member of a Recruiting Team

The recruiting landscape is extremely competitive and many companies are seeking to beef up their talent acquisition team. Most companies look for individuals with prior recruiting experience. However, that shouldn’t stop anyone from pursuing the recruiting/talent acquisition field. Recruiting requires attention to detail, maintaining confidentiality, ability to work in ambiguous environments and an ability to relate to candidates.

One important tip for prospective recruiters is to have a solid understanding of the questions that you can and cannot ask prospective candidates. This may seem extremely tactical, however it is an important component of being a recruiter. There are questions that are illegal to ask a candidate. It’s also helpful to reach out to Human Resources to see if it’s possible to shadow a member of the recruiting team to have a better understanding of the full lifecycle recruiting process.

Tawanda Johnson
People & Culture Thought Leader Sporting Smiles

Find a Way to Get Your Foot in the Door

You can start as a sourcer or recruitment assistant in order to get a glimpse into the recruitment industry. As both of these positions have a lower barrier to entry, you may be able to find an internship or on-the-job training opportunities for both of these positions.

These positions will allow you to get hands-on experience, and you’ll quickly find out whether or not recruitment is right for you. Moreover, you’ll gain insight into which specialization of recruitment is the best fit, allowing you to properly adjust the course of your career from an earlier point in time than most people.

Iohan Chan
Senior Content Editor Clark Staff

The post How To Become a Recruiter: 11 Tips appeared first on RecruitingDaily.