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.

Building an employer brand that attracts Gen Z talent is critical for companies, especially in the constantly evolving business world of today. Generation Z — the generation born between 1997 and 2012 — is a significant part of the current workforce, and their expectations, values, and needs are different from baby boomers, Generation X, or even millennials. Therefore, if you want to attract the best talent for your clients, you must understand the unique preferences and the most important standards of this generation.

What is Important to Gen Z Workers?

What is Gen Z talent looking for in a potential employer? Here are a few things that are important:

• Equitable pay as well as benefits;
• Honesty and transparency regarding the potential salary and benefits;
• A brand that participates in social justice;
• A good work/life balance;
• The ability to learn, grow, and develop — particularly for the long term.

Although most other generations desire these working conditions, Generation Z is becoming unique in that they won’t tolerate a job without these equitable working conditions.

Create and Highlight Your Strong Company Culture

One of the most critical aspects of building a strong employer brand is company culture. Generation Z wants to be employed by companies that share their beliefs and values. Therefore, businesses have to showcase their culture on their website, social media, and also other channels used to recruit new employees,

One way to help a candidate learn more about company culture is to share employee stories, testimonials, and also experiences. This can be extremely helpful when it comes to candidates having a better understanding of company culture.

It’s also important for companies to emphasize their dedication to employee well-being as well as work-life balance. Offering perks like flexible work hours, remote or hybrid work options, and health and wellness programs can illustrate how committed a company is to its employees.

Use Social Media Effectively

In this day and age, social media is an important part of our lives. Generation Z, especially, is extremely active on social media platforms like Instagram and TikTok. It is, therefore, a good idea for organizations to leverage social media to promote their employer brand.

Utilizing social media platforms like Instagram, Twitter, and TikTok can help a brand reach a broader audience and show its culture and values. Businesses should also encourage employees to share the work experiences they have had on social media. They can also increase visibility by using relevant hashtags.

Recruiters can also use social media marketing to participate in the trends that will allow them to attract new talent. Some of these trends can include ephemeral content, live streaming, and avatars.

Encourage Social Justice

When compared to previous generations, Generation Z is much more socially aware. They need to work for companies that are dedicated to social responsibility. This is why it’s a good idea for businesses to highlight their efforts to give back to the community.

Promoting sustainability initiatives, taking part in volunteering opportunities, and also donating to nonprofits and charities that are doing socially responsible work are a few ways organizations can demonstrate their commitment to social justice. Additionally, companies can show examples of their social responsibility efforts on their social media and website.

Equitable Pay and Transparency Related to Salary

No matter what generation you are a part of, salary and benefits are typically the most important considerations when seeking a new job. Generation Z is not different in this way. However, they do value fairness as well as transparency regarding compensation.

For this reason, a business should be upfront about the pay structure and benefits package that accompanies an available position. Organizations should also make sure their salaries and benefits are fair for all employees. Providing benefits like paid time off, healthcare, and also retirement plans can do a lot to attract and retain talent.

Efforts in Diversity, Equity, and Inclusion (DEI)

Generation Z is also very much concerned with DEI. They want to be employed by an organization dedicated to ensuring an inclusive and diverse workplace.

This is why companies need to display their DEI efforts. A few ways this can be done are to hire candidates that are diverse, implement DEI training programs, and encourage an inclusive company culture. It’s also a good idea for a business to include a DEI statement on its website or social media.

Emphasize the Availability of Development Opportunities

Another thing that is extremely important to Gen Z is having opportunities to grow and develop in their careers. They want to work for organizations that offer these sorts of opportunities so that they are encouraged to grow personally and professionally.

It’s, therefore, a good idea to highlight your learning and development programs. You can demonstrate your company’s commitment to employee growth by offering training/development opportunities as well as mentoring programs.

The post Building an Employer Brand That Attracts Gen Z appeared first on RecruitingDaily.

Despite the headlines about tech layoffs, the war for top talent is more competitive than we’ve experienced in decades. Job seekers have more power over when, where and how they work – including how they engage with prospective employers during the recruitment and hiring process. 

Companies are competing furiously for talent, and while some companies have adapted to this highly competitive landscape, others are falling behind in terms of competitive offerings and a new level of authenticity needed to attract the best talent. But, one thing remains blatantly clear: a strong employer brand is a deciding factor for prospective employees.

Now more than ever, companies need a well-defined employee value proposition (EVP) to showcase they’re a values-driven organization focused on more than just profits. Coupled with a strong engagement strategy to target this message to prospective employees and a commitment to a positive and smooth candidate experience, EVPs will be a key ingredient to winning the ongoing talent wars.

What is an EVP and Why is it Important?

Defining and building an employer brand is not a task that should be taken lightly – it’s a meaningful way to showcase what your brand stands for, and can impact many facets of the business. While it’s often mistaken for sentiment about company culture and employee engagement, it is far more about what the employer offers to its employees; much like a product value proposition is to the consumers who purchase said products.  

The EVP is how businesses market their value to new talent and retain current employees. It’s the benefit employers offer to employees about why they should come work for their company. Think about the standard interview question “Why should we hire you?” and turn it around: “Why should you choose us as your employer?”

Your EVP sends a consistent message to customers, partners, the community, etc., about who you are as a company and what you represent. Strong employer branding exercises will consider a combination of company identity, mission, values and workplace culture. However, a succinct, impactful EVP will be the differentiating factor to elevate the brand above countless other companies vying for the candidate’s attention. 

If you don’t have an explicit and authentic EVP you’re communicating strategically to prospective employees, you could be missing out on the right talent to drive your business. Surprisingly, even though most people recognize EVPs as critical to a healthy talent acquisition strategy, 41.4% of companies still don’t have one established. So, the problem is not necessarily that companies don’t realize the importance of EVPs. The disparity lies between knowing it’s important and actually investing in creating one, which leads us to believe establishing and implementing an EVP is the main barrier. For the organizations that may have an EVP, they are often slung together in a few slides and don’t have the foundational research needed to be in tune with reality.  

How to Create an EVP

First, an EVP is part of a much larger discussion around employer branding. It’s not just what you can offer to employees, it’s what your company stands for. Here are just a few steps you can take to establish and implement your own EVP: 

Introspection:

Ask yourself what your company has to offer an employee. Why would they want to work for you versus another company with similar pay and benefits? What can you do for them in the long run? If this proves to be challenging to answer, consider asking existing employees via surveys, focus groups and interviews what they find most valuable and rewarding about working for the company. This is also a great time to reflect on areas of company culture that can be improved upon to attract more talent in the future, while creating a better overall experience for existing employees in the process.

Boil it Down:

Boil the answers down into a few simple sentences or a short paragraph, explaining what you offer employees. It’s easy to just mention good company culture and competitive pay, but it’s more constructive to make it unique to your specific company. Does your company offer flexible work hours (appealing to parents) or unlimited PTO (appealing to millennials)? Is the company involved in any community or charitable organizations? How can you demonstrate the company is a people-first organization with a focus on employee well-being and development?

Establish and Market:

Once the EVP is finalized, establish it within your company first, leading by example and ensuring it’s aligned with current organizational goals and culture. Next, develop assets to market it externally as a part of your employer branding and awareness efforts, careful to strategically target key types of job seekers who can become the future employees you want. It is important to target candidates both on and off the job boards so you are not only targeting active job seekers but also trying to reach them during their daily lives. To stand out, it is important to be proactive about bringing your message to them versus completely relying on the job boards to deliver the best hires. Evaluate the results regularly and tweak as necessary to make sure it’s authentic and resonating with internal audiences and external candidates. To answer ‘why should someone want to work here,’ an EVP is not something that should remain static. Just as the dynamics of the job market continuously change, companies should be aware of the evolving work environment, their employee sentiment, and tweaks to their values as time progresses and cultures and priorities evolve. 

When you break it down, EVPs aren’t as daunting of a task as they might seem, and can make all the difference in your hiring practices. 

The job seekers of today have different priorities and it is still critical to understand this is an employee-dominated market.  It’s not enough to just skate by, you need to stand out. Today, millennials have changed the workplace and Gen Z candidates are rapidly entering the workforce  looking for more than just a paycheck and simple benefits. They want to work for a company that has a mission and purpose, but also puts them first. Strong, authentic EVPs build trust, transparency and excitement about an employer brand – and in the end, will encourage the strongest candidates to apply regardless of the type of workers you need to power your business.

The post Without a Strong Employee Value Proposition, You Can Kiss Top Talent Goodbye appeared first on RecruitingDaily.

In this series, I will explore some of the value-added tasks that TA teams can be doing during these slow times that will add value now and keep your well-oiled TA team in place, sharper than ever, and ready to flick the switch on a cultivated robust pipeline.  

Employer Branding in Outreach

For the 12 Days of Sourcing last month, I wrote about using video clips in outreach to attract prospects to engage and provided some real example outreaches that worked to attract hard-to-find tech talent during the last hiring frenzy. But what about in these slower times? We can still use this time to do customized bulk outreaches to our talent communities or long lists of prospects, using employer branding video content to build a pipeline of interested prospects already engaged with your brand for when the market picks up. Here are a couple of general pointers on what to consider when picking which content to use.  

Try Video Employer Branding 

Video employer branding is a powerful tool for attracting top talent in the current job market. With the rise of social media and video-sharing platforms, it has become increasingly easy for companies to showcase their culture and values to a wider audience. Research from Bain & Company has found that employer branding can lead to a 25-50% reduction in the cost of hiring and a 50-80% improvement in the quality of hires. 

As a Talent Sourcer, when using employer branding video content effectively in cold outreaches to highly sought-after tech talent, I saw a response rate skyrocket from a meager 4-5% to over 30%! While every response was an enthusiastic “Let’s GO!”, it doubled the number of prospects willing to explore the position while creating a robust pipeline of future prospects now engaged and following our brand.  

Video Employer Branding in Action

Benefits of Video Employer Branding 

The benefits of including video employer branding content are endless, and few stand very tall.  

1. Increased reach and visibility: Video employer branding allows companies to reach a wider audience and showcase their culture and values to potential candidates. According to a study by the Boston Consulting Group, job seekers are increasingly turning to social media and company websites to learn about potential employers. By creating engaging video content, companies can stand out from their competitors and attract top talent.
2. Improved candidate experience: Video employer branding provides an immersive and authentic look at what it is like to work for a company. This can help candidates better understand the company culture and values and make a more informed decision about whether they would be a good fit.
3. Enhanced employer reputation: By creating compelling and authentic video content, companies can improve their reputation as a “great place to work” and attract top talent. According to research from McKinsey, companies with strong employer brands tend to have higher retention rates and are more successful at attracting top talent.

In addition to the campaign I highlighted in 12 Days of Sourcing, here are some other examples of successful video employer branding:

1. Airbnb: Airbnb’s “We Accept” campaign, which featured a series of videos showcasing the company’s commitment to inclusivity and diversity, was highly successful in attracting top talent and improving the company’s reputation as an employer.
2. Google: Google’s “Life at Google” video series gives a behind-the-scenes look at what it’s like to work at the tech giant and highlights its innovative culture and values.
3. Deloitte: Deloitte’s “Life at Deloitte” video series showcases the company’s commitment to work-life balance and provides a glimpse into the various career paths available at the consulting firm.

Considerations for Using Video

No doubt, these campaigns have been successful. But what are some general guidelines on what to consider when using video material in prospect outreach? Here are some considerations for using video employer branding:

1. Clearly define your company culture and values: Before creating any video content, it is important to represent your company’s culture and values to help ensure that your video content aligns with your employer brand and attracts the right candidates.
2. Showcase the employee experience: It is important to showcase what it is like – “A typical the day” -to work for your company to attract top talent. This can include highlighting company perks and benefits, showcasing team bonding activities, and giving a behind-the-scenes look at daily life at the company.
3. Use storytelling: Effective video employer branding often utilizes storytelling to showcase the company culture and values. By featuring real employees and their experiences at the company, companies can create a more authentic and relatable image.
4. Utilize social media: Social media platforms, such as LinkedIn, Twitter, and Instagram, are great channels for sharing video employer branding content. By posting engaging and authentic videos, companies can reach a wider audience and attract top talent.
5. Seek employee input: Involving employees in creating video employer branding content can help create a more authentic and genuine portrayal of the company. By soliciting ideas and information from employees, companies can ensure that the content accurately reflects the employee experience. Better still, have employees in the video explaining how they do what they do and why they love doing what they do. 

Final Thoughts

If it sounds simple, it’s because it is. Video employer branding is a powerful tool for attracting top talent. By showcasing the company’s story and the employees’ experiences, prospects can better picture themselves working in your culture and, in turn, will more fully engage when they feel that connection.  In this slower market, all we need to do is change the message from “come work here now” to “if you ever consider a position change, you should consider my company.” And funnel responses into organized pools of engaged, ready-to-talk prospects once the hiring machine is cracked back up! And you know it will.  

The post Use This Downtime to Promote Your Employer Brand 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.

The post Employer Branding Increasingly Viewed as Critical appeared first on RecruitingDaily.

Marketing your employment brand is even more important in today’s ultra-competitive hiring environment. It’s also important that you handle recruitment marketing the right way.

We want to help you avoid some of those common mistakes we often make.

We had employer brand expert Crystal Miller Lay share her insight on what those 20 common mistakes in recruitment marketing are.

Everyone makes mistakes, but why not learn what to avoid and get ahead of the competition?

Over the course of 60 minutes, we’ll look at 20 mistakes that could be costing you candidates! These workflow pitfalls include:

• Job Ads
• Social Media
• Shared Candidate Communication
• Employee Referrals

About Cadient

Cadient, a leading talent acquisition solutions company, provides HR software that helps companies find and hire the best employees for their business. Developed for industries with a high volume of hourly candidates, such as retail, hospitality, and healthcare, Cadient’s talent acquisition platform is an all-in-one solution that ensures recruiters and hiring managers hire the best candidate every time. With the goal of improving the hourly hiring process, Cadient developed its flagship product, Cadient Decision PointTM. Now your company can begin the hiring process with data-driven decisions already in progress, putting you ahead of your competition in the war for talent.

Check out this fantastic insider resource from one of the recruiting industries top talents!

The post How to Avoid These 20 Common Mistakes Made In Recruitment Marketing appeared first on RecruitingDaily.

Marketing your employment brand is even more important in today’s ultra-competitive hiring market. It’s also important that you handle recruitment marketing the right way.

We want to help you avoid some of those common mistakes often made.

On March 8th, we have employer brand expert Crystal Miller Lay on deck to present her thoughts on what those 20 common mistakes in recruitment marketing are.

We all make mistakes, but why not learn what to avoid and get ahead of the competition?

Over the course of 60 minutes, we’ll look at 20 common mistakes made in recruitment marketing that could be costing you candidates you need and the workers you deserve, often found in:

• Job Ads
• Social Media
• Shared Candidate Communication
• Employee Referrals

and more! Register now!

The post How to Avoid These 20 Common Mistakes Made In Recruitment Marketing appeared first on RecruitingDaily.

What’s driving these changes? People are looking for a different career, better pay, and more flexibility.

The impact to recruitment is that organizations are now struggling to find employees. There are an abundance of job openings putting the balance of power into the job seeker’s hands.

In this workshop learn all about the current talent landscape, what candidates really want right now, how to attract them even when you have a shoestring budget, and what is holding them back.

Takeaways

A straight-forward action plan for how to manage a candidate shortage, craft and protect your employment brand, and provide a stellar candidate experience that attracts quality talent.

We’ll provide you with an easy-to-follow process you can deploy at no cost today that will help you hire the talent you need tomorrow.

The post The Great Resignation: What Happens Next? appeared first on RecruitingDaily.

What’s driving these changes? People are looking for a different career, better pay, and more flexibility.

The impact to recruitment is that organizations are now struggling to find employees. There are an abundance of job openings putting the balance of power into the job seeker’s hands.

In this workshop learn all about the current talent landscape, what candidates really want right now, how to attract them even when you have a shoestring budget, and what is holding them back.

Takeaways

A straight-forward action plan for how to manage a candidate shortage, craft and protect your employment brand, and provide a stellar candidate experience that attracts quality talent.

We’ll provide you with a workbook and an easy-to-follow process you can deploy at no cost today that will help you hire the talent you need tomorrow.

The post The Great Resignation: What Happens Next? appeared first on RecruitingDaily.

Research shows one of the leading concerns from C-level executives is attracting and retaining top talent. Unfortunately, today’s recruiting processes don’t allow hiring teams to do what they do best – attract, engage and select the right candidate.

Learn how having the right meaningful recruiting conversations at the right times can improve the hiring process, decrease time to hire, and improve quality of hire in this all-inclusive guide provided by Talview.

What You’ll Find Inside

1. Create a frustration-free, seamless hiring process
2. Improve candidate selection through collaboration
3. Craft a unique and attractive employer brand
4. Improve candidate interactions and experiences to make a lasting impact

The post Back to the Future: Meaningful Recruiting Conversations appeared first on RecruitingDaily.

The post The Biggest Gaps in Your Candidate Experience and How to Fix Them appeared first on RecruitingDaily.

Would you rather…

• Have someone that is competent and work on leadership skills and creating a comfortable environment and building them as a great employee?

OR

• Hire someone you have to train from the ground up because they seemed like a great culture fit?

Do we REALLY want to hire people that are more “like” us?  What happens if we aren’t differentiating the nuance of certain situations because we’re more concerned about “best practices”?

Where’s the line? We’ve decided to take this ever continuing debate LIVE. 

William Tincup will moderate the hot topic of Competency vs. Culture.  This time the gloves are off.  Register now so you don’t miss out on this hot debate!  In one corner, fighting for the side of Culture, will be CEO and Founder of Good&Co., Samar Birwadker.  In the other corner, defending Competency, will be Leader in HR/Talent Acquisition, Tim Koirtyohann.

#rdaily

The post The Great Debate: Competency vs. Culture appeared first on RecruitingDaily.

Doesn’t it seem silly that we have to set time aside just for scheduling? Wouldn’t it be great if you could spend less time on ensuring scheduling is done correctly? 

Well, we recently invited the members of the RD community to share their perspectives about scheduling. The results are in, and now we want to share them, because—not surprisingly—it seems like everyone needs a little help.

We reviewed the survey results in this upcoming webinar and show you the The Top Five most common issues found in scheduling with tips and tools that will help you focus on your recruiting efforts, without losing time to inefficient scheduling.

The post The Irony of Scheduling: There’s Not Enough Time [and other woes] appeared first on RecruitingDaily.

That might be hard to hear — we’re in a spot now where many of us deify tech for convenience and future possibility.

All good. We love our phones and the fact that you can tell Siri to do 27 different things. It’s awesome. But in talent acquisition, the problem is that sometimes companies throw money at tech suites that aren’t really the solution they need. This happens for dozens of reasons, including “not knowing the actual problem you’re solving” (alas).

What if you had a better framework for how to set up your tech stack around TA?

That’s what this webinar is about, including:

• ID the pain points
• Know the vendor landscape
• Who does what
• Who doesn’t do what
• The scams out there
• The good stuff out there

We’ll be your guide. Come through.

#RDaily

The post A Talent Acquisition Technology Framework (That Works) appeared first on RecruitingDaily.

As a result of the relative ease of getting software off the ground, we’ve seen an explosion in HR Tech and TA suites in the last five years.

But some are solutions, and some are “solutions.” You know the difference.

What’s actually working in the space right now in terms of —

• Tech stack?
• Best practices?
• Thinkers to follow?
• Potential 2019 trend lines?
• The hype around automation and machine learning?

We’ll walk through the landscape in this webinar. Our hope is that we educate you so you don’t get duped by any charlatans, but also just that you learn the ecosystem out there.

#RDaily

The Presenter:

George LaRocque, Founder LAROCQUE and #HRWINS, Market Analyst, HR Tech Vendor Advisor, Speaker

The post What’s Working In Tech Recruiting Right Now appeared first on RecruitingDaily.