If you think your recruitment and brand-building needs are covered just because you’re on Facebook, think again. While Facebook is a requisite part of any successful contemporary recruitment strategy, it’s not requisite. In fact, several other social media sites come with abundant advantages — particularly if you know how to leverage them into results. One of our top picks? Twitter.
In the recent past, social selling has turned traditional marketing efforts upside down. Although it is a highly misunderstood sales strategy, it is nonetheless, a highly effective method. As all good sales professionals know, achieving success in sales is about building relationships. Social selling epitomizes that. So, is it as easy as simply following a herd of consumers and bombarding them with all of your irresistible deals? Certainly not. That is more like cold-calling which is the exact opposite of social selling.
More than half of companies say they respond to less than half of the candidates that apply, according to a recent study conducted by CareerBuilder. The various reasons range from not feeling the need to respond to all candidates to not having enough time. While these seem like reasonable answers, what recruiters don’t know is that it could be hurting their company.
Branding, branding, branding. By now this may have something of the ring of Jan Brady’s infamous whine, “Marcia, Marcia, Marcia.” However, while the temptation may arise to write off the brand buzz as the latest ephemeral catchphrase, here’s the cold, hard truth: the importance of branding is not only here to stay, but will take on even greater meaning in talent acquisition as we wrap up 2015 and move into 2016.
In today’s fast-moving, intensely social world, recruiters wear many hats. And while they’ve also played a connecting role in terms of linking candidates with jobs, the brave new world of talent acquisition mandates a different approach. Today’s recruiters must venture beyond the conventional boundaries of recruiting and into until-now unprecedented territory: marketing. Markruiters? Recruiteers? We may not have a catchy name for them yet, but they’re clearly the future of talent acquisition.
It’s natural to be skeptical of the place of technology in the recruiting world. After all, how can an automated process replace the human touch — particularly in an era during which the candidate experience means so much? The short answer? Recruiting automation should not be considered a substitute for but instead a supplement to the immensely valuable personal component offered by recruiters.
Creating a sustainable talent acquisition pipeline doesn’t have to be a cumbersome task, but it needs to be well executed if it’s to be effective. As a talent acquisition professional, your job is to help create a sustainable pipeline within the organization and its future success has everything to do with its future leaders. However, you must ask how do we build a sustainable pipeline of internal talent so you don’t always have to hire from outside?
We spend a lot of time talking about what recruiters should be looking for when evaluating job applicants. However, as any hiring manager who has suffered through an egregiously bad hire will tell you, one oft-overlooked, equally important aspect of sourcing top talent involves not looking for indications that a candidate is right for the job, but instead looking for signs that a candidate is a poor fit.
Hiring managers are often so preoccupied with identifying the best and brightest candidates that they overlook terrific talent hiding in plain sight: their current employees.
Bad hires cost your company a lot in terms of money to morale. And while the occasional bad hire is unavoidable, it’s possible to minimize the mistakes and maximize good hires with the right approach.