Who doesn’t want to connect with Millennials these days? After all, they now officially represent the largest component of the American labor force: More than a third of the country’s workers are Millennials. Not only that, but the U.S. Bureau of Labor Statistics predicts this will rise to 50 percent by the year 2020.
The work of a recruiter is anything but static, but too often the processes by which they’re expected to operate are exactly that. With markets constantly changing and candidates coming in and out of the pipeline, keeping up when faced with these constraints can sometimes feel like an exercise in futility.
Leading job site ‘Indeed’ recently revealed some insightful information about the current state of the job search: just under 50 percent of all job searches are done via a mobile device — a 17 percent leap over a one-year period of time. Can you afford to reach only half of the talent pool? Of course not. And that’s just the start of it.
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 the 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.