ALC - CareerArc blog

Many companies understand the value in building and maintaining a memorable and trusted corporate branding strategy. After all, these attributes support shared goals across most business models. Typically, these corporate targets include reaching consumers, driving conversions, and—ultimately—becoming profitable. With that in mind, there is more to a company than what is presented outwardly to consumers in the form of a brand story, product, or service. Behind any solid corporate branding strategy is a committed, quality workforce. Attracting, developing, and maintaining that workforce is crucial to any company’s success in today’s competitive job marketplace. And that is exactly where employer branding strategies come into play.

Industry conferences are an opportunity for education, connection, and inspiration—and the Society for Human Resource Management’s (SHRM) Annual Conference & Exposition is no exception. From compelling keynote speakers and the exposition exhibits to the 200 available learning sessions, the conference has a lot to offer for HR professionals. At the same time, large events like this can fall short of expectations if you attend without the right strategy to maximize your time. Taking the following steps will ensure a positive and productive experience at the 2019 SHRM Annual Conference.

The average employee turnover rate in the United States was 18% in 2017. This means that nearly one in five workers left their jobs, leaving recruiters to scramble for new employees, often without a moment’s notice. Job dissatisfaction, poor work/life balance, long hours—these are just some of the reasons why employees leave a company. Still, employee turnover is expensive: it costs companies in the U.S. a massive $160 billion a year.

As technology advances, virtually every aspect of business changes in some way. You can submit job applications from your phone, or hold a video conference with people from all over the world with just a few clicks. Neither of these functions would’ve been possible just a few decades ago, and that’s just a small aspect of how technology has changed the business landscape.

People are more wrapped up in their smartphones these days than ever before. According to one study, Americans now check their phones 80 times per day, or once every 12 minutes on average. In May 2015, Google confirmed for the first time that it was receiving more search queries on mobile than on desktop computers.

Social media is one of the best places to find top talent in your industry today. More recruiters now use social media to find high-quality job seekers, and more companies are choosing platforms like Twitter and Facebook over conventional job sites. Regardless of your niche, recruitment marketing is a great way to engage and nurture candidates before and after they apply for a job. Here’s how to use this technology properly in order to boost your employer branding strategy.

Retail companies are laying off workers at a rapid rate. In 2018, companies let go of 98,563 employees in the retail sector— the highest number of people since 2009.

Surviving the challenging recruitment climate requires organizations to take a new approach to sourcing talent. 48 percentof global employers report talent shortages as their biggest challenge. The solution is in creating a better candidate experience and exploring new avenues for talent, which are both enabled by the right technologies. 86 percent of recruiters say the right technologies for applicant tracking have helped them fill vacancies faster.

Finding the best talent in your field can be a daunting task, and the market doesn’t always readily supply job seekers skilled in the areas you need. That’s why social media recruitment has been steadily growing in importance . That’s right – Facebook, Twitter, LinkedIn, Instagram, and other social media platforms can be very effective tools for recruiting and sourcing talent.

If you think your employer brand doesn’t play a vital role in your recruitment success, think again. Studies show that 91 percent of candidates use at least one resource to evaluate a company’s employer brand before applying for a job. Additionally, a poor online reputation could deter nearly 80 percent of potential candidates from applying to your job openings.