ALC - CareerArc blog

Let’s talk about posting your open jobs to social media. Because sure, you probably already know that social media job posts are one of the most effective ways to find employees today (and if you don’t yet know that, see here and here for why), but “effective” doesn’t always mean easy. What are you supposed to write? When are you saying too much and when are you saying too little? Is there a template that all social media job posts should follow, or are you just supposed to wing it?

There’s no way to sugarcoat it: the healthcare staffing shortages are very, very real. The healthcare industry is struggling and failing to find the employees they need, and many are reporting that they don’t know how much longer they can continue.

We’ve said it before and we’ll say it again: every talent acquisition team needs to be using social media for recruitment. The benefits are simply too big to give up. You’re reaching candidates in the place they spend the most time with highly targeted and attention-grabbing content designed to attract larger quantities of both active and passive candidates than job boards or ads alone can accomplish. But for many companies, the only way to meet their social recruitment goals is to partner with marketing.

The world is reeling with the news of big tech initiating hiring freezes and mass layoffs. It’s a hard time for companies and employees alike, and we can only hope that the rise in layoffs ends abruptly. However, one source of light we’ve seen during these tough times is the energy and effort in the talent acquisition community as they work together to help place recently laid off candidates in new roles. From a talent acquisition perspective, the news presents opportunities for recruiters and company leaders to help candidates quickly find new work, and also presents opportunities for companies struggling to find candidates. With the candidate market suddenly flooded with thousands of highly-skilled candidates recently laid off, now’s an excellent time to develop specific strategies to help you hire laid-off employees.

We really should drag this out and keep you scrolling until the very end, but we’re not great with suspense, so let’s just spoil the surprise: we’re here to introduce CareerArc’s Employee Advocacy Academy, designed for busy talent acquisition leaders just like yourself and packed with everything you need to help you launch a killer employee advocacy program.

Hiring Gen Z candidates is increasingly becoming a priority among HR and TA leaders. But Gen Z have specific needs and interests that set them apart from other candidates. Understanding those needs and interests is essential to attracting them.

Not all candidates are created equal. We all want more candidates, sure, but what we really want are more of the right candidates. Y’know, candidates who turn up and are engaged and make your headaches (or at least one of your headaches) disappear. So today, we want to talk about one of the tools in your arsenal to find those candidates: job branding.

It’s fun to be in HR right now. If you didn’t already have enough to deal with—like trying to recruit in a historically challenging labor market, or managing health and safety during Covid and navigating the various challenges of an in-person vs. remote workplace—you now have quiet quitting to add to the list.

So you’ve heard us talking all about employee advocacy—how it’s this amazing talent acquisition strategy that greatly expands the reach and efficacy of your social recruiting and how you need to doing it, like, yesterday. But you still might be wondering: how can you know? What proof is there that employee advocacy really works? Are there maybe some employee advocacy statistics we could share with you? (Ok, you might not be thinking that last one.)

Talking about automated social media posting—especially when it comes to recruiting—kind of feels wrong. It’s difficult to deny that social recruiting is a highly effective talent acquisition tactic, or that it’s something that every talent acquisition team should be doing. Unfortunately, it’s also difficult to deny that it requires a skillset that falls outside of talent acquisition leaders’ and professionals’ typical job requirements. After all, your job is to hire and recruit—not to be an expert at social media. And that’s a problem, because candidates are increasingly using social media in their job search and in navigating their career.