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As the world rapidly globalizes, the idea of diversity has become increasingly present in our lives. In fact, the Pew Research Center predicts that by 2055, “The U.S. will no longer have a single racial or ethnic majority.” It’s no surprise then that workplaces are growing more diverse and HR leaders are eager to know how to hire diverse candidates.
In today’s competitive job market, having a positive employer brand is critical. Employer branding is your company’s identity and what catches the attention of prospective employees. A strong employer brand should encompass characteristics like the organization’s mission, values, work environment, benefits, and employee value proposition.
Millennials, a generation that the Pew Research Center defines as those born between 1981 and 1996, have been characterized both negatively and positively in the press. Regardless of what you might think of them, millennials are here to stay and quickly shaping the future of work . The time is now to start thinking about how to properly attract, recruit, and retain this powerful demographic.
In today’s candidate-driven job market, it’s no longer enough to push out job postings and hope the right candidate will apply. According to LinkedIn, 75% of job seekers research an organization’s reputation before applying for a job, so recruiters need to be able to capture the attention of candidates with an attractive employer brand.
There’s a lot of talk out there about social recruiting, and for good reason. Social recruiting is the art and science of finding, attracting, and hiring job candidates through social media. In a tight labor market with the unemployment rate at a 49-year low, companies need to utilize every channel they can to reach and attract potential candidates. With social media providing access to the largest pool of active and passive candidates, it’s no longer a matter of if HR professionals should make social recruitment part of their hiring strategy, but how.
The construction labor shortage is so severe that a recent Associated General Contractors of America report shows that 79% of construction companies are concerned that they will not be able to locate and hire qualified workers. At the same time, the Bureau of Labor Statistics (BLS) projects that employment is only estimated to grow .6% annually until 2024. To make matters worse, most of today’s skilled laborers are set to retire soon and millennials are not being educated on the potential of construction as a viable career.
It’s hard to imagine that just over 20 years ago, social media didn’t exist. Now with the popularity of social media sites like LinkedIn, Facebook, and Twitter, social...
From October 16 to 18, CareerArc will host the EMBARC HR Innovators Summit, an HR conference in Hollywood, Calif. at the W Hollywood hotel. The summit will provide a forum for HR innovators to share and discuss trends, best practices, and disruption in talent acquisition and career transition. Attendees will hear from and interact with HR tech industry luminaries and practitioners who are shaping the future of HR as they share fresh perspectives, lessons learned, and insights into some of the trickiest challenges in today’s changing recruitment landscape.
Developing your employer brand is no easy task. It requires time and effort but, when done well, an employer branding strategy can help your company reap long-term success. In fact, 96% of employers believe that employer brand and reputation can positively or negatively impact their company’s bottom line.
The late Steve Jobs of Apple once said, “Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.” Despite the brilliance of this advice, McKinsey Senior Partners Scott Keller and Mary Meaney and authors of “Leading Organizations” reveal that 82% of companies don’t believe that they are recruiting and hiring top quality employees. Additionally, for those that do, only 7% believe that they can retain them. If your business wants to recruit top talent, you must convince these individuals that it’s in their best interest to join your company (and leave their current employers in the process). This is where having a strong employer brand can give you an edge over your competitors.