ALC - CareerArc blog

“The Great Resignation.” “The Big Churn.” You may have come across these and other names popping up about the rise in quit rates among employees. Microsoft found that 41% of workers globally are considering quitting their jobs, and one of the report’s major conclusions is “flexible work is here to stay.” With the post-pandemic workforce shift in full-effect, what are the talent acquisition benefits of developing a remote employer brand that could attract top talent who will soon be on the move?

When Gen Z said the side part, skinny jeans, and the laughing emoji were out, millennials collectively gasped in horror. The rivalry between cultural generations is likely as old as the first homo sapien, and like humans, technology from different eras are often pitted against each other in a battle for dominance. In the recruiting world, one might say social media recruitment and job boards were born from two different internet generations. But which one is better? Are there things social media recruiting can do that job boards can’t?

Much like every other aspect of life, the coronavirus pandemic flipped recruiting on its head. In a matter of weeks, companies that were actively hiring had to freeze open positions and figure out how to get by with the staff on hand—and many companies had to go as far as cutting staff. But now that things are slowly picking up in the labor market and hiring is kicking off again, it’s time to take a good hard look at your employer brand. Let’s explore the most impactful, yet simple, ways to improve your employer brand today.

When candidates browse and “shop” for jobs, they exhibit the same behaviors when browsing and shopping for products—and social media is an integral part of both experiences. This infographic pulls insights from third-party sources as well as our own recent study and shows the 5 ways social media influences candidates and buyers alike.

Nurses deserve a global standing ovation. This past year, nurses everywhere have worked—and continue to work—tirelessly and selflessly to care for millions of patients battling COVID-19. So this May, like each year before, we take a moment to celebrate nurses around the world. Working alongside our clients, we help healthcare organizations engage with the nursing community, as well as attract and hire nurses on social media during National Nurses Week and International Nurses Day.

Nearly 9 out of 10 candidates use social media in their job search, and 9 out of 10 companies use social media and professional networking sites to hire talent today. Candidates and companies are certainly on social, but according to our recent survey, companies are likely not driving as many applicants as they can based on the content they’re publishing on social networks. When we learned the top types of social media content that candidates say would make them more likely to apply to a job and compared that with the content companies publish most often, there were some hits but also some definite misses. Below are the top 3 social recruiting posts that get more applicants according to candidates. You can also watch the quick video excerpt from our recent webinar that shares these findings.

Every talent acquisition professional knows the general definitions and differences between active and passive candidates. Generally speaking: