If you find yourself dedicating an inordinate amount of time to certain tasks in any given week, you owe it to yourself to ask the following question: Can this be automated?
Employee turnover costs a company time and money. In fact, a recent Gallup report estimated that millennial turnover, alone, costs the US economy about $30.5 billion a year. Not only can high employee exit rates end up hurting a business’ bottom line, but it can also wreak havoc on a tactical level. Increased turnover can negatively impact workload and production schedules. Plus, team morale can take a hit.
We all know that when it comes to sourcing and recruiting top talent, it’s tough to compete in today’s job market. Not only are job seekers looking for fulfilling positions, but they are also looking for a company that has ideals that align to their own personal values. They’ll also likely look for long-term growth opportunities and employee benefits that are anything but standard.
As one of the panelists of the Blurred lines: When HR and marketing come together session at the inaugural EMBARC HR Innovators Summit, HubSpot Senior Manager of Employer Brand Hannah Fleishman has gathered many lessons from the field as an HR-marketer. With a marketing communications background, Fleishman moved into employer branding almost four years ago from what she describes as “one of the best marketing teams in the world” at HubSpot. Now, Fleishman leads a global team in charge of growing HubSpot’s global employer brand, and finds herself more often than not pulling from traditional marketing tactics.
Sourcing quality candidates is a huge piece of the employee staffing puzzle. So it’s fitting that there are many ways to go about finding the right person for open roles. Social recruiting, job board outreach, reviewing applications, and networking events are just some of the ways to go about finding external candidates. But looking inward is another way to bulk up your hiring efforts. Now we’re not just talking about internal promotions, but also about leveraging your existing talent in another way. Your employees’ personal connections can make for a great resource.
Sourcing high quality passive job candidates doesn’t always have to be so time consuming. In fact, sometimes it can be as simple as a quick Google search.
Finding the right fit for an open role can be a real challenge in today’s job market. Companies are struggling with high turnover and niche positions are requiring more specialized skillsets. Not to mention, companies are investing more than ever in their employer brand, which only increases the level of competition for quality candidates. It’s undeniable—hiring is a complicated process that requires a fluid, ever-evolving strategy.
At CareerArc, we are celebrating a truly remarkable 2019—for our company, our partners, and our valued clients.
According to survey findings published by SHRM in 2016, 84% of organizations are using social media recruitment as part of their strategy to recruit passive job candidates, increase employer brand and recognition, and target job candidates with specific skill sets. These organizations are posting job advertisements, contacting potential candidates, and encouraging employee referrals, all of which builds a recruitment strategy that attracts the best mix of candidates.
How efficient is your team? While the answer depends on a variety of factors, the most critical may be how well your team members work together. Effective collaboration...