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.
To recruit and retain industry top talent, employer branding differentiates your business in an ever-competitive labor market. It facilitates reputation management, talent acquisition, and employee attrition reduction in human resources.
Record low unemployment rates and record high quit rates have HR and recruiting professionals looking for creative ways to recruit employees. While tried-and-true recruitment strategies, like posting jobs on LinkedIn and Facebook, still have their place, the tight employment market calls for creative tactics—especially to reach passive job seekers that may not be active on job boards.
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.
If there is one guarantee within the labor market today, it’s that it will only be more competitive tomorrow. As hiring becomes more aggressive with each passing minute, a global skills shortage is soon to become—if it’s not already—a top concern for recruiters and HR professionals alike. This only makes understanding the factors that impact your brand’s approach to finding, attracting and retaining top talent even more important. When surveyed, 90% of recruiters from over 400 global offices shared that they believe today’s hiring landscape is candidate-driven. With that in mind, candidate experience becomes a direct line to supporting your recruiting efforts. On the flip side, candidate experience can also contribute to your company’s demise—even if inadvertent.
My first job was working as a sales associate in retail. I always enjoyed talking with people and helping them find the perfect product for them, so the retail industry was a perfect fit.
No one likes to be the bearer of bad news, but sending a rejection letter when an applicant isn’t the right fit for a position is better for the candidate and for your business.
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.
Do you want to hear from top-notch HR leaders, learn about emerging HR trends and technologies, and obtain hands-on industry training that you can take back to the office with you? If so, the 2019 Social Recruiting Strategies Conference (#SRSC) is right around the corner. While #SRSC brings together HR thought leaders from across the globe—it’s up to you to make the most of your time at the conference.
With today’s highly competitive candidate market, you need new hiring strategies and recruitment techniques now more than ever.
Here are the latest trends in HR technology and how you can use them to boost your recruitment efforts in today’s competitive marketplace.