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.
2022 may have been a crazy year for recruiting—the Great Resignation finally seeming to dwindle down, big tech initiating mass layoffs—but it was also a year in which many companies embraced new recruiting trends to stay competitive in an ever-dynamic recruiting space. And so, as the year comes to a close, we decided to ask leaders in the space what the top trends they saw defining the recruiting space in 2022 were.
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.
Passive candidates are commonly considered the best candidates out there, and for good reason. They make higher quality employees, are more likely to stay with your company, and tend to do a better job at picking companies that align with their own values and interests, making them a good fit for your employer brand. Which begs the question: how do you actually go about recruiting passive candidates?
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.
Employee engagement (or lack thereof) is vital to building a successful workforce. An engaged workforce is one that performs better, stays longer, and helps you both recruit new candidates and grow your employer brand, while lack of engagement causes issues like quiet quitting, actual quitting, and a damaged company reputation. So, to help you boost employee engagement, we asked 7 people leaders and CEOs for their best tips on how to boost employee engagement using social media.
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.