ALC - CareerArc blog

In talent acquisition, it’s often the personal touch from a recruiter that can move a candidate across the finish line. However, that doesn’t mean you can’t use automation to give yourself an extra boost during the race. 

Job seeker confidence is at a record high, and with good reason: the unemployment rate fell to 3.5 percent in September, a record 50-year low. It’s a job seeker’s market, and this climate forces employers to seriously reevaluate and enhance their recruitment and employment practices, or suffer the cost.The narrative makes a lot of sense: When times are tough (as they were in the last recession), job seekers cared about two things—finding a job, or keeping the job they had. But now that things are looking up, what do job seekers and employees want? A great experience. And their expectation for that great experience is only growing.  So what happens when employers don’t live up to candidate and employee expectations? Apparently, a lot, and each has a hefty price tag. Here are a few ways to understand the true cost of a bad employer brand:

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.

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. 

Studies show that only 19 percent of candidates are actively looking for a new job. The other 81 percent are referred to as passive candidates. Just because these passive candidates aren’t actively looking for a new job doesn’t mean that they aren’t open to considering new job opportunities. If you want to attract the best applicants in today’s highly competitive job market, it’s crucial to engage with both active and passive candidates.

While companies continue to succeed in today’s growing economy, demand for hiring employees has become more pressing than ever. Sourcing top talent is essential for the future of any growing organization. Rather than waiting for candidates to apply for your open positions, you need to stay ahead by developing a sourcing and outreach strategy that will help you recruit the best talent, faster. Knowing how to write effective, reply-worthy emails to candidates can make or break your efforts. 

For years, companies have focused on keeping their customers happy. Like your customers, your job candidates are one of your biggest assets and can form an impression from the first time they engage with your company. However, applying a consumer-centric approach to your candidate’s journey is often forgotten. In order to attract and retain talent in today’s competitive market, you need to create a positive candidate experience that will be sure to make a memorable impression.

Talent Acquisition professionals tuned into our “Win Candidates, Win Customers: The Consumer-Centric Approach to Candidate Experience” webinar hosted by Brian Smith, Senior Associate at Mercer to learn how to develop a meaningful candidate experience.
To help recap this latest CareerArc #talkHR webinar, we’ve highlighted three of Brian’s approaches towards candidate experience that will help impact your talent pipeline.  
Watch the webinar >> Win Candidates, Win Customers: The Consumer-Centric Approach to Candidate Experience

If you feel like recruiting has become harder throughout the years, you’re not alone. The rules of recruiting have changed making it even more difficult to find top talent. In order to stay ahead of the game, you need to unlock the new rules of recruiting and take your recruiting strategy to new heights.

Recruiting professionals tuned into our “The New Rules of Recruiting: How to Win the Talent Game by Playing the Whole Board” webinar hosted by James Ellis, (@TheWarforTalent) host of The Talent Cast Podcast and a leader in recruitment marketing and employer branding to learn what to do differently in order to secure the best talent in today’s competitive hiring climate.
To help recap this latest CareerArc #talkHR webinar, we’ve highlighted a few winning tips to attract the best candidates.
Watch the webinar >> The New Rules of Recruiting: How to Win the Talent Game by Playing the Whole Board

Employer Branding strategy is getting more competitive, more informed, and more necessary. In our recent CareerArc Future of Recruiting Study, we found that 97% of companies plan to invest in employer branding efforts in 2017. The majority (51%) plan to increase their employer branding investment.

These trends indicate employer brand management is a maturing discipline in HR and Talent Acquisition. As the fight for great talent grows more competitive, that talent has also grown more selective, forcing employer brands to do more just to be seen. Below is the new list of essential priorities and processes companies must adopt to earn the best hires this year, and beyond.