In today’s fast-paced market, it has become more important than ever for companies to take advantage of video marketing in an effort to brand their business to reach consumers and prospective employees. The best way to establish a company brand is to depict an authentic experience through branded video campaigns.
Use these controls at the top to navigate the pages of the PDF.State of the American Workplace 2017
Trying to hire? Chances are that your candidates will type a job title into a search engine. Keep your job postings highly visible and optimized. If candidates can’t find your postings, you won’t get responses — but when your jobs are optimized, it can become one of the best methods of drawing traffic to the career section of your website. There is little cost involved to change your current posting methods, but the results could be well worth your time.
Wondering how to get more people to visit your LinkedIn Profile? The secret for increasing traffic to your LinkedIn Profile is to apply effective Search Engine Optimization (SEO) techniques.
Effective SEO for your LinkedIn Profile is not as difficult to do this as it sounds.
Basically, LinkedIn is a very large database of profiles that uses key fields to order (or “index”) the entire collection of data. Since most of LinkedIn’s revenue is generated by recruiters using LinkedIn to find candidates, LinkedIn knows the best keywords for personal SEO.
However, if you also understand (and leverage) LinkedIn’s indexing method, you’ll be in a better position to grow your traffic. So you’ll want to add more keywords, taking steps to increase the keyword density in specific fields, as described below.
With millions newly insured under the Affordable Care Act, hiring needs are expected to increase in 2014, which means your practice may be looking to expand. However, if you’re a small organization, you may not have an HR department to solve staffing demands. In fact, you may be a doctor who (in addition to patient care) is responsible for overseeing your practice’s job posting and recruiting efforts.
We can always assume that potential is contextual, as we have potential for some jobs but not others. However, here are 3 criteria that we can use to identify individuals who are consistently able to evolve to the changes that companies face.
More and more companies are turning to Recruitment Process Outsourcing (RPO) services to help them optimize their resources – receiving better candidates for a fraction of the price of a traditional head hunter. RPO services also work alongside your internal HR department to help you find the perfect fit for your organization, without candidate grooming or coaching. By paying for the process and not the person, you’re sure to generate better results.
Call us with your top two most hard-to-fill positions, and give us 10 minutes to create a couple of fresh ideas to help increase your candidate response. It won’t cost you anything but 10 minutes!
Research done correctly can help you pick the perfect hotel, see a good movie, eat at a delicious restaurant, drive the right route – and hire the ideal candidate. Market research has evolved significantly, particularly in the human resources sector, thanks in part to the overwhelming amount of information readily accessible. Now, how to leverage that research and HR data to develop proactive talent acquisition strategies.
Recruiters have to do more than ever to successfully attract and engage top talent. The good news is there are best practices that recruiters can borrow from their marketing colleagues to make a significant impact on building their candidate pipelines.
Our new quick guide How to Attract Top Talent With Personas and Content shares strategies taken from marketers’ playbooks that use recruitment marketing to attract qualified leads (candidates). Here, we introduce inbound marketing practices to manage the full cycle of lead generation and ultimately conversion – what recruiters call “sourcing” and “hiring.”
Know Your Target Personas
The first step to integrating inbound marketing strategies into your talent attraction efforts is to know who you are targeting. For recruiting and HR, personas (segments) translate into different types of job seekers – from software engineers to sales professionals. Not all leads are created equal, so it’s important to understand your target personas according to where each respective lead is in the “buying” cycle, or in talent acquisition’s words, candidate journey.
I’ve never been a big fan of the talent community concept. I get the idea. It would be nice if jobs, careers and companies were interesting enough to support real communities. A real community in my opinion, enables everyone to be able to connect, communicate and set the agenda for conversation. Whilst there was a lot of talk by companies wanting a community, what most really wanted was a talent network. The talent network can be defined as up and down communication between the recruiters and potential candidates when the messaging is relevant. Companies like AT&T have done a great job of this by utilizing technology like Findly, that enables a simple sign up and the segmentation of data.
I’ve been thinking a lot recently about the Talent Tipping Point, and what this might be for different organisations.