In addition, employees are asked to describe the best reasons to work at their companies as well as any downsides. Not forced on you, but taken on by you very personally.
A consequence of this is that there is an ever-increasing focus on effective recruitment. But the recruitment landscape is a totally different beast to what it was 20, even 10 years ago. Recruiters who still use antiquated hiring practices run the risk of losing out on not only converting great candidates but even attracting quality applicants at the beginning of the hiring process.
What you can do: Focus on your employer brand. But how do you go about doing this? The answer is through content and social. Closing Candidates with Multiple Offers We said demand was far greater than supply in the labour market.
This can especially be disheartening for recruiters who have put a lot of time into finding the perfect candidate, only for them to realise that the numbers are working against them and they could easily lose this candidate to someone else.
A further challenge is that the candidates the recruiter has declined previously have potentially moved on elsewhere, leaving the recruiter to research the talent pool again.
Create a great candidate experience. The overall structure of your careers site site design and structure The layout of individual pages e. Relationship with Hiring Manager This can make or break an effective hiring process. A number of issues can arise between recruiters and their hiring managers which are very much multilateral.
Make the hiring process a more collaborative one with your hiring manager. This means meeting at regular intervals to discuss requirements for the role, preparing interview questions together, deciding on tactics to source the best candidates and continually tweaking criteria. Do these things and you will achieve talent acquisition performance.
Retaining Millennials A new generation is driving the bottom line. The last point is a particular challenge for recruiters as hiring a candidate who leaves their post quickly reflects badly on the recruiter and hiring manager.
This also increases the workload for the recruiter who now has to find another suitable candidate pool to fill the new vacancy. It seems the importance of retaining millennials cannot be stressed enough. There is a clear business case to have these discussions and to change the culture in the workplace to attract and retain millennial talent.
Make the benefits of working with millennial-friendly. Millennials want to be given tasks that allow them to stretch themselves and develop new skills.
Also, mentoring is a great tactic to introduce into the onboarding process which will help with retention; good rapport with senior management and instant feedback are essential.
Millennials at Work — Shaping the Workplace 5. Recruiters today need to be able to use data to make better decisions and improve their processes.
This can vary for companies depending on the industry and size but Glassdoor recommend the following metrics you can measure around quality of hires, influence over hires and retention, which should serve as a good starting point:home / workforce insights / workforce / top 5 skills you need to survive the changing 21st century workplace top 5 skills you need to survive the changing 21st century workplace don't fight it -- integrate.
employer branding case studies; most attractive employers ;. Branding sustainability: Opportunity and risk behind a brand-based approach to sustainable markets (e.g. the ‘Love Food, Hate Waste’ campaign in the UK).
Retailers have also proven willing to support sustainable trends and become a driving force behind a certain cause. We therefore suggest the need for more case study research on.
Small medium enterprises (SMEs) thrive on cost reduction, revenue expansion and quick decision-making. While these metrics certainly have their virtues, sometimes, they may lead decision makers towards short-term measures, and talent acquisition strategy may be one of them.
This has led to a relatively new branding arena labeled “employer branding.” A study performed by Jacob Sovina and Christopher J. Collins of Cornell University showed that strong organizational brands can provide competitive advantages in the labor market by .
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