If you’re like most people, you don’t necessarily think about your health until you have to. It’s something we all take for granted until we don’t. But when we are patients, we definitely want the best care we can get access to. And the best care comes from the best healthcare workers. Unfortunately, for those who need care, there is a major shortage of quality healthcare talent that crosses each sector of the industry. Unemployment in healthcare is at an all-time low and demand for skilled healthcare workers keeps climbing.
Earlier this week, Madeline Laurano, Co-Founder and Chief Research Officer, Aptitude Research Partners, shared six innovative trends in recruitment marketing that are helping leading organizations to attract, engage and convert more candidates into applicants.
‘Tell me a fact and I’ll learn. Tell me the truth and I’ll believe. Tell me a story and it will live in my heart forever.’ This Native American proverb captures the essence of the power of story. As a talent acquisition leader or professional, you are constantly challenged with finding and engaging new talent every day to join your organization. Telling stories is one of the best ways to share information with talent or to convey something new in a way that will capture the hearts and minds of your candidates.
In ‘My Life and Work’ by Henry Ford, the industrial pioneer and businessman recalled his announcement during a meeting with his sales team in 1909. He famously stated, ‘any customer can have a car painted any colour that he wants so long as it is black.’ It was during this meeting that Mr. Ford made his intentions known to focus on building just one type of car model—the Model T—a car that would appeal to the masses, would be affordable to anyone and would be large enough for everyone. The success of his vision is well known. In less than 20 years, Ford produced more than 15 million Model Ts across four continents and became a legend in the auto industry.
In the world of B2B or B2C marketing, digital marketers are constantly measuring data and analytics around website visitor behavior. Understanding where visitors are spending their time, what content they are viewing most, and what pages they are interacting with is essential in knowing how to engage with potential customers in future interactions. The modern marketer recognizes that the way in which visitors interact with their digital and web content determines how the relationship may progress and develop over time.
So how can recruiters learn from this perspective? Let’s start off with the basics by first examining why your career site is so important to recruitment.
Picture this. You’re a recruiter and you’re ready to start looking for a consultant for your financial services company. The position is new to you and you’re working with a hiring manager that you haven’t interacted with much previously. Based on the job description, you feel fairly confident that you know what type of candidate to look for. But as you start identifying potential candidates that you think the hiring manager will really be interested in, you keep getting push back that the candidates don’t have the right skills or background. After several interviews, you can sense the frustration from the hiring manager that you’re not providing type of candidates with the right knowledge, abilities or experience level. Communication starts to break down. You’re frustrated, and so is the hiring manager. It’s been more than month and you still haven’t delivered the ideal candidate.
As consumers, we have come to expect personalized experiences in our interactions with companies that reflect our own interests, tastes and demands. We have more purchasing options and power than ever before, and require marketers to engage us at our own individual level rather than appealing to us en masse. And that’s why companies, like Amazon and Netflix, who design and deliver individualized content are the most successful in today’s challenging consumer market.
Converting candidates into applicants is one of the most important, but most challenging steps in recruitment. And as every recruiter and talent acquisition professional knows, eliminating barriers to conversion is essential to increasing candidate conversion rates. For most organizations today, application conversion rates typically reach only 20 to 30 percent. And that is a huge missed opportunity to find, connect with and hire the right talent.
Topics: Cloud Job Discovery, using Cloud Job Discovery, integration with Cloud Job Discovery, eliminating barriers to candidate conversion, partnership between Talemetry and Google, maximizing career site traffic, converting candidates into applicants
If you’re in recruitment, then you’re always seeking better ways to enhance the candidate experience and improve recruiting efficiencies. So it seems obvious that when a new tool makes it easier and faster to communicate with candidates, you should jump right on it. Enter the world of SMS/texting for recruitment. While consumer texting has been around for many years, it’s a newer concept applied between recruiters and candidates. But before we examine the three key reasons you should consider adopting texting as a core candidate communication strategy, let’s take a look at the popularity of texting today based on recent trends and data.
Topics: Candidate communication strategy, how to get better candidate response rates, candidate texting, how to communicate directly with candidates, better candidate engagement, candidate response rates
Vancouver, BC, June 14, 2018 – Talemetry, the leader in results-driven recruitment marketing, today announced that Yale New Haven Health (YNHHS) has selected Talemetry as its recruitment marketing platform provider. YNHHS selected the Talemetry platform for integration capabilities to its new applicant tracking system and to address recruiting gaps and challenges that existed in the health organization.