Finding top talent and connecting with candidates is more costly and more time consuming than ever before. It’s estimated that in the U.S. alone, organizations spend more than $160 billion annually in recruiting for open positions. SHRM reports the average cost per hire is now at more than $4,100. And in 2015, Deloitte put time-to-hire at an average of around 52 days—up from just 19 days in 2000.
Modern recruitment is modern marketing. But to start thinking like a marketer, you have to make a fundamental shift in how you approach your recruitment strategies. During last week’s webinar with Cameron Laker, CEO and Co-Founder of Mindfield, a leading RPO provider for hourly employers, and Peter Clare, SVP and GM of Talemetry, making this transformation was front and center in their discussion.
If you were in sunny San Diego at the end of May for the Employer Branding Strategies Conference, or EBrandCon as we all call it, then you were probably just as pumped as we were to be part of such an outstanding event. EBrandCon offered an incredible line-up of speakers and thought-provoking presentations that reinforced the importance of investing in and building a strong employer brand. The conference also made clear that this is a really exciting time to be in employer branding and recruitment marketing. And we couldn’t agree more.
Topics: candidate experience, EBrandCon, employer brand, organizational culture, recruitment messaging, EVP, evolution of employer branding, personalized content strategies, building stronger employer brand
The great Warren Bennis once said ‘The manager accepts the status quo; the leader challenges it.’ Nothing could be truer in the modern recruitment marketing landscape. Some recruiting organizations today are nervous that rethinking their recruitment marketing strategies, processes and technologies will somehow upset the approach they have in place to find candidates. They are scared to try something new despite the mediocre performance and recruiting outcomes they may achieve. They are immature in their thinking, or lack the knowledge and understanding of how to get past outdated recruiting strategies. In other words, they accept the status quo.
Topics: recruitment marketing platform, recruitment marketing processes, How to improve recruitment marketing, How to impact recruitment outcomes, trends in recruitment marketing, New recruitment marketing strategies
If last week’s announcement of the Glassdoor acquisition had you all shook up, then you were probably in good company. The big news that Recruit Holdings, the parent company of Indeed, had acquired Glassdoor was quietly announced, but made a big statement to the recruiting tech industry. It signaled the continued consolidation of major tech players in online recruiting and left many talent acquisition professionals wondering what this would mean for the future of finding and connecting with talent online.
Last Friday evening, I had the privilege of attending the Rally On Gathering hosted by Rally Recruitment Marketing at a local brewery near Boston. Heartfelt congrats to Rally for a successful event and all the success over this past year.
According to Forbes, a career in medicine is view by 90 percent of Americans as a prestigious profession. And most people would agree that caring for others is a noble calling, but finding the right talent in such a highly regulated industry is not always the easiest task. In fact, healthcare organizations today often struggle to find a steady stream of talent and to build talent pipelines that keep up with the demand for highly skilled healthcare professionals.
It’s a tough time to be in retail. And it’s even tougher trying to find hourly talent that can connect with customers to drive sales and beat the slump that most retailers find themselves in. But even in the midst of all the retail recruiting challenges in 2018 and such dismal news for brick-and-mortar stores, there are retailers who are successfully attracting great talent and recruiting for retail. And the story of one large national retailer can teach us a whole lot.
Topics: retail recruiting strategies
Last Thursday we hosted a thought-provoking webinar that examined how organizations should evaluate the effectiveness of their own recruitment marketing strategy, processes, and technologies. Featuring George LaRocque, Principal Analyst and Founder, HRWins Reports on HR Technology Innovation, and Pete Sanidas, Vice President, Enterprise Sales, Talemetry, the Evolve Recruitment Marketing discussion focused on the framework for maturity and efficiency within recruitment marketing organizations, and gave practical steps for prioritizing your investments to drive performance for the future.
Topics: recruitment marketing
Results. Simplified. Sounds good, right? But results can only happen if users adopt the new tool or solution. You’ve probably been in a situation like this before. You have a business problem. You’ve invested in the best technology to solve the problem. But the new solution was never really embraced, and as a business leader, you just can’t understand why users aren’t leveraging the solution. The challenge is even greater when you have to justify the solution investment to the executive team.
It all comes down to lack of user adoption.