One of the biggest impacts to the Recruiting industry in 2017 was the introduction of Google for Jobs. Even before Google for Jobs was released, 73% of job seekers were beginning their job searches on Google. Google has taken their great search technology and is attempting to help workers find the best job opportunities for them.
You’ve run great campaigns and have attracted great candidates to your website. Now you just need to get the winning candidates across the finish line. What are some best practices to ensure your candidates are converting?
Topics: Candidate Attraction
With all the confusion these days about what recruitment marketing actually is, how much of it is supported by your applicant tracking system, and how recruitment marketing platforms augment an ATS, University of Pittsburgh Medical Center (UPMC) has blazed a trail for recruiting organizations everywhere.
I rolled out of bed around 6am, the alarm clock on my phone coaxing me into reality. As I silence the beckon-call of a new day, my finger slips automatically to my email notifications. Junk, junk, meeting change...what’s this? Looks like I have 23 new candidates for a job I didn’t even knew existed when I slipped into a fitful sleep the night before.
Attracting candidates used to be as simple as advertising on job boards. However, those days are gone as candidate attraction has expanded to include other attraction vehicles. While there may be different definitions for candidate attraction, we define it as follows:
“Candidate attraction is the act of getting open positions in front of qualified candidates in a compelling way.”
Recruiters today must have a candidate attraction plan in place in order to lure in top talent. Candidate attraction is the act of getting open positions in front of qualified candidates in a compelling way that encourages a response. The old days of reactive recruiting where new requisitions translate immediately into new job ads on tried and true job boards are gone. It simply doesn't scale.
A common mistake that many recruiters make when trying to attract candidates is stopping at the point of basic job distribution, or getting jobs out into the marketplace in the simplest way possible. Instead, recruiters should be taking a step back in order to be more strategic about how and where those jobs should be advertised or they run the risk of missing the best candidates completely. In order to be more strategic, it’s recommended to develop candidate personas.
LinkedIn recently released their "US Recruiting Trends" report for 2015 and right in the introductory paragraph they state "Social media and digital marketing are becoming the new norm in how we recruit." To find and win the best talent these days, companies need to stay ahead of the latest recruiting trends and that means getting in front of both active and passive candidates wherever they are. And today, that wherever is on social networks.
Think that passive candidates aren’t where your best hew hires are waiting? Well according to LinkedIn’s 2015 US Recruiting Trends report, globally, 75% of professionals consider themselves “Passive.” Your next great hire might already be employed because, let’s face it, great talent doesn’t stay unemployed for long. A passive candidate might not be furiously searching for a new position, but if the right opportunity came their way at the right time they are more than willing to investigate!