How to Recruit Like a Marketer?

If you want to be a successful recruiter, you should learn how to think like a marketer!

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Why do recruiters need to start thinking more like marketers?

The labor market has changed a lot in the last few years. The economy has recovered from the crisis and unemployment is lower than ever. Consequently, the power has shifted from employers to candidates. In the past, employers were able to choose among many candidates. Now, employers struggle to attract the attention of job candidates and convince them to apply for their open job positions.

These days, the main preoccupation of most recruiters is selling their open job positions to potential job candidates. They need to find a way to stand out from their competitors and attract the top talent. Successful recruiters have started using marketing methods and tactics in order to attract the best candidates. This gives them a strong competitive advantage over their colleagues who haven’t yet discovered the power of recruitment marketing.  

How can recruiters think more like marketers?

Many recruiters find it difficult to apply advanced marketing methods and tactics. This is understandable since they don’t have the appropriate knowledge and experience in marketing.

However, there are some simple tricks you can apply in order to start thinking more like marketers.

5 ways recruiters can think more like marketers

Here are 5 ways recruiters can start thinking more like marketers:

1. Sell the job

Instead of listing all the job requirements and qualification you want to see in candidates, think about the way you can make your job postings more appealing to candidates. Apply best job advertisement practices in order to attract job candidates.

2. Get to know your candidates

In order to attract the right type of candidates, recruiters need to send them personalized messages, create personalized content and deliver personalized ads and promotions. This is why recruiters need to define their ideal candidates or candidate personas

3. Think about your candidates’ wants and needs

Focus on the wants and needs of your ideal candidates, not of your company. What is important for job seekers? What do they want and need? Why would they come to work for your company? Define your Employee Value Proposition and emphasize it in your job postings.  

4. Leverage the power of social media

In the current job market, not many job seekers are browsing job boards. Most candidates already have a job, so instead of job boards, they spend their free time on social media. Get in front of them by learning how to promote your employer brand on social media.

5. Use the right tools

Marketers can’t imagine their life without the help of technology. Luckily, HR technology is progressing rapidly in the last few years. Now, recruiters have many different types of HR software at their disposal.

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Top 3 Startup Hiring Challenges (and Tips to Overcome Them)

Many startups struggle to find, attract and select the right employees. Learn about the biggest startup recruiting challenges and discover best practice tips for overcoming them!

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How to overcome startup hiring challenges?

When it comes to recruiting, startups face 3 main challenges. We will explain these challenges and offer best practices tips for overcoming them! Read on to learn about the best recruitment strategies to attract the top talent to your startup!

First challenge: Startups lack hiring resources

Small companies and startups usually struggle with a lack of knowledge, resources and time to hire. They don’t have a dedicated in-house recruiter with the right hiring expertise and experience. They struggle to find, attract and select the right people for their open positions and company.

How to overcome this challenge?

Learn how to excel at the full cycle recruiting process. Write a great job posting, follow best job advertising practices, implement an employee referral program, learn how to be a good interviewer and ask the best job interview questions.

Second challenge: Startups have yet to build their (employer) brand

Startups are small companies just getting started, with no established brand and reputation. This is why most people are suspicious and won’t trust them. Yes, you may succeed, but hey, most startups fail, don’t they? It’s a big risk to work for a startup – a risk most people aren’t willing to take.

How to overcome this challenge?

You need to establish your employer brand and build your reputation as a great employer. Learn how to build your employer branding strategy in 5 easy steps and use social media to promote your employer brand.

Third challenge: Startups can’t offer competitive compensation packages

Startups can never compete with compensation packages and benefits offered by big corporations. This is why it is hard for them to compete with big brands in a war for talent. Why would top talent come to work for you instead for an established company with a great reputation that offers much higher salary?

How to overcome this challenge?

Okay, so maybe you can’t offer the biggest paycheck and extravagant benefits and you don’t have a fancy office. However, there are still important perks you can offer, such as flexible working time and work from home options. You can also offer a friendly, non-corporate office atmosphere. Dig deeper and highlight the right components of your employee value proposition which can serve as a magnet for talent!

Top 5 Ways to Use a Video in Recruitment

Discover the best ways you can use videos to attract and win the best job candidates!

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Why should you use video in recruitment?

Using videos in recruitment is one of the most productive recruitment marketing strategies that can help you attract and hire the best talent.

There are many reasons why you should use a video in recruitment. Adopting this trend will help you stand out in the saturated job market, differentiate from your competitors, showcase your employer brand and woow candidates with a great candidate experience.

How to use videos in recruitment?

Here are the top 5 ways you can use videos to improve your recruitment efforts:

1. Create a company culture video

Show, don’t tell. Create a company culture video and showcase your workplace culture, your office and your employees.

You can use your own smartphone and ask one simple question – and still create a memorable, company culture video- Check out this example from LinkedIn!  

2. Ad a video to your job posting

If you ad a video to your job postings, Google will recognize it as more relevant and show it at the top of job seekers search results.

As a result, more candidates will click on it and apply. According to CareerBuilder, job postings with videos have a 34% greater application rate.

3. Create a Facebook live video

Another way to incorporate a video into your recruitment practices is to create a Facebook live video. It is a perfect opportunity to answer all your candidates’ questions.

It’s simple and easy – all you need is your smartphone! The record of your video will automatically be posted on your timeline so people can view it again later. Check out a great example form L’Oreal!

4. Send videos to your silver medalists

Silver medalists are your second best job candidates. These are candidates that you didn’t hire – this time. However, these are great people that could be a perfect fit for some of your future job positions.

Use videos to deliver a bad news to these candidates and tell them that they didn’t get the job. They will appreciate your effort and personalized message.

5. Use videos to welcome and onboard new hires

You can also use videos as a part of your onboarding process. Sending a welcome video to your new hires is a great way to keep them engaged until their starting date.

You can also use a video to introduce your new hires to your company culture and their job duties. Check out a great example form Dunkin Donuts!

Want to create a recruitment video for your company?

Hopefully, these 5 ways to use a video in recruitment have sparked your creativity and inspired you to create your very own recruitment videos.

Yes, you can do it and no, you don’t a huge budget or a professional help. You can create great recruitment videos with your own smartphone!

Candidates are not interested in flashy corporate videos – they’ve seen tons of them. What they want to see is how it is really like to work at your company. DIY videos are authentic – and this is why candidates like them.

To help you get started, we gathered great practical tips for creating a perfect recruitment video! Be sure to check them out.

 

A Simple Way to Improve Your Job Posting

Implementing this simple trick is a surefire way to improve the performance of your job postings!

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A proven way to improve your job postings

As the war for talent continues, employers are struggling to cut through the noise and attract the attention of the potential job candidates. Since today’s candidates have a lot of options for finding jobs and they are in demand, getting their attention is not easy.

This is where recruitment marketing comes in. Think about it for a second. Your job posting is just a one in million of other being promoted across different job boards, social media channels, etc.

Even if your potential job candidates do click on your job posting, what will keep them there and how will your job posting convince them to apply? Why shouldn’t they browse away to your competitors’ job postings? What makes your job posting different and memorable among so many similar job postings? How can you make your job posting stand out?

The solution is simple – add a video to your job posting!

Top 3 video job posting statistics

Job postings with videos perform better – it’s a proven fact.

Check out these statistics:

Statistic #1: Job postings with videos reach more candidates

According to Wordstream, video generates an amazing 1200% more shares than text and images combined!

In other words, if you add a video to your job postings, more people will share your job postings. As a result, your job postings will be able to reach the significantly greater number of people.  

Statistic #2: Job postings with videos get more views

According to CareerBuilder, job postings with video icons are viewed 12% more than postings without video!

In other words, if you add a video to your job postings, more people will click on it to see it!

Statistic #3: Job postings with videos generate get more applicants

CareerBuilder survey has found that job postings with videos have a 34% greater application rate.

In other words, if you add a video to your job postings, you will have a larger pool of candidates to choose from!

In short, adding videos to your job postings will improve the performance of your job postings. They will have a wider reach, more views and generate more applications – it’s a proven fact!

How to write a great job posting?

Writing a great job posting is not easy. Luckily, there are certain job advertisement best practices you can follow. Check out our Ultimate Guide for Posting Jobs That Stand Out!

How to create a recruitment video?

Yes, you can create a great recruitment video on your own. No big budgets, special equipment or filming experience needed. You can create a great, authentic recruitment video with your own smartphone! Want to know how? Check out out practical tips for creating a perfect recruitment video. 🙂

 

How to Create a Great Recruitment Video?

Check out the best practice tips for creating a great recruiting video!

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Do you really need a recruiting video?

Yes, you really do need it. If you aren’t already creating recruitment videos, you are way behind. Most companies are already doing it! Recruitment videos are one of the biggest recruiting trends you should consider implementing in 2019.

Using video in recruitment can help you differentiate your employer brand, answer to your candidates’ questions in a compelling way and attract more candidates to apply for your open job positions.

Did you know that CareerBuilder found that job postings with videos have a 34% greater application rate? Ask yourself – you need a 34% greater application rate? If so, you should start creating your recruiting video right now!

How to create a great recruiting video?

Here are 5 practical tips that will help you create a great recruiting video:

1. Feature your employees

Your potential candidates want to see the faces of the people they might end up spending most of their days with. Using a video helps put a human face to the organization. Include a short message from your CEO, but make sure you also have different level employees in your recruitment video, too.

2. Keep your video short

Your recruitment video should last no longer than 3 minutes. SkillScout analyzed 450+ job and company videos across YouTube and Vimeo channels and found out that the average amount of time candidates spend watching recruitment videos is 1 minute and 36 seconds. This is how long you have to capture your potential candidates’ attention!

3. Ask interesting questions

Instead of having your employees reciting answers they learned by heart in order to paint your company in the best possible light, let them tell their stories. And trust me, they will! You only need to help them get started by asking interesting, open-ended questions such as why did you join this company or what do you love the most about working at this company.

4. Show your office

Make an office tour a part of your recruitment video. Your potential candidates want to see inside of the place where they would work. Give them a glimpse into your office atmosphere and everyday life at your workplace. It will help them visualize themselves working at your company.

5. Include a call to action

Your recruitment video should include a strong call to action. If the candidates are watching your recruitment video, it means that you were able to get their attention. Grab that chance and capitalize on it! Call them to check your open job positions or join your talent network!

In-house vs Agency Recruiting

What is the difference between in-house and agency recruiting? Which recruiting model is better?

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What is the difference between in-house and agency recruiting?

When a company needs to find and hire candidates, ti basically has two options: Handling recruitment in-house or outsourcing it to a recruitment agency.

Recruitment agencies are companies who will help you find and shortlist top candidates for a certain fee.

If you handle recruitment in-house, it would be best to hire a dedicated recruiter or even develop a recruiting team. If you can’t afford that, then one of your existing employees should take on the recruitment tasks.

Advantages and disadvantages of in-house and agency recruiting

If you use a recruitment agency, you should be able to find more qualified candidates in a shorter amount of time. However, it will cost you more.

On the other hand, in-house recruiting will probably cost you less, but you will have to invest more time and effort into finding the right candidate.

There are many pros and cons of using recruitment agencies, as well as of using an in-house recruitment model.

In-house vs agency recruiting: Which is better?

Both recruiting models have certain advantages and disadvantages. Which one will suit your better depends on your current and future hiring needs and available resources.

If you need to fill a few hard to fill positions in a really short amount of time, using a specialized recruitment agency might be a better choice. Recruitment agencies are also a good choice when you need to hire a lot of temporary employees (for example, seasonal hiring).

If you’re interested in using a recruitment agency, check out the Ultimate guide for choosing a recruitment agency.

On the other hand, if you’re company will grow an keep hiring, you might be better off by investing into building your own, in-house recruiting team. That way, you will have a greater control over your employer brand. You will also be able to build your own talent pool of qualified candidates, which can significantly improve your time, cost and quality of hire.

If you’re interested in in-house recruiting in-house, check out the Ultimate guide for finding qualified candidates.

Of course, it doesn’t have to be an either-or choice. Some of the best companies I know successfully combine both recruiting models. Their in-house recruiting teams occasionally collaborate with a dedicated recruitment agency. That way, they are able to make the most out of both worlds.

4 Good Reasons to Use a Recruitment Agency

Should you turn to a recruitment agency to help you fill your open job positions?

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Why do companies turn to recruitment agencies?

In today’s highly competitive, candidate-driven job market, finding and hiring the ideal job candidate is quite hard. This is why many companies turn to recruitment agencies to help them recruit the right people for their open job positions.

Should you do the same? How can a recruitment agency help you fill your open job positions?

Most common reasons for using a recruitment agency

There are many benefits that come with using services from a recruitment agency.

A good recruitment agency can help you:

Hire candidates faster

There are two main ways in which using a recruitment agency can save your company’s time. First, a hiring process can be quite time-consuming. Using a recruitment agency can help you save your employees’ time.

Second, recruitment agencies are professionals who recruit for a living. This is why they probably already have candidates in their applicant pool who are exactly the right fit for your open job positions. This is a great advantage that can significantly shorten the full cycle recruiting process. In other words, you can hire the best candidate much faster!

Hire highly qualified candidates

The second main reason why many companies turn to recruitment agencies is to improve their quality of hire. The main advantage of using a recruitment agency is that most of them are specialized in certain industries or functions, which means they already have a pool of highly skilled candidates at their disposal. Besides, recruitment agencies recruit for a living, which means that they have an expertise not only in finding great candidates, but also making sure that these candidates are indeed a great fit for a certain position.

Keep your professional appearance

Some companies, such as startups and small companies, don’t have a dedicated in-house recruiter. These companies lack the expertise and resources to find and hire the best candidates. To ensure that their hiring process is done professionally and effectively, they choose to use the services of recruitment agencies. If you don’t know how to recruit in a highly professional manner, it is best to leave it to experts form recruitment agencies.

Retain your new hires

For many companies, the most important advantage of using a recruitment agency instead of in-house recruiters, is that recruitment agencies offer additional security when it comes to new hire retention. All the best recruitment agencies offer guarantee periods. This means that they guarantee you that your new hire will stay at your company for a certain period of time (usually 3-6 months). If your new hire is terminated or leaves before the expiry of a guarantee period, recruitment agencies will give you a full refund or, most commonly, find a new, replacement candidate for no extra charge.

In short, choosing the right recruitment agency can help you recruit and retain the right people faster and even cheaper!

How Can an Effective Talent Pool Improve Time, Cost and Quality of Hire?

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Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pooling: A proactive recruiting strategy

According to Robin Erickson form Deloitte, “The task of recruiting has moved from the reactive filling of requisitions to proactively court high-quality talent.

The only way to proactively court high-quality talent is to build and maintain an effective talent pool. Besides for engaging top talent, talent pools are also a very effective recruiting tool which can improve all the most important recruiting metrics, such as time, cost and quality of hire.

How talent pools help in recruiting top talent?

In today’s job market, an overwhelming majority of job candidates are passive job seekers. According to LinkedIn, 73% of your potential job candidates are passive job seekers. Passive candidates are already employed. Of course, top talent is high in demand so the chances are they are already employed.  This is the reason they actively look for a job. However, they would be willing to accept a better job offer. LinkedIn’s Global Talent Trends 2016 reports that a massive 90% of global professionals are interested in hearing about new job opportunities

However, these passive job seekers need to be convinced that getting a job at your company would be a step up for them. If you manage to get these passive job seekers to join your talent pool, you will have to build relationships with them, foster candidate engagement and keep your company on the top of their mind until the moment they are ready to change jobs.

How to create and maintain an effective talent pool?

Building and maintaining your talent pool is hard work. First, you need to fill your talent pool with high-quality candidates. You have to apply the best practices of lead generation to build your talent pool. Then you need to properly segment your talent pool. After you’ve done all that, the real works begins. You need to maintain your talent pools by engaging in relevant and interesting communication with your candidates. You need to create and distribute specialized recruitment content for every step of the candidate journey.

Yes, it’s a lot of work. However, all the time and effort invested in building and maintaining your talent pool is very well worth it!

Main benefits of an effective talent pool

Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pools reduce time to hire

A properly segmented and managed talent pool will ensure that the candidates in your database are engaged and eager to work for your company. That way, when you have a new job opening, you will be able to choose between qualified, interested candidates from your talent pool.

This will significantly lower your time to hire because you will be able to skip the whole process of advertising your open job position through different channels and waiting for great candidates to apply. Instead, you will already have a pool of great candidates you can choose from!

Talent pools reduce cost per hire

An effective talent pool saves your money in two different ways. First of all, it reduces time to hire, which means you can save money on your HR professionals wages.The second way in which an effective talent pool will lower your cost per hire is by saving the money you would otherwise spend advertising your open job positions. Imagine the budget savings you could achieve if you didn’t have to spend money to advertise your jobs on different job boards, LinkedIn, Facebook, career fairs, campus events, etc.

Talent pools improve the quality of hire

Nobody wants to hire B-players, much less C-players. Lower quality hires happen because of four main reasons: not enough qualified applicants, not enough time to find talent, not enough time to check if the best candidate is indeed a perfect fit and because the best candidates reject your job offer so you have to settle with the second best. An effective talent pool will help you avoid all four mentioned scenarios by ensuring a steady flow of qualified job candidates, lowering your time to hire and improving your acceptance rate.

3 Must-Have Sections of a Great Employee Handbook

Does your employee handbook include these 3 sections? Don’t miss out on these must-haves!

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The hidden potential of your employee handbook

Employee handbook  is the cornerstone document of every company.

This document usually consists of a company’s policies. Unfortunately, too often this valuable document contains ONLY policies, rules and regulations.

While this is useful, an employee handbook has a much greater potential. Instead of a document full of prohibitions, you can easily turn it into an engaging and useful document your employees will read, know and love. Read on to find out how to achieve this goal!

3 main mistakes of your employee handbook

Most employee handbooks make the same 3 mistakes:

Mistake #1:

They are written in a formal tone of voice with lots of legal and technical terms which regular employees can hardly grasp.  

Mistake#2:

Most employee handbooks focus on company’s policies and provide just a brief introduction to the company if at all).

Mistake #3:

Most employee handbooks state only the company’s expectations from employees and not the other way round.

3 main sections your employee handbook is missing

In order to avoid the above stated 3 main mistakes of most employee handbooks, make sure that your employee handbook includes the following 3 sections:

Section #1: Your company’s history, mission, vision and goals

Start your employee handbook with an extensive introduction to your company. Explain why your company was created, by whom and how it went on to become what it is today.

State your company’s mission, vision and goals in an inspiring, relatable and easy to understand language.

Section #2: Your company’s core values and culture  

The second section of your employee handbook should present your company’s core values and provide a glimpse into your company culture.

Include real-life photos of your workplace and your employees and present true stories which illustrate your desired workplace behavior.

Section #3: Employee benefits and perks

Finally, make sure to emphasize what your employees will get in return for following all your company’s policies, rules and regulations.

Accentuate all the benefits and perks your company offers to your employees. Also, present all the types of rewards and bonuses which will be awarded to your most deserving employees.  

3 Simple Ways to Maintain an Active Talent Pool

Building and maintaining an active talent pool is the key to proactive recruitment.

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Do you have a talent pool?

Of course, you do. If you use an Applicant Tracking System or a modern all-in-one recruitment software, you certainly have a database of your current, past and potential job candidates.

(If you by any chance don’t have a talent pool, make sure to learn effective techniques for building your talent pool ASAP!).

However, a database or a list of candidates is NOT a talent pool. A talent pool is a database of candidates INTERESTED in working for your company.

How to maintain an active talent pool?

Here are the top 3 ways that will help you maintain an active talent pool with highly engaged candidates:

1. Segment your talent pool

Segment your talent pool into smaller groups based on certain criteria. Wondering how to segment your talent pool and which criteria to use? A good idea is to segment your talent pool on the criteria of your candidates preferred role or job position at your company. That way, you can create groups of candidates interested in different roles, for example in marketing, sales, IT, etc.

The process of talent pool segmenting will help you understand who are the candidates in your talent pool groups and what are their interests. Create a distinctive candidate persona for each of your candidate groups.

2. Create interesting digital campaigns

Once you have defined a distinctive candidate persona for each group in your talent pool, you will have deeper insights into the interests and motivation of candidates in that group. Use that knowledge to create interesting and engaging content aimed specifically at the candidates from that certain group.

For example, for the group of candidates interested in your marketing positions, create a weekly or monthly newsletter with relevant industry news, such as latest marketing tools and trends, interview with marketing experts at your company or share a story of your new marketing intern. Oh, and don’t forget to include an information about your new job openings in the marketing department!

3. Organize offline events

Besides organizing online events, such as courses, webinars, conferences etc, it a good practice to organize offline events. These types of events are a great opportunity for your local candidates to get to know your company, meet your employees and get a glimpse into your company culture.

Organize open doors at your office, host a local experts meetup or another educational event. Invite the candidates from your talent pool to attend your offline events and meet you in person! And don’t forget to take photos of the events and share them on your career blog and social media profiles! This way you will share your company’s vibe even with your potential job candidates who live outside of your city.

Maintaining an active talent pool sounds like a lot of work…is it worth it?

Of course, it is!

By using these 3 ways to maintain an active talent pool, you have highly engaged candidates who are eager to work for your company. It means that you will be able to fill your positions with better candidates faster, thus reducing your time and cost per hire while improving the quality of hire.