Inbound vs. Outbound Recruiting

Outbound-inbound-recruiting

Inbound and outbound recruiting strategies are two major recruiting methods used in Talent Acquisition. There has been a lot of buzz around these terms lately, but what do they really mean? And which form of recruiting is better for your company and your hiring needs?

Difference Between Inbound and Outbound recruiting

There are two basic types of recruiting – outbound and inbound recruiting. These terms have become a HR buzzwords in recruiting and everyone is talking about them. But what do they really mean? And what’s the difference between them?

In short…

In inbound recruiting candidates comes to you.

In outbound recruiting you have to search for the candidates.

Inbound and Outbound recruiting focus on different stages of candidate journey

Inbound and outbound recruiting are different recruiting philosophies and strategies with different approaches and tactics, but the same end goal: hiring the perfect candidate persona.

Inbound recruiting is a recruiting strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer.

Your goal in inbound recruiting is to lead the candidates through the first 3 stages of candidates journey: Awareness, Consideration and Interest.

Outbound recruiting is a recruiting strategy where you search for and contact candidates when a certain new position that you need to fill opens.
Your goal in outbound recruiting is to jump right to the application stage, and offer your job opening.

Human-resources-guide-about-recruitment-marketing

Inbound and Outbound recruiting are long and short term recruiting solutions

If you are looking for a long-term solution to advance your recruiting and hiring strategy, inbound recruiting is the way to go. With inbound recruiting, your goal is to build such an Employer Brand that will continually grow your pool of high-quality applicants.

Many companies have already adopted inbound recruiting as a prefered strategy. Even though it takes some time to see the results, in the long run, their time, cost and quality of hire have improved dramatically.

On the other side, there is outbound recruiting. It is considered as a short-term recruiting solution, because it is only used when a need arises. If outbound recruiting is your only recruiting strategy, start thinking about implementing inbound recruiting.

With so much information competitors share about themselves with the talent, you not doing the same will cost you. Simply reaching out to the candidates and offering an open position is not the way to attract talent any more.

Inbound and Outbound Recruiting Are Like Inbound Marketing and Outbound Sales

We often hear as saying: “Candidates should be treated like customers!”.

We can approach them using inbound marketing methods, or we can do so using outbound sales methods.

Inbound-vs-outbound-recruiting

The goal of inbound marketing is to have customers figure out their own pain points by reading relevant content. In recruiting, those pain points may include anything from a bad cultural fit, to a lower than desirable salary.

After realizing that there is a pain-point, candidates, reading you content, employee testimonials, benefits and company stories, realizes themselves that your company is a better fit for them.

Outbound recruiting, same as outbound sales, uses a method in which recruiters find candidates who may be a good fit. After that they call candidates to find out if there is a pain-point. In most cases  candidates either don’t know that the pain-point exists, or they wouldn’t admit it.

Inbound vs. Outbound recruiting: Which one is better?

Most companies use both inbound and outbound recruiting methods.

However, outbound method is more and more often considered as a plan B recruiting method. In other words, outbound recruiting method is used only when you don’t manage to get high-quality applicants with your inbound recruiting strategy.

The goal of every inbound recruiting strategy is to continually attract talent and build your talent pools. Once you have a pool of high-quality talent, it is much easier to fill your open positions.

If you, however, don’t have a candidate that perfectly matches your hiring needs, you should switch to an outbound recruiting method.

Advertisements

Difference between structured, unstructured and semi-structured job interviews

How-to-Hold-an-Effective-HR-Meeting

There are 3 main types of job interviews: structured, semi-structured and unstructured job interviews. In this article you will learn the differences between them so you can decide which one is your best choice for assessing candidates. Tips & tricks for conducting a great interview included!

Job interview types

Recruiters and human resources professionals divide job interviews into 3 different types:

  • Structured interviews
  • Unstructured interviews
  • Semi-structured interviews

Structured interview

A structured interview is a type of interview in which the interviewer asks questions which are planned and created in advance.
Tips&tricks for conducting structured interviews:

  1. Prepare interview questions to ask candidates in advance.
  2. Develop a scale for grading candidates answers.
  3. Take detailed notes of each candidate’s answers.

Unstructured interview

An unstructured interview is a type of interview in which the interviewer asks questions as they arise spontaneously in a free flowing conversation.
Tips&tricks for conducting unstructured interviews:

  1. Keep in mind specific experiences and qualities you are looking for in candidates.
    2. Feel free to explore specific interesting points from your candidate’s resume.
  2. Develop each next questions based on your the candidate’s answer.

Semi-structured interview

Semi-structured interview is a type of interview in which some questions are predetermined and others arise spontaneously during conversation.

Tips&tricks for conducting semi-structured interviews:

     1. Create basic set of interview questions to ask your candidates.

  1. Customize your follow up questions based on your candidates’ answer.
  2. Return to your basic set of questions and repeat the whole process.

Which type of job interview should you use?

You should choose the right type of interview based on the needs of your candidate persona. Create representation of your ideal candidate by defining the characteristics, skills, and traits that make up your perfect hire.

Try to put yourself in your candidate persona’s shoes. Create questions which would allow your candidate person to show of her/his best qualities and skills.

Importance of choosing the right job interview type

Choosing the right type of job interview will help you find and hire your ideal job candidate, improve your candidate experience and make your recruiting efforts more effective and successful.

Recruitment Marketing Software is a software program designed to attract top talent.

Benefits of Recruitment Marketing Software?

Benefits of Recruitment Marketing Software?

Recruitment Marketing Software is a software program designed to attract top talent. Recruitment Marketing Software utilizes an innovative idea of applying marketing methods to recruitment process in order to find, attract, nurture and engage candidates and turn them into job applicants.

What is Recruitment Marketing Software?

Recruitment Marketing Software is a software program, tool or platform designed to automate, simplify and fasten the process of finding, attracting, engaging and nurturing high-quality candidates.

In comparison with regular, old-fashioned recruiting software, Recruitment Marketing Software uses an innovative idea of applying marketing methods to recruitment process in order to attract top talent.

What are the benefits of Recruitment Marketing Software?

Recruitment Marketing Software offer solutions for all the 5 stages of Recruitment marketing process: Finding, Attracting, Engaging, Nurturing potential candidates and Converting them into applicants who apply for your open job positions.

inbound-recruiting-strategy

Recruitment Marketing Software offers innovative features for finding high-quality candidates. With web sourcing you can easily passive job seekers, your best job candidates. You can also post your job ads to multiple free and premium job boards with just one click, set up a Social Media job ad promotion and Employee Referral Programs.  

Recruitment Marketing Software is especially useful for attracting candidates. Recruitment Marketing Software offers features for improving your Employer Branding and Social recruiting strategy and creating an attractive branded career site – no coding skills necessary!

With Recruitment Marketing Software you can engage and nurture your candidates on a whole new level. You can advance and automate your Candidate Relationship Management and email recruiting campaigns, which will create a better candidate experience and save you a ton of time!

Finally, Recruitment Marketing Software provides tools for successfully converting candidates and tracking your whole recruiting process. Form user-friendly application form to highly advanced hiring analytics and reporting.

Who can use Recruitment Marketing Software?

Recruitment Marketing Software was created for recruiting experts like recruiters and HR professionals.

However, since modern Recruitment Marketing Software is user-friendly and easy to use, many small companies without specialized HR professionals have also started using this tool.

With Recruitment Marketing Software, small companies can handle the whole full cycle recruiting process and all related marketing operations in house. In that way they save a lot of money they previously had to spent on recruitment agencies services.

Which Recruitment Marketing Software to buy?

Not every recruiting software is the same. Moreover, same types of recruiting software differ in their features and capabilities. Which one is the ideal for you?

There is a proven strategy that helps in making the best decision about which tool to buy.

Step 1

First, start with identifying your recruiting goals and challenges.

Step 2

Second, check out the extensive list of solutions offered by Recruitment Marketing Software and see if you can find solutions for your challenges.

Step 3

Third, pick the recruiting software that best suits your needs.

That’s it! 🙂

P.S. You can also download 2018 Guide for Buying a Recruiting Tool. It offers interesting insights and useful advices for buying a recruiting software tool.

What is an Applicant Tracking System (ATS) and why do you need it?

What is an Applicant Tracking System (ATS) and why do you need it?

What-is-an-ATS-Applicant-tracking-system

An Applicant Tracking System (ATS) is a software created to automate, fasten and improve your hiring process. In this blog we will explain how using an ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals.

What is Applicant Tracking System (ATS)?

An Applicant Tracking System (ATS) is an HR software designed to simplify and fasten your entire recruiting process.

The need for speed is one the biggest pain points for modern recruiting professionals.

This is not surprising considering that the average hiring process lasts for 2 to 3 months, while the top candidates stay on the job market for 10 days only.

HR-statistic-hire-faster

Applicant tracking system offers a wide range of solutions for other hiring challenges too, such as finding candidates and processing their applications.

What are the benefits of using an Applicant Tracking System (ATS)?

The vast benefits of using an Applicant Tracking System (ATS) are best demonstrated by its ability to improve three most important hiring metrics. ATS is proved to improve the time, cost and quality of hire.

According to research, 86% of recruiting professionals stated that using an ATS has helped them hire faster, and 78% of them confirmed that using an ATS has improved the quality of candidates they hire.

Benefits-oF-using-an-applicant-tracking-system-ATS

Applicant Tracking System (ATS) features

ATS can help you overcome your most pressing recruiting challenges and help you achieve your hiring goals by offering following features:

Sourcing features

ATS can help you find candidates with advanced web sourcing, employee referral programs and social recruiting.

Career site

With ATS you can create a beautiful, branded career site in just a few minutes, with no coding knowledge needed!

Job boards

Using an ATS will save your time by offering the possibility of posting your job ads on multiple job boards with just one click.

Candidate database

The main function of ATS is to provide a central location and an easily searchable database of all your candidates.

Candidates’ profiles

An ATS automatically stores all of the applicant’s documents and creates rich, searchable candidates’ profiles.

Resume parsing and screening

One of the most useful ATS features is the automatization of time consuming resume parsing and screening activities.

Interview scheduling

With modern ATS send automated emails with interview appointment that automatically sync with your work calendar.

Candidate testing

An ATS offers customizable scorecards you can use to evaluate your candidates.

Automated email responses

ATS offers a variety of customizable email templates, which can be personalized and send in bulks with just a few clicks.

Powerful analytics

ATS automatically tracks and measures your most important hiring metrics.

Recruitment reports

With ATS you can easily create, export and share beautiful reports with most important hiring metrics.

Team collaboration

ATS makes it easy to share info about candidates with team members who need them.

Need an Applicant Tracking System?

Check out TalentLyft, our all-in-one recruiting solution that helps recruiters find, attract, select and hire best talent out there!

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How to define your Employee Value Proposition (EVP) and use it to attract candidates?

How-to-define-EVP-and-use-it-to-attract-candidates

Employee Value Proposition (EVP) is a solution for attracting talent in a highly competitive job market. In order to make yourself their employer of choice, you have to be able to trigger your perfect candidates’ interest by differentiating your company from your competitors.

You can do that by presenting your unique Employee Value Proposition (EVP).

What is an Employee Value Proposition (EVP)?

Simply put, Employee Value Proposition (EVP) is a compelling answer to the following candidate’s questions:

“Why should I work for your company instead of somewhere else? What’s in it for me?

Why is your company a great place to work at? What can you offer me that other companies can’t?

When faced with that questions, many companies highlight the salaries and benefits they offer.

However, compensations and benefits are just a part of an effective Employee Value Proposition (EVP).

Employee Value Proposition (EVP) is a comprehensive offering that companies provide to their employees, which has 5 main components:

1. Compensation

This component encompasses employee’s satisfaction with salary, but also additional rewards such as bonuses.

2. Benefits

This component incorporates different benefits (health, dental, retirement, tuition and disability), but also paid time off and life insurance.

3. Career

This component consists of employee’s career stability and a chance for its development, including opportunities for training and education.

4. Work environment

This component refers to a positive work environment, sense of personal achievement and a healthy work-life balance.

5. Company culture

This component is based on positive relationships and team spirit with your colleagues and managers.

employee-value-proposition-talentlyft

Steps: Define and promote your EVP

There are 4 crucial steps in the process of defining and using your Employee Value Proposition (EVP) in order to attract candidates:

Step #1: Define your candidate persona

The first step in defining your company’s Employee Value Proposition (EVP) is defining your candidate persona. 👩

Step 2#: Define each main component of your Employee Value Proposition (EVP)

The second step in defining your company’s Employee Value Proposition (EVP) is

specifying each of its main components with your candidate persona in your mind.

Step 3#: Personalize your Employee Value Proposition (EVP)

In order to use your Employee Value Proposition successfully, customization is the key. If you want to attract the right talent for your company and open positions, you need to segment and personalize your EVP for your target audience.

Step 4#: Promote your Employee Value Proposition (EVP)

There are many different types of content (such as team blogs and company videos) and communication channels (such as your career site, social networks etc.) which can be used for promoting your Employee Value Proposition (EVP).

Employee Value Proposition (EVP) examples

Here are 2 different, but very effective examples of Employee Value Propositions (EVPs), presented in a popular video format.

BMW’s Employee Value Proposition (EVP) video

In this video BMW employees explain what makes BMW Group such a special employer and what do they like the most about working for BMW. In this video you can see young, talented people explaining why they chose a career with BMW over other companies.

(https://www.youtube.com/watch?v=u5KMRNdY4g0)

Deloitte’s Employee Value Proposition (EVP) video

This video offers a glimpse into the everyday experiences of Deloitte’s employees. At the same time, it very cleverly incorporates and showcases different components of Deloitte’s Employee Value Proposition (EVP).

(https://www.youtube.com/watch?v=qDXWYzz7cHM)

We hope this two videos have inspired you and gave you some fresh ideas.

Now go on and start defining your own Employee Value Proposition (EVP)! 🙂

How to Write a Job Description Like a Pro?

How to Write a Job Description Like a Pro?

job-description-complete-list-500-templates

Have you ever struggled with writing clear, precise and compelling job descriptions?

If you have, this article is for you. It will let you in on recruiting professionals’ job description writing secrets and present resources and tools that will help you write your job description like a pro.

The trouble with job descriptions

Sometimes writing a great job description can be easier said than done. If you’ve ever stared at the blank page, you know how frustrating that can be.
But you don’t need to struggle anymore! 🙂

This article is your guide for writing job descriptions like a pro.

I will let you in on recruiting professionals’ job description writing secrets.

If you want to learn all their little tips and tricks for writing great job descriptions, this article is for you!

The benefits of writing job descriptions like a pro

Carefully crafted, clear and precise job description are important for two main reasons.

First is improved internal communication, and second is improved external communication.

Improved internal communication

Clearly and precisely described job position can eliminate possible misunderstandings inside your company.

Writing down all the job position’s duties and responsibilities will get everyone on the same page about the position you are looking to fill.

Without it, you risk managers having one idea, HR professionals another, department you are looking to fill with a new role third, etc.

Improved external communication

Clearly and precisely described job position is crucial for communicating your needs and requirements with possible candidates.

Crafting a compelling job description is the first step in finding and hiring your ideal job candidate.

A well written job description can help you attract high quality candidates and repel unqualified, thus saving your time and money.

How to write a job description like a pro?

Here is the list of essential knowledge, resources and tools that will help you write your job description like a pro! 💪

1. Learn the difference between job description and job posting

Recruiting professionals know the difference between job descriptions and job postings

A job description is an internal document which explains company’s job position. It contains all the details about the role and it is written in a formal tone.

A job posting, on the other hand, is an advertisement for your open job description. It is a document meant for external use, to attract candidates.

In short: Job description explains the job, while job posting sells it.

Job-posting-ultimate-guide-job-description (2)

2. Follow the common job description structure

All professionally written job descriptions follow the common structure:

  • Job title

           Write a clear and precise job title. Use commonly known titles in line with industry norms.

  • Role summary

          Explain why is this position important for your company and specify how it contributes to your business goals.

  • Duties and responsibilities list

           Don’t write a laundry list of job duties and responsibilities, just list the main ones.

  • Qualifications and skills list

           List the required education level and type, professional certifications, years of experience, technical and soft skills.

Job-description-structure

3. Define your candidate persona

As you write your job description, keep your ideal candidate in mind.

Imagine a person that would be a perfect fit for this job.

This representation of your ideal candidate is called candidate persona. 👩

Provide enough information and descriptions to help your ideal candidates visualize themselves in your job position!

4. Use job description templates

Instead writing your job descriptions from scratch, start with professionally written job description templates.

These job description templates are a great starting point.

They will save your time and make sure that you don’t miss any of the key requirements for a certain job position.

Feel free to copy these job descriptions templates and customize them to suit your own needs.

5. Use professional tools

Modern recruiting professionals use specialized recruiting tools to help them write and advertise their job descriptions.

Specialized recruiting tools can help you with all phases of posting jobs, from writing job descriptions to publishing and promoting your job ads.

With professional recruiting software you can access free job description templates, build beautiful career sites (no coding needed!) and publish your job postings on multiple job boards with just one click.

You can also set up employee referral programs, create engaging email campaigns and easily share your job postings on social media – all from one easy to use platform!

And… voila!

That’s it.

Now you know how to write your job descriptions like a pro.

So go on and start writing! 🙂

A Proven 4-step Strategy for Finding Your Perfect Applicant Tracking System (ATS)

A Proven 4-step Strategy for Finding Your Perfect Applicant Tracking System (ATS)

Did you know that there is a proven 4-step strategy successful HR professionals use for finding their perfect Applicant Tracking System (ATS)? Following this strategy will help you save time and make sure that you don’t miss any of the key ATS requirements.

Proven-4-step-Strategy-for-Finding-Your-Perfect-Applicant-Tracking-System

Why is an Applicant Tracking System (ATS) a must-have tool for all successful HR professionals?

Applicant Tracking System (ATS) is an HR software designed to simplify and fasten the entire recruiting process.

Successful recruiters use ATS because it provides a wide range of solutions for different hiring challenges. ATS can help you find candidates, manage and process received applications and select the best candidates.

Vast benefits of using an ATS are best demonstrated by its ability to improve 3 most important hiring metrics: time-to-hire, quality-of-hire and cost-to-hire.

According to research:

  • 86% of recruiting professionals say that using an ATS has helped them hire faster
  • 78% say that using an ATS has improved the quality of candidates they hire

Proven-4-step-Strategy-for-Finding-Your-Perfect-Applicant-Tracking-System(2)

How to find your perfect Applicant Tracking System (ATS)?

Considering that there are many different ATS in the market with various features and price, choosing the ATS that perfectly matches your needs and fits your budget is not an easy task.

There are many important factors which you should keep in mind when choosing an ATS.

Our structured 4-step strategy for finding your perfect ATS will make sure that you don’t miss any of the ATS key requirements. Following these 4 steps will also help you recognize your perfect choice in the shortest amount of time.

A Proven 4-step Strategy for Finding Your Perfect Applicant Tracking System (ATS)

4-step-strategy-Applicant-Tracking-System-ATS

Step #1: Identify your recruiting challenges

In order to find your perfect ATS, you should first identify your recruiting goals and challenges.

Created a detailed list of your most pressing recruiting pain points.

Step #2: Research ATS providers

The next step is to research different ATS providers and their products. Browse their websites and find 3 to 5 ATS providers that seem like they might be a good fit.

Step #3: Demo your top ATS picks

Get a demo of your chosen 3-5 ATS providers to see how exactly a specific ATS works, what features does it offer and how it can help you deal with your most pressing recruiting challenges.

Step #4: Get a free trial

Most ATS providers offer a possibility of a free trial. Utilize this opportunity to test and compare the ease of use of your top 2 ATS picks.

To help you go through all of these steps as smoothly and quickly as possible, we create a comprehensive PDF guide for finding your perfect ATS.

This guide contains a detailed explanation of these 4 steps, coupled with all the relevant checklists.

Conclusion

ATS is a very effective hiring solution that all the most successful recruiters utilize.

This tool is very important because, without it, there is a good chance that your process of moving applicants through different hiring stages will look like a mess, or at least will have a lot of room for improvement and optimization.

In order to find your perfect ATS, you should follow a proven 4 step strategy:

  • First, you should define your recruiting goals and challenges.
  • Second, you should conduct an online search of ATS providers and look for those who promise to solve your problems.
  • Third, you should schedule a demo with a few ATS provider to see their product in action.
  • Finally, you should take advantage of a free trial to test and compare your top 2 ATS picks.
What is the difference between Employer Branding and Recruitment Marketing

What is the difference between Employer Branding and Recruitment Marketing

Employer Branding and Recruitment Marketing have gone from HR buzzwords to must have recruiting strategies. However, many HR professionals are still puzzled by these terms and they can’t tell the exact difference between them.

What-is-the-difference-between-Employer-Branding-and-Recruitment-Marketing

Can you explain the difference between Employer Branding and Recruitment Marketing?

Posting your job openings to the job boards and waiting for the talent to come to you is simply not enough anymore.

In today’s job market, the best talent has many options to choose from. Consequently, you need to have a competitive advantage over other companies who are looking for that same talent.

In order to differentiate their company from their competitors and attract top talent, clever recruiters have started using marketing methods and tactics.

As a result, we hear the leading HR professionals talking about Employer Branding and Recruitment Marketing. A lot! In a very short amount of time, Employer Branding and Recruitment Marketing have gone from HR buzzwords to must have recruiting strategies.

However, many HR professionals are still puzzled by these terms.

How about you?

Can you explain the difference between Employer Branding and Recruitment Marketing?

In order to the clear up this confusion once and for all, here is a detailed explanation of the difference between the Employer Branding and Recruitment Marketing.

But first, let’s find out what these two terms have in common and why are they so often mistaken for each other.

What do Employer Branding and Recruitment Marketing have in common?

Employer Branding and Recruitment Marketing are both concerned with the same thing – your company’s Employer Brand.

What is Employer Brand?

Employer Brand is your company’s reputation as an employer.

A strong Employer Brand communicates that your company is a good employer and a great place to work.

What are the differences between Employer Branding and Recruitment Marketing?

Difference #1: Employer Branding implicates defining, and Recruitment Marketing promoting your Employer Brand

Employer Branding is the process of defining your company’s Employer Brand.Recruitment Marketing is the process of promoting your company’s Employer Brand.

Employer Branding is the process of defining your Candidate Persona, your Employer Brand and your Employee Value Proposition.

Recruitment Marketing is the process of promoting your Employer Brand by creating interesting and engaging recruiting content and sharing it via different channels such as your company’s career site and blog, job boards, social media, email campaigns, talent networking events, job fairs, etc.

Difference #2: Employer Brand comes first, Recruitment Marketing second

Employer Branding comes first, and Recruitment Marketing is built around it, with additional methods and tactics.

Before you start promoting your Employer Brand, it is crucial to articulate a clear and precise definition of it. Otherwise, you risk your message sounding inconsistent which will make you look distrustful in the eyes of candidates.

Difference #3: Recruitment Marketing may evolve, but your Employer Branding remains the same

Recruitment Marketing is constantly evolving in a response to industry and cultural trends.

Modern recruiters and marketers come up with innovative strategies for attracting candidates, new communication channels (such as social networks) appear, content trends are changing (for example, a video is becoming more and more popular), etc.

Surprising your targeted audience in new and exciting ways is necessary to keep their attention.

On the other hand, your Employer Branding is more consistent and constant.

Your Employer Branding should be based on your company’s core values, vision and mission. It is a long-term promise and an ongoing commitment you make to your existing and potential employees.

Even if you make some smaller adjustments in your Employer Branding strategies in order to better target your perfect candidates, your overall message should stay consistent with your original promise.

Deepen your understanding of Employer Branding and Recruitment Marketing

Hopefully, this article has helped you clear your doubts and misunderstanding of Employer Branding and Recruitment Marketing and now you are able to tell the difference.

If you want to learn how to implement your Employer Branding strategy in 5 simple steps, you should check out this informative infographic. If you are looking for some new Employer Branding ideas, you can learn a lot from big brands like Hubspot and Facebook.

If you would like to learn more about Recruitment Marketing, this Recruitment Marketing 101 guide is a great place to start.

Employer Branding on Social Media: Best Examples

Employer Branding on Social Media: Best Examples

Browse the best Employer Branding examples found on Social Media and learn how big brands use Social Media to promote their Employer Brand and attract top talent.

Employer-Branding-on-Social-Media-Best-examples

Employer Branding on Social Media: How to do it?

You have probably already heard that you should put more effort, time and money into promoting your Employer Brand on Social Media.

What nobody is telling you though, is how exactly to do that.

What type of content should you publish on your company’s social media profiles in order to portray your company as a favourable employer?

Here are 8 inspiring examples of great content big brands use to promote their Employer Brand on Social Media.

1. Employees’ testimonials

Feature your employee stories and testimonials.

Sharing their personal stories will make it easy for your potential candidates to see what type of people you are looking for.

Example: Marriott

Marriott International, Inc. is a leading global lodging company with more than 6,000 properties in 122 countries and territories.

Marriott has a great Instagram page called Marriott Careers, where they often feature their employees’ testimonials.

Are you ready to meet Duffy?! 🙂

Employer-Branding-on-Social-Media-Best-examples

2. Office and workplace

Share the videos and photos of your office environment.

Don’t worry if you don’t have the coolest office space ever.

Most candidates don’t expect you to have a huge yoga studio or a video game room in your office.

They just want to see the space where they could be spending the majority of their day.

Highlight details of your office that send out the good vibe. Maybe you have a cozy coffee corner. Or a great view. Or some interesting posters on the walls.

Example:

L’Oreal’s Instagram career page is called L’Oreal Talent.

Although L’Oreal surely has many of those offices “to die for”, they still keep it real by posting photos of their employees’ desks.

Employer-Branding-on-Social-Media-Best-examples-1

Employer-Branding-on-Social-Media-Best-examples-2

3. Perks and benefits

Make sure you also highlight perks and benefits you offer to your employees.

Example:

Here is another great example form Marriott’s Instagram page.

Employer-Branding-on-Social-Media-Best-examples-3

Your company probably can’t offer an employee discount for a vacation on exotic islands. :sigh:
But hey, you company surely has something special that you offer to your employees, weather it is flexible working hours, tuition reimbursement, gym membership, free lunch etc.

4. Company culture

A great company culture is based upon positive relationships with colleagues, managers and company’s leaders. You should send a message that your company culture is characterized by trust, collaboration, team spirit and support.

How can you do that?

Example:

Here is an absolutely brilliant example of showcasing company culture on Microsoft’s Instagram page.

Microsoft know that a little sign of appreciation and support can mean a world of difference. ♥️

Employer-Branding-on-Social-Media-Best-examples-4

5. Company events

Besides your business related events, it is also important to present your events which are not directly business oriented.

These events include team building activities and any similar events and social gatherings of your employees, such as parties, celebrations, special occasion etc.

Example:

Nanobit is a company specialized in developing and delivering mobile applications and games.

They often organize saturday Game Jams where their employees gather in office to play games, socialize and have some fun together in a relaxed and cozy atmosphere.

Employer-Branding-on-Social-Media-Best-examples-5

6. Awards

Make sure to highlight every award, certification and recognition your company receives.  Celebrate your success and don’t forget to thank your employees for their hard work and commitment to a higher cause.

Example:

HubSpot is an inbound marketing and sales platform that helps companies attract visitors, convert leads, and close customers.

Hubspot has recently been awarded as the Best Place to Work in 2018. on Glassdoor. Here is their celebratory Instagram post.

Employer-Branding-on-Social-Media-Best-examples-6

7. Recruiting content

Creating and sharing specialized recruiting content is a must if you want your company to be perceived as a serious employer.

But what do I mean by “specialized recruiting content”?

Recruiting content is a social media content created created with a goal of informing your potential employees’ about your hiring process.

Example: Microsoft

Microsoft has a great Facebook career page called Microsoft Life.
Microsoft Life regularly hosts live interviews with Microsoft’s recruiters.

Potential candidates could send in their questions before the event and tune in during live broadcast.

Candidates who weren’t able to follow the live broadcasting can watch the recording of the event posted on Microsoft’s Facebook career page.

Live interviews are a great way to open a dialogue with your potential candidates and answer their questions.

Below you can an example of Facebook post Microsoft used to announce their event.

Employer-Branding-on-Social-Media-Best-examples-7

Employer Branding on Social Media: Lessons learned

Social media makes it easy to be visual with your storytelling.

People want to be able to envision themselves working for companies.

A great way to enable them to do it is by using photos and videos across all your social media platforms.

Show off your Employer Brand by sharing stories, photos and videos of:

    • your employees testimonials
    • your office and workspace
    • perks and benefits
    • your company culture
    • educational, corporate and recruiting events
    • awards and recognition you won (especially Best places to work recognitions)
    • specialized recruiting content.

There is no magic formula for choosing the right type of content and communication channel that is guaranteed to work for every position and every company.

What will work best for you depends on your candidate persona. A candidate persona is a semi-fictional representation of your ideal candidate.

Based on your candidate persona, you will be able to define the right type of content and the appropriate channels to distribute it.

We hope that examples presented in this blog have inspired you and provided some interesting ideas you can use to create your own winning Social Media Employer Branding strategy! 🙂

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

7 Ways to Become a More Successful Recruiter

How to become a more successful recruiter is a major concern of today’s modern recruiters.

The war for talent is raging on, and recruiters are facing new challenges. Do you have what it takes to thrive in today’s highly-competitive recruiting industry?

What makes a successful recruiter?

Recruiting industry has been going through a period of immense change in the last few years.

Unlike before, today’s labor market is completely candidate-driven.

According to research, 90% of recruiting professionals think that today’s labour market is candidate driven.

Candidate-driven-market

Consequently, finding and hiring ideal job candidates, especially those with in-demand skills, has become an extremely hard, expensive and time-consuming endeavor.

As the “War for talent” is getting more and more intense, recruiters are faced with new challenges which have changed the way we recruit.

The recruiters who are ready to embrace these new challenges will be successful, while the others will be left behind.

How to become a more successful recruiter?

In order to successfully tackle these new challenges and get ahead in the talent game, recruiters must adopt new recruiting strategies, tactics and tools.

Here is the list of the 7 most important recruiting strategies that will help you become a more successful recruiter.

1. Build talent pools

Gone is the time when you could post your job opening on a job board and wait for a great candidate to come to you.

Why?

Because only active job seekers visit job boards.

The war for talent is raging on, so your best job candidates are passive job seekers. These passive job seekers are candidates who aren’t actively looking for a new job, but would be willing to accept a better offer.

73% of candidates are passive job seekers who are not actively looking for new job opportunities.

passive-candidates

In order to become a more successful recruiter, you need to go out there and proactively source and attract these passive job seekers. You need to become a talent sourcing pro.

You can’t afford to wait for the new positions to open to start recruiting.

You need to constantly build pools with great talent.

That way you will have the perfect candidates even before you have a new job opening!

2. Focus on candidates

When job market was employer driven, it made sense to focus on the wishes, wants and needs of employers.

But things have changed.

Now the job market is candidate driven, so you have to focus on your candidates.

In order to become a more successful recruiter, you have to focus on candidate’s wants and needs, hopes and fears. You need to understand what candidates are looking for from employers.

Why is this important?

First, when you know what really motivates your candidates, you can use that knowledge to attract them. You can turn your company’s employee value proposition (EVP) into a real magnet for attracting candidates.

Second, getting to know your candidates on a deeper level can help you build and maintain relationships not only with current, but also past and potential future candidates.

You will excel at candidate relationship management and build better talent pools.

Finally, you can encourage candidate engagement and significantly improve candidate experience.

candidate-experience-recruiting-tool

3. Utilize specialized recruiting software

Today’s technology offers a great variety of specialized recruiting software which can automate, streamline and improve different stages of your recruiting process.

There are modern HR tools that offer all-in-one solution for finding attracting, engaging, nurturing and converting candidates into job applicants.

Adopting these tools will give you a huge competitive advantage in the war for talent.  

Benefits-oF-using-an-applicant-tracking-system-ATS

Before getting a recruiting tool,  you should first identify your recruiting goals and challenges.

This way, you will be able to better understand if you need solutions offered by Applicant Tracking Systems (ATS) or solutions offered by Recruitment Marketing Software.

4. Use data-driven approach

To become a more successful recruiter, you need to make better and more informed recruiting decisions.

You can do that based on the data form your recruiting software.

By tracking and reviewing the most important recruiting metrics, such as time to hire, cost to hire and quality of hire, you can get a clear and precise, data-backed evaluation of your recruiting efforts.

HR-guide-recruiting-metrics

Based on insights that you get form data, you can adjust your recruiting strategies to improve your ROI.

For example, if your data shows that your best job candidates come from referrals, you can stop wasting your money on job boards.

In other words, you can save your time and money by investing in the channels that bring the best results.

5. Use social recruiting

When we say social recruiting, you probably think of posting your job ads on Facebook. Everybody does that these days. If you want to stand out and attract top talent, you need to go a lot further.

In order to become a more successful recruiter, you need to become aware of the power that social media networks hold, and be quick to utilize it.

Social recruiting goes beyond posting current vacant jobs ads on your company’s social network profiles.

recruiting-trend-social-recruiting

You can use social recruiting to proactively search for potential candidates, build relationships with them and encourage them to apply to your vacant job positions.

6. Use employee referrals

To become a more successful recruiter, you have to set up a structured employee referral program.

By using a structured employee referral program, you can find talented people with the help of existing employees. You ask existing employees to recommend candidates from their networks, and you offer them employee referral awards in return.

employee-referrals-stats

Employee referral program is your best bet for finding and hiring the ideal job candidate and improving the most important hiring metrics such as time and cost per hire, quality of hire and employee retention.

7. Use marketing tactics

In order to become a more successful recruiter, you need to start using marketing tactics to attract talent. This new trend of using marketing tactics in recruiting is called Recruitment Marketing.

The main goal of Recruitment Marketing is to drive talent to apply for the open positions. In other words, it makes talent come to you.

In order to achieve this goal, you need to develop inventive Employer Branding strategies to build a picture of your company as a desirable employer.

Another important method for attracting top talent is Inbound Recruiting. Inbound Recruiting is a method of creating targeted, branded content to attract and engage talent.

This content needs to be informative and useful for talented professionals you want to attract. It can come in different forms, such as company’s career blog, team blogging about interesting projects, employer branding videos, interesting social media posts, employee stories and career advice.

If you’re looking for some inspiration and best practice examples, check out these great Employer Branding ideas.

Are you ready to become a more successful recruiter?

The above mentioned recruiting strategies are created in order to overcome new challenges in the recruiting industry.

If you follow this 7 recruiting strategies, we guarantee you will upgrade your hiring game, get better results and become a more successful recruiter!