5 Great Recruitment Marketing Tactics You Should Be Using

Want to attract top talent? Check out the list of the great recruitment marketing tactics you should be using…but you probably aren’t.

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Want to attract top talent?

In a candidate driven job market, HR professionals have to be innovative in order to attract top talent’s attention.

This is where recruitment marketing comes in. Recruitment marketing is HR’s latest tool for attracting candidates. By applying marketing methods in recruiting, you can get candidates interested in your company and eager to apply for your open positions.

➡️ Download free eBook: Most Productive Recruitment Marketing Strategies!

Recruitment marketing can help you differentiate your company. Using proven marketing tactics, you can attract candidates attention and get them to apply to your open job positions.

In the following text, you will discover 5 effective recruitment marketing tactics your probably aren’t using – yet!

Top 5 recruitment marketing tactics

Here are the top 5 smart recruitment marketing tactics:

Tactic #1: Create diversified recruitment content

One of the best ways to attract your ideal candidates is with interesting and useful recruitment content. There is a myriad of different types of recruitment content for each step of the candidate’s journey. Here are a few examples:

  1. Blogs
  2. Emails
  3. Newsletter
  4. Videos
  5. Webinars
  6. White papers, case studies and eBooks
  7. Infographics, diagrams, flowcharts & graphs
  8. Checklists
  9. Mini games and competitions.

Tactic #2: Upgrade your career site

A perfect career site explains who your company is, what you do and contain information about your company culture, values and work environment. It also invites potential candidates to browse your open job positions and makes it easy for them to apply.

When was the last time you updated your career site? I don’t mean job ads. Did you publish the photos of your new office? Updated your employee page? Added new perks and benefits? Make sure to keep your career site up to date!

Tactic #3: Use social media

Social media recruiting is another important tactic used in recruitment marketing. You can use social media to find great candidates and promote your recruitment content.

You should start by building a social media recruitment strategy. You should also get familiar with the best tips for recruiting on the most popular social media networks: LinkedIn, Instagram and Facebook.

Tactic #4: Utilize employee advocacy

Encourage your employees to become your employer brand ambassadors. Ask them to write an article for your career blog, take photos of everyday life at your office and share it on social media, explain why they like to work at your company in a video or write a review of your company on Glassdoor.

Tactic #5: Experiment!

Measure the results of your recruitment marketing tactics. Once you find areas you want to improve, start experimenting to see what gets you the best results. You can use A/B testing, test different landing pages, job ads, calls to action, etc.

A specialized recruitment marketing software will enable you to automate, streamline and improve your recruitment marketing process. It is affordable, easy to use and our customers love it!

 

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Top 5 HR Conferences to Attend in the Summer of 2019

Discover great HR conferences you should consider attending during hot, long summer months of 2019!  

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Best HR conferences to attend in the summer of 2019

If you’re looking for great HR conferences to attend in the summer of 2019, you’ve come to the right place. We’ve put together a list of the 5 best HR conferences around the world that will take place in the summer of 2019!  

Top 5 summer HR conferences

Here is a list of the best HR conferences taking place in the summer of 2019 around the world:

1. HR 360 European Summit

Date: 4 – 5 June, 2019

Location: Hilton Vienna Danube Waterfront, Wienna, Austria

Short description: HR360 is the meeting place for global and european HR leaders from the world’s biggest companies to share practical insights on how to boost the business bottom line. You can choose from more than 40 interactive sessions and listen to more than 50 speakers from IBM, Amazon, Microsoft, Vodafone, etc.

2. CIPD Festival of Work

Date: 12 – 13 June 2019

Location: Olympia London, London, United Kingdom

Short description: The CIPD Festival of Work brings together two unmissable CIPD events, the Learning and Development and HR Software and Recruitment shows. The result is a pivotal event that will power your working future. This event has more than 160 speakers, 300 exhibitors and 7 000 attendees.

3. HR Leaders Summit Hong Kong

Date: 13 June, 2019

Location: New World Millennium Hotel Hong Kong

Short description: HR Leaders Summit Hong Kong is the country’s premier gathering of HR professionals. This event is perfect for industry leaders at South East Asia’s who are interested to hear the freshest insights, exchange big ideas and expand their professional network.

4. HR Tech Summit

Date: 18 – 19 June, 2019

Location: Toronto, Enercare Centre Toronto

Short description: HR Tech Summit is Canada’s leading independent HR tech event. This event will feature keynote presentations, industry panel discussions, a contemporary trade-expo, tech talk & tech demo stage, main stage, interactive workshops, thought-leadership interviews, engaging activities, entertainment and more.

5. SHRM19 Annual Conference & Exposition

Date: 23 – 26 June, 2019

Location: Las Vegas, Nevada

Short description: This conference offers more than 200 concurrent sessions on different topics such as Workplace Strategy, Technology, HR Leadership, Talent Management, Compensation & Benefits, etc. SHRM Exposition is the world’s largest HR marketplace which provides access to thousands of solutions-providers in every industry. Lionel Richie concert is also a part of this event!

Bonus HR conference: Visit Bali!

And now a special treat – a great HR conference in the beautiful Bali island!

4th Asia Pacific HR Forum will take place at the end of August in Nusa Dua Beach Hotel in Bali! The 4th Asia Pacific HR Forum in 2019 is one of serial events annually designed to educate, develop, update, share and inspire today’s industry professionals about people, market, business which can help to determine a strategic planning in organization related with people and business.

Choose your perfect summer HR conference

Attending these HR conferences is an incredibly fun way to learn about the latest HR industry trends, best practices and useful HR tools. It is also a unique opportunity to network with other HR professionals from around the world!   

We can’t think of a better way to spend those long summer nights. So what are you waiting for? Pick a few of these HR conferences and plan your perfect summer getaway! 🙂

What is the Average Salary of a Human Resources Manager?

Could you be earning more? Check out the benchmarks for a Human Resources manager position!

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Should you be earning more?

Are you an HR manager? How much are you earning? Could (and should) you be earning more? Check out the benchmark for the HR manager salary and find out!

We did extensive research to find out how much money do Human Resources managers make. We gathered the information and statistics from many different sources, including Glassdoor, Payscale, U.S. Bureau of Labor Statistics (BLS), etc.

What we found out is that the salary range for an HR manager position can be significantly different in different countries and across different industries, etc. With this in mind, let’s proceed by examining the average salary for Human Resources manager.

The average salary of an HR manager in the USA

  • Payscale reports that the average pay for a Human Resources (HR) Manager in the United States is $65,490 per year.

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  • Glassdoor reports that the national average salary for a Human Resources Manager is $76,464 per year in the United States.
  • According to the Occupational Outlook Handbook from the U.S. Bureau of Labor Statistics (BLS), the median annual wage for human resources managers was $113,300 in May 2018.
  • Data USA reports that the average yearly wage for Human resources managers was $85,939 in 2016.

The average salary of an HR manager in Canada

  • Neuvoo reports that the average Human Resources Manager salary in Canada is $77,006 per year or $39.49 per hour. Entry-level positions start at $45,000 per year while most experienced workers make up to $110,124 per year.
  • Payscale reports that the average pay for a Human Resources (HR) Manager in Canada is $68,698 per year.
  • Glassdoor reports that the national average salary for a Human Resources manager is CA$115,090 in Canada.

The average salary of an HR manager in the UK

  • Reed.co.uk reports that the average People Manager salary in the UK is £66,287 per year.
  • Glassdoor reports that the national average salary for a Human Resources manager is £46,520 per year in the United Kingdom.
  • Payscale reports that the average pay for a Human Resources (HR) manager is £35,628 per year in the United Kingdom.
  • Indeed UK reports that the average salary for a Human Resources Manager is £42,446 per year in the United Kingdom.

Conclusion:

The average compensation for an HR manager is around $80,000 per year in the USA and Canada and around £50,000 per year in the UK.

10 Best International Job Boards

Check out the list of the best job boards for international hiring!

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Why use international job boards?

Advertising your open job positions on the right job boards is the first step in finding qualified candidates.This may be especially hard if you need to fill many different positions in multiple locations around the world.

This is where international job boards come in. International job boards are the job boards and job posting sites that operate in many regions within countries around the world.

Employers who want to reach and attract candidates in many different countries around the world should consider using these job boards to advertise their open job positions.

List of the best international job boards

This list of the best international job boards includes many free options, as well as niche boards to help you fill roles faster.

Check out the list of the 10 leading international job boards:

1. Indeed

Indeed is the #1 external source of hire and provides 6 times more hires than any other job site. 200 million people from more than 60 countries visit Indeed every month, giving you access to the most talent in every field. You can post your jobs for free on Indeed. You can also pay to promote your job postings and reach more qualified candidates faster.

2. Glassdoor

Glassdoor is the world’s largest career community. 64 millions of job seekers from 190 countries visit Glassdoor monthly. You can post your job openings on Glassdoor for free. You can also pay for job ads that use a matching algorithm, so the right people see your jobs. You pay only when an ad delivers a candidate to your career center.

3. Monster

Monster is a global online employment solution used by job seekers and employers in more than 40 countries. To advertise one open job position on Monster for a month, you’ll have to pay $279. With Monster Premium Job Ads your job postings are automatically distributed to 500+ sites. Monster can also help you target both active and passive candidates on Facebook, Instagram and Twitter.

4. Craigslist

Craigslist is an old school style, classified ads website that operates in more than 70 countries. It is also used as a very popular job posting site. Unfortunately, you can no longer post your job openings for free on Craigslist. For job postings in selected areas you’ll have to pay form $10 to  $75 (fee varies by area).

5. CareerBuilder

CareerBuilder is a global online employment website. You can find CareerBuilder and its subsidiaries in the U.S., Canada, Europe and Asia. To advertise one job opening for one month on CareerBuilder, you’ll have to pay $219. You’ll also get resume database access to search for relevant candidates

6. Dice

Dice is a leading job board for tech and engineering professionals in North America and Continental Europe. Dice has more than 2 millions of unique tech professionals visitors monthly. Promoting your job post on Dice and within 3000 partner sites for 30 days will cost you $395. You can also pay extra to reach up to 1,500 targeted professionals with a custom email promoting your open positions.

7. Upwork

Upwork is a global freelancing platform where businesses and independent professionals connect and collaborate remotely. Upwork operates in over 170 countries.Upwork makes it fast, simple, and cost-effective to find, hire, work with, and pay the best professionals anywhere, any time. You can post your job openings for free on Upwork. You can also pay hourly or fixed-price and receive invoices through Upwork.

8. Gigajob

Gigajob is one of the leading online job portals with local sites in more than 100 countries and many different languages. You can use Gigajob without having to pay anything at all. At Gigajob basic ads are always free of charge. All Gigajob ads are active for 30 days. You can also search Gigajob’s extensive online resume database.

9. CareerJet

Careerjet is a job search engine. Careerjet’s job search engine network encompasses over 90 countries, featuring separate interfaces that are translated into 28 languages. You can publish your job openings directly on Careerjet for a price of $100. For that price, your job postings will be featured in the top search results and you can get quality applications directly to your inbox.

10. Dribbble

Dribbble is one of the largest global design and product communities and a destination for millions of designers and design enthusiasts every month. It also has #1 job bboard in the world for hiring designers and creative professionals. It will cost you $299 to advertise a single  job opening on Dribbble for a month.

Post jobs for free on multiple job boards

With TalentLyft, posting jobs on best job boards is fast and easy. You can post jobs for free on multiple job boards with just one click! Try it out and see for yourself.

 

How Does Google Interview Candidates?

What is Google’s secret? How does Google manage to choose the top talent in their interviewing process?

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Interviews at Google

Did you ever wonder what a job interview at Google is like? How does Google manage to choose the top talent in their interviewing process?

Their big secret is called – structured interviewing.

According to Google, structured interviewing simply means using the same interviewing methods to assess candidates applying for the same job.

Structured job interview definition by Google

Google defines structured interviewing as using the same interview questions, grading candidate responses on the same scale, and making hiring decisions based on consistent, predetermined qualifications.

Structured interviewing is a process where candidates are asked a consistent set of questions and clear criteria are used to assess the quality of responses. Structured interviews are used all the time in survey research.

The idea is that any variation in candidate assessment is a result of the candidate’s performance, not because an interviewer has higher or lower standards, or asks easier or harder questions.

Why does Google use structured interviews?

Research shows that structured interviews can be predictive of candidate performance, even for jobs that are themselves unstructured. The benefits of structured interviewing, including increased predictive validity and reduced adverse impact, have been well documented by academic research over the last 20 years.

Google’s hiring team decided to experiment with a structured interviewing and they found that:

  • Structured interviews are better at indicating who will do well on the job
  • Interviewers are happier and saving time
  • Structured interviews make candidates happier as well.

Why don’t you use structured interviews?

Why don’t more organizations use structured interview questions?

Well, they are hard to develop. You have to write them, test them, and make sure interviewers stick to them.

Research has also shown that interviewers generally think they’re good at interviewing. Surely many of them like to think they’re excellent judges of character.

But when it comes to hiring, trusting your gut can be detrimental. Research shows that during first encounters we make unconscious judgments heavily influenced by unconscious biases and beliefs.

Using structured interviews in your hiring process can help you choose the best candidates and ensure a better candidate experience.

If you want to learn how to develop and conduct a successful structured job interviews, check out The Ultimate Guide for Conducting Structured Job Interviews!

Only 1 in 10 People Possess the Talent to Manage Others

Discover how to recognize people with this rare talent!

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1 in 10 people possess the management talent

Did you know that Gallup’s research revealed that about one in 10 people possess the talent to manage?
Though many people are endowed with some of the necessary traits, few have the unique combination of talent needed to help a team achieve excellence in a way that significantly improves a company’s performance.

How to recognize a great manager?

What makes a great manager? What are the traits and characteristics of a great manager?

Gallup has found that great managers have the following talents:

  1. They motivate and engage employees
  2. They drive outcomes and have the ability to overcome adversity
  3. They create a culture of clear accountability
  4. They build relationships that create trust, open dialogue and full transparency
  5. They make decisions based on productivity, not politics.

McKinsey surveyed 189,000 people in 81 diverse organizations around the world and found out that four kinds of behavior account for 89% of leadership effectiveness.

According to McKinsey, successful managers:

  1. Solve problems effectively
  2. Operate with a strong results orientation
  3. Seek different perspectives
  4. Support others.

Google also wanted to know what makes a manager great, so it conducted its own research and got some interesting results. Google identified 5 key behaviors of its best managers. According to Google, a great manager:

  1. Is a good coach
  2. Empowers the team and does not micromanage
  3. Creates an inclusive team environment, showing concern for success and well-being
  4. Is productive and results-oriented
  5. Is a good communicator – listens and shares information.

In short, great managers are able to naturally engage team members and customers and sustain a culture of high productivity.

Hiring managers?

If you need to find and hire great managers, you might be interested in our useful resources:

 

The Top Must-Have 10 Recruiting Software in 2019 [INFOGRAPHIC]

Check out the infographic with the top 10 must-have recruiting software in 2019!

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List of the top must-have recruiting software in 2019

Which different types of HR tools do successful HR professionals and recruiters use to up their recruiting game?

Here is the list of the top 10 must have recruiting software that can completely change the way you attract, find, choose and hire top talent.

Infographic: Top 10 must-have recruiting software in 2019

Here are the top 10 must have recruiting software nicely put in one handy infographic:

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Recruiting software #1: Applicant Tracking System

An Applicant Tracking System (ATS) serves as a database with all of the applicants’ profiles, it helps interview scheduling, candidate screening and evaluation and enables easy team collaboration and communication.

Recruiting software #2: Recruitment Marketing Software

Recruitment Marketing Software offers features for implementing the most important recruitment marketing important strategies, such as employer branding and social media recruiting. With this software, you can also create your perfect career site based on your needs and your brand identity.

Recruiting software #3: Candidate Relationship Management Software

Candidate Relationship Management (CRM) Software Candidate Relationship Management (CRM) Software helps recruiters to achieve timely, relevant and personalized communication with their current and potential future job candidates.

Recruiting software #4: Candidate Sourcing Software

Candidate Sourcing Software is a recruitment software specialized in finding qualified candidates. With Candidate Sourcing Software, recruiters can scan millions of online profiles to retrieve passive and active candidates’ details including email addresses, resumes and more.

Recruiting software #5: Video Interviewing Software

Video Interviewing Software enables recruiters to conduct distance live video interviews with candidates from anywhere around the world, quickly and easily.

Recruiting software #6: Candidate Assessment and Testing Software

With Candidate Assessment and Testing Software, employers can quickly and easily test their candidates’ knowledge, technical and soft skills and traits needed for success in a certain job position.

Recruiting software #7: Employee Referral Software

With Employee Referral Software, you can create and send engaging employee referral campaigns and ask your employees to recommend suitable candidates for job positions you are looking to fill.

Recruiting software #8: Background Check Software

A Background Check Software is a specialized software created to automate an employment background check and perform a reliable search of a criminal background and do a thorough vetting of new staff before hiring.

Recruiting software #9: Employee Advocacy Software

An Employee Advocacy Software is a specialized recruitment tool created to help companies turn their employees into their employer brand ambassadors and share curated, pre-approved content across their social network in a fast and simple way.

Recruiting software #10: Job Boards and Aggregators

Job Boards are websites where employers directly post their open job positions.

Job Aggregators are websites that search the web and collect job ads from multiple sources and display them on their site, linking them to the original job ad.

 

8 Golden Rules for Giving Positive & Productive Feedback at Work

Learn how to give meaningful, positive and productive feedback at workplace!

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The importance of positive feedback at workplace

According to Gallup’s research, giving an effective positive feedback at workplace leads to higher employee engagement, productivity, improved retention and greater profitability. Thus, every manager should learn how to give meaningful positive feedback.

When employees are given positive feedback regularly, they feel recognized and valued and are thus more engaged. Giving a positive, stand alone feedback to employees also helps building workplace relationships. As a result, your employees are more loyal and stay with your company longer.

Thus, every manager that wants to build and lead a successful team should learn how to give effective positive feedback to employees. If you become a pro at giving a positive feedback, you have to learn the proven techniques for giving positive feedback.

Tips for giving meaningful and productive positive feedback

Most people think that giving positive feedback is simple. However, simply saying “Nice job!” isn’t enough. If you want to give a meaningful, productive feedback that will reinforce positive behavior, follow these 8 golden rules:

1. Your feedback should be genuine

Give positive feedback to your employees when you have a concrete reason. Be direct and honest.

2. Your feedback should be timely

Make sure that your feedback is timely, given in-the moment. When you see it, praise it!

3. Your feedback should be specific

Avoid giving vague praise and say exactly what your employee did that you find commendable. Your feedback should be crystal clear and to the point.

4. Your feedback should be focused on effort

Focus on your employees’ effort and behavior (what they do) rather than on their personality traits or talent (what they’re like).

5. Frame your feedback in bigger context

Frame your employees’ accomplishments in a bigger context. Explain the impact of their achievement on others and link it to your company’s bottom line.

6. Use the appropriate body language

Make sure to smile, keep an eye contact and use appropriate facial expressions and hand gestures.

7. Amplify your feedback with a gesture

Go for a walk in the nearby park, grab a coffee or a box of candies and celebrate!

8. Personalize your feedback

Tailor your positive feedback to each of your employees. Some might enjoy being in the spotlight, while others prefer private, one-on-one praise.

Learn more on delivering positive feedback at work

If you’re looking for more great tips on delivering positive feedback at work, check out: 8 Examples of Giving Positive Feedback to Employees.

 

10 Simple and Affordable Employee Appreciation Ideas

Check out 10 creative employee appreciation ideas your employees will love.

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Appreciate your employees – if you want to keep them

Did you know that one of the top reasons why employees leave their jobs is that they don’t feel appreciated, according to Gallup’ research?

The message here is clear: If you want to keep your employees, you have to appreciate them! Employee recognition is the key to employee satisfaction.

Of course you appreciate your employees…but how often do you show it and recognize their hard work?

Gallup’s poll has found out that 65% of employees haven’t received any form of recognition for good work in the last year!

OK, so maybe you can’t afford expensive awards…but that isn’t an excuse for not showing your employees that you appreciate them! You don’t have to spend any money to recognize your employees and show them that you appreciate their hard work. Actually, according to Officevibe’s recent study, 82% of employees think it’s better to give someone praise than a gift.

Employee appreciation ideas

Here is a list of 10 great, inexpensive employee appreciation ideas your employees will love:

1. Surprise appreciation celebration

Organize a surprise party for your top performers! Include some cake, confetti and their favorite tunes.

2. Shout out on social media

Post a photo of your employees on social media and brag about their achievements. Don’t forget to tag them!

3. Newsletter

Feature you employees’ success stories in your company’s newsletter.

4. Congratulatory email

Send a company wide congratulatory email and praise your employees for a job well done.

5. Hidden praise

Hide a few notes of appreciation around your employees’ work area.

6. Handwritten note

Send your employees a handwritten note, or just leave a sticky note saying “Thank you” on their desk.

7. Thank you meeting

Call an employee to your office just to say thank you. Don’t discuss any other issue!

8. Ambassador opportunity

Offer your employees to represent your company at an event they typically would not attend.

9. Ask for their help or opinion

Show your employees how much you value their opinion and input.

10. Invitation to an executive meeting

Invite your top performer to join your executive team meeting.

 

Company culture: Lessons from Apple, Virgin and Airbnb

Learn valuable lessons on creating positive company culture from leading companies such as Apple, Virgin and Airbnb!

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Great company culture: The key to business success and growth

Great company culture is the secret behind the growth and success of the most successful companies in the world. Company culture is an incredibly important ingredient of the ‘successful business’ recipe.

Take companies such as Apple, Airbnb and Virgin for example. All of these companies are well aware of the importance of fostering a positive, encouraging company culture. They know that having a great company culture can help them attract and retain top talent and foster innovation which gives them a competitive advantage.

This is why they work hard to build and promote a winning company culture. What can we learn from these crazy successful companies and how they view and foster company culture?

Company culture lessons from Apple, Airbnb and Virgin

Here are some valuable lessons on fostering a positive, encouraging company culture from the successful companies such as Apple, Airbnb and Virgin:

Lesson #1: Why is a company culture so important?

“Corporate culture is the only sustainable competitive advantage that is completely within the control of the entrepreneur.”

–  David Cummings, Co-Founder of Pardot

Lesson #2: How to build a great company culture?

“There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.”

– Richard Branson, Founder of Virgin Group

Lesson #3: Company culture spreads from the top

“There is tremendous teamwork at the top of the company which filters down the teamwork through out of the company.”

– Steve Jobs, Chairman, CEO and co-founder of Apple

Lesson #4: Company culture is the key to innovation

“A company’s culture is the foundation for future innovation.”

– Brian Chesky, Co-founder and CEO of Airbnb

Lesson #5: Make sure you company culture is authentic

“In this ever-changing society, the most powerful and enduring brands are built from the heart. They are real and sustainable. Their foundations are stronger because they are built with the strength of the human spirit, not an ad campaign. The companies that are lasting are those that are authentic.”

Howard Schultz, CEO, Starbucks

Lesson #6: Hire for cultural fit

“Shaping your culture is more than half done when you hire your team.”

– Jessica Herrin, Founder, Stella & Dot

Lesson #7: Never underestimate the power of company culture

“Culture eats strategy for breakfast, lunch, and dinner.”

– Peter Drucker, Management Guru

Looking for more workplace quotes?

If you’re looking for more inspiring and motivational workplace related quotes, check out: