COVID-19 has made things difficult for talent acquisition teams across industries. Companies had to adapt to sudden changes that came with COVID-related restrictions. With this new landscape, we’ve now entered a period of talent shortage where prime candidates are becoming rarer and rarer by the day.
Remote work is the new normal. With that in mind, how should you adapt your recruitment strategy to account for the permanence of remote work, even in a post-COVID world? This article will go into how you can use automation to make sure your recruitment processes are well-suited for the new age of remote work.
After six months and more than 7,000 hours of development, we are excited to announce SD Attract 3.0.
We are privileged to work with companies using SD Attract across the globe and gather feedback from visionary employer branding and talent acquisition leaders. The result is a sourcing automation engine built by talent acquisition specialists for the new online sourcing environment.
So far, more than 25,000 campaigns have been created with SD Attract 3.0. The next 100,000 will be built faster and better.
When it comes to SEO, we tend to think of it as a marketing tool that focuses on consumers. You optimize your pages so that you maximize your chances at being discovered by someone doing a Google search, with the hopes of them becoming a customer or client of yours. The thing is that SEO can be just as important for talent acquisition. The basic principles are the same as for consumers: you want to maximize the chances that they’ll click on the link to your page in the Search Engine Results Page (SERP).
It is common knowledge that any business should have a corporate brand; the company's mission, values, and objectives, but what about the employer branding? Employer branding is how a company presents itself to a potential employee. This includes its reputation as a place to work and the employee value proposition, which is created through current and past workers. In today’s competitive job market employer branding is crucial for the success of a company. Employer brand metrics helps a business grow, acquire customers, and most importantly, it helps with finding talent. The better your company looks, the better quality of hires you’ll attract.
India is poised to become the third largest economy in the world. Let that sink in. Behind only the US and China, India is set on a meteoric path of economic development and job sector growth.
Tech companies resort to all kinds of stunts, publicity moves, and shenanigans to try and differentiate themselves from their competitors to hire top candidates. This comes in the form of anything from massive policy announcements to crazy signing bonuses for new hires. We’re not saying that these techniques can’t be effective, but from our perspective they seem like shortcuts. Not all shortcuts are bad—some of them save time and energy in a way that boosts ROI—but these kinds of shortcuts seem to skip all of the important stuff, i.e. laying the groundwork for future recruitment success. After all, once the barbecue is over and the swag has been handed out, how many of the attendees are you ever going to hear from again? Perhaps more importantly, how many are ever going to hear from you again?
Have you noticed a shift in the tasks you’re being asked to do as a recruiter recently? Things like monitoring your company’s reputation on review sites, being sure to respond to mentions on social media, and even writing posts for the company blog you weren’t even aware existed? That means your department is moving into taking a longer view of the recruiting process and pivoting to include what’s called recruitment marketing.
At one time or another, we’ve all been there: scrolling through your phone, you come across a job posting or an ad for a position that looks interesting. You click the link, and it takes you to a landing page that loads at glacial speeds. A second before you would have closed on the window and gone on with your day, the page finally loads—and it’s a mess. It’s clearly not optimized for mobile, and it’s got endless dry paragraphs of awkwardly formatted text, all in print too tiny to read.
At this point, most of us have given up, but if you soldier on you’re eventually presented with a deeply infuriating application, with no autofill functionality, no way to save, and potentially more than an hour’s worth of redundant forms to fill out.
If you had a crystal ball, and you asked what the future of HR and talent acquisition was going to look like, what do you think you would see? For many of you, the world that’s coming to mind is defined by AI-powered chatbots and advanced algorithms for sorting potential candidates. You might even be picturing a world where job interviews are enhanced with augmented-reality applications and analyzed in real time to help optimize hiring decisions.
And just like that, we find ourselves almost tending the second half of 2020.
As we reflect back, there are encouraging signs that some of the trends we saw first emerge in late 2019/early 2020 are not only still going strong but are in fact ramping up for a big close to the year.
We’ve gathered our top 7 of these trends, the ones we see not only going strong, but gathering steam and getting set to make an even bigger impact on talent acquisition not only today, but well into the future.
Why did you get into recruiting?
A career-focused email newsletter is a fantastic way to keep your talent pool updated on company happenings, alert them to new openings, and generally ensure that you and your company stay top-of-mind.
By now, you’ve heard us talk about the wonders of recruitment marketing automation (RMA) and all the joy it can bring to your recruiting efforts. You’ve also listened to us go on about how it’s a candidate’s market out there.
Have you made the connections?
Just in case, we want to take this opportunity to dive into the variety of ways RMA can make everyone’s lives a bit easier given the current job market.
The recruiting world has undergone a seachange in the last few years. Actually, it’s seen several in rapid succession, with each new wave sweeping over the HR landscape bringing with it cutting-edge technology and better, more efficient ways to do recruiting.
If you’re a recruiter, a hiring manager, or a recruitment marketer, take a second to think about your existing team. At a medium or large company, you’re likely to see a lot of diversity. People of different ages, different experience levels, and different goals or interests.
Data. Is. Everywhere.