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.
In today’s recruiting landscape, companies rely on third-party platforms, like LinkedIn, recruitment agencies, and others, to generate hires. While these platforms are valuable, companies ideally want to have their career page be their number one source of hiring.
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.
A lot of recruitment focuses on attracting active candidates: those who are already looking for a job. The reality is that 75% of the workforce are passive candidates, meaning they are not actively looking for jobs even though they might be interested in new opportunities.
When thinking about User Experience (UX), most companies tend to focus on customer experience more than anything else. And it makes sense: customers are the people who buy what you sell, and companies want to give them the best experience possible to maximize customer satisfaction and retention.
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.
Recruitment is a central part of almost any business. Are you doing everything you can to ensure that you’re hiring the best possible applicants to work for you? In marketing, one of the most commonly used tools is the “buyer persona”: an archetype of a business’s perfect customer, what they look like, and how to approach and attract them as a business. The persona tool can be used outside of just marketing, however. Talent Acquisition is one of the best areas to make use of personas, where recruiters build their ideal candidate for a specific role. Building candidate personas is crucial to having a strong TA strategy. So, here are some of the most important steps of building candidate personas for your recruiters to work with.
AI’s presence across the economy is growing rapidly. It can be found in sales, manufacturing, customer service, marketing, and even in recruiting. The trend toward AI has also made it desirable in general, with businesses making sure to tell their customers that they use AI to make their product.
Traditionally, the way companies have gone about talent acquisition has followed a transactional model. Companies announce that they have a job opening through various channels (word of mouth, ads, job portals) and they wait for job-seekers to apply to it. This strategy has worked for as long as anyone can remember, but that doesn’t mean it’s the best approach.
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).
Most companies today are heavily focused on job advertising, or emphasizing why qualified candidates should apply for a position, with a more transactional approach in talent acquisition. However, without variety in their recruitment marketing their efforts will fall short.
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.
In April 2021 we started a strategic partnership with Appcast, the global leader in programmatic recruitment advertising technology and services, part of Stepstone, the leading e-recruiting player active in 21 countries.
Leveraging advanced technology, unmatched market data and a team of the industry’s best recruitment marketers, Appcast’s technology and services manage over half a billion dollars in job advertising annually on behalf of more than 1,500 clients.
Appcast is revolutionizing how companies attract game-changing talent for their open positions. Leveraging data and advanced programmatic technology, Appcast uses complex algorithms to help employers increase engagement with qualified candidates by showing people the right job ads, at the right time, in the right place.
Launching job campaigns is a seamless process
So, what does this partnership mean? For starters, through the SmartDreamers platform, employers now have the opportunity to programmatically advertise jobs directly with Appcast’s programmatic job ad exchange. This partnership will benefit recruitment teams by streamlining the job advertising process and will offer job seekers greater visibility across roles of interest to them.
In January 2021 we started a strategic partnership with Indeed, the world’s number one job search engine. The platform includes job listings from major job boards and company career pages. It generates more than 250 million unique job seekers every month and it’s accessible across 60 countries and 28 languages.
Every little helps. This was the guiding principle for Tesco’s famous advertising campaign that turned the British retailer into a market leader. But the idea of how small things add up to make a big difference rings true – and not just when it comes to customer journeys. If you look at candidate experience as a sequence of interactions with your company, even small gestures can go a long way – especially in the context of a global pandemic.
In fact, the way companies respond during these trying times will define their brand for decades, explains Mark Cuban in a CNBC interview. At the same time, a company’s reputation isn’t solely defined by what they’re currently doing – it can also be defined by what they aren’t doing. Because the truth is – what we fail to observe can sometimes batter the strategy of any great talent acquisition team.
The context of the global pandemic has sparked innovations in how companies engage with their talent pool remotely. Since casting the widest net is not a viable option, recruiters today tap into strategies that help them focus on quality leads instead. Automated lead nurture platforms have taken center stage. And for a good reason.
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.
