- Apr 01
- 6 min read
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.
You’ve been advertising on Snapchat recently, because you read somewhere that it was a good place to find millennials. Then someone said you should be using Youtube to spread a general awareness campaign among a larger audience. Now, however, you need to cut budget and figured one of these has to go. Which will it be?
Over the past 55 years, Auchan has spread its chain of supermarkets and hypermarkets to 17 countries across three continents (Europe, Africa, and Asia). They have 10,000 employees spread across 50 stores in Romania alone, and their hiring needs are as robust as you would expect for a company of its size and scope. Though Auchan has a long history of success as an organization, it still has to face the same challenges that other employers in the retail space regularly encounter: high hiring volumes, high turnover, and high competition for the best candidates.
Yes, you read that right: the turnover rate in retail right now is a little over 60%, more than quadruple the United States average across all industries. Even the turnover rate for CEOs in retail is high right now (23%), albeit probably for different reasons.
Without a doubt, video is the rising star of social media content, and the reasons why are pretty clear. Let’s start with the numbers: Facebook users watch 8 billion videos per day, 300 hours of video are uploaded to YouTube every minute, and video content taken as a whole is expected to make up 82% of internet traffic by 2021. If we take things a step further, we can see that video content also plays a major role of boosting engagement levels on virtually all social media platforms thanks to its power to convey a deep, meaningful message to users within seconds.
Recruitment channels. There are just so many of them to choose from, right? How do you know where your candidate personas are hanging out in order to get your employer brand in front of them? Well, a great place to start is by looking at social media statistics for the market you’re in (or expanding into).
It’s a question we’ve asked on this blog before: what is the best venue for promoting your employer brand and spreading your EVP? And while there is, of course, no one-size fits all answer, recruiters and hiring managers do often find themselves tasked with choosing the employer branding venue that will yield the best results in terms of ROI, employer brand gravity generated, and successful talent pipeline growth. How do recruiters make these determinations in a smart, considered way?
The recruiting world can learn a lot from the marketing realm, especially now that recruitment marketing is becoming more established. Organized campaigns, content marketing, and using social media to reach passive job hunters are some of the ideas that made their way in between these two sectors. Another idea that makes sense to cross over is the idea of a multi-channel approach to building a talent network.
The era of job boards is over. Recruiters in the modern talent market need to attract passive, not just active, job candidates in order to find and retain the best hires. For most modern HR teams, a crucial part of passive candidate attraction revolves around the use of platforms like Facebook, LinkedIn, Twitter, YouTube, and any other social media site you care to mention. Why? Because these are the places where virtually all job candidates—passive and active alike—already spend their time. Thus, your next hire could easily encounter your employer brand messaging on a platform like Snapchat, taking the first step on the candidate journey before submitting an application at your company. For recruiters, the trick is to understand the importance of these new employer branding venues and find a way to turn them into a competitive advantage in the war for talent—hopefully some of these stats will help you to do just that.
Britain has been in the news quite a bit recently, but mixed in with all the political noise there’s one salient point you can be forgiven if you missed—employment is at record levels. The 2018 average unemployment number was just 4.2% (source).
50% of Instagram users follow at least one brand, and even more say that they’ve learned about a product or service via Instagram. That’s 50% of 800 million monthly active users, spread across all corners of the globe (80% of the platform’s users are outside the United States). These numbers should give you a sense of the often-untapped power of this unique social media network for attracting and engaging with customer or—for recruitment marketers—job candidates. The question, however, remains: how can businesses leverage this platform to spread their employer brand and drive up job applications? Here are six tips for doing just that.
Genpact has always prided itself on innovation. When the company spun off from General Electric in 2005, they were determined to spread the gospel of lean management across the globe, providing data-driven professional services help to a diverse array of businesses spread across the globe. Since then, they’ve only gotten more cutting-edge, incorporating AI and advanced analytics into their offerings as they've helped businesses to completely reimagine their established processes. As result of the success of this innovative spirit, between 2006 and 2017 Genpact quadrupled in size, adding 60,000 new employees to their existing 20,000. Needless to say, they were doing their darnedest to ensure that that level of positive growth continued.
At the beginning of 2018, Facebook announced (as it so often does) that it was changing its algorithm. This time, its goal was to show users less content from businesses and more content from friends and family in their newsfeeds. For marketers in general and recruitment marketers in particular, this seemed like a catastrophe. The platform had already been making organic reach harder and harder to come by, and now they were going to drive the final nail in the coffin. The world, however, didn’t end, and Facebook continues to be a platform that can help you further your employer brand and attract job candidates who can make a difference for your organization. How is it able to do this? We’re glad you asked.
Fun fact: only 20% of potential job candidates frequent traditional job boards like Craigslist and Indeed. Of the remaining 80%, most already have a job, but a large percentage of these passive job candidates would gladly switch jobs if the right offer came around. This means that if you’re focusing all of your sourcing efforts on old-school job sites, you’re cutting yourself off from a whole wealth of candidates who might be perfect fits for your team.
Following the Rio Olympics in 2016, it seemed like there was a surge of interest in Brazil as a business destination. As the largest country in Latin America, it boasts the world’s 8th largest GDP, and more than two dozen of the world’s 2,000 largest companies call it home.
When you think of the most obvious places to promote your employer brand, your first thoughts might be of professional networks like LinkedIn, or popular social media platforms like Facebook and Twitter. What many people don’t think of in this context is YouTube—even though it has more than 1 billion users! Not only does it have a billion users, those users watch 1 billion hours of video each day through its website and mobile app. Sure, the platform has its obvious strictures and limitations (it exclusively focuses on video content, which can be costly and time consuming to produce), but if you’re producing videos for your recruitment efforts anyway, YouTube is the obvious place to promote them. So, let’s dive into some tips and tricks for spreading your employer brand on the world’s biggest video-sharing platform.
Recruiters use all sorts of metrics to track their efforts: retention rate, time to hire, time to fill, etc. But in many hiring departments one metric stands above the rest in terms of weight and importance. Yes, we’re talking about cost per hire. As it happens, many of the other metrics, like time to fill and time to hire, have a direct impact on cost per hire, just as cost per hire itself has a direct impact on your company’s bottom line. The age-old question is, “what can recruiters do to reduce their cost per hire and recruit talented team members in a more cost efficient way?”
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