As a recruiter, you are always on the hunt for new ways to engage and attract candidates to work for your organization and attracting talent has always been challenging. Finding talent after the unexpected events of 2020? Well, that’s been extra daunting, hasn’t it?  But you’re a seasoned professional! You know that this is a journey, not a destination.  Adding extra layers of safety measures to your hiring process was just the first step. As you wait for the world to open up, you need to keep the momentum going. As you maneuver yourself out of the woods and further into 2021 how can you think outside of the box when it comes to engaging with candidates?

Most jobs postings are miles long and include more information than the applicant needs to know at that moment, plus all the extras or fluff could be keeping great applicants from throwing their hats in the ring. So, how can you de-clutter your job posting and accommodate your talent pool? Here are some tips to update your job postings for the new normal.

Despite an incredibly unpredictable 2020 where COVID-19 sent shock waves through the US economy, job seekers plan to search for jobs in 2021. While only 10% of job seekers said that finding a job in the new year would be easier than the year before, there’s plenty of positivity on the horizon.

Recently, my blogging has been centered around a theme of New Year's resolutions. But what comes after the New Year? Valentine's Day. So, in the name of love, I pivot.

I’m going to call back from not too far back in my past to my dating life (ah, remember dates?). I, like many of your friends, met my partner the old-fashioned way, using an app I downloaded on my iPhone. Tale as old as time, I tell ya. Before I met Mr. Wonderful, I went out on a myriad of first dates. So, when I tell you about the “good on paper” date, I doubt any of you are scratching your heads wondering what on earth I could mean by that. He’s the guy that seems to have all the right qualities you’re looking for – but you meet him, and none of what you want is there.

That’s what happens when your employer brand doesn’t match up with your candidate experience. Your brand is the date who’s good on paper. The experience you offer your candidate will decide if you’re going to get dumped.

We enter the New Year with new goals, new perspectives, new year, new me. One thing that doesn’t need to be revamped is your top Key Performance Indicators (KPIs). You can apply new programs and you can revitalize a lot within your organization to attract new candidates in 2021, but ways in which you measure your success will just need a renewed focus so you can observe your progress.

Even though it’s now January, it’s impossible to Men-In-Black zap ourselves into thinking that last year didn’t happen. Proof positive—I’m writing this in December of 2020, knowing that this will be published sometime in the future. “Those who forget the past are doomed to repeat it”—that’s an old adage my mom loves telling me, and I think we’re all in agreement we’d rather not repeat 2020. Auld Lang Syne translates to “for the sake of old times” – so, for Auld Lang Syne, what lessons did we learn in 2020 that will help us thrive in 2021?

Prior to the extraordinary circumstances of 2020 – much of what we deemed “recruitment marketing” could reflect much of the same tactics we use to promote our brands. We wanted both consumers and job seekers alike to want to be a part of our brand – either through their pocketbooks or their desire to work for us.

How we spend our time and money has drastically changed since March 2020, but how we market to those consumers and potential employees needs little changing to make a big impact. With a little compassion, a little finesse, and lot of marketing ingenuity, we can utilize these time-tested strategies that get the attention of consumers to recruit potential employees and not miss a step in the results we’re after.

An open-hiring strategy is the process of hiring anyone regardless of their background and this strategy benefits people from all walks of life. It is also incredibly beneficial to employers who need to hire a lot of people who can be trained to get the job done. The Body Shop announced their plan for open-hiring in an effort to reduce bias as they gave people retail jobs on a first come, first serve basis. Now, in the wake of COVID-19, the process may be helpful to quickly fill entry level roles that do not require a long on-boarding process. And the process seems to have benefits for both the company and their potential employees.

Worried about reaching the right audience with your recruiting message? Having a hard time finding the “right” candidates for your available jobs? Today’s complex recruiting market makes accessing the right talent for the right job at the right time a rather tough call. The good news is, you can get more candidates to apply to your posting by taking the following steps:

It would be an understatement to say that healthcare workers are busy. For instance, nurses typically work 12-hour shifts and if they're open to changing jobs, the last thing they want to do is update their resume and search for a new opportunity at the end of a long day.

These demanding schedules that healthcare workers face is one of the many reasons why it can be challenging to hire and recruit in the healthcare industry. Traditional hiring strategies can fail to fill these positions on their own, but when paired with more effective practices—it’s now easier than ever to find qualified candidates and get in touch with them.