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:
Let's all agree that recruiting the perfect candidate isn't always a walk in the park. The process of recruiting has its own complications that warrant examination and analysis but not all HR departments measure them or understand how they impact the efficiency of their company’s recruitment process. The following are four time-tested metrics for recruiters to make their recruiting process as smooth and efficient as possible.
This is guest blog post from Jason David.
Many of us have seen the predictions: office culture as we know it is never coming back. The effects of COVID-19, and the accompanying diaspora that have left so many workers performing their functions remotely, have many of us wondering if the strictures of 9-to-5 physical office presence makes as much sense as it seems to have made for so long. It even has employers wondering if offering prospective hires the option to work from home will be necessary to remain competitive in the labor market. My answer to that possibility is: it’s simply too early to say.
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.
Sorting through a large pool of candidates for one job opening can be exhaustive for hiring managers. It’s easy to just skim over resumes and latch onto familiar industry terms or verbiage that perfectly aligns with the role you’re hiring for. But when you sift through your list of candidates, try to look past what they’ve already done and towards what they are capable of achieving instead. Too often, hiring managers find themselves paying more attention to the prior achievements that candidates outline on their resume or cover letters. In doing this, they miss out on opportunities to connect with applicants from a more dynamic background; ones that can add value to their organization.
At Nexxt we surveyed our job seeker audience in May 2020 to understand how they were initiating or continuing on their job search journey and we have recently polled our job seeker audience again to understand how the job search job continues to change.
With the priorities of companies, employees, and job seekers changing so rapidly, we wanted to go back to the source to understand how job seekers are searching for jobs at the moment.