Two decades ago, McKinsey researchers observed a brewing war for talent in the business world. And even after two decades, this war for talent is far from over. Hit by massive shifts in business models and the advent of the digital era, organizations are finding themselves competing for talent. Adopting technology can be seen as the panacea for their challenges. Technology implementation across the HR value chain is helping firms with selecting the right candidate, enabling pre and post employee engagement and personalization of the recruitment process.
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In this digital age, many of the skills required to be a kick-ass recruiter and a top-notch marketer are one and the same. When competition is tough, you need to do everything you can to show you’re the best the recruitment industry has to offer – and marketers know how to do this better than anyone!
Marketing can offer much more to the recruitment industry than just tips on how to be seen and heard, too.
You, like many employers and hiring managers, may find yourself wondering where all the great IT professionals are as you sort through applications for your latest IT job posting. Between a talent shortage and a hot job market, it may seem as though all of the best IT professionals have already been hired by other employers.
There may be some “hidden” candidates out there, people who are missing your posting and you’re not finding.
Sometimes, your firm’s worst enemy in the hiring process may not be market conditions, financial limitations or even certain candidates consistently being ‘the one that got away’.
Instead, you may need to scrutinise parts of your own company’s recruitment process to ensure you aren’t self-sabotaging. Here are just a few of the potential problem areas.
The number of interviews
It’s understandable that you might want to hold quite a few interviews to guard against the risk of a promising candidate turning into a nightmare once they are actually in the job.
Employers and recruiters tend to prefer passive candidates because they have the right skill sets, have the right qualifications and have a history of good employment. But for a startup working environment, could active candidates be the ideal employee?
When it comes down to it, what you want to hire is the right person with the rights skills at the right level. But when you enter the market with your startup, the budget is often an issue. So hiring the ‘ideal’ employee isn’t always possible.
More information: https://theundercoverrecruiter.com/active-candidates-for-startups/
A lot of HR teams struggle with how they can show the value they are bringing to the organization. It’s understandable – how do you quantify things like a better culture, or stronger hires? Well, when there’s a will, there’s a way.
It’s always a worthwhile exercise to look at what other parts of the organization are doing to solve a given problem. In this case, marketing once again has shown an interesting way to understand the overall health of our talent acquisition operation, as well as how we can show the value we bring to the rest of the company.
Especially if you’re like me – someone who just wants to know what’s going on, make a useful decision then move to the next thing.
Real meanings are hard enough. There are, for example, triangular warning signs beside hilly roads telling me to look out for falling boulders. I’m ashamed to admit my car didn’t come equipped with the latest Boulder Deflection Technology. I’ve definitely missed something. Or I’m about to hit it. I honestly couldn’t tell you.
What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.
More information: http://www.recruitingblogs.com/profiles/blogs/how-to-recruit-on-facebook
At a time when it can seem as difficult as ever for so many firms to source suitable candidates, your organisation may understandably be reviewing whether it is adopting the right talent-search approaches in 2018.
Consider the long-time rivalry between job boards and digital marketing, for example.
More information: http://www.webrecruit.co.uk/employer-blog/recruitment-tech/which-is-best-for-attracting-talent-job-boards-or-digital-marketing