HR Check In: Common Recruiting Techniques for ALL Industries
There are unlimited ways to slice and dice the pool of candidates looking for new opportunities in today’s workplace. Although recruiting techniques vary among industries, based on the type of skills and qualities the specific recruiting organization is looking for, there are many ideas that can be utilized across all industries. These four articles describe unique ideas talent acquisition teams can use to attract and retain the best talent for their organization.
Often the Millennial Generation, or Generation Y, is referred to as Generation “C”, which is short for “connected.” This generation has had technology engrained in their everyday lives since they were young. This is just one quality that hiring organizations should consider when recruiting millennials. This article explains how to snag Generation Y employees by capitalizing on the following distinct qualities:
- Physical and social/emotional environment is important
- Perks are more important than salary
- Company social responsibility is a must
- Company “culture” must be open, where innovation and diversity are valued
- They want to collaborate
- They want flexibility
Getting Creative to Source For Retail (ERE Media)
Attracting talent isn’t easy for most industries in today’s economy, but it’s becoming increasingly difficult for the retail industry to attract and hire the right type of talent. There simply aren’t enough candidates, and when a recruiter does find the right type of hire, the retention rates during onboarding and the first few months of employment are extremely low. The industry is ripe with turnover and lacking a comprehensive talent pool. So what can retail companies do to creatively recruit and more importantly, retain skilled talent? Read this ERE media article to find out.
Q&A: Storytelling for Recruiting & Leading People, with Amanda Marko (Recruiting Social)
Amanda Marko, the President and Chief Connection Officer of Connected Strategy Group, explains why storytelling is such a powerful communication tool, and how businesses can use to their advantage in the recruiting process. This idea of storytelling goes hand in hand with employer branding. Marko suggests that instead of pushing facts at our recruits about what it’s like to work at the company, we should be pulling at their heartstrings with real stories about what it’s like to be employed by the company. A connection story, which involves telling the candidate something about yourself, can be a great way to connect with the candidate right off the bat and keep them engaged throughout the interview.
How to Attract the Best Talent Through Employer Branding (Recruitment Buzz)
A strong employer brand encompasses many things, but the most important one is the development of a unique and targeted employer value proposition, which can influence why a candidate would choose your business over a competitor. This Recruitment Buzz article is directed toward recruitment agencies who are tasked with intense competition, but all of the points covered can be related to any other type of business as well. In order to achieve differentiation with your employer brand, you can follow these steps:
- Carry out research with your key stakeholders to evaluate your current employer brand awareness and reputation
- Define your employer brand, identifying your distinctive strengths, and translate this into a clear and compelling EVP
- Be more proactive in using social media, building a more engaging employer brand reputation
- Ensure that your employees understand the value of a strong employer brand and it’s role in the success of the business, including the role they need to play in sustaining a consistent brand experience and reputation