HR Check In: The Trifecta of Recruiting (Social Recruiting, Candidate Experience, Employer Brand)
If you’re not familiar with the three terms listed in the title above, you’re in trouble. Unfortunately, talent acquisition teams that aren’t dedicating time and effort to these three recruiting concepts won’t be able to keep up with modern candidates. Your job seekers expect a positive candidate experience, availability and engagement from you on social tools, and the visibility into an attractive employer brand when they look for positions at your company. Take a look at these four articles for information about what these terms mean and how to implement them into your recruiting strategy.
Today, most recruiters don’t rely solely on traditional avenues of sourcing information about the candidates they are recruiting. Instead they engage with more modern avenues, such as social media. Studies have shown that more than 90% of recruiters rely on social media throughout the recruitment process. However, many of these recruiters aren’t nailing the use of social media to find top talent. This article shares a few mistakes you may be making when it comes to social recruiting:
- You do not have a social recruitment strategy at all
- Failure to engage with talent
- Not looking at analytics
- Ignoring candidate experience
Why Your Company Needs Employer Branding & How To Get Started (Recruiting Blogs)
The bottom line when it comes to employer branding is that every company needs it, even Google or Facebook. Interested in understanding how not having an employer brand can hurt you? Read details about these five facts provided in this Recruiting Blogs article:
- Companies with a bad reputation are expected to spend 10% more per hire.
- Companies with a poor employer brand need to pay $4,723 more per hire in order to convince a candidate to accept a job offer.
- In Canada, the annual cost of a poor employer brand is $3.5 million per year, $5.9 million for UK, and $8.2 million for Germany.
- Virgin America surveyed its rejected candidates and found that 18% were customers, and 6% ended up switching to a competitor airline as a result of a negative candidate experience
- A CEB study shows that a strong employer brand can increase your quality of hire by 9%.
Want a 90% candidate acceptance rate? Just ask BASF, a leading global chemical company how it’s done. In this Online Recruitment Resource article, BASFs’ Director of Talent Acquisition provides five ways they were able to accomplish such an impressive goal. First, focus on transparency. BASF does this by including a “hiring at a glance” page on their career site, so candidates know what to expect even before applying for a job. Second, be sure to highlight your company’s total benefit package using recruitment-marketing tools. Third (but not last), provide a diverse interview team so candidates can hear from a variety of employees with different backgrounds, views and perspectives.
Google+ vs. Linkedin – Where to Invest Your Time (Social-Hire.com)
One of the toughest parts of social recruiting is choosing where to allocate your time and spend. Even worse, the social ecosystem is constantly changing and evolving which challenges the social recruiter to stay agile in their strategy and outreach. Tony Restell dives into the benefits of investing time in connecting and building a company brand in both Google+ and LinkedIn in this Social Hire article. A few questions to ask yourself include:
- Are you trying to drive immediate traffic to your careers page or blog or website?
- Are you looking for a long-term traffic boost through SEO improvements?
- Do you care about sheer candidate reach?
- Are you concerned about viewers wading through spam?