It’s all too easy to believe that the number of followers or ‘likes’ are an accurate barometer of how successful social media activity is. Of course, these are not referred to as ‘vanity metrics’ without reason – and for HR and recruiters the numbers are largely irrelevant.
Given the large networking element of the industry, recruiters can benefit massively from attending and organising events. Considering the volume of potential candidates that attend niche conferences and meet-ups, industry events can be invaluable for securing leads, which is the ultimate goal for any sales driven enterprise, after all.
When hearing people discuss the best way to “optimise” your website or job advert for “SEO” purposes, you may feel like you’re listening to someone speaking a make-believe language. Don’t panic! Your saviour is here! We have put together this handy guide, so that you can understand exactly what all of this means.
Millennials have a deep understanding of the Internet, so what better place to recruit them than online? Through social media, it’s easier than ever to reach professional millennials that can provide great insight for your company. Locating new employees online is becoming increasingly popular, too – in fact, 86% of people currently in their first decade of employment use social media to search for jobs and research potential employers.
With this in mind, these 9 tips can help you locate your next millennial employee using a number of social media platforms.
Several researchers have concluded that more than 60% of candidates would not apply for a job in a company that has a bad reputation. Since the financial crisis in 2008, the talent pool has been constantly shrinking. Companies often need to go outside the regular recruitment process in order to attract the best candidates. Recruiters are taking the proven marketing approach when trying to attract top talents. This new trend is also called recruitment marketing.
Recruitment is a dynamic and changing sector that must adapt to keep up with the ever-changing working culture. Over recent years, with the boom in online recruitment and the power this has given the candidate, the industry has had to become smarter and prove its worth over automated job boards and social media platforms. With this, we’ve seen a rise in niche recruitment services.
So what are the benefits of being a niche provider, and how can the extra cost be justified to clients?
Striking a compensation structure is usually the last thing on any founder’s mind. But just like the exercise regime that you keep putting off, it will only slowly manifest into an enormous problem in the future.
And I am not talking about anything complicated. This isn’t going to be a 10-levels, multi grids table with complex formulas that will take a rocket scientist to understand.
It is a simple framework to provide the right foundation that will compliment your scaling journey.
“Gavin, we have a great product, clients like it, people want to buy it, but it’s too expensive. Our competition are cheaper and, although they’re not as good, provide better value for money. Because of this, the prices that we been asked to sell at are just not realistic.”
I had just finished my talk at his sales conference and I looked at the salesperson in front of me. He looked earnestly back, awaiting my answer. Sometimes, I think that people want me to wave my magical sales, light sabre and sprinkle them with some kind of sales, Jedi dust! Unfortunately, I had forgotten to pop it in my pocket as I left home that morning, so I had to settle for a bit of good, old fashioned questioning…
The important place that social media has within recruitment is now pretty well documented. Social media has proven itself to be highly effective in generating leads and attracting talent, particularly passive candidates. And, of course, those candidates — wherever they might be — now have an expectation that recruiters will use social media.
But despite all this, many recruiters are left frustrated with the results they get from social media. In simple terms, the mistake that MOST recruiters make when it comes to social media is that they expect too much of a return for too little effort.
Internet marketing allows consumers to find whatever product or service they are interested in. Similarly, employers and recruiters can utilise the same strategies to attract talent to their organisations. This is due to the fact that consumers and job seekers share a common interest and that is the good quality of a brand. To ensure maximum impact, recruitment marketing combines company marketing with powerful recruitment strategies.