Category: Focus on Recruitment

Beating the Great Resignation

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Looking further into your recruitment strategy.

Two years into a global pandemic, and the human resources world is facing a second battle – the Great Resignation. The COVID-19 pandemic has sparked a mass exodus of employees, particularly in the healthcare industry. Despite this, an article from Wbur notes that the number of licensed nurses in Massachusetts alone is up. It’s a head-scratching predicament, the quick-think solution being to keep recruiting – but this alone is not enough.

Human Capital Institute writes, “Employees need great levels of engagement, empathy, direction and support.” This is a call for companies to re-evaluate the entirety of their recruitment strategy, both internally and externally – everything from the benefits offered, the leadership and resources available, to their overall Employer Brand.

A re-vamped recruitment strategy is a statement to current and future employees that a company is ready and able to meet their needs. Whether it be easier access to leaders, employment incentives, or development opportunities, today’s employees need to know their organization is listening and adapting. Better retention and onboarding of employees will only lead to stronger company performance.

Re-vamping your recruitment strategy is no small feat. With 50+ years of recruitment marketing and communications experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

The Importance of Employee Retention in 2021

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It’s a strange time in the business world. With COVID restrictions easing, the pressure is on for employers to establish their re-opening plan. The past year spotlighted many issues directly influenced by the workplace—stability, mental and physical health, diversity, opportunity, etc. It has employees reflecting on their own lives and calls for employers to go beyond day-to-day operations and make significant changes.

A recent post by Smarp states more than a third of workers are actively and casually searching for a job, the result being a costly talent war across many industries. The Buyer team is here to offer a solution applicable to current employees and potential applicants that will ensure your organization’s continued success. The key: Proactive employee retention efforts.

Start by reviewing your Employer Brand.

Re-evaluating your Employer Brand is a foolproof way to establish what is/isn’t being communicated to candidates and current employees. It allows you to better promote unique company offerings and build upon areas in need of more—whether it be diversity initiatives, development opportunities, etc. A strong Employer Brand stays with employees beyond the onboarding process and encourages company loyalty.

Encourage company connection, starting from the top.

The Smarp post states that 69% of employees would work harder if they were better appreciated. This is significant insight for employers to reflect on the ways in which their leadership oversees, encourages and challenges employees. Make sure company leadership gives consistent feedback to employees and accept theirs in return. Words of encouragement can be empowering and helpful to understand employee opinions.

Find flexibility where you can.

2020 saw an influx of remote work, and now many employees hope to continue. Remote hiring and the creation of hybrid work models show employees and future candidates that you value flexibility and can significantly expand your candidate pool.

Win the talent war with Buyer. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

Happy National Nurses Week from Buyer Advertising

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Today kicks off National Nurses Week, which undoubtedly holds a deeper meaning in 2021. This past year brought historic challenges in health care, putting nurses on the front lines against a global pandemic. We want to take this time to express our gratitude, and thank all nurses for their resilience and unwavering efforts in keeping our communities safe every day.

The Buyer Team is proud to have a part in bringing quality nurses to clients across the country each day, with career-defining opportunities in support of nursing excellence. We look forward to the year ahead, and will continue to unequivocally admire your fortitude, compassion and dedication to caring for us all.

Thank you, nurses!

The Reality of Recruiting in 2021

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The after effects of COVID-19 have turned recruitment on its head. What began as mass layoffs has turned into many businesses needing to quickly recruit, hire and train staff. Organizations need to both go back to the basics of recruiting, and get creative to engage with candidates. The best way to do this? Be flexible and committed to passionately sharing your company culture.

Flexibility is key.

Flexibility can be applied to your recruitment strategy in several ways. Firstly, be open to remote work. Organizations can miss out on quality candidates due to geographical limitations. A quality candidate pool should prioritize identifying top performing candidates, regardless of location, if the job can be done remotely.

Another opportunity for flexibility is in the minimum qualifications that you set for your ideal candidate. Gartner research found that 43% of today’s candidates are self-taught in one or more of their role’s requirements. Instead of relying solely on a candidate’s credentials and background, get a sense of their capabilities and willingness to learn. Not only does it grow your candidate pool, it encourages growth and attracts those most in-line with your company goals.

Live and breathe your Employee Value Proposition (EVP).

An EVP is your promise to candidates. It embodies your company culture, work/life balance, goals, and should always be felt by candidates and employees. 2021 presents the challenge of selling your EVP through a virtual hiring process, with strong calls for diversity and inclusion. Think about how your organization promotes these. Consider inclusion initiatives and focus on strengthening career ladders for your team. A clear investment in your employees will set you apart from competitors and maximize candidate interest.

Let’s take on 2021 together. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

Virtual Hiring Best Practices

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We’re approaching the 1-year mark of when the pandemic began. And while business sectors continue to re-open, the reality is that most hiring efforts are and will continue to happen online.

Virtual hiring is new territory for candidates and businesses. The Buyer team has established four tips for basic interview etiquette. Candidates and interviewers alike can use these tips, and all promote professionalism while giving you time to focus on the interview itself.

#1: Research your interview platform.

Whether its Zoom, Skype, Microsoft Teams, or Webex, its important to be familiar with the platform the interview will take place on. Taking time to learn basic functionality like how to share the screen or mute yourself asserts your capability and prevents any delays or disruption in the interview.

#2: On or off? Make your video expectations known.

Most tools for virtual interviews have a video option. Giving candidates a heads up about using video during virtual interviews takes away any confusion and allows both parties to prepare accordingly.

#3: First impressions are everything.

Virtual interviewing makes people hyper-aware of whose on their screen. A big part of virtual interview etiquette is how you present yourself. Proper attire, lighting, and a simplistic background are essential for productive interviews and preventing distractions.

#4: Eye contact is key.

During interviews, first impressions go both ways. Looking directly into your camera comes across as direct eye contact on the other party’s screen. It’s a sign of respect and shows active listening, telling the candidate or interviewer you value what they have to say.

Virtual hiring can be seamless, and Buyer is here to help. With over 53 years of recruitment advertising experience, we’re confident we’ll exceed your staffing expectations. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

The Rise and Fall of Social Media Platforms

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We live and work in the age of social media, with no end in site. And while it’s a no-brainer to add social media to your digital marketing strategy, timing is everything.

The evolution of social media has brought many platforms, all vying for users by reinventing ways to produce and absorb content. This level of competition brings a life expectancy for every social media platform—and not understanding this jeopardizes the reach of your digital recruitment efforts, resulting in wasted ad dollars, or missed opportunities.

Google recently collected data and created a visual timeline to show the search volume of social media platforms. Some platforms may seem like a distant memory, while others live on your phone right now. Tik Tok is currently a highly sought platform, while big names like Facebook, although long running, sees a steady decline. Tik Tok is a timely example of a social media platform in its prime, and well-fitted companies quick to incorporate it will see the most success in their digital efforts.

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When considering a platform to advertise on, it’s also important to understand its users. After additional research, Buyer’s team found that 18-24 year olds spend 67+ minutes a day on Tik Tok, with 10-19 year olds representing nearly 33% of its users, making Tik Tok an ideal platform to reach teens, new grads, or individuals entering the workforce. Timeliness and an understanding of your audience are keys to social media success. Together they’ll deliver the desired result and establish the versatility of your recruitment marketing capabilities.

Take the guesswork out of your digital marketing strategy. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

Embracing Pay Transparency in Your Recruitment Strategy

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On January 1st, Colorado’s Equal Pay for Equal Work Act went into effect, requiring all employers to provide formal notice of all promotional job opportunities, with full disclosure of pay rates/ranges. Pay transparency has long been taboo in recruitment efforts, but Colorado’s law is working to combat payment inequities while normalizing discussion of salary throughout the hiring process. Buyer Talent Solutions’ research team dug in to the idea of pay transparency and offers ways to ease it into your recruitment strategy to increase the quality of your candidate pool.

For starters, it’s important to understand the demand for pay transparency isn’t new. A 2018 Glassdoor study found that 67% of employees and job seekers look for salary information in job ads, making the inclusion of salary a no-brainer to engage candidates. Popular job search destinations like LinkedIn allow candidates to search by salary, and Google For Jobs and Indeed both include salaries in search results. Full disclosure of job salaries will increase the number of relevant applicants that your jobs receive, and avoid potential delays in your hiring process due to candidates applying with a false expectation of salary.

In addition to salary, Colorado’s law calls for notice of all promotional job opportunities, which includes all internal and external promotion. This is a great opportunity for companies to ramp up internal hiring efforts and mentor programs. Internal efforts bring awareness to job opportunities within your company that current employees may not have known. This is another way to expedite the recruitment process, encourage and demonstrate a career ladder within your company, and ensure smart hires are being made.

Candidate expectations are always changing, and we want to help our clients stay ahead. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

Unpacking a Multi-Generation Workforce and How To Recruit Them

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Today’s workforce and candidate pools are more blended than ever. While inspiring, it comes with recruitment challenges. Executing a multi-generational recruitment strategy is no small feat, and it must start with understanding each group individually. Buyer Talent Solutions’ research team has analyzed these three prevalent groups in today’s workforce—Gen X, Millennials, and Gen Z. Understanding the characteristics of each group is essential to building successful recruitment strategies.

Pew Research defines Gen X as those ages 39-54. They grew up during the computer generation and worked their way through the rise of the Internet, which changed the professional world forever. Glassdoor describes this group as being in the thick of their careers, having significant responsibilities both personally and professionally. When recruiting Gen X candidates, benefits and development opportunities should be the center of your messaging. This group values growth and chances to step into leadership, but has little room for risk when it comes to healthcare, 401k, and other stakes.

Then comes Millennials, Pew deeming these individuals ages 23-38. Millennials remember a time before the Internet, but grew up as it took off and were able to adapt to its innovations as they came about. Social issues and a work/life balance are extremely important to this group. This is a great opportunity for organizations to revamp their Employer Brand to highlight diversity, inclusion, and work flexibility. Workplace culture should be at the forefront—any lack of one could make or break application numbers.

Gen Z is next, these individuals being ages 7-22, the oldest just entering the workforce. This generation has grown up on technology, therefore a focus on technology is important for recruitment. As of 2018, Pew notes that Gen Z is the most educated (58% enrolled in 2 and 4-year colleges) and racially/ethnically diverse (52% being non-white) generation ever. Like Millennials, diversity and inclusion are essential to Gen Zers when choosing an employer. IN addition to ensuring your messaging aligns with the needs of Gen Zers, it’s important to also re-evaluate the media channels that you use to reach this group. As digital natives, Gen Zers prefer platforms like Twitter, TikTok, and Twitch to traditional media. Investing media dollars into digital advertising will expand your reach to Gen Z.

While little research is available, it is important to acknowledge Gen N. This group will follow Gen Z into the workforce as products of a post-COVID world, with full immersion in technology and the Internet from youth. The organizational changes companies make today will be strongly felt by the upcoming generation.

Generational changes are inevitable in the workforce, and recruitment efforts must be nimble and adjusted to align with candidate expectations. With 50+ years of recruitment marketing experience, Buyer Talent Solutions is ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at info@BuyerAds.com to learn more about our customized recruitment solutions.

Is Your 2021 Hiring Strategy in Place?

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After a year like 2020, everyone is looking forward to a fresh start—and the opportunities that come with it. As companies continue to re-open, we anticipate a significant need for talent. Going into 2021, it’s important that you incorporate a strategic and purposeful hiring strategy to secure the best candidates. To do this, consider these guiding questions from our recruitment experts:

First, think about your re-opening strategy. A successful onboarding process has to be in-line with your company’s current situation. Come the New Year, will you be remote or in-office? How are you planning to onboard new employees and engage them?

Next, try to project what you’ll need for talent in the New Year. What do you anticipate your hiring needs to be in Q1 and Q2 of 2021? What type of budget will you have, and how flexible does your strategy need to be to accommodate changes to your anticipated hiring needs?

Stand out from competitors. This year has seen a significant shift in the way companies operate. To connect with talent, have you considered virtual hiring events, utilizing AI, or other COVID-conscious methods of screening candidates? If your company has evolved over the past year, how are you promoting these changes? Redefining your employer brand will allow you to emphasize your unique company culture while directly addressing timely subjects such as inclusion and diversity hiring. Using these tactics demonstrates your company’s ability to adapt and shows resilience during uncertain times.

Start planning and get excited for the year ahead. With 50+ years of recruitment experience, we’re ready to leverage our resources and industry knowledge to meet your hiring goals. Contact us at 857-404-0864 or info@BuyerAds.com to learn more about our customized recruitment solutions.