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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.

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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.

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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.

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Preventing Gender Bias in Job Descriptions

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Last year we saw a massive push for diversity and inclusion in the workplace. Organizations have revitalized their branding efforts, established committees, and created wellness programs to sufficiently address potential concerns. However, there’s one area often left unchanged—the job description.

Quite simply, it’s all in the language. Research has shown that most gender bias within job postings is often given/received subconsciously. What might seem like a strong or compassionate pitch may in fact have the opposite effect. A 2011 study deemed that words commonly used to advertise jobs are inherently masculine or feminine. Examples of masculine-coded words include “driven, aggressive, or leader”, whereas feminine-coded words include “support, compassionate, and commitment.” The researchers found that an imbalance in language may deter applicants of the opposite gender from applying for a position.

Left unaddressed, this can provide hiring challenges, especially to companies in male or female-dominated fields. Job postings are often an applicant’s first encounter with your employer brand, and the language used gives insight into its prevalence within your company.

Stay on top of industry revelations. With 50+ years of recruitment experience, we’re 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.

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Happy Holidays from Buyer Talent Solutions

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This year we embraced a new normal that came with unprecedented challenges. It also forced us to re-think the way we live and conduct business. While much has changed, one thing has stayed constant —our commitment to you. Thank you for your business.

In support of the continued effort to combat COVID-19, Buyer is making a donation on behalf of our agency and clients to United Way, Feeding America and Direct Relief charities.

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Have a happy, healthy, and safe holiday season. We look forward to our continued partnership and a promising 2021.

 

All our best,

Buyer Talent Solutions

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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.

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Making the Most of Your Media Plan During COVID-19

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Employers all over the country are in a strange predicament—while the second wave of the coronavirus rages on, companies are continuing to prepare or resume operations. Candidates are needed, and depending on the industry, in significant amounts. In order to meet your hiring goals, consider the following when re-working your media strategy:

Post-COVID candidates are a different type of market.

In response to COVID-19, the “safer at home” mentality is instilled in many. A majority of the current workforce is at home, and those unemployed are staying in. Utilizing traditional out-of-home media spaces like billboards and commuter advertising is not going to be as effective because there’s just not as many people on the roads. With an increased amount of job seekers online, implementation of programmatic advertising can take your media dollars farther, especially if you’re resuming hiring efforts with a less than normal budget.

Right now, online efforts are meaningful.

In a global pandemic, health is top-of-mind. It’s important that candidates know you believe this too. Opting for virtual hiring events and interviewing is a great way to reach a wider candidate pool at a lower cost while showing candidates your company is in-touch with current events. In addition, you’ll maximize your reach by discovering and utilizing media channels you’d not typically consider.

Even during COVID, there are thousands of media options available today. It is important to partner with an agency that is able to successfully identify the most appropriate media at the best possible price. Buyer’s team zeros in on your target audience, minimizing waste and helping you track results. And in today’s digital world, our media planners are vigilant in evaluating the latest online options while never losing sight of the value of traditional media.

In times such as these, strategy is everything. 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 857-404-0864 or info@BuyerAds.com to learn more about our customized recruitment solutions.

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The Benefits of an Employee Referral Program

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Never underestimate the power of word-of-mouth. Employee Referral Programs have proven to be a beneficial recruitment method, no matter the scope of your hiring strategy.

For one, they streamline the hiring process. Referral programs tap into an exclusive talent source—your current employees. Rather than solely relying on traditional marketing efforts, employee referrals are a unique communication strategy that directly links candidates to your organization, establishing a common connection that separates you from industry competitors.

Employee Referral Programs test the strength of your Employer Brand. The individuals your employees refer are typically those they see as a good fit for the organization. A current employee’s view of your company culture is valuable feedback regarding Employer Brand perception and allows you to adjust or re-evaluate your branding efforts accordingly.

For optimal success, it’s all about the process. Referral programs have an important criterion crucial to identifying quality candidates—the candidate and referring employee relationship. Harvard Business Review conducted a study and found that while 70% of “better candidates” were received from referrals, the true quality of the candidate depended on how well they knew the referring employee. Your referral program should have participants clearly indicate their relationship with each other so you can properly screen and assess individual qualifications in order to make the best hiring decisions.

Buyer’s team has developed and executed many client Employee Referral Programs with great success. 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.

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Buyer Talent Solutions: Talent Engine

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With 50+ years of recruitment advertising experience, we have deep-rooted knowledge of the daily challenges employers face when looking to hire. It’s allowed us to create an all-in-one solution our clients use with great success—Talent Engine.

Talent Engine is our search engine optimized hiring platform that empowers recruiters with a smarter way to attract, engage, and track candidates through the hiring process—backed by a team of industry leaders with a passion for customer service. It features Buyer’s extensive suite of recruitment solutions and is categorized into four main areas: attract, engage, optimize, and analyze.

Attract

Talent Engine Attract is all about eliminating waste, driving better candidate flow, and improving ROI. Our programmatic ad management solution drives candidates to the jobs that need the most applies. We do this through automated ad placement to determine which jobs need more exposure, detailed analytics to optimize media/advertising budgets in real-time, and non-contract, performance based tracking down to the job level. We’ll also ensure your ads appear on major traffic drivers like Indeed, Glassdoor, ZipRecruiter, and more.

Engage

Talent Engine Engage works to captivate top talent with a customized career site. Start fresh with our Employer Brand development services to showcase your workplace culture, or upgrade your site’s user experience through the implementation of video, dynamic job descriptions, and original content.

Optimize

With over 250 million job searches occurring on Google each month, it’s crucial to position your job opportunities for optimal exposure. Talent Engine Optimize elevates the position of your job postings in organic search results to increase your career site traffic. The platform is customizable to preserve your unique brand/content, with no need to change your current ATS.

Analyze

Finally, Talent Engine Analyze evaluates your recruitment marketing efforts while increasing your ROI with real-time, track-to-hire source metrics. Key metrics could include cost per qualified applicant, cost per hire, time to fill, candidate conversions to applicants, and much more. With Talent Engine Analyze you can send text/email reminders to candidates to prevent application falloff while identifying influential media/direct sources delivering candidates and hires.

Talent Engine is a direct product of Buyer’s resources and industry knowledge, and we’re ready to leverage it to meet your hiring goals. Contact us at 857-404-0864 or info@BuyerAds.com to learn more about our customized recruitment solutions.

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How To Execute a Post-COVID Employer Brand

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We’ve discussed why establishing a time-sensitive Employer Brand is essential for meeting hiring goals. The next step, how does a company execute their new brand to bring the desired results?

First, find an authentic narrative. The coronavirus pandemic has affected the entire world, so don’t be afraid to express how your organization has/is dealing with it. Good or bad, challenges or achievements—working an open story into your EVP and Employer Brand builds trust with potential candidates that can strengthen their commitment to your organization.

Next, support your narrative with the right messaging. Rethink optics, visuals, and tone of voice—avoid grandiose appearances and focus on simplicity. Then, identify the types of content to best bring out your message. This could be blogs written by current employees, video diaries, podcasts, training content, etc. An increase in social media posts sharing new content will not only exhibit your brand’s affinity for current times but will keep you top-of-mind with candidates.

Updated Employer Brands have proven to help many organizations. Gartner reports organizations that effectively deliver on their EVP/Employer Brand can decrease annual employee turnover by 69%. In addition, creating a modified and inclusive Employer Brand reduces CPH and time to hire, increases applicant quality, and establishes a competitive and authentic employer brand identity.

A refresh can go a long way, and Buyer is here to help. Contact us at 857-404-0864 or info@BuyerAds.com to learn more about our customized recruitment solutions that deliver results no matter the budget.