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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.

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Going Virtual: A Post-COVID Recruitment Strategy

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The coronavirus pandemic has us making changes in almost every aspect of life—primarily pushing us to even greater use of virtual communication. The new normal has brought a change in the hiring processes of employers, and in the expectations of candidates.

First, virtual hiring events have become critical to successful recruitment campaigns. These events allow talent to apply, interview, and connect with recruiters face-to-face virtually. Virtual hiring events can significantly widen an organization’s candidate pool by removing geographical restrictions that come with hosting an event at a physical location. In addition, they allow organizations to potentially connect with candidates from different geographic markets for remote work opportunities. With most virtual event platforms, organizations can get their hiring manager involved, and conduct video interviews at the event, therefore expediting the hiring process. At Buyer Talent Solutions, our client partners have had great success leveraging the Indeed Virtual Interview Platform, Brazen, and Paradox Olivia’s Hiring Event Platform.

In addition, Virtual Hiring Assistants can allow candidates to express interest in your opportunities at any time, and if they meet your qualifications, be auto-scheduled for a phone interview with a recruiter. This powerful technology has proven to speed up time-to-fill while also reducing administrative tasks of recruiters. And, it ensures minimal drop-off by providing a quick way for candidates to engage with your organization.

There are several ways to implement a smart and time-sensitive recruitment strategy. Buyer Talent Solutions has a suite of services designed to deliver higher quality candidates for your organization faster and more efficiently, all while keeping the current state of the pandemic in mind. Buyer’s team is 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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The Importance of Diversity Hiring

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Diversity, Equity and Inclusion (DEI) is invaluable to any organization and doesn’t go unnoticed by today’s job seekers. They look for it in your company’s core values, current employees, and everyday recruitment/business operations. Mac’s List reports that diverse companies out-perform non-diverse companies by 33%, with employees not afraid to make the necessary changes that best align with their values.

While diversity is what companies seek, inclusion is the actions taken to achieve it. There are several ways to kick-start diversity efforts. First, go to the root—your Employer Brand. Messaging should encourage community and show job seekers that you value unique persons and perspectives to further your company’s success.

Next, make sure your search efforts are diverse. Buyer offers a suite of services for diversity recruitment and our staff has decades of industry experience to take the guesswork out of media buying in order to find diverse audiences. Our accounts team as well as our Talent Engine hiring platform has access to a variety of job boards tailor-made for niche audiences.

Diversity can set your company up for success—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.

 

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Finding “Business as Usual”: Is Your Candidate Pipeline Ready?

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As the country navigates the “new normal” of a post-COVID world, business sectors are opening up again. Having an established candidate pipeline will reduce the stress of ramping up hiring efforts and ensure that you have a pool of talent interested in your organization. Where should you start?

Start by defining who you need, and when you need them. Based on those talent areas and timeline, build a strategy to reach both passive and active job seekers. If you anticipate having several months before your first hires need to be made, then start your advertising with a focus on passive talent to increase brand awareness within your target demographic. As your timeline progresses, ensure that programmatic job advertising becomes part of the strategy to engage with active job seekers. These job seekers will be high converters but also eager to begin work right away.

Tap into your own talent! Consider boomerang campaigns to bring back former employees. And leverage your existing employees to implement a strong Employee Referral Program. Invite support from current employees to find candidates, and reward those employees for their help. Not only will you add qualified candidates that are a good cultural fit to your pipeline, but you’ll also build allegiance with your current employees.

Timing is everything—we can help you define your needs, and build a strategy to effectively create a talent pipeline to fuel your upcoming hiring needs. With over 53 years of supporting a diverse mix of organizations, 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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Buyer Named a Top 20 Recruitment Advertising Agency

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Buyer is thrilled to announce we rank in the top 20 recruitment advertising agencies listed by Onig’s ‘The Magnet’ blog. To make this list, agency size, logo, location, and quality of website content was taken into account.

We are honored by this recognition and committed to upholding our position as your single source for talent acquisition strategy and technology solutions.

Buyer’s team is 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.

To read the full article, please visit: https://blog-ongig-com.cdn.ampproject.org/c/s/blog.ongig.com/recruitment-marketing/recruitment-advertising-agencies/amp/

 

 

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Optimize Your Spend Toward Qualified Applicants with Programmatic Advertising

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With any marketing efforts, budget matters—especially in times like these. Programmatic job advertising has redefined recruitment marketing and the way companies post their openings on job boards. Standard pay-per-click advertising often directs much of a company’s budget towards easy-to-fill jobs, resulting in paying for too many clicks, while hard-to-fill jobs lack in exposure and applies. Paying for excess clicks (candidates) can waste up to 30% of a company’s advertising budget.

Implementation of programmatic job advertising allows a company to take control of their budgets by setting up rules for how many clicks/applies they want to receive for each job. In addition, programmatic job advertising removes the guess work of determining which job boards are most effective, by allowing for real-time data analysis at the job level. Through its flexible spending model, companies can adjust media spend across a diverse range of job boards and optimize towards KPIs such as lowest cost-per-click, lowest cost-per-apply, lowest cost-per-qualified-apply, and more.

The ‘Attract’ module of our Talent Engine platform combines human and technology to offer our clients a best-in-class option for programmatic job advertising. Our goal is to eliminate waste, drive better candidate flow, and improve ROI.

Let’s make the most of your budget. Buyer’s programmatic team is 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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Confronting Coronavirus in Your EVP

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Coronavirus has undoubtedly changed the recruitment landscape—from the essential skills employers seek, to the values candidates expect. In cultivating a “new normal”, employers must re-evaluate their Employee Value Proposition to be in-line with current attitudes.

An EVP is the unique identifier within your Employer Brand—the promise your company makes to a prospective candidate. If you are not actively managing it, your current and former employees as well as today’s job seekers will.

Taking control of your Employer Brand starts with research—learn where talent is, how to grab their attention, and what they’re looking for in a post-COVID workplace. Then, align that with what your current employees share as unique benefits of your organization. With over 53 years of experience cultivating unique Employer Brands, we know that a compelling and engaging Employer Brand can lower your cost per hire by 50% and reduce your turnover rate by 28%.

Leave nothing to interpretation. Now more than ever, candidates are looking for a clear commitment to compassion, community, and wellbeing. Attract the right candidates for your organization, while exercising leadership that sets you apart.

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.