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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 857-0404-0864 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 857-0404-0864 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.

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Exciting Career Opportunities with Buyer Advertising Clients

At Buyer Advertising, we help our clients recruit top talent in a variety of industries including Retail, Healthcare, and Hospitality.  Click on the links below to learn more about our clients and these career opportunities.

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“Google it!”— The growing solution for job hunting.

google for jobsGoogle for Jobs has been in the recruiting space for close to two years now. Emerging as the sleeping giant, eager to recapture the millions of job seekers who have made Indeed the number one job board today, Google for Jobs aggregates listings from job boards and careers sites and displays them prominently within Google Search.

Astonishing Results

According to our latest Talent Engine source analytics, on average, we’ve seen a whopping 441% increase in applicants and an 850% increase in hires from Google for Jobs when comparing Q1 2018 to Q1 2019 results for our clients.

What many organizations don’t realize is that in order to achieve similar results, your career site must be configured correctly for Google for Jobs to notice your content. Items include: job content, site structure/tags, even site maps—all need to be set up specifically for Google for Jobs to index your postings.

Buyer’s Talent Engine

We’re here to help. Our hiring platform, Talent Engine, is readily built to ensure your job postings meet the requirements of Google for Jobs and traditional SEO, ensuring you more quality candidates from Google than any standalone ATS.

We’ll Position You For Success

Google for Jobs is just one of many recruitment strategies that Buyer leverages to ensure our clients’ success. We are committed to staying ahead of industry trends and utilizing every opportunity for our clients to recruit top candidates. 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.

About Buyer

Buyer provides custom talent solutions that deliver the right candidates critical to our clients’ success. We cultivate unique Employer Brands that set our clients apart from the competition, while creating a personal connection with their future employees. Our industry leading search engine optimized hiring platform, Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze and track candidates through the hiring process – backed by a team of industry leaders with a passion for customer service. With a proven history of supporting a diverse mix of organizations for more than fifty years, we’re confident we’ll exceed your staffing expectations.

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Here’s the Pitch: Sell your jobs with dynamic job descriptions

You only have seconds to pique the interest of your next great hire online. It’s time to implement dynamic job descriptions that transform traditional, text-heavy descriptions into visually appealing content.

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Create dynamic job content with the user experience in mind. Include video, infographics and copy call- outs to quickly bring life to your posting while providing a visual representation of your company’s personality. And, leverage ratings, reviews and employee testimonials to give candidates first-hand knowledge about your organization; quickly separating your opportunity from the competition.

We’ve Developed Dynamic Content with Great Success

As an example, we recently executed online dynamic job descriptions for a large, not-for-profit health system in New York who experienced a 44% increase in completed applications for Home Care, Hospice and Managed Care Nursing jobs.

Dynamic job descriptions are one of many innovative solutions Buyer utilizes today to ensure our clients’ success. Let us help you stay on top of trends and best practices in an ever-evolving recruitment environment. 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.

About Buyer

Buyer provides custom talent solutions that deliver the right candidates critical to our clients’ success. We cultivate unique Employer Brands that set our clients apart from the competition, while creating a personal connection with their future employees. Our industry leading search engine optimized hiring platform, Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze and track candidates through the hiring process – backed by a team of industry leaders with a passion for customer service. With a proven history of supporting a diverse mix of organizations for more than fifty years, were confident we’ll exceed your staffing expectations.

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Interview with a Bot: The Emerging Advantages of AI in Recruitment

 

AI graphicWhether you call it Siri, Alexa, even Olivia, Artificial Intelligence comes in many forms and is re-shaping how we use technology to simplify the world around us.  Artificial Intelligence (AI) is when machines demonstrate seemingly natural intelligence that imitate humanlike functions—conversation, problem solving, learning, etc. Continuing to evolve, AI has made its way into the world of Human Resources. In fact, AI is now being used to analyze applicant data to efficiently narrow down candidates, to facilitate consistent contact with candidates to prevent application drop off, and to automatically schedule and confirm candidates for interviews without the need for human intervention.

We’ve Been Testing AI with Surprising Success

As an example, MJHS, a large not-for-profit healthcare system and client of Buyer, recently experimented with an AI assistant, powered by the tech start up, Paradox Olivia, to simplify the screening and scheduling of candidate interviews for one of their hiring events. Results were impressive with an astounding 77% increase in event registration, a 100% interview acceptance rate and a 60% decrease in cost per applicant acquisition when compared to previous hiring events. Based on this success, we have committed to further integrate AI technology into additional hiring solutions for MJHS and other Buyer clients.

Let us Future Proof your Next Recruitment Strategy

AI is just one of the many solutions that Buyer is leveraging today to ensure our clients’ success. Contact Michael Wishnow at 978-985-1163 or mwishnow@buyertalentsolutions.com to learn more about our customized recruitment solutions that deliver results no matter the budget.

About Buyer

Buyer provides custom talent solutions that deliver the right candidates critical to our client partners’ success. We cultivate unique Employer Brands that set our clients apart from the competition, while creating a personal connection with their future employees. Our industry leading search engine optimized hiring platform, Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze and track candidates through the hiring process – backed by a team of industry leaders with a passion for customer service. With a proven history of supporting a diverse mix of organizations for more than fifty years, we’re confident we’ll exceed your staffing expectations.

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Disadvantages of a “Tortoise Mindset” Within the Hiring Process

image_016Do you remember the old adage from Aesop’s Fables, “slow but steady wins the race?” Not a bad philosophy to live by the majority of the time, however, you probably shouldn’t apply this advice to your company’s hiring process especially when you consider the toll it will take on the “candidate experience.” Research has found that companies need an average of 23 days to screen and hire new employees, which is up from 13 days in 2010 [1]. While it’s obviously important to be thorough throughout your hiring process in order to avoid costly mistakes, if the process runs too long, your company could potentially lose out on some of the best talent that’s out there.

Negative Perceptions

The longer the hiring process, the more frustrated candidates become – which will inevitably lead to negative perceptions about your company. In addition, the impression you leave may have a ripple effect on future candidates. A Robert Half study revealed that when forced to endure a lengthy hiring process, nearly 40 percent of job seekers lost interest in the position and elected to pursue other opportunities. Additionally, more than 30 percent indicated that a drawn-out process made them question whether the employer was good at making decisions in other areas of their business [2].  Many candidates view their first and only interaction with a company (during the recruitment process) as a significant indicator of what it’s like to work there – so, if it is poor, then the likelihood of applying in the future is further diminished. Talent acquisition teams trying to build a “talent community” will certainly feel this impact.

Decline in the Quality of Hire and Other Side Effects

You might assume that taking more time to make a hiring decision would result in better hires. While that might be true in some instances, it could also precipitate a falloff in candidate quality due to the fact that top candidates will take themselves out of the running and go elsewhere.  The longer the review process takes the more insecure and disillusioned your best candidates will become.  The top 10 percent of candidates are often gone from the marketplace within 10 days [3]. This is an undeniable reality. The speed at which you engage your candidates is critical when competing head to head with talent competitors. Beyond the obvious fact that you may lose some great candidates along the way, there are some potential side effects which will be felt in other areas of your business including a slowdown in innovation, production schedules, product delays, employee morale, revenue generation and a fatigued work force.

The Buyer Conclusion

Clearly, there are numerous ways in which a slow hiring process will do damage to your company from a recruitment as well as a business standpoint. Fortunately, just by making some minor adjustments, you can improve your situation quickly and rather dramatically. The easiest and perhaps least disruptive steps that can be taken to shorten your hiring cycles merely involve better communication. Did you know that approximately 75 percent of workers who utilize a variety of sources to apply for jobs never hear back from employers [4]? By keeping candidates informed and involved in the process, your organization portrays itself as effective, efficient and considerate of the people they want to join. Maintaining communication with candidates throughout the hiring process should be a priority and is the foundation of a positive relationship with current and future employees.

If you are interested in learning more about how Buyer can help streamline your hiring process, I’d love to hear from you. Contact me, Michael Wishnow, Vice President of Relationship Development, at mwishnow@BuyerAds.com. I can also be reached by my mobile (978) 985-1163 or direct at my office (857) 404-0864.

 

 

[1] https://www.wsj.com/articles/how-to-deal-with-a-long-hiring-process-1453231053

[2] http://www.businessnewsdaily.com/9330-quick-hiring-process.html

[3] https://www.eremedia.com/ere/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/

[4] https://www.eremedia.com/tlnt/best-ways-to-communicate-with-job-candidates-in-the-social-media-age/