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.

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.

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.

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/