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 857-0404-0864 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/
All employers want employees who are as productive and efficient as possible. Often, achieving those goals boils down to helping those employees obtain or maintain great health.
Regular Exercise Leads to Higher Job Performance
It is no secret that exercise is an important part of overall health and wellness. Employees who exercise regularly are doing their health a serious favor, and they are also likely to enjoy higher job performances overall. Employees who exercise for at least 30 minutes, three times a week, were 15 percent more likely to see an increase in job performance .
Happy Employees Can be 20 Percent More Productive
It is hard to be upbeat and happy if you’re struggling with your health. Conversely, healthy employees are far more likely to be happy. Why does happiness matter to employers concerned about their financial bottom line? Happiness can translate to increased productivity. Michal Addady, reporting for Fortune, wrote that through happiness, “Productivity increased by an average of 12 percent and reached as high as 20 percent above the control group. ”
Unhealthy Employees Absent More Often
In the United States, employees take an average of eight sick days off per year . However, that number is often higher for those with chronic health conditions. It is natural to see why unhealthy employees are absent more often. Conversely, employees who are in good health take fewer sick days, naturally increasing their overall productivity.
Clearly, healthier employees are more productive as well as more efficient. Businesses that increase resources for the mental and physical health of employees may see a significant reward with increased employee output.
Beyond the Individual: Hiring Practices for Building
When a new employee comes into your organization, he or she will interact with a variety of current staff members. These daily interactions may be minimal for people who work on different projects, but employees who come together to do projects will need to get along so that work can be done efficiently and meet the goals of the project. Your hiring practices need to account for building better teams even as your staff is in flux.
What Makes a Good Team?
One consideration to keep in mind is that what works for one team may not work for another. Teams and projects are dynamic as are the people who are a part of them. When hiring individuals, consider the roles they might play on different teams within your organization. If you know that a new hire will spend 75 percent of his or her time working on a particular team, you will need to craft particular goals and ensure that personalities match during the hiring process, explains Kermit Burley, writing for the Houston Chronicle.
Team Players vs. Go-Getters
Team players understand that what they are doing is for the benefit of the entire organization. On the other hand, go-getters are more interested in how their efforts will pay off for themselves at some time in the future, according to Susan Heathfield’s article on About.com. During the hiring process, human resources staff and managers must explain the expectations for team involvement and explain how there are benefits to both the individual and the organization to working as a part of a team. Setting clear expectations during the hiring process helps to get the newly hired staff on board with the plan.
Hiring the Right Members for Your Team
Another important part of hiring the right members for your team is making sure that employees understand the importance of teamwork in the context of the organization. Explain how the team’s project aligns with the organization’s mission, vision and goals. Explore with the candidate how his or her personal goals mesh with all of that. An employee who is committed to helping an organization be successful will be happier.
Is Investing in Education Opportunities for Employees
While the bottom line always matters in business, investing some profits back into the quality, knowledge and skills of your staff benefits everyone involved. Even as many corporations have made cutbacks in employee perks or increased the employee share of benefits that used to be solely provided for by the organization, businesses that choose to invest in education opportunities for employees are reaping considerable rewards.
When you already have a well-trained employee who is responsible, fits in well at your organization and brings many skills and talents to the table, investing in that person is a more cost-effective endeavor than trying to recruit someone else with the particular new skill or expertise that you need. According to an article by Joseph J. Grilli, M.P.A., D.P.A. on CitizensVoice.com, a well-educated and trained workforce helps to increase a company’s profitability and boosts their chances of long-term success.
Types of Education Opportunities to Invest In
There is a broad array of educational opportunities that your organization can invest in for the increased knowledge of your staff and benefit of your organization. Many organizations offer tuition reimbursement so that employees can take particular classes within or outside of a degree program.
These classes would be directly related to the employee’s job. Employees could go to the local community college or university for Bachelor’s, Master’s or doctorate coursework in finance, management or other areas that would benefit your organization. Employers offering these benefits often ask employees to remain with them for a certain timeframe. Other educational opportunities can take place through independent organizations. For example, an employee doing marketing analysis could take a class in SAS or STATA statistical analysis software programming.
The loyalty of an employee is of concern to your organization. You may be worried about whether the employee you just invested in will move on to one of your competitors. Not only does investing in continuing education and degree programs benefit employees, but it also promotes employee loyalty, according to an article by Laura Raines on AJC.com. By choosing to invest in your staff, you are more likely to keep them and their expertise within your organization.
Common Hiring Process Mistakes that Alienate Top Talent
Hiring qualified candidates to bring into your organization is a costly process in terms of time, energy and money. If your hiring process involves certain types of actions, you could actually be alienating the exact people who would benefit your company. Bringing in the wrong candidates could prove even more expensive. According to Mary Lorenz on CareerBuilder, 41 percent of corporations report that bringing aboard a bad hire cost them more than $25,000, and another 25 percent of companies said that their hiring mistakes cost them an average of $50,000 per poor candidate. These tips can help your business avoid hiring mistakes that alienate top talent.
Interviewing to the Resume
A candidate’s resume is more like a statistical play by play of their past jobs and education. The interview is a part of the hiring process where you can really get a feel for whether a candidate would be a good fit for the job and for your company. Only asking questions about what is on the candidate’s resume or application is a mistake. The top talent will want to show off their skills, but you need to ask about them.
Lack of Opportunity
The top pool of candidates will want to know about opportunities for advancement within your company. Any statement suggesting that there are few chances to move up the ladder will alienate the top candidates. The best candidates want to be challenged and have opportunities for growth. Providing those opportunities within your organization benefits everyone.
Misunderstanding of a Candidate’s Skills
Talented individuals want to know how their skills will be put to use in your organization. As a hiring manager, you will need to explain how their skills will be used in both short-term and long-term projects. A lack of vision about how a candidate’s expertise fits into your organizational goals will alienate them, explains Kevin Jarvis, writing for Robert Half. During the hiring process, discuss how your organization offers personal development benefits. Up to 21 percent of businesses fail to match candidate skills to job needs. This shows how your organization is committed to helping them succeed with you.
Offering a platform of just 140 characters, Twitter may not seem like the most helpful tool for recruitment. However, it can be an effective way to find top candidates. These tips detail some of the top ways to recruit candidates through Twitter.
Ask for a Retweet
One of the keys to successfully using Twitter as a recruitment tool is to request an RT, or retweet. Asking an already large audience of followers to retweet a post about a job opportunity can significantly increase the pool of candidates. Says recruitment expert Tom Gimbel in Entrepreneur, “When asked, most people are willing to retweet, and you can easily leverage your network and get your message spread. ”
Include a Shortened URL
Tweets are limited to 140 characters, so don’t waste precious letters spelling out a long URL for a job application site. Instead, shorten the URL through a site like Bitly, which will give recruiters more space to craft a succinct explanation of the job or a call to action.
Use Appropriate Hashtags
Many candidates in search of specific jobs will use hashtags on Twitter. Recruiting tweets should include specific hashtags as well as more general job-seeking terms. According to an article in Inc., key general hashtags might include #recruiting, #hiring or #staffing . For specific career opportunities, also include hashtags for skills needed, like #Germanspeakers or #programmers.
Tag Major Recruitment Twitter Users
Small businesses that don’t have a large existing group of Twitter followers may want to tweet job openings to major recruitment players on Twitter. These social media recruitment platforms, such as TweetMyJob, can help those searching for employees reach a wider audience .
Time Tweets to Get the Most Views
One LinkedIn article reminds recruitment professionals that the timing of Tweets can play a big role in how many views each will receive . Using tools like CrowdBooster can ensure that each Tweet gets maximum visibility in the preferred time zone.
Twitter can be a way to recruit professionals in virtually any industry, and these tips ensure that recruiters can effectively find top candidates through this social media platform.
Employer branding is a concept that every large company should be familiar with. It is the idea that your business is a desirable place to work. Creating an appealing workspace is an integral part of the equation, but it is also important to broadcast the appeal of working at your company. Here are some insightful tips from major corporations who have mastered the art of employer branding.
Use Real Stories in Your Branding Strategy
Bryan Chaney, an attraction and staffing specialist working for IBM, says, “An employer brand is not created; it can only be revealed .” This is a reminder to use real stories from current employees in your brand strategy. Get real quotes, take actual photos and focus on the genuine appeal of your corporation rather than crafting a story about it.
Use Your Career Page to Your Advantage
One of the first things that prospective employees will see is your company’s career or employment page. Rather than simply listing out available jobs, take out a page from Google’s playbook. The page has a company overview, a clear summary of what employees do and a list of what they believe in. In addition, Google’s career page includes information about the company culture along with the following quote: “Although Googlers share common goals and visions for the company, we hail from all walks of life and speak dozens of languages .” This paints an attractive picture for future job applicants. Edward Jones, another of the nation’s top places to work, uses its career page to remind browsers about the huge investment that the company puts into their employees .
Don’t Settle for the Industry Standard
Jeff Bezos, founder of billion-dollar company Amazon, has a strong opinion on how to create unbeatable employer branding. According to Bloomberg Business Week Magazine, Bezos believes, “A brand for a company is like a reputation for a person. You earn reputation by trying to do hard things well .”
Although the tips and tricks above can be helpful, there is no substitute for simply focusing on making an incredible workspace for employees and then relying on positive word of mouth.
In the fight for talent, a strong Employer Brand is your best weapon – it differentiates you from competitors, and helps you attract the right candidates. A strong Employer Brand can lower your cost per hire by 50% and can reduce your employee turnover rate by 28%.
Our Employer Brand development services include:
- Brand Audits
- Leadership Interviews
- Employee Surveys & Focus Groups
- External Audience Research
- Competitive Analysis
For more than 47 years we have been helping our clients take control of their employer brands! Learn more about Buyer’s employer brand development services by clicking here or by viewing the video below: