The after effects of COVID-19 have turned recruitment on its head. What began as mass layoffs has turned into many businesses needing to quickly recruit, hire and train staff. Organizations need to both go back to the basics of recruiting, and get creative to engage with candidates. The best way to do this? Be flexible and committed to passionately sharing your company culture.
Flexibility is key.
Flexibility can be applied to your recruitment strategy in several ways. Firstly, be open to remote work. Organizations can miss out on quality candidates due to geographical limitations. A quality candidate pool should prioritize identifying top performing candidates, regardless of location, if the job can be done remotely.
Another opportunity for flexibility is in the minimum qualifications that you set for your ideal candidate. Gartner research found that 43% of today’s candidates are self-taught in one or more of their role’s requirements. Instead of relying solely on a candidate’s credentials and background, get a sense of their capabilities and willingness to learn. Not only does it grow your candidate pool, it encourages growth and attracts those most in-line with your company goals.
Live and breathe your Employee Value Proposition (EVP).
An EVP is your promise to candidates. It embodies your company culture, work/life balance, goals, and should always be felt by candidates and employees. 2021 presents the challenge of selling your EVP through a virtual hiring process, with strong calls for diversity and inclusion. Think about how your organization promotes these. Consider inclusion initiatives and focus on strengthening career ladders for your team. A clear investment in your employees will set you apart from competitors and maximize candidate interest.
Let’s take on 2021 together. 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.
We’re approaching the 1-year mark of when the pandemic began. And while business sectors continue to re-open, the reality is that most hiring efforts are and will continue to happen online.
Virtual hiring is new territory for candidates and businesses. The Buyer team has established four tips for basic interview etiquette. Candidates and interviewers alike can use these tips, and all promote professionalism while giving you time to focus on the interview itself.
#1: Research your interview platform.
Whether its Zoom, Skype, Microsoft Teams, or Webex, its important to be familiar with the platform the interview will take place on. Taking time to learn basic functionality like how to share the screen or mute yourself asserts your capability and prevents any delays or disruption in the interview.
#2: On or off? Make your video expectations known.
Most tools for virtual interviews have a video option. Giving candidates a heads up about using video during virtual interviews takes away any confusion and allows both parties to prepare accordingly.
#3: First impressions are everything.
Virtual interviewing makes people hyper-aware of whose on their screen. A big part of virtual interview etiquette is how you present yourself. Proper attire, lighting, and a simplistic background are essential for productive interviews and preventing distractions.
#4: Eye contact is key.
During interviews, first impressions go both ways. Looking directly into your camera comes across as direct eye contact on the other party’s screen. It’s a sign of respect and shows active listening, telling the candidate or interviewer you value what they have to say.
Virtual hiring can be seamless, and 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 info@BuyerAds.com to learn more about our customized recruitment solutions.
March is Women’s History Month, a time for honoring and celebrating women—past, present, and future—and their continued achievements made in a variety of sectors throughout American history.
Buyer is proud to be a WBE certified agency, recognized as a Working Woman Magazine’s Top 500 Woman-Owned Company, and a Boston Business Journal’s Top 100 Woman-Led Business in Massachusetts.
Buyer understands the value of a diverse and inclusive workplace. We pledge our continued commitment and support for women in business—from the way we operate, the work we do, and the client relationships we hold.
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.
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.
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.
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.
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.
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.
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
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.