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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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Using Rewards & Recognition to Shape a Successful Company Culture

image_09When employees come to work on time every day, stay until the work is completed and do the job well, they deserve more than just a paycheck. Recognizing an employee’s contributions to the workplace plays a considerable role in retaining the best members of your staff. The cost of losing an employee is about one to two times his or her annual salary [1]. Consider these ways in which retaining employees through recognition and rewards is good for your bottom line and your corporate culture.

Motivation

Earning a reward, even something as simple as an “Employee of the Month” mug or a sticker for the employee’s ID card, motivates that person to continue performing at a high standard. When an employee is given a reward that is tangible and visible, other members of your workplace will see the reward. These awards could be given out monthly, quarterly or annually. This regular issuing of rewards could motivate additional members of your staff to up their performance levels in hopes of earning their own recognition.

Acknowledgement

While a private “good job” on an employee evaluation is helpful, sometimes a public acknowledgement of exemplary work is even more important and empowering to your employees. You do not have to go overboard or make a big deal, which could cause workplace resentment, but it is important to make a public acknowledgement about the contributions of employees when they go above and beyond your expectations. A moment at a monthly staff meeting for acknowledging and recognizing superior performance shows your staff that their work has not gone unnoticed.

Retention

Employees who are rewarded and recognized for their work are likely to remain in your organization. These people may become known in your workplace culture as rock stars and the go-to person for expertise and advice. Even if these well-recognized people do not become executives, they will continue to be a source of pride and inspiration for your corporation. Employees who feel valued and excited to come into work each day, anticipating recognition for their efforts, will stay at your organization for the long term.

 

[1] http://www.cio.com/article/2868419/careers-staffing/how-to-improve-employee-retention.html

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Building a Strong Company Blog By Including Employees as Authors

image_08Including your employees as authors on your company blog helps to build a stronger company culture. The different voices that your employees have to offer also provide your blog with a wider perspective and range of writing styles. According to Marketeer, corporate blogs with 15 posts per month generate an average of 1,200 new leads [1]. Allowing more people to participate in blog authorship can expand your reach even more.

Offering a New Perspective

Each employee in your company offers a new perspective on what it means to be a member of the organization. Writing from the same perspective all of the time can be boring to your audience. If every blog is written by the CEO, your readers will have no way to know what the rest of the people think. Allowing different employees to author blog posts shows that you value every member of your company equally. Including various employees at different levels of your company also demonstrates that every person’s voice is respected.

Exploring How Employees Joined Your Company

Companies often seem like impersonal, huge entities to the public. Including employees as authors on the company blog provides a more personal view of what happens in your company. Employees can explore their career history and how they came to be a member of your business. Each person’s career takes a different path, and this sort of biography can be fascinating for your loyal customers and business partners to read. This information also shows how your employees have the skills and experience to do their jobs.

Highlighting Employee Work

While the general public and even the other workers at your company know what the CEO, CFO and COO of your company do, they might not have a good idea of what your business analysts, customer support staff or human relations coordinators do on a daily basis. Allowing your employees to write blog posts about how they contribute to your organization highlights the fact that your company would not be what it is without everyone there working together to help the entire business succeed.
[1] http://marketeer.kapost.com/corporate-blogging-stats/

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The Advantages and Disadvantages of Conducting Team Interviews

image_04When you are interviewing qualified applicants for a position in your organization, more than one manager or human resources specialist may need to converse with the applicant. Team interviews provide an opportunity to involve everyone in your organization who wishes to participate in the interviewing process. Before you get everyone seated at the table, consider these advantages and disadvantages of conducting team interviews.

Advantage: Creates a Teamwork Atmosphere

If you want to show that a teamwork atmosphere is important in your organization, a team interview allows you to highlight this. Each person on your interview panel will be able to show how his or her department functions with the others. This will allow you to gauge how well the candidate will fit into your corporate culture. Another benefit with panel interviews, says Meisenhelter, is that by participating in the interview process, team members gain a vested interest in the hiring process and in seeing that new employees succeed [1].

Advantage: Allows for Natural, Honest Responses

During a team interview, you will be able to ask more unusual and varied questions than in a traditional interview setting. Some candidates find the situation a bit stressful, which allows you to see how they respond to stressful situations. According to the Gainesville Business Report, this may lead to a more natural and honest response from the candidate [2]. When faced with a panel of interviewers, candidates will be able to offer less-prepared answers. These answers will give you an accurate picture of the candidate’s qualifications, skills, and demeanor.

Disadvantage: Takes More Coordination and Time

The managers and human resources staff will need to coordinate their questions. Even so, if each person on the panel has two questions to ask the candidate, the interviewing process could take a few hours for a single applicant. If your organization plans to interview 10 or more people, this could consume a considerable amount of your valuable time.

Disadvantage: May Overwhelm Some Candidates

Introverted candidates may feel overwhelmed during a team interview. Candidates who work well in one-on-one situations may clam up when faced with a group of people firing off questions their way. A naturally shy but highly skilled and qualified candidate may not perform or showcase his or her skills as well during a team interview when compared to an individual or paired interview.

[1] http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/interviewing-candidates/panel-interviews.aspx
[2] http://gainesvillebizreport.com/pros-and-cons-of-doing-group-interviews/

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The Pros and Cons of Promoting from Within for Management Positions

image_03When your organization has a management position to fill, you may not have to look far to find the ideal candidate for the job. Promoting from within is an affordable solution and can also save time and resources. “By offering promotional roles to internal candidates, employers foster a sense of loyalty, engagement and long-term satisfaction by allowing growth from within [1].” While there are many great reasons to promote from within for managerial vacancies, there are also some disadvantages. Keep these pros and cons in mind if you are thinking of promoting from within your organization:

Pro: Seamless Transitions
Transitions can be a challenge when you’re bringing a person into a job. The time spent bringing an outside person up to speed about your corporate culture, policies, and day-to-day operations is considerable. A current employee is already familiar with what is required for success in your organization and understands the company’s goals, mission, and vision.

Pro: Proven Fit and Loyalty
An employee who has been in your organization long enough to be considered for promotion is proven to be loyal. The fact that the employee wants to stay rather than taking his or her skills elsewhere is a testament to the quality of the work environment. The employee is also known to be a good fit for your company and will likely have many strong working relationships within your organization and with your business partners and clients.

Con: Negative Emotions of Other Workers
When former coworkers see the employee moving up the ladder, these coworkers may feel jealous. Some may even become hostile and actively make the situation difficult. If more than one employee applied for the position, the candidates who did not get the job may feel disillusioned and unwilling to work with the person who was promoted. If the promoted employee will be managing his or her former coworkers, relationships could become tense and difficult.

Con: Same Skill Set
When retaining the same employee, your organization is not gaining any new skills, knowledge, or experience. If the management position requires a skill that your otherwise highly qualified employee is only moderately competent at, you could be missing out on an outside person who is well-developed in that particular area of expertise. As The Society for Human Resource Management explains, bringing in skilled external workers to meet the demands of a strategy shift or difficult corporate turnaround can be especially beneficial [2].

[1] https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/recruitinginternallyandexternally.aspx

[2] http://www.careerprofiles.com/blog/hiring-innovative-talent/internal-vs-external-recruiting-knowing-when-to-search-for-outside-talent/

 

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Boosting Employee Retention By Offering More On-The-Job Training

image_21When you have dependable employees who already fit in well with the corporate culture of your organization, on-the-job training can help you to retain them when they wish to advance into new roles. On-the-job training benefits the employee as well as your organization by saving you money and expanding the employee’s skills – according to a survey of almost 4,300 workers by Sh!ft, 74% felt that they weren’t achieving their full potential at work [1]. Consider these ways in which on-the-job training helps to boost retention of your most valuable workers.

Increased Retention of Information

When you provide on-the-job training in an environment where the employee already works, the employee is more likely to retain the information. During the training process, employees will see how the new skills and knowledge fit into what needs to be done in their existing job or in a future role that they wish to fulfill. Your employees will even have the chance to practice their newfound skills in the work environment, which further increases their retention of the information.

Direct Application to Job Functions

On-the-job training ensures that your employees learn skills with direct applications. Instead of studying abstract concepts in a classroom that seem far removed from the actual job, your employees will see how the knowledge and skills can be put to use to enhance their productivity, efficiency, or effectiveness. According to this workforce research, your staff members may even find that they enjoy both the training and their jobs more as they progress through the training process [2]. When a person enjoys his or her job, he or she is more likely to stay with the organization.

Enhanced Feedback

One of the biggest complaints of workers is that they do not receive detailed, frequent, or useful feedback from their managers. According to PwC, nearly 60% of survey respondents reported that they would like feedback on a daily or weekly basis—a number that increased to 72% for employees under age 30 [3]. Having both positive and constructive feedback encourages your employees to continue doing a great job and lets them know what needs to be improved. On-the-job training boosts employee retention by providing enhanced feedback. Throughout the training process, your employees will receive immediate feedback about their understanding and application of what they are learning.

 

[1] http://info.shiftelearning.com/blog/statistics-on-corporate-training-and-what-they-mean-for-your-companys-future

[2] http://jobs.lovetoknow.com/Benefits_of_on_the_Job_Training

[3] https://business.linkedin.com/talent-solutions/blog/trends-and-research/2016/5-Employee-Feedback-Stats-That-You-Need-to-See

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Building a Stronger Corporate Culture Through Organizational Volunteering

image_27When people are engaged with the community and participate as citizens, the entire world benefits. Even at the organizational level, volunteering within the community helps to build a stronger corporate culture. As you develop your company’s goals and human resources programs, consider these ways in which you can build a stronger corporate culture through organizational volunteering.

Increased Employee Engagement

Organizational volunteering helps to boost employee engagement with your company. Engaged employees are happier at work and in their overall lives. Happy people are more pleasant to work with, listen better, and offer more positive interactions with coworkers, managers, and clients. According to Open Source Learning, organizations with engaged employees enjoy a 16% increase in profitability, an 18% increase in productivity, a 12% increase in consumer loyalty, and a 60% boost in the quality of the work that they perform [1].

Enhanced Social Capital

Social capital is a concept that addresses how the community sees your company. When your employees are volunteering on behalf of your organization, your name gets out there. The community sees your organization as a positive influence on the community and as an entity that is invested and cares about the people and neighborhood. When your employees see that the organization they work for is viewed positively and thought of as an asset to the community, this strengthens your corporate culture. Studies have shown that socially tied workers have higher levels of trust, are less likely to be opportunistic, and are more likely to cooperate and share information [2]. Your employees will gain pride in your organization and will feel that they are making a difference both at work and in the volunteering that they do as a part of it.

Shared Information and Skills

Organizational volunteering can also boost your corporate culture by allowing your employees to help each other develop and strengthen their soft skills. For example, sorting donations at a food bank and loading them onto shelves allows employees with strong organizing skills and stacking skills to help others. Volunteering in a community garden allows your skilled gardeners to share their knowledge of fertilizers, compost, and seeds with the rest of your staff. The sharing of information and uplifting of skills strengthens relationships, which can extend into the workplace.

[1] http://www.gordontraining.com/free-workplace-articles/productivity-profitability/#

[2] http://www.globoforce.com/gfblog/2015/social-capital-what-it-is-why-your-employees-need-it/

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How Proactive Branding and HR Teams Build Employee Loyalty

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Reputation management is an essential part of what human resources and marketing managers must do in order to build great teams and maintain employee loyalty. An organization’s reputation affects how potential applicants view the firm. Reputations also have an effect on how people working for the company feel about their employers. According to a recent Glassdoor survey, 84 percent of survey participants would consider leaving their current company if another company with an excellent reputation offered them a job [1]. By taking the time to proactively brand your organization and build strong human resources teams, you can help to build loyalty within your organization.

Daily Experiences in the Organization

A big part of proactive branding is ensuring that an employee’s daily experiences are positive. Your human resources teams will need to set the tone for the culture. When a company’s values are in line with the individual employee’s values, he or she is more likely to have a positive experience at work every day. Proactive branding at work should be included in the mission and vision statements as well as workplace policies. One positive branding message could be, “To treat every person with respect.” This sort of positive messaging is actionable and inclusive.

Focusing on Improvement

Admitting that your organization could use improvement is a great step in proactive branding. Working on improving how your organization does things gives every person a goal to work toward. Because improvement never stops, the idea that there is more to be done motivates employees to stay on at your organization. As employees see that work they are doing is improving your company, they will maintain their loyalty to your brand.

Integrating Brand and Business Strategy

Proactive branding should be intertwined with your overall business strategy. This means doing some brand research to see what people inside and outside of your organization think. The way that the top talent outside of your organization feels about you will have direct impact on who applies for jobs and who wants to initiate business relationships. Allowing your employees the ability to anonymously make comments about the business culture will help to build loyalty. Your organization can use that information to work toward maximizing internal resources and keeping your most talented employees on staff.

 

[1] http://www.careerarc.com/blog/2016/01/13-recruiting-stats-hr-pro-must-know-2016/