Category: Social Media

Meet Taylor LaCasse – Relationship Development Associate

Posted on by Buyer Advertising

Introducing Taylor LaCasse, our Relationship Development Associate at Buyer. Read her reflections and experiences after joining the Marketing and Partnerships team.

Taylor recently joined our Marketing and Partnerships team as a Relationship Development Associate at Buyer. Taylor brings unique knowledge as someone who has worked in healthcare Talent Acquisition and understands the nuances and challenges TA faces today. With a genuine passion and care for helping others, Taylor’s commitment to fostering meaningful relationships aligns perfectly with our team’s mission. We are confident that her skills and insights will help us continue to grow and strengthen our partnerships across the industry.

We asked Taylor some questions after a few months of being on the team, and this is what she had to say:

What led you to where you are today in your career?

“I graduated from the University of New Hampshire with a Bachelor of Science in Health Management and Policy, focusing on Public Health, and a minor in Psychology. While my background is in public health, my career began in healthcare recruiting, ultimately leading me to recruitment advertising and marketing. This journey sparked my passion for helping companies attract top talent through strategy and creativity. My foundation in healthcare and psychology has shaped my approach, allowing me to build strong relationships and bring a unique perspective to recruitment marketing.”

How was your job search experience, and what ultimately led you to Buyer Advertising?

“It was underwhelming, with antiquated application processes and lack of communication from employers. As a healthcare recruiter, I saw these talent acquisition challenges firsthand. While I enjoyed the fast pace, I grew more interested in solving recruitment issues from a broader perspective. This led me to Buyer Advertising, where I now use my recruiting experience to help HR and TA professionals improve their strategies for lasting success.”

Now that you’ve been in your role for a few months, how has it been working at Buyer?

“My first few months at Buyer Advertising have been an exciting learning experience, filled with opportunities to explore employer branding, campaign strategy, and creative ways to connect companies with talent. I value how Buyer encourages new ideas and growth. It’s rewarding to consistently help clients enhance their candidate experience, build stronger employer brands, and achieve long-term success with data-driven strategies that improve pipelines and reduce costs.”

What are a few personal tidbits about yourself you’d like to share?

“Outside of work, I love staying active—whether taking Pilates classes with friends or going for long walks around my neighborhood in South Boston. My favorite place in the world is my beach house in Scituate, Massachusetts. It’s where I’ve made some of my best childhood and adult memories with my family.

Family and relationships are at the core of who I am, which also translates into my professional life. Growing up in a large Italian family, I’ve always valued strong connections, meaningful conversations, and quality time with loved ones. Sharing meals and experiences has always been a big part of my life, which is why I love exploring new restaurants. In my current role, I bridge my innate passion for building authentic connections, understanding people’s needs, and helping them find the best solutions.”

Please join us in welcoming Taylor to the team! We look forward to seeing her contribute to our collective success and are excited about the fresh perspectives she will bring.

Is it Time to Rethink Job SEO?

Posted on by Buyer Advertising

Greetings Organic Humans,

With the new ChatGPT built-in search feature, one must ask, is optimizing your career site to capture more AI-driven candidate traffic possible? Should we worry about it now or wait to see what happens? And are the AI-powered robots going to be benevolent leaders? OK, that last one might be premature. However, Buyer Advertising does have answers to the first two questions, and we are optimistic about the third one but are still preparing contingency plans.

Here is the reality.

  1. ChatGPT (and its brethren) still uses conventional spiders to index content from the web.
  1. The chat interfaces can now link directly to third-party websites, including specific job posting pages.
  1. Links generated by ChatGPT contain a conventional utm_source of “chatgpt.com” and many other AI search models, including Gemini, Perplexity, and Phind, will pass along referrer data so this traffic can be identified (DeepSeek and Claude unfortunately do not).

Even though AI is conducting the search, SEO fundamentals still reign supreme. These include the importance of high-quality, organized, evergreen content, logical URL structures and site maps, semantic HTML and content tags, accessibility, load speed, and mobile responsiveness, just to name a few of the strategies used by leading career sites today – of course all Buyer Talent Engine clients :-).

One area of opportunity we see is tailoring your career site content to offer answers to common conversational queries based on the propensity of ChatGPT questions (think FAQs page). As additional data is collected, there will be more actionable strategies to boost visibility with the AI search models if you know where to look.

With that said, the good news is that if your career site already applies all the best SEO practices today, then you are prepared for the growing AI-generated candidate search traffic tomorrow. The bad news is that most ATS-powered career sites lack these fundamental SEO practices, putting your organization at a significant disadvantage, regardless of AI.

At Buyer Advertising, we are keeping a close eye on how AI is reshaping job search behavior and actively gathering, analyzing, and developing strategies based on data patterns identified with our Buyer Talent Engine enhanced source analytics. Contact us to learn how we can future-proof your recruiting strategy today because tomorrow is just around the corner.

Joel Glick
Managing Partner
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands, and our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.

Let’s All Take In a Deep Breath and Rethink 2025 Recruiting

Posted on by Buyer Advertising


As we ease into the new year, I am optimistic about the future of our agency and the continued evolution of our industry as a whole.

In 2024, the dominant theme was AI and of course every vendor was suddenly an AI expert, and your tech stack had to be supercharged by AI, or you would be left behind.

By the end of 2024, AI fatigue had finally set in, and luckily human intelligence overtook the artificial hype, and we all sobered up. Don’t get me wrong. I’m certain AI will steal our jobs, take over the world, and if left unchecked, destroy us all; just not today.

So, it’s mid-January, what’s the plan besides worrying about your New Year’s Resolutions (you can do it!)? How about we all take a deep breath, hold it till the count of ten and then exhale all the over-hyped 2024 tech nonsense you inhaled last year and let’s get back to the basics of recruiting?

That’s right, don’t underestimate the power of revisiting the obvious before jumping onto the next trending bandwagon.

How you ask? Simply do the following.

  • Diversify your recruitment advertising
  • Use a programmatic media strategy
  • Don’t forget the importance of job SEO
  • Streamline your applicant process
  • Incentivize recruiters to succeed
  • Leverage quality analytics to make decisions (not from your ATS or from recruiter hunches)
  • Invest in your Employer Brand and prove it with content
  • Build relationships with candidates
  • Invest in your staffing team and not an RPO
  • Use AI to give you a meaningful advantage but ignore the smoke and mirrors

And finally, partner with a reputable recruitment advertising agency to help you with all of these tasks and more in 2025. Contact us today to learn how Buyer Advertising has been exceeding industry leaders’ expectations with unmatched expertise, strategy, and technology solutions for close to sixty years.

Here’s to a prosperous new year of recruiting!

Joel Glick
Managing Partner
Buyer Advertising

Buyer provides custom talent solutions that deliver the right candidates to you. We cultivate unique Employer Brands, and our industry-leading search engine optimized hiring platform, Buyer Talent Engine, empowers recruiters with a smarter way to attract, engage, analyze, and track candidates through the entire hiring process – backed by a team of industry leaders with a passion for customer service.

Ghostbusters for Recruiters: Conjuring Up Strategies to Banish Candidate Ghosting!

Posted on by Buyer Advertising

Candidate Ghost Blog

It’s Spooky Out There.

Imagine this: You are a recruiter well into the hiring process when suddenly a candidate abruptly stops responding to your emails and texts. It is as if they’ve vanished into thin air, wasting your time and delaying your recruiting efforts.

For many unfortunate employers, this situation is not merely hypothetical, it’s a problem known as candidate ghosting; one of the more frustrating issues facing recruiters today.

Candidate ghosting comes in many forms, ranging from an applicant skipping an interview to the extreme case of a new employee never showing up to work. While this sort of behavior was once largely restricted to unskilled labor, recruiters now report candidate ghosting becoming more prevalent in industries like technology and health care.

How To Avoid Candidate Ghosting.

A recent SHRM article by Roy Maurer outlined strategies to help offset this problem, including reducing the time spent recruiting and simplifying the recruiting process to better maintain candidate interest.

Another more meaningful approach is to promote more transparency and open communication between the hiring organization and the applicant. If a candidate doesn’t have a clear understanding of the job responsibilities, requirements, and, more importantly, your Employer Value Proposition, then the employer runs the risk of the candidate realizing too late in the process that they are not a good fit after investing too much time.

Additionally, if the candidate feels comfortable communicating with a recruiter, then they will be more apt to raise questions, clarify expectations, and be more forthcoming about concerns that could dissuade their decision to ghost a recruiter.

Finally, a hiring organization with a clear and compelling EVP is better equipped to educate candidates about their work environment early in the hiring process ensuring a mutual cultural fit and less chance for ghosting behavior. A strong EVP also highlights the unique benefits and personality of your organization, and when done right, can discourage candidates from shopping your competition.

Who You Gonna Call?

Buyer Advertising, a leader in recruitment and employee communications for close to sixty years, is here to help you bust ghosts with proven strategies to improve your hiring process, better define your Employer Brand, and open up lines of communication between you and your candidates with our Talent Engine Connect CRM. To learn more about our customized recruitment solutions, contact Natasha Cuomo, our VP of Strategic Partnerships, at ncuomo@buyerads.com or visit our website, www.buyerads.com.

About Buyer Advertising

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, Buyer 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 close to sixty years, we are confident we’ll exceed your expectations.

Buyer Talent Engine: Career Site Platform Updates

Posted on by Buyer Advertising

TE Updates Blog Image_OCT2024

Attracting top talent in today’s competitive landscape requires innovative tools to maximize recruiting efficiency while promoting an organization’s unique Employer Value through relationship marketing. For more than two decades, industry leaders have trusted Buyer Talent Engine as the foundation of their tech stack, empowering organizations to achieve their hiring goals.

Never resting on past success, Buyer Advertising continues to invest in our technology culminating in our most recent version of Buyer Talent Engine, which now leverages Artificial Intelligence and greater flexibility to creatively connect with prospective hires through storytelling and employee experiences.

Talent Engine Optimize

More than 25 million job searches take place on Google each month, making Job Search Engine Optimization a vital strategy to compete for talent while reducing overall cost per hire. For more than 20 years, Buyer Talent Engine has provided clients unmatched job SEO, resulting in increased page one job search visibility while unlocking thousands of untapped candidates from Google and Google-For-Jobs.  In fact, one Buyer client experienced an astounding 80% of hires from Job SEO while spending just 10% of their overall recruitment advertising budget.

Talent Engine Attract

Traditional Pay-Per-Click Advertising if not managed independently from the job boards can waste your recruiting budget by attracting excess applicant flow while simultaneously underexposing vital jobs. Buyer Talent Engine Attract, using AI technology combined with hands-on media analysts, efficiently drives candidates to the openings that need the most exposure based on applicant conversion data and goals. This combination of analytics paired with personal insight allows for unprecedented optimization of your advertising budget resulting in a higher ROI.

Talent Engine Engage

Buyer Talent Engine career pages are custom designed to seamlessly integrate with your corporate web pages and adhere to all brand standards including fonts, typefaces, navigation treatment, page styles and color palate.  However, it also provides a level of creativity unmatched by traditional Applicant Tracking Systems including graphic based job postings, embedded job search filters across all career content pages, integrated video, blog and social media content, featured jobs and Google maps on job postings and dynamic user experiences based on candidate website behavior.  Additionally, Buyer Talent Engine provides custom job search options including zip code, proximity, keyword, category, location, type, facility, brand, and Military Occupation Service (MOS) Code job searches.

Talent Engine Analyze

In today’s ever-changing environment, accurate data is crucial to ensuring the success of your recruitment strategy. That’s why Buyer Talent Engine delivers the most comprehensive suite of data analytics available today featuring detailed auto-capture candidate source metrics for paid and organic media including:

  • Applies Started
  • Applies Completed
  • Qualified Applies
  • Offers
  • Hires
  • Media Cost per Apply and Hire
  • Hire Details – Name, Job Title, Date – by Source
  • Influencing Media Source Tracking
  • And More

All metrics can be sorted by date, location/entity, job category, status and viewed comparatively over time periods.

Talent Engine Connect

Buyer Talent Engine makes it easy to cultivate candidates with our full featured CRM providing automated job notifications and other HR related news via text and email.

An integrated, third-party job board “Quick Apply” feature, a selective career site interest-capture form, “drag and drop” resume feature and bulk list upload function allow for easy candidate acquisition while robust candidate management tools provide ranking, filtering, tagging, dispositioning, internal sharing, and communicating with candidates through text and email. Additionally, AI can now automatically rank candidates against published job requirements and displays a rational for each rank.

Talent Engine Promote

Automatically promote content throughout the entire hiring lifecycle and convert more candidates with Buyer Talent Engine. Our communications platform empowers you to create, schedule and send out relationship building content via text and email, increasing candidate hires over time. You can also define unique audiences based on job categories, locations, tags, and pipeline stages and set triggers to send content based on status updates or date and time. Additionally, you can leverage built in AI to help generate fresh content for drip marketing and blog posts and track candidate outreach including campaign content, sent messages, opens, and click throughs.

Talent Engine Spotlight

Showcasing your employees as part of a robust Employer Brand campaign has proven to make organizations more relatable to job seekers. Now you can collect and share authentic employee experiences through videos with Buyer Talent Engine. Encourage employees to submit self-shot videos as part of a campaign to share their success stories.  These videos are stored in an approval queue and, if selected, are posted to a custom branded video wall. The videos are also made available to publish with embedded links on the career site and in email and text marketing at your discretion. An administrative tool allows access to manage the submitted videos, admin users, the video approval process and employee email and text lists for internal marketing.

Set Up & Integration

Setting up Buyer Talent Engine requires minimal IT resources to launch in less than 60 days. This means your organization can be up and running quickly, without presenting a major technical overhaul or compromising your brand integrity.

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, Buyer 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.

To learn more about our customized recruitment solutions, contact Natasha Cuomo, our VP of Strategic Partnerships, at ncuomo@buyerads.com or visit our website, www.buyerads.com.

The Rise and Fall of Social Media Platforms

Posted on by Buyer Advertising

webinar_COVID-19-02-23

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.

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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.

Unpacking a Multi-Generation Workforce and How To Recruit Them

Posted on by Buyer Advertising

webinar_COVID-19-02-04

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.

Which Social Media Platforms are Most Effective When Recruiting Millennials?

Posted on by Buyer Advertising

Those born in roughly the 1980s and 1990s are defined as millennials, and a recent article in Time highlighted that these millennials are now officially the largest generation within the working class [1]. Recruiters need to know how to attract and retain the top talent in the millennial generation, and social media may be the key. Discover which social media platforms are most effective when it comes to recruiting millennials.

LinkedIn
Currently, LinkedIn occupies a 40 percent market share for those seeking jobs in the United States. While it may only have 300 million users annually [2], far less than other social media platforms, it may still be the best place to start when seeking millennials because existing users are focused on their careers. Recruiters in search of millennial talent should be prepared to hunt for suitable candidates as well as post job opportunities.

Facebook
Without question, the largest social media network on the planet is Facebook, with more than 1.49 billion users, many of them daily viewers [3]. Of that staggering number of users, approximately 42 million are between the ages of 18 and 24, and an additional 44 million are between the ages of 25 and 34. In terms of sheer reach, particularly when companies are recruiting a highly specific candidate, Facebook can offer the greatest potential to get as many eyes on your career opportunity as possible.

Instagram
When Instagram recently surpassed 300 million users worldwide [4], surpassing Twitter in the process, it highlighted how a younger generation prefers to use social media. Quick, to the point and highly visual, Instagram is a fantastic way to attract millennials [5]. Instagram can be used to create a corporate culture that appeals to millennials, and it can also be searched through hashtags to find specific users who may make ideal candidates.

Twitter
Thanks in part to the mobile nature of Twitter, more than 100 million users log in daily. However, the demographic is far younger, overall, than Facebook, with 95 million Twitter users under the age of 29 [6]. For recruiters targeting a demographic of millennials, Twitter can be an effective method of reaching the right audience.

[1] http://time.com/3854518/millennials-labor-force/
[2] http://mashable.com/2014/04/18/linkedin-300-million-users/#tmgMHMvoaZk9
[3] http://newsroom.fb.com/company-info/
[4] http://techcrunch.com/2014/12/10/not-a-fad/
[5] http://www.inc.com/jt-odonnell/a-powerful-way-to-use-instagram-to-recruit-employees.html
[6] https://www.linkedin.com/pulse/20141118182103-28964915-social-media-user-statistics-age-demographics-for-2014

The Advantages and Disadvantages of Checking Applicant Social Networking Profiles

Posted on by Buyer Advertising

image_01Hiring a new employee takes a considerable investment of your organization’s time, energy and resources. CareerBuilder’s annual social media recruitment study found that the number of employers taking to the web to research applicants has steadily risen over the past few years — from 43 percent in 2014 to 52 percent in 2015 [1].

As you investigate each applicant’s transcripts and professional references, you might have also considered checking their social networking profiles. Social networking sites like Twitter and Facebook are used by billions of people around the world for personal and professional reasons. Before you decide to take a look, consider the advantages and disadvantages of checking the profiles of your applicants.

Personality Type

Looking at an applicant’s profile on social media can give you an idea of the person’s personality type. If the person applied for a job where the workweek is long and he or she will be on call for nights and weekends, you may find it useful to know whether the person spends their weekends partying or participating in community events.

Professionalism

You may also want to check out a person’s profile and see what he or she has to say about current and former employers. Many jobs require a sense of confidentiality or at least a sense of respect. If the person makes accusations or generally speaks badly of their coworkers, employees or supervisors at their current job, the person could also do the same when working for your organization.

Privacy Rights

Every person has a right to privacy. When you go looking for a person’s profile that mostly deals with private or personal concerns, you could be facing a situation of legal repercussions. An applicant could reasonably argue that what they do on their own time as their leisure and personal pursuits are not within the realm of an employer’s interests.

Potential for Discrimination

Looking at an applicant’s profile and deciding not to continue pursue that person as a candidate could result in your organization facing discrimination claims. Social media profiles show plenty of personal information about a person, including their sexual orientation, gender identity, age, handicap, religion, race and ethnicity. Employers cannot use any legally protected information such as these items when making hiring decisions about a job applicant.

[1] http://thehiringsite.careerbuilder.com/2015/05/14/employers-checking-candidates-social-media/

How to Use Periscope to Connect With Potential Job Candidates

Posted on by Buyer Advertising

image_11Periscope is a recently released app that works in conjunction with popular social networks and sharing websites such as Twitter and Instagram. The difference with Periscope is that it provides real-time conferencing capabilities and is meant for on-the-go use, rather than in front of a desktop or laptop computer. Periscope is a new tool that could make the difference in recruiting top new talent to your organization. Periscope is a clear demonstration of authenticity for you and your company.

How Periscope Is Used for Social Networking

Periscope is meant to be a way to give your followers a peek at your real life. For a human resources recruiter, that might mean logging into the app and providing a real-time tour through your office or showing some of the products made by your company. It’s a live and unedited feed that puts your real self and organization out there. Potential job candidates enjoy this sort of real-life glimpse at your organization because it gives them a feel for the workplace.

Engaging with Viewers Through Periscope

Periscope makes it easy for your followers to capture these live video feeds. When you’re getting ready to start a real-time video, you can post a link to your feed on your Twitter site. Your followers simply click on the link and get rerouted to your feed as it happens. Potential candidates can then engage with you by sending you questions through Twitter or sharing what they think of your video.

Connecting with Potential Job Candidates

As a key social influencer within your organization, you can expect to enjoy quite a following through Twitter. The opportunity to interact directly with you through Periscope will be an opportunity that potential candidates will not want to pass up. To get the greatest number of participants in each of your scopes, be sure to use relevant hashtags on your Twitter posting. You can also pick a memorable handle for your Periscope, such as “CompanyXRecruiting.” Throughout your scope, ask your viewers questions and respond to theirs. Your scopes may broaden your pool of potential candidates.