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Making the Most of Your Media Plan During COVID-19

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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.

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The Benefits of an Employee Referral Program

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Never underestimate the power of word-of-mouth. Employee Referral Programs have proven to be a beneficial recruitment method, no matter the scope of your hiring strategy.

For one, they streamline the hiring process. Referral programs tap into an exclusive talent source—your current employees. Rather than solely relying on traditional marketing efforts, employee referrals are a unique communication strategy that directly links candidates to your organization, establishing a common connection that separates you from industry competitors.

Employee Referral Programs test the strength of your Employer Brand. The individuals your employees refer are typically those they see as a good fit for the organization. A current employee’s view of your company culture is valuable feedback regarding Employer Brand perception and allows you to adjust or re-evaluate your branding efforts accordingly.

For optimal success, it’s all about the process. Referral programs have an important criterion crucial to identifying quality candidates—the candidate and referring employee relationship. Harvard Business Review conducted a study and found that while 70% of “better candidates” were received from referrals, the true quality of the candidate depended on how well they knew the referring employee. Your referral program should have participants clearly indicate their relationship with each other so you can properly screen and assess individual qualifications in order to make the best hiring decisions.

Buyer’s team has developed and executed many client Employee Referral Programs with great success. With 50+ years of recruitment experience, we’re 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.