With so many different sources available to attract top talent, it can be difficult to know where best to spend your recruitment budget. Self-select metrics are 83% innaccurate, which means that 4 out of 5 candidates identify the wrong source when applying for a job.
With Buyer’s enhanced analytics, you can view real-time metrics including source effectiveness and cost per hire. The source of your hires doesn’t have to be a mystery – start hiring more efficiently with Buyer’s enhanced analytics tools!
Learn more about our enhanced analytics tools by clicking here and let us exceed your expectations today!
Did you know that over 1 billion job searches are done per month on a mobile device? At Buyer Advertising, our custom mobile solutions will help optimize your jobs for candidates on-the-go!
Buyer’s mobile recruiting solutions offer:
- Cohesive employer branding
- Compelling custom content
- Responsive/mobile ready interfaces
- Geo targeted job search capability
- Quick apply functionality
- ATS/social media integration
Learn more by clicking here, and contact us today to discover how our mobile recruiting solutions can help you!
Buyer is pleased to announce the opening of our new sister office in Orlando, Florida to support our continued growth! Contact us today for all of your recruitment and branding needs!
Chances are, you’ve seen it already: The Facebook Timeline, a radical departure from the traditional social media giant’s GUI and a re-imagining of the way user events and happenings are portrayed. Stated simply, the Facebook Timeline looks to display user information in a more editorial, time-based manner, with more of an emphasis on blocks of data rather than lines of text. It’s a move not unsimilar to smart phones and the blockish, scroll-heavy way they display information.
But that’s all beside the point. Here’s the deal: whether you like it or not, Facebook is switching all users and business pages over to Facebook Timeline on March 30th. No more “classic”, no matter how much you may have enjoyed it.
This presents a problem. While it may be a superior interface (or not!), making the switch mandatory takes away the illusion of choice that many social media outlets present as their backbone. It’s also an obvious maneuver to directly compete against Google+’s format—a move that’s proving to be, perhaps, not all that necessary.
How big will the ripples of the changeover to on March 30th? And how do you feel about the new interface? Let us know in the comments below!
Until next time,
Influencing public opinion is oftentimes the lifeblood of small-, mid-, and large-sized businesses. And there’s no medium where this fact becomes more sharply crucial than media relations. What many public relations departments are learning is that social media, mobile applications, and “gamification” of a company’s more traditional assets can offer huge boosts to PR success. Here are a few emerging spaces for your public relations content to live—and how best to engage.
Pinterest – As one of the fastest-growing websites/platforms in history, Pinterest has assembled hundreds of thousands of fans, followers, and “pinners”. It’s a great time to engage these ready-made consumers of media by re-pinning messages and developing your own place on this gigantic virtual pin board.
Youtube – This media mogul has stumped many PR professionals for years. The trick to getting noticed is NOT to use your company’s video presence as a marketing platform, but rather to tell the human story behind your business. Evoke drama, get personal, and stay funny.
Twitter – The key to success in the Twitterverse: have an opinion. With scant few characters to punctuate your point, it’s up to you to figure out a way to connect with industry issues people really care about. Be specific and chatty—a high frequency of posts will keep you relevant.
Sometimes, the little guys have it easy. While it’s easy to conceive of modern, social-media aligned initiatives, implementing them is a task that requires a nimble touch. If you’re a peppery bunch of 20 employees, designing and implementing a tactical approach to blogging, Facebook,’ing and tweeting is a matter of a few afternoons. For larger entities, you’re looking at meetings, discussions, brand decisions, approval rounds, and more. Months of work could be in store before you even give a shout out to your very first of fans.
Our advice to these larger organizations: be like the little guys. The smallest companies can amass enormous followings through charm, personality, and transparency. Shoot for the same attributes—even if more obstacles stand in your way. As a marketing department, stand unified in your decision to engage social media. Set guidelines and milestones from the start that are flexible enough to allow multiple contributors while keeping your voice unified. Here are a few more tips:
– Create Twitter, Facebook, and LinkedIn accounts—even if you have nothing to say (just yet).
– Your blog should be professional and informal—practice style before posting.
– Once you start, don’t stop! Maintain a regular schedule of updates.
Until next time,
Once upon a time, a family clustered together around a television set was an American icon. Smart, kitschy shows brought people together—as did the commercials that sponsored those programs. As clever, quirky, and memorable advertisements, commercials built a branded nation. Popcorn, soap, soda pop, and washing detergent all grew as recognizable items in a typical household, if only because their messages possibly couldn’t be missed.
Today, things are different. A fragmented population consumes media in a variety of formats, with a sharp shift in recent years trending towards online and mobile outlets. More people are logging online, with less booting up the television tube. The result: messages are spread out and less effective than even 10 years ago. But despite the arguably superior method of online marketing: television commercials are still an effective medium to communicate your brand.
Event-based commercial advertising can be very effective. Case in point: The Super Bowl (if you have the funds). Other tips for successful spots include thorough demographic research to ensure you’re reaching the right audience. Combine commercial ads with a full promotional spread to maximize exposure. Tie in online and social media marketing, direct mail pieces, and radio placement to best tap every generation and all walks of life.
Enjoy the big game!
Congratulations—you’ve survived another holiday. As the season heats up, don’t fall in the habit of neglecting your hiring strategy. If you’ve taken a traditional approach to recruitment, it’s a great time to flesh out your online and social media plans. The best part: there are a lot of advantages attached to starting today.
The most important thing to remember is that an online hiring campaign isn’t strictly a game of numbers. You’ve furthering your employer brand. You’re increasing engagement. You’re disseminating information about your place of business. To evaluate effectiveness, you need to look at traditional online metrics including page views, landing page visits (if you’ve set up your system that way), and fan/follower counts. Actual conversions or hires remains a solid method to determine whether your campaign is working or not.
New, Web 2.0-savvy ways of tracking your hiring efforts include counting the frequency of re-tweets and searching out mentions of your campaign in other “new media” sources such as blogs and on personal posts. Using traditional and emerging metrics, evaluating your campaign makes a shift from quantitative to qualitative, but is still a very real and obtainable goal.
Until next time,
Be your operation a single treatment center or a healthcare system spanning several hospital locations, your challenges are unique. Not only do you have to appeal to a highly educated, specially-trained workforce, employers are already competing in a job market where professionals are highly sought-after. As a medical employer, here are strategies to keep in mind as you staff your halls with exceptional talent.
Consider demographics. Are you hiring young professionals? Established doctors? Seasoned vets? Different experience levels require you to target different age brackets—and in some cases, separate generations. Tailor your message to speak directly to the preferred age group that you’re looking to recruit and retain.
Who are you, really? Big or small, you have unique differentiators that make you stand out. Your employer brand may appeal to some, yet turn others away. Aim to honestly represent your company, and you’ll score employees who truly enjoy what you have to offer—leading to greater retention and a more pleasant work environment.
Concentrate on service areas. A hospital can be considered a library of skilled medical and healthcare professionals, all with separate talents and abilities. Hone in on your preferred professionals with distinct hiring campaigns—different yet tied together under your employer brand.
All said and done, be honest, different, clear, and unique—you’ll find that great people will follow in your wake.
Signing off for now,
Employees. Every company needs ‘em. Whether yours is a bustling enterprise of hundreds or a smaller operation of 10 people, the quality of your hires will eventually reflect the quality of your organization. High-powered individuals make for a red-hot organization. As you build out your recruitment strategy, keep in mind these pitfalls and the best way to avoid them.
1. Small applicant sizes. You spend all day writing up a beautifully-worded job description, and the following week you receive only 4 resumes. Boo. Creating an attractive workplace starts at home. If you haven’t already, sit down and define the value you provide to employees in the form of an Employer Value Statement, or EVP. Using that as a tool, get the word out through print and online that you’re looking for the next great employee at a great place to work.
2. Falling behind on the times. New technology based around the Internet allows virtual interviews, electronic portfolios, pre-qualifiers even before potential hires arrive at the office. Technology and digital interview tactics allow you create a “short list” of candidates that reduce overhead and narrow down on quality candidates.
3. Not keeping what you’ve got. Employee satisfaction extends beyond wages and bonuses. The culture you create at the workplace and affects both retention and productivity for the years your employees call your office home. Work in the concept of flexibility. Find creative ways to reward (and not punish) hard work and keep your base engaged. Good luck!
Until next time,