Designing a Recruitment Page that Works Well on Mobile Devices


image_11Recruiting top talent can be difficult in a competitive market. A solid recruitment strategy is very important in attracting the right candidates to your company. As technology continues to evolve, you should keep up with current trends.

With that in mind, it’s important to understand that smartphones have surpassed desktops regarding the primary method individuals use to access the Internet. Mobile platforms – smartphones and tablets – combined to account for 60% of total digital media time spent in 2014 according to research by comScore [1]. In addition, 86% of active candidates surveyed by Kelton Research use their smartphone to begin a job search, and 70% of active candidates want to apply via a mobile device [2].

When designing a recruitment page, the functionality of the website is critical to reaching users who are not only working from a desktop but also from a mobile device.

Utilizing new Technology

Recently, Google has developed an algorithm tailored specifically to mobile devices, making it easier for the user to find websites that are mobile compatible. This new algorithm introduced by Google rewards mobile-friendly websites by providing a boost in rankings, taking precedence over non-mobile optimized websites. In this ripe field of cutting-edge technology, incorporating a mobile- friendly recruitment website gives your company an advantage.

Design Time

Your IT team is your best friend when it comes to designing a website that is functional across a variety of platforms and devices. What works with an iPhone will not always work the same with an Android. However, you do not necessarily have to make two different versions of a website to make it mobile friendly. Small adjustments, such as changing the view from portrait to landscape and decreasing text size, can help make your website accessible from virtually any device.

Reaching out to More Prospects

Millennials, especially, have embraced technology to its fullest. Downloadable apps are available for almost every major website. Imagine a mobile app for your company that would allow prospective recruits to search and apply for jobs, upload their resumes, receive job alerts, join talent groups, and hear firsthand what it’s like to work at your company. As job seekers are using their smartphones more and more in the job search, it is your responsibility as an employer to adapt to these changes in technology. The results will be beneficial to potential employees and your company.



Using Technology to Anticipate Your Future Hiring Needs


image_08Whether you are a startup business or an already established company, planning ahead for the future is a necessity. Being prepared for the future means considering where your company is at today and where you would like it to be tomorrow. Find out how technology and strategic workforce planning can go hand in hand to help you anticipate your employment needs for the coming years.

Utilizing technology can make workforce planning more efficient and provide improved results. Special workforce planning software allows you to analyze your company’s current workforce trends and make educated projections for trends in the future. By plugging in internal and external data, software can help you arrive at more accurate results. Not only can software help you plan for the future, but it can also help guide you along the way by monitoring your progress and alerting you to any variations from the master plan.

Another key benefit is that software can help your company adapt to changing conditions. The talent that was critical for success a few years ago may not suffice in an environment with new challenges that demand new solutions. Workforce planning is not limited to software only, but utilizing your technological resources wisely can better support your executives, HR department, and hiring managers throughout the process. Have a one-on-one session with your IT consultant and discuss the kinds of workforce planning software that are available and which one in particular would be a good fit for your company’s needs.

In summary, using technology to plan for the future creates a culture where workforce planning is based on data and better equips executives in evaluating how changes in objectives and the environment impact staffing levels. Most importantly, approaching workforce planning in a way that fits your company’s needs and aligns with your future goals is key to a successful future.


Using Social Media to Recruit the Best New Graduates


image_01According to a report by the National Association of Colleges and Employers, 8.3% of employers plan to add new graduates to their employee roster in 2015 [1]. Clearly, the combination of a solid college education and experience are coveted by most employers. While some recent graduates may not have obtained much work experience, their skills and freshness are still traits that most employers want in order to strengthen their companies. While recruiting and hiring recent college graduates is nothing new, there are new methods to ensure that you hire the best.

Waiting for prospective candidates to knock on your door is not one of those methods. Instead, you must think about how you can engage this young talent to build a strong foundation for your company. Employers in NACE’s survey are catching on to what it takes to use social media as a recruitment tool. You can avoid struggling with these methods of communication by utilizing the following tips to optimize your company’s social media presence and connect with young talent.

Build an Online Employer Brand

If you have not already done so, begin posting information about your company’s culture that features recent college graduates hanging out. Prominent social media platforms are excellent ways to introduce your company. Go beyond job listings and post company events and employee photos. Blogs written from the perspective of current employees can indirectly convey to college graduates why your company is the greatest place to work.

Make Personal Connections

Introduce the names of real people behind corporate HR social media accounts. For instance, @GreatCoJobs can include a line with names of people who update your Twitter account. Another example is for each person to have their own accounts, such as @StanAtGreatCo and @MaryAtGreatCo.

You can also humanize your company’s social media presence by granting people handling different accounts the freedom to interject their own observations and personality into updates.

Provide Exclusivity

Leave job postings listed on your corporate website and use social media to give followers something that is not readily available. Contests, impromptu virtual meetups and behind-the-scene peeks at your company are diverse ways to make meaningful connections.

Invest energy, time and strategic thought into recruiting the best new graduates. Your company could reap the payoff for years to come.



Optimizing Your Company’s Rankings on the Most Popular Search Engines


image_11In this current employment market, cream-of-the-crop recruits are in high demand. Now more than ever, organizations must be prepared to compete globally to hire the top talent.

The Internet is the most widely used tool for jobseekers in search of prospects. Those who know they have the goods to offer have so many choices when it comes to finding the right employer. How is your organization going to compete for the individuals who can give your business a cutting-edge advantage?

Search Engine Optimization and Inbound Marketing are the name of the game. Organic search drives 51% of all visitors to business-to-business and business-to-consumer Web sites, whereas paid-search drives 10% and social 5% [1]. Companies must rank high on the most widely used search engines in order to be found quickly. Ranking high on these search engines does not happen by chance. There must be a strategic marketing plan in place to position your company for success.

A strategic Inbound Marketing approach is comprehensive, and the results are measurable. When your organization utilizes this critical business strategy, there will be impressive results. The best of the best will start knocking on your door.

A strategic marketing approach must be ongoing. It is not a one-time solution, so working with a reputable Inbound Marketing company is crucial. Search engine algorithms change frequently, so experienced Internet marketing specialists are equipped to adjust the strategy to meet any challenges. Staying on the cutting edge of recruiting top talent is essential to your company’s bottom line. Money spent on marketing is certain to yield a high ROI.

Your Internet Marketing specialist will design a comprehensive strategy. They will then optimize your website and all of your content distributed online. Any adjustments that need to be made will be discussed with you and your firm. The real key to a great Internet marketing strategy is consistency.

These specialists are able to analyze what works and tweak the strategy to best work for your recruiting needs. At any given time, your organization will be able to see how many visitors are landing on your site, what practices are working and what strategies need to be changed. As an organization, you don’t have to worry about these details. Let a skilled, reputable Internet Marketing firm bring in the goods.



Boosting Productivity with Responsive Design on Your Company Website


image_05Did you know that global mobile data usage increased by 80 percent from 2013 to 2014 [1]? It’s no secret that an unattractive company website is bad for business, but in today’s mobile age, even the most attractive design is worthless if it doesn’t look as good on a phone as it does on a computer. Responsive design, the practice of making a website easy to view and navigate across multiple platforms, is becoming critical to productivity, from hiring to employee satisfaction.

Keeping a Modern Image

Any company with an outdated image is going to have a harder time attracting new hires. Having a website that looks and reads perfectly on both desktop and mobile platforms shows new hires that you understand the needs of a changing market and are quick to adapt.

Increasing Exposure

With an increasing number of prospective hires job hunting from mobile platforms, job openings that can’t be viewed and researched from a tablet or smartphone are going to go unnoticed by tech-savvy talent. Maximize your impact by making your careers page and job listings easy to find regardless of the viewing platform. Highlight your company’s mission statement and show off the benefits of working for your company in a concise and attractive manner.

Perfect Forms

Counter-intuitive applications and post-hire forms are a quick way to frustrate good talent into procrastinating or worse, looking elsewhere. Make sure your resume submission system, applications and any forms you need after a job is offered can be viewed and filled out on each platform without frustration. Adding a way to save progress and return to it later is a nice touch that won’t go unnoticed.

Optimize Training and Employee Portals

Poor training and employee portals leave staff as dissatisfied as managers. Tidy and accessible materials, login and upload abilities make productivity possible whether an employee is in the office or waiting at the dentist’s office. As readability and search-friendliness are crucial for responsive design, it may make your materials more intuitive and effective overall.

While responsive design is a way to stand out today, it’s rapidly becoming essential for any company hoping to attract and retain top talent. Invest early, test extensively and watch your HR productivity soar.


The Latest Trends In Recruitment Marketing


image_30Recruiting top talent to your organization requires a lot more these days than an ad in a newspaper or a posting on a real or virtual bulletin board. Your organization must truly engage with past, present and future clients and employees to get word out about who you are and what you need. Staying on top of the latest trends for recruitment marketing will help to ensure that you get the tech-savvy, highly skilled and creative staff members you desire.

Taking to the Skies

One of the leading trends in recruitment marketing is the use of cloud services. Organizations like yours are using the cloud for activities related to hiring, recruitment and retaining of staff. Some ways you can use the cloud include storing of resumes and references.

Creating Online Communities

The creation of online communities allows you to directly engage with potential candidates. Applicants can post questions to be answered by members of your team. Your current staff can also use these forums as a way to engage with one another, especially if your organization has staff around the state, country or world.

Establishing Digital Recruitment Strategies

If you’re looking for new team members that are attuned to technology and communication, you need to market yourself digitally through social media. Today’s applicants are increasingly looking to websites such as Twitter, Facebook and others to find out about potential opportunities for employment. Make yourself known so that qualified candidates can easily find you.

Shifting to Mobile Marketing

Members of Generation Y, Generation X and even the Baby Boomers are trending away from the use of desktop and laptop computers. Instead, they are using tablets and smartphones to conduct their communications, Internet searches and quests for employment. Optimizing your website for use on mobile devices will help applicants navigate through your application process more easily.

Engaging through Social Media

Building an online community on social media is another must-do for recruitment. Above and beyond posting your job openings, you should also use social media to build a following of customers and add to your contingent of partners across many industries.


Increase Brand Awareness and Your Recruitment Reach by Implementing Fresh Content


image_16When you need to increase awareness of your brand and bring in new, energetic staff members to your team, one way to do so is to implement fresh content across all of your media. Your website is the first place prospective candidates go to find out about you. Old, outdated content that is no longer relevant or that never changes from one day to the next is a sure way to turn off high-quality applicants. Consider implementing these four types of content to keep your recruitment and brand up to date.

Informative News
When you’re launching a new company-wide initiative, releasing a new product or making updates to an existing service, let your customers and potential employees know about it. Take care to not only release statistics but to create small sound bites of 88 words or less about what’s going on this week at your organization.

Actions speak louder than words, and today’s job seekers want to see what your company is up to. Uploading relevant videos to your website and social media pages helps applicants really get a feel for what your organization is doing. Videos should not be highly choreographed or edited but should provide a glimpse of the important goings-on at your headquarters and facilities.

Asking Questions
Another way to increase your brand awareness and keep recruits interested in your organization is to ask questions as a part of your overall content stream. Be welcoming to any and all responses, including those that might not be as positive as you would like. Even criticism helps to keep the conversation going. The more likes and followers, the more of your content that will be shown on your followers’ feeds.

Success Stories
Your customers and potential recruits love to hear success stories related to your brand and not just self-serving ones. Let your customers, current employees or former staff members who have retired or moved on tell others about their successes with you. Perhaps an episode of exceptional customer service or a fantastic mentoring program is just what your recruitment marketing needs to draw in the best of the applicants.


Engineering, Designing and Deploying a Career Web Page That’s Accessible From Anywhere on the Employer Website


image_016An increasing number of job seekers are using mobile devices to conduct their employment searches. If your website isn’t mobile-friendly or fully functional on mobile devices, your company may be missing a large segment of the candidate population as 77 percent of job seekers read postings and 45 percent apply for jobs on their smartphones [1]. Consider these tips when engineering your recruitment website.

Setting up a User-friendly Career Web Page

When creating a job recruitment page for your corporate website, take the time to work with the IT team to ensure the page is accessible on a wide variety of devices. What works on an iPhone does not necessarily show up correctly on a Blackberry or Android device. The page should also offer responsive design elements such as fluid images, flexible resolution and compatibility with different Web browsers.

Enhancing Website Accessibility

To make your career page accessible from anywhere on the corporate website, consider the page resolution. If you want to be mobile-friendly without having a separate mobile website, adjust the page format to portrait, rather than landscape. You’ll also need to adjust the text size and make images small, if you include them at all. Your IT department should test the accessibility using a variety of devices to ensure that the recruitment page works as expected from all the links on your website.

Making the Recruitment Page Easy for Job Seekers to Find

During the process of deploying your new recruitment page, ensure that the job listings page is easy to find from anywhere on your website. Simple buttons that direct candidates to the job search tool or application page make it easier for visitors to find what they are looking for. Each page should contain these buttons, including your home page. No animation or videos should be on the job seeking pages as these make the pages load too slowly for mobile device users. If you want to create a video to show users how to apply for a position with your company, embed a link to the video so they can view it from a separate page or window.


Recruitment Using Social Media: How to Turn Connections into Candidates



Building a solid company starts with recruiting and hiring solid people who share your corporate values. One way to connect directly with high-caliber candidates is through your current social media connections. Last year, 73% of recruiters successfully hired a candidate through social media. [1]

With unprecedented access to large numbers of people, social media sites provide an effective tool for finding candidates with the experience and skills that your company needs.

The following information offers some tips for productive efforts when using social media as a recruiting tool.

Think Quality vs. Quantity

Without much debate, it is best to build the quality – not just quantity – of your connections. While social media sites enable you to widen the recruitment pool, you must be careful to reach the right people. Having 50 potential candidates who appear to be a close fit for your company is more valuable than 500 people who use their connections as a numbers game. Less is definitely more when incorporated as a targeted strategy to recruit the right people.

Potential Candidates are Recruiting You, Too

Do not forget: social media works as a two-way street. You are looking for connections that lead to great candidates; your connections are looking for connections that lead to a great place to work. Make sure that your social media presence projects the right image and perception. This involves having current and relevant information on all the social media sites where your company is active, as well as the company website.

Ask questions. Perhaps they want to know something about your company that is not common knowledge. Ask how they plan to become an effective employee or better person. Answers may reveal who might be a good fit.

Savvy Recruitment Ideas to Get Started

A keyboard and computer screen may separate you from social media connections, but some offline conversations can still apply. Use appropriate sites to engage connections with good conversation topics. Start by describing what a typical day is like working at your company. Share team profiles, insights into the culture and statements from employees to give an inside glimpse.

Another discussion starter is sharing industry news. People who are interested in working at your company are also interested in hearing about the latest industry information.

Pay attention to which strategies work best for attracting the ideal candidates.


How HR Analytics Can Transform the Workplace


Analytical data can be used to improve many aspects of business. In the HR department, the efficiency of employees will directly impact the success of the organization. According to a 2013 survey by talent analytics software vendor SHL, 77% of HR professionals are unable to determine how their enterprises’ workfimage_015orce potential is affecting their bottom line, while less than half (44%) use objective data regarding talent performance to guide business decisions[1].

By scrutinizing data collected using HR analytics in reference to hiring costs, compensation platforms and turnaround rates, HR professionals can develop a detailed report giving them an edge when it comes to finding and retaining quality candidates. This information can also be used to predict workforce performance and identify potential high-quality members.

Performance Versus Responsibilities

In many cases, exceptional employees in one area could be weaker in others. By analyzing the information available, you can place specific employees in positions where they will excel. Putting a person in an area he or she is not familiar with could be setting the employee up for failure. Assigning positions based on strengths and demonstrated abilities from employee performance reviews can enhance the workplace. Although you may hire someone for a specific task, you never know what he or she is capable of in other locations.

Strategies Are Only as Good as the Data Collected

Not every HR staff member knows how to collect and collate various forms of data in order to develop a strategy. Companies will often turn to workforce management solutions and applications to help collect the information. Analytical software for the HR department will do all of the necessary calculations for you making it easier to spot flaws in the system. For example, do you know how much money is wasted when a new hire fails and is let go? These platforms may also show where that employee failed in his or her responsibilities in the first place.