Essentials to Finding and Filling the Holes in Your Candidate Experience

ClearCompany Recruiting

While this creates a competitive challenge, it also brings us an opportunity to better our candidate experience. Think about the last time you gave your candidate experience a jolt of energy. Sure, you can ask candidates for feedback on how they feel about your hiring process, but an audit is gruesomely telling of how your hiring process really performs. You’ll only get the results you need if you start from the very beginning of the candidate experience.

The Ultimate Recruiter’s Guide to Marketing (FREE Download)

Social Talent

In a world where 70% of candidates are passive, the tactics you use are critical in successfully recruitment skilled talent. How to use 5 online tactics to attract and convert your candidate personas. All you need to do is fill out your details on the form below and click ‘Submit’: The post The Ultimate Recruiter’s Guide to Marketing (FREE Download) appeared first on Social Talent. Recruitment and marketing have consummated their relationship.

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Cell Counts: Why Mobile Recruiting Matters for Candidate Experience

Recruiting Daily

The concept of candidate experience has become so ubiquitous to the recruiting conversation it’s become something of a cliché, a commoditized, catch all catch-phrase that’s grist for the content marketing and consulting mill. Both candidate experience and mobile seem to be front of mind for most frontline recruiting and staffing practitioners (judging from their prevalence in product marketing and online punditry). Mobile Recruiting & Candidate Experience.

Cell Counts: Why Mobile Recruiting Matters for Candidate Experience

Recruiting Daily

The concept of candidate experience has become so ubiquitous to the recruiting conversation it’s become something of a cliché, a commoditized, catch all catch-phrase that’s grist for the content marketing and consulting mill. Both candidate experience and mobile seem to be front of mind for most frontline recruiting and staffing practitioners (judging from their prevalence in product marketing and online punditry). Mobile Recruiting & Candidate Experience.

What the Candidate Experience Really Means in Recruiting & Hiring

Comeet

As the economy reaches near zero unemployment, the role of candidate experience in the hiring process has become more important than ever. With an increased workload, many are struggling to find ways to provide a great experience, manage their requisition load, and also find time to engage using a growing number of digital multi-channels including social media, increased importance on SEO and search engine optimization, job boards, mobile career sites, and so on.

Better Hiring: How the Right Tech Can Create a Memorable Candidate Experience

Eightfold

Providing a positive candidate experience can yield all kinds of excellent results for a company. It makes sense, then, to ensure that candidates — whether successful in the job application or not — regard the experience positively. Deliver a Personalized Experience.

Candidate Experience: The Curious Case of the Missing Metrics

Recruiting Daily

In this industry, it’s conventional wisdom (at least in third party recruiting) that the number of outgoing phone calls made to candidates (before they’re even qualified, which is the point of said calls) is one of the most crucial predictive indicators of success, this seems to be a pretty silly thing to spend a whole lot of time worrying about. Hell, for most recruiters, the only mental calculation that most ever do on the job involves figuring out their cut after placing a candidate.

10 Actionable Takeaways from the 2020 Job Seeker Nation Report

Rally Recruitment Marketing

That’s why it’s important for us to stay informed on the latest industry data and recruiting trends so that we can stay ahead and communicate with candidates in an engaging and appropriate way. This will help to reassure candidates that your organization is a safe bet for their career.

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Mobile Recruiting: Why Recruiters Should Care About The Google Algorithm Change

Recruiting Daily

As of today, Google’s algorithm will rank mobile-friendly sites higher in search results – great news for companies who have already made a commitment to a mobile experience, but potentially devastating for businesses who have not adapted their websites for mobile visitors. We see this time and time again with the rise of job aggregator apps, social media, and video usage among recruiters. Previously, this was only a turn-off, an inconvenience at most for the candidate.

Candidate Experience: The Curious Case of the Missing Metrics

Recruiting Daily

In this industry, where it’s conventional wisdom (at least in third party recruiting) that the number of outgoing phone calls made to candidates (before they’re even qualified, which is the point of said calls) is one of the most crucial predictive indicators of success, this seems to be a pretty silly thing to spend a whole lot of time worrying about. Candidate Experience: Building A Better Benchmark. Candidate Experience: Doing The Math.

HR Check In: The Trifecta of Recruiting (Social Recruiting, Candidate Experience, Employer Brand)

Jibe

Unfortunately, talent acquisition teams that aren’t dedicating time and effort to these three recruiting concepts won’t be able to keep up with modern candidates. Your job seekers expect a positive candidate experience, availability and engagement from you on social tools, and the visibility into an attractive employer brand when they look for positions at your company. 4 Social Recruitment Blunders That Can Cost Your Business (HRN Blog).

HR Technology: One Platform To Rule Them All, One Platform To Find Them.

Recruiting Daily

From mobile recruiting to candidate experience to measuring even the simplest of metrics, recruiters are increasingly relying on technology – which can help, but only when utilized properly. Since institutional knowledge shortage seems endemic, enterprise talent technologies must now capture terrabytes of available candidate data. Because we’re all about making candidate experience better, too.

How to Win at Job Post Distribution

ViziRecruiter

In this candidate-driven market many companies find themselves with low applicant levels. This means candidates have the advantage when applying to, and ultimately selecting, their job of choice. Your job post could be all over the Internet but to be effective the content must be informative and relevant to candidates. In addition to the actual content, a visually engaging post is more likely to retain a candidate’s attention over a plain-text experience.

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Careers Sites: Your Primary Recruitment Hub

MyRecruitmentPlus

If your careers site is just a couple of candid photos and a simple jobs list – you’re not doing enough! First and foremost, your careers site should pitch your EVP to potential candidates. This is a major factor that aids candidate decision making.

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The Surprising Way to Increase Careers Site Traffic

Rally Recruitment Marketing

In Recruitment Marketing, getting qualified candidates to apply to your roles is the name of the game. But how do you get more, and if not more, better, candidates to apply? What about social media? Relying on social media to increase careers site traffic.

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Careers Sites: Your Primary Recruitment Hub

MyRecruitmentPlus

If your careers site is just a couple of candid photos and a simple jobs list – you’re not doing enough! First and foremost, your careers site should pitch your EVP to potential candidates. This is a major factor that aids candidate decision making.

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Oldie but Goodie: The Future of Corporate Career Sites

SmashFly

Career Sites are no longer (or should no longer) be static job pages linked together by a single homepage but really act as your recruiting hub for engaging and interfacing with candidates about your company and employment opportunities. Candidates no longer just want a job search for open positions (although that’s a necessity) but they want to learn about your company and culture so they can make an informed decision on whether or not to apply to your company.

The Top 10 Problems TA Leaders Tell Me About

Ongig

They worry that their JDs are: Written with “internal speak” — E.g. They use terminology that their internal team understands but that candidates might be confused by. Not persuasive — E.g. The copy does not give a compelling reason for the candidate to consider the opportunity. Create new videos and other media. Be more active on social media. Examples: Consulting companies need more Cloud-savvy candidates. 5) Candidate Experience.

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The Emperor’s New Clothes: Lookup and the LinkedIn Talent Disconnect

Recruiting Daily

Recruiters know LinkedIn better than anyone, which is why no one in this industry would deny the sheer level of work that goes into iterating current functionalities, introducing new features and experimenting with potential enhancements or revenue streams (remember CardMunch or Connected, anyone?). Blog Posts News Technology #TalentConnect hr technology LinkedIn LinkedIn Lookup matt charney pete radloff Products Recruiting Industry Social Media Tools

How to Tell the Difference Between Employer Branding and Recruitment Marketing

SmartRecruiters

Both concepts are candidate-facing, but your company won’t reach top talent unless you integrate them with your overall TA strategy. In response, businesses are moving away from traditional methods of candidate attraction (public job boards, cold outreach) in favor of more employer brand-focused efforts that target talent before they apply. The best employer brands are consistent across all communication channels—social media, word of mouth, company pages, and job descriptions.

Top Recruiter: Reality Bites.

Recruiting Daily

Candidate experience, Top Recruiter Style. Usually, the first thought on my mind watching Top Recruiter is why these people have the time to drink a mimosa at 10 am, or lounging around some beach house in bikinis but don’t have time to do stuff like, you know, read resumes, call candidates, or make hires. I think just a few less hashtags perpetually promoted in every single shot or social media update wouldn’t be a terrible thing, really.

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Recruiting Microsites: The Definitive Guide

Ongig

If you want to: Create a more targeted candidate experience. Recruiting microsites are a way of attracting candidates and job seekers via targeted landing pages. The big difference between recruiting and traditional is that they don’t distance themselves from the overall corporate/career website experience. SEO boost. Effective landing pages for social media and ad campaigns. Great for experimenting and testing what content works.

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Hiring, Solved: Why Every Sourcer Should Be Using A Recruiting CRM

Recruiting Daily

There are literally dozens of new recruiting focused candidate relationship management point solutions and SaaS suites flooding the market, but despite their efforts to make their offering stand out or seem special, there’s never really anything that’s particularly great (or unique) about any entrants in this category, really. You’ve made the time and resource investment in attending – and it’s paid off with a pool of potential candidates.

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Social Recruiting Round-Up – September 2014

Social Talent

Hello and welcome to the September issue of Social Talent’s Social Recruiting Round-Up – a collection of the best blogs, infographics and new stories posted on the Social Talent blog in the last month. We produce content for you guys to read, enjoy and learn from 5 days a week and we thought that sometimes it’s just handy to have all the best bits put in one place: Top Blogs in September: How to: Engage Passive Candidates Over the Phone.

Weekly Roundup: Top Headlines in Talent Acquisition, Dec. 15, 2017

ConveyIQ

Everything from attracting candidates to actually onboarding them will get some major updates in 2018 as technology is evolving and new use cases emerge. Talent Hero Media. As employers boost their careers pages and showcase awesome employee benefits, candidates have lots of great options to choose from and can be more selective. Considering this, recruiters need to boost their candidate attraction (lead generation) practices in 2018.

4 (Totally Fixable) Reasons No One’s Visiting Your Career Site

Jibe

Today’s candidates are sophisticated and thoughtful. Well for one, you’re missing out on heaps of candidates. It could also include social media, SEO, email marketing, PPC advertising, and many more channels. It takes time to build a strong following on social media, or an email list. Here’s some more info on how to boost career site traffic through SEO. Your Bad Candidate Experience Finally Caught Up to You.

5 Benefits of Taking a Marketer’s Approach to Your Recruiting Strategy

JazzHR

Best-in-class recruiters know that the talent acquisition process starts long before a candidate lands on the job listing on their website. Search engine optimization (SEO). SMS and social recruiting. Great Content Kicks off a Positive Candidate Experience.

12 Steps to Optimize Your Career Site for Search Engines

CKR Interactive

When a company undergoes a career site redesign, it hopes to improve the candidate experience and, as an added benefit, hopes to improve its search engine rankings. The faster a website loads, the better the user experience. Fix broken links: Links to and from your career website that are broken create a bad user experience and also interrupt the path web crawlers are on as they travel link to link to get data. seo-spider/.

Sourcing Candidates: 14 Ways to Take Pressure off Recruiters

Jibe

Many of the world’s top employers are pouring resources into attracting candidates at the early phases of their job search journey—before they apply. By focusing on meeting candidate expectations and providing an exceptional candidate experience from the beginning, employers are able to remove some of the pressure recruiters face around filling requisitions down the road. Provide the social media experience candidates expect.

The Recruiting Strategy that Will Get You a Promotion In 2017

Jibe

In the realm of recruiting, what’s changing is how candidates search for, discover, and apply to jobs. We’ve been talking about the new candidate journey for a while now. Studies show that candidates look at an average of 16 different resources in their job search, they spend anywhere from 1-5 hours reading up on a company, and at least 76% learn about new opportunities and apply without ever talking to a recruiter. It’s about time we had a talk.

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Get Proactive: 5 Tips for Recruiting Beyond the Job Posting

Jibe

According to the MRINetwork 2016 Recruiter & Employer Sentiment Study , the majority of both recruiters and candidates indicated that we are in a candidate-driven job market, meaning that more roles are open than there are qualified candidates. In light of this competitive market, many employers are going above and beyond simply posting a job and waiting for qualified candidates to apply. Consider the following when writing your job post: Be SEO friendly.

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Recruit Forward: 4 Ways You’re Failing Modern Job Seekers

Jibe

Picture this: your ideal candidate has been working 60-hour weeks for the better part of a year now, and it’s finally starting to get to her. What happens immediately following this moment is a series of job-seeking actions including searches on Google , social media, career sites, and review sites. There’s this expectation today’s candidates have that when they initiate their job search—whenever, wherever that may be—companies will be there for them on the web.

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How to: Successfully Influence Candidates at EVERY Stage of their Decision-Making Process

Social Talent

Once differentiation and preference is created in their minds, you become an employer of choice (otherwise known as the “top of mind” choice) for potential candidates in your industry i.e. the employer they think of first when it comes to making a career move. But in order to create differentiation and preference in the minds of the candidates we’d like to employ, we first need to understand how candidates make decisions when it comes to deciding who they’d like to work for.

Creating a New Company Career Site: The Definitive Guide

Ongig

In fact, it’s a culmination of many initiatives: candidate experience, employer branding, recruitment marketing, diversity and inclusion. If you want to attract, engage and convert more candidates, optimizing your company career site is a must. Optimize Candidate Experience –Treat candidates more like customers with a user-friendly user interface (UI/UX). Some candidates prefer using a search box. Room for media — Pic or video.

Tips for Better Staffing and Recruiting Content Marketing

SmartSearch

In staffing, content marketing is intended to get more candidates to apply to jobs and more employers to contact you about your staffing services. It has to be optimized for SEO (and mobile consumption), shared in the places your ideal candidates are most likely to find it (which can include job boards, email, and social media), and it has to drive people to somewhere they can apply. Instead, focus on real insights you can offer your clients and candidates.

The Bad and The Not So Beautiful: Film School for Recruiters.

Recruiting Daily

The Rodgers of the world (now finding a new calling as “social media gurus,” it seems), and the PAs, and the crazy casting ladies and the back and forth on clearances and E&O insurance with hired gun lawyers with nothing to do but sit there and make sure that you only used the part of the Dave Koz song you paid for. Simply: if you are spending money or effort on recruitment marketing , forget “mobile” or “social” first.

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5 Ways Recruiters Can Make Use Of The Clubhouse App To Grow Their Business

Recruit CRM

Before the internet is flooded with case studies and interesting breakthroughs they've made on the new social media app on the radar, here's what recruiters and staffing agencies need to know. Use It To Train Candidates & Up Your Success Game!

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What Brandon Hall Group’s new report tells us about high-performance Recruitment Marketing

SmashFly

Here’s a snapshot along with my key takeaways: Content Marketing – If you just promote jobs, candidates may lose interest. Relevant content is what helps build and nurture lasting relationships and ultimately inspires candidates to apply for or share open jobs. Highlight the people that candidates would be working with and bring their stories and the employer brand to life. Define and articulate your unique EVP and show the kind of work that will impact a candidate’s career.

How to market your company to attract top talent

Teamtailor

If whether your career site is enticing enough to turn a job seeker into a candidate? By using consumer marketing methods to attract the right talent, companies are treating candidates like customers that need to be engaged with and sold to. A positive candidate experience matters.

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Optimizing Where You Post Job Ads

Manatal

As if getting quality candidates isn’t already a challenge enough, the global pandemic has made it increasingly difficult to recruit top talents for some (if not most) industries. That makes it powerful to reach candidates no matter where they are. Social Media.