Recruitment & Marketing: A Natural Fit

In a digitally connected world, your talent audience expands far outside the reach of your geographical community and into your global online community. LinkedIn’s 2016 recruiting survey found that 56% of talent acquisition leaders noted they would be increasing their hiring volume in 2017. In order to capture the attention of the audience needed to attract more candidates, organizations must do more than just share on job boards, LinkedIn, and career pages. An aligned communication strategy with an understanding who your target audience is, is the first and crucial step to attracting and connecting with prospects that you can convert into qualified applicants.

There are several considerations for your communication strategy, such as having a solid understanding of your Employer Value Proposition (EVP), evaluating your current channels of communication, and ensuring that it aligns with the corporate communication policy.

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Simple Courtesy Improves Candidate Experience

LI Decline letter post

Eight hundred and twenty applications for a handful of roles. A little outrageous or the absolute norm in today’s job market? Regardless of the answer, the fact is that a company reviewed 820 applications. They may have taken a lot longer than the average time to fill rate of 25 days, but their follow up actions reduced any negative impact that could have had.  And the 800 plus applicants who didn’t get hired? Chances are high they all received a follow up letter such as the one shared in the LinkedIn post above. Eight hundred follow up letters.

Let that sink in.

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How Employers Can Support Work/Life Harmony Approach to Careers

We explored the idea of individuals taking a whole-life-fit approach to their careers in our last post, to help them create harmony between their work and life. The concept of finding harmony, rather than balance between the two, outlines that in order to achieve a better quality of life, we must learn to leverage our strengths and abilities from each area of our life to contribute to others. As the individual seeks to find that harmony, employers can put forth their efforts to help employees achieve it. According to the Corporate Executive Board, who represents about 80% of the Fortune 500 companies, who found that employees who believe that they have a good work/life balance work 21% harder than those who don’t. That’s a pretty nice productivity boost.

Employers are offering numerous perks to help their team members find a good work/life balance, but the statistics show that many employees are not satisfied with the efforts. A study by the American Psychological Association reveals that 59% of employees are satisfied by those efforts, with only 53% saying they think that their employer actually values a work/life balance.

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Whole-Life-Fit as a Measure of Work/Life Harmony

People have struggled to find a work/life balance pretty much since the existence of ‘work’. Determining where your priorities lie and how to actually attend to them can be just as stressful as the demands of your work and life. In a society that is increasingly more connected, creating a balance can seem unachieveable. Stepping back from the idea of work/life balance – the ability to juggle all the responsibilities in your life, pay attention to all your priorities, and not jeopardize any of them – and adjusting your view to a work/life harmony gives the opportunity to re-evaluate what your responsibilities and priorities are. Only then can you proactively make decisions that help them work together to provide you with a better quality of life.

When it comes to recruitment, companies go through a relatively thorough process with the goal of finding ‘talent fit.’ This process hopes to seek candidates who are aligned with the values and objectives of the company, and who offer the appropriate skills and experiences needed to perform well in a role. When candidates who fit these criteria are selected for hire, they generally become better engaged employees who tend to outperform those with less of a ‘fit.’

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Find High Potential Candidates by Tapping Into Your Customer Database

Your customer base is a veritable gold mine when it comes to seeking new candidates. Last week, we explored methods to help provide your applicants and candidates the same level of service excellence that you offer your customers; providing a consistent and interactive experience is key to transitioning your customers into candidates and not jeopardizing brand advocacy as a consumer. This week we’ll look at ways to tap into your customer base to find those high potential candidates.

Customers are already familiar with your products and services, likely have valued knowledge of your industry, and are supporters of your company brand. You can’t hire them all, and certainly don’t need to, but if you tapped into even 5% of your customer database, the quality of candidates you could source would be infinitely better than what you would find from just cross-posting openings on multiple job sites.

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