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With “not differentiating” recently being listed as one of the 3 key reasons that most Recruitment Marketing efforts miss the mark , I knew now was the perfect time to share what I’m seeing work for our community of 35,000 Recruitment Marketing and employerbranding practitioners. Engagement rate of your content (i.e.
Effective content marketing strategies help organizations showcase their employee value proposition through blogs, social media, and video content, attracting quality talent by authentically communicating career growth, culture, and benefits.
For many talent acquisition teams, the focus is on career sites, employerbranding, job advertising and social media. Talent networks , job alerts and talent newsletters give passive candidates an easy way to stay connected while keeping your employerbrand top of mind.
Social media allows us to reach candidates where they spend nearly 2.5 At our RallyFwd Virtual Conference in May 2022, 62% of attendees said they used social media to promote jobs and company culture. 40% more practitioners are using social media to promote their company’s open jobs and culture.
Because of this, it’s so important to infuse your candidate experience with your employerbrand. The candidate experience should validate the tone set by all your other employerbranding work and materials. Remember, your employerbrand is the value proposition that you offer employees and candidates.
Your Recruitment Marketing and employerbranding strategies are more important than ever! The challenge is that getting the attention of potential candidates has never been harder. News flash: What’s working right now to get the attention of potential candidates is not what was working just 6 weeks ago.
You need to make the experience hassle-free and positive for the candidate. Lets talk about how to keep candidatesengaged during the hiring process. And yes, well also discuss the best candidateengagement strategies that work in 2025. What is CandidateEngagement? What is CandidateEngagement?
As technologies , candidate expectations, and workplace cultures have changed, certain facets of recruiting and recruitment marketing have become more nuanced.
Together with Jessie Summerfield, Recruitment Marketing Specialist at Advocate Aurora Health , we presented how to track, measure and report on what’s working in Recruitment Marketing and employerbranding through data. Today’s job seekers want authentic content about the culture and employee experience of your company.
This requires developing a strong employerbrand that appeals to a global audience. Companies need to clearly communicate their culture, values, and remote work policies to attract candidates who align with their vision and are comfortable working in a remote setting.
When researching potential employers, today’s candidates are pushing away traditional corporate marketing in favor of culture-revealing content straight from employees themselves! . Customizing the candidate experience with Clinch. This makes candidates more likely to venture deeper into the application process. .
Rally Note: For help with keeping candidatesengaged throughout their entire journey with you, explore our tips on Middle of the Recruitment Funnel Fixes. It includes ideas for creating content that keeps candidatesengaged at every stage of the funnel. . Make it easy for recruiters through segmenting .
Data continues to show us why employee stories need to be a priority going forward in your Recruitment Marketing and employerbranding strategy. . Content focusing on your employees, leadership, hiring managers and other people in your company, on the other hand, is receiving double the engagement it was in Q4 2021!
When employees share job openings, engage with content, or talk about their positive experiences, your employerbrand reaches a much larger, more diverse audience. When candidates can hear directly from your team about their experiences and what they love about the culture, it creates a stronger, more authentic connection.
It’s becoming harder and more expensive to recruit candidates through traditional job boards when practically everyone that a company wants to hire is already employed and therefore not looking for job ads. So a click measures candidate behavior during the candidate journey by showing interest with us as an employer.
Within their talent network, passive candidates receive all kinds of helpful content from their Recruitment Marketing team, including culture-driven content, job notifications, event notifications and links to over 50 content pages, which cover topics ranging from employee testimonials to interview preparation. .
Rather than making you wait to the end of this post, let me tell you the key finding: Candidatesengage more with LinkedIn posts that talk about your “employees” and “team” versus posts that say “we’re hiring” or “apply now”. So the average is really the baseline.
EZ Engagement. Direct and Scalable CandidateEngagement & Interview Scheduling. How Your EmployerBrand Supports Your Outbound Recruiting Efforts. Your employerbrand is a staple of your company’s reputation. Your employerbrand is a staple of your company’s reputation. EZ Sourcing.
Use videos and graphics to share your brand story on social media. Show off your organizational culture with branded content. Job seekers from this generation want to work for employers that value equality. Brand ambassadors lend authenticity to your recruitment campaigns.
This is super important to get right, as reducing drop-off in the middle (and rest) of your candidate journey can be achieved by anticipating your candidates’ questions and providing answers that encourage them to move closer to accepting your job offer. The candidate journey is a quest for information. Is this worth the change?
That is why it is so critical to focus on your clients’ employerbranding — its specific impact on independent recruiters deserves attention. Unlike in-house recruitment teams, independent recruiters need to represent not just one organization but often multiple employers who may not have a strong brand presence.
Key Takeaways: Recognizing the importance of customizing candidateengagement approaches, healthcare recruitment professionals must prioritize efficiency, personalization, and differentiation from competitors to navigate these challenges effectively. Video content is a powerful tool in healthcare recruitment.
As always, this means being fast, but it also means you need to provide a candidate experience that’s better than those of the other companies your applicants are no doubt interviewing with. Your candidateengagement (or lack thereof) can make the difference between getting an offer accepted by your top choice and losing out to a competitor.
This type of content is receiving 70% more candidateengagement than individuals jobs content, so if you want to stand out to nursing candidates, make it a priority! What is working better to attract talent is promoting jobs at the team or job function level.
Key Takeaways: Video content is a versatile tool with the potential to foster engagement, inspire, and drive action in recruitment marketing. Recruitment videos can enhance candidateengagement, showcase company culture, facilitate authentic communication, enable better storytelling, and expand company reach.
Reading Time: 8 minutes In todays competitive talent landscape, candidatesengage with an average of 12 to 18 touchpoints before applying for a position. Each offers a unique opportunity to showcase your companys culture and values en route to attracting, converting, and retaining top talent. No more stock photos!
To dig a bit deeper in our initial goals for the Job Seeker Resource Center, we envisioned it as a way for us to create more transparency into Wells Fargo, our culture and what it’s like to work at the company. The results we’ve seen from a candidateengagement standpoint has exceeded our expectations.
Kelly is responsible for recruitment, retention and employerbranding at Northside Hospital , where she manages a team of 40. Jessica helps tell the Advocate Aurora Health employerbrand story through social media, employee stories, employer ambassador activation, career site strategy and more.
Because of this, talent pipelines need to be well organized with a strategy to keep both active and passive candidatesengaged. An ATS system helps hiring teams develop strategic candidate relationship management priorities to keep the talent pipeline full and fully engaged while unearthing A Players faster.
As businesses embrace remote-first cultures and global talent pools, virtual recruitment events are a cost-effective, efficient, and scalable way to source and connect with top talent. One-on-One Networking : Virtual meetings are scheduled with pre-screened candidates to discuss roles in detail. Customizable Branding Opportunities.
Here’s why: Faster hiring: When a position opens, you have a ready pool of talented candidates to choose from, cutting down time spent searching for new applicants. Improved quality: You’ve already connected with these potential hires, giving you a better understanding of their skills and cultural fit.
EmployerBranding Content : Share success stories, employee testimonials, and behind-the-scenes looks at your company culture through newsletters or social media. This strengthens your employerbrand and keeps candidatesengaged. Use CRM tools to automate personalized emails and newsletters.
Candidateengagement is an essential aspect of talent acquisition and human resources management. It is the process of actively communicating and building relationships with potential job candidates in order to attract, retain, and ultimately hire the best talent. What is the Importance of CandidateEngagement?
So, knowing what matters most to your candidate can allow you to shape a strategy to help you attract, and retain, qualified candidates. What Can You Do To Improve CandidateEngagement? To stay competitive today, Talent professionals everywhere need to cultivate a culture of retention vs. churn and burn.
Think beyond a candidate’s current skills during the assessment process. In Japan, the principle of kaizen is key to business culture. Kaizen describes a culture of continuous improvement. It’s where people are going, not where they are that’s most important. Potential over Experience.
Here’s why: the less engagement your content gets, the fewer followers the social media’s algorithm will show your content to, which ultimately means fewer candidates discovering your employerbrand and wanting to learn more about your company. . Engagement with culture content, in particular, is up by 174%.
Whatever you do, refrain from ghosting recent interviewees and engaged applicants; this only casts a pall over the candidate experience. . Invest in Your EmployerBrand. A strong employerbrand helps candidates become familiar with your workplace culture, value system, office environment, team dynamics and much more. .
So, test headlines, descriptions, and calls to action to improve candidateengagement and application rates. A well-crafted job description helps set clear expectations for prospective candidates. It should also include enough information about the company culture, salary range, and specific terms related to the role.
While many elements contribute to a compelling employerbrand, one of the most influential factors is the role of managers. Managers are not just leaders and supervisors; they’re also ambassadors of your company’s values and culture. Employer Value Proposition (EVP): Actively promote and uphold the EVP.
They want to work for companies that match their values, offer growth opportunities, and have a positive work culture. Simply posting a job description may not attract these candidates. The Power of EmployerBranding: In a competitive job market, having a strong employerbrand is crucial to attract top talent.
Well-written job descriptions are important for promoting your company’s employerbranding. On the other hand, poorly written JDs could deter qualified candidates from applying for a role or hone in on individuals with a poor job fit. For best results, consider keeping JD sentences between 14-18 words long.
Recruitment marketers should also focus on building and maintaining a strong employerbrand, engaging with potential candidates on social media and other channels, and creating compelling content that showcases the company's culture and values.
Let’s explore how candidate experience manifests across all six stages of the recruitment funnel — and how certain recruitment marketing efforts and hiring practices contribute to an exceptional experience: 1. This may actually occur long before a candidate kicks off their job search in earnest.
You’ll increase web traffic from job seekers and build candidateengagement. Additionally, you’ll provide dynamic content that will convert passive seekers into active candidates and gain you more talent community subscribers. The key is to populate your careers blog with employee stories that give culture clarity.
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