This site uses cookies to improve your experience. To help us insure we adhere to various privacy regulations, please select your country/region of residence. If you do not select a country, we will assume you are from the United States. Select your Cookie Settings or view our Privacy Policy and Terms of Use.
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Used for the proper function of the website
Used for monitoring website traffic and interactions
Cookie Settings
Cookies and similar technologies are used on this website for proper function of the website, for tracking performance analytics and for marketing purposes. We and some of our third-party providers may use cookie data for various purposes. Please review the cookie settings below and choose your preference.
Strictly Necessary: Used for the proper function of the website
Performance/Analytics: Used for monitoring website traffic and interactions
As we step into 2025, recruitment teams are navigating a talent landscape marked by a strong labor market , continued competition for top talent and flat recruiting budgets, according to our poll at our recent RallyFwd Virtual Conference. Embrace organic RecruitmentMarketing strategies.
You can see below how our new shorter process has fewer fields of required information and is far less overwhelming and time consuming: RecruitmentMarketers can eliminate unnecessary fields and questions to shorten the application process and attract more candidates. Improve job search on mobile to boost conversion.
Each year, to round out the annual Rally Awards competition, one person is named RecruitmentMarketer of the Year. This year, the title was bestowed upon Liz Gelb-O’Connor, VP, Global Employer Brand & Marketing at ADP. Rally: How did you get started in RecruitmentMarketing? Now, let’s meet Liz!
The start of a new year brings a new RecruitmentMarketing budget for 2023. You may be excited that your RecruitmentMarketing budget has been increased this year, or you may be feeling disappointed that you didn’t get approval for the budget you requested. Industry Benchmarks for RecruitmentMarketing Budgets.
Speaker: Matt Alder, Host & Producer, The Recruiting Future Podcast.
When it comes to attracting candidates, you need to have targeted recruitment content at every stage of the candidate journey where they may interact with your company - your careers page, jobdescriptions, and social media. You need to completely revamp how your company is viewed.
We were blown away by the calibre of candidateexperience insights our world-class speakers covered at RallyFwd Virtual Conference, See the Future of CandidateExperience. We hope these insights inspire you to make candidateexperience a differentiator for your organization in 2020 and beyond! .
As you brainstorm talent acquisition strategies, prioritize hiring goals and create your annual RecruitmentMarketing Plan for 2020, you’ll inevitably find yourself facing the big B word: Budget. Programmatic Job Advertising. Programmatic is the latest frontier in job boards and job advertising.
And video has also been a welcome addition to the toolkit of many RecruitmentMarketing practitioners. One area that may be missing some of that video magic is your jobdescriptions. This is why video jobdescriptions are becoming more important — and more common.
In traditional marketing, we sometimes talk about hard versus soft marketing techniques. This article will explain what hard and soft marketing approaches are, and how to make a business case to advance soft marketing techniques within your RecruitmentMarketing plan. The benefits of soft marketing.
All that said, it can be difficult to know who and what you’re looking for as you begin your candidate search. Here are 5 considerations to make and questions to ask the hiring manager and key stakeholders before posting the jobdescription for your first employer brand professional. . What team will they be on?
Most of us in RecruitmentMarketing have a long journey ahead when it comes to collecting and using candidate behavior data as the driver for improving our candidateexperience. Over the past year at Great Clips, my team has been obsessed with creating a better candidateexperience on the Great Clips careers site.
Your candidateexperience is a vital part of the recruiting and talent attraction process. It gives your talent audience and candidates a taste of what it’s like to be a part of your company. Because of this, it’s so important to infuse your candidateexperience with your employer brand.
My name’s Tricia, and I’ll be sharing insight into my journey as a new full-time RecruitmentMarketer. Fun fact: This is my company’s very first RecruitmentMarketing function! I landed my first recruiting gig at Appian and have been supporting our sales and marketing hiring efforts for the past 3 years.
Key Takeaways: Programmatic job advertising has revolutionized the recruitment process by harnessing data-driven insights to optimize job ad placement. Programmatic advertising ensures jobdescriptions align with potential candidates' search queries, maximizing visibility and engagement.
While Syneos has used RecruitmentMarketing technology for over a decade (they were actually one of the first companies to try it!), Their success was recognized with a 2021 Rally Award for Best Use of RecruitmentMarketing Technology! An example of the kind of employee-driven content Syneos shares on their landing pages.
If you’re reading this, you likely know that RecruitmentMarketing is an exciting space to work in for a number of reasons: RecruitmentMarketing is still relatively new for most organizations, which means that many functions, programs and strategies are being built from the ground up. It’s fun to get in at that stage!
At Qualtrics, we’ve had to get creative in the ways we recruit talent so that we can scale our efforts while also providing a positive candidateexperience. Today, I’d like to share how we’ve reimagined recruiting by implementing an attraction-led and data-informed strategy. What is attraction-led recruiting?
Your careers site is certainly one of the biggest and most effective tools in your RecruitmentMarketing toolkit. But what if I told you that not every candidate actually looks at the pages of your carefully constructed and well-maintained careers site? . Social media.
As you brainstorm talent acquisition strategies, prioritize hiring goals and create your annual RecruitmentMarketing Plan for 2020, you’ll inevitably find yourself facing the big B word: Budget. Programmatic Job Advertising. Programmatic is the latest frontier in job boards and job advertising.
As we approach 2022, we’ve heard loud and clear from the Rally community that recruitment technology is something people are looking to explore and invest in. There is also often a lack of data to guide recruiters’ actions, leading to a lot of guesswork that’s not very efficient. . Customizing the candidateexperience with Clinch.
In 2018, we created a ton of RecruitmentMarketing content. 10: Checklist: 11 Improvements to Humanize Your CandidateExperience. 10: Checklist: 11 Improvements to Humanize Your CandidateExperience. 9: How to Build a RecruitmentMarketing Event Plan (Example Included!). And it was a busy one!
Each month, hundreds (if not thousands) of people are coming to your careers site to learn about your careers and view your jobdescriptions. For many of these people, you are spending money to get them there with the hope (maybe even expectation) that they apply to your jobs. Karl Wierzbicki, VP of Marketing, Skuid.
In 2018, we created a ton of RecruitmentMarketing content. 10: Checklist: 11 Improvements to Humanize Your CandidateExperience. 10: Checklist: 11 Improvements to Humanize Your CandidateExperience. 9: How to Build a RecruitmentMarketing Event Plan (Example Included!). And it was a busy one!
With access to millions of data points tracked for close to a decade, Appcast’s research offers a unique and helpful look into how to improve high-volume hiring with today’s candidates. Make your job titles and descriptions relevant and easy to find.
Check them out below, and be sure to access the full RallyFwd Virtual Conference on demand at your convenience for even more ways to upgrade your RecruitmentMarketing and employer branding toolkit. Session: Aligning Your CandidateExperience and Employer Value Proposition. Innovation Lab, PandoLogic.
To reduce their application time, for example, Integrity analyzed their candidateexperience and took out questions they found to be unnecessary in the earlier stages of getting to know a candidate. The most common problem candidates cite for having a negative candidateexperience is poor communication.
Key Takeaways: Including salary ranges attracts 44% more candidates, increasing the applicant pool. Pay transparency builds a trustworthy employer brand. Clear salary expectations reduce hiring time and streamline the hiring process.
Romy : A leading UK insurance provider, Zurich , tested out using gender neutral language, as well as adding the company’s flexible work offerings, to 80% of their jobdescriptions. Rally : What can employers do to help bring women back to the workforce post-pandemic? and achieved gender parity among new hires in leadership!
Belinda is Head of Enablement – RecruitmentMarketing at Clinch. Clinch offers talent teams a full suite of easy to use tools that help bring your RecruitmentMarketing strategy to life with seamless integration with your ATS. Belinda Cawthorne Head of Enablement – RecruitmentMarketing, Clinch.
As talent acquisition and RecruitmentMarketing professionals, we all know the importance of setting ourselves apart from other organizations in today’s hyper-competitive hiring market. All initiatives carried out by your RecruitmentMarketing team should reflect your EVP.
Paid social media ads can be a great opportunity for recruitmentmarketers to increase employer brand awareness and build qualified talent pipelines. There are a lot of barriers that can get in the way of launching a recruitment advertising campaign successfully and seeing the results you need to support your recruiting plan.
Emphasis has been placed on delivering the best possible candidateexperience. . As hiring ramps up across the healthcare sector, qualified candidates are still in short supply. In other markets, anxious job seekers are seeking a positive and validating candidateexperience, hoping to find steady work and a reliable employer. .
Job seekers are interested in more than just jobdescriptions and compensation packages; they want to gain deeper insights into the company's culture, values, and work environment before considering an application. This is where the importance of employer profiles in recruitment comes into play.
I reached out to Leah Daniels, SVP of Strategy at Appcast, to understand the impact of COVID-19 on recruiting benchmarks and budgets, get her outlook on the second half of 2020 and discuss strategies and tactics that talent acquisition and RecruitmentMarketing practitioners can use to stay agile during this challenging time.
Candidates need more than a jobdescription and a ready-to-go resume to submit an application. Sure, those are important components, but job seekers want more than that. It can become a key supporting part of a RecruitmentMarketing content strategy. What are the most pressing questions they often have?
The concept of RecruitmentMarketing is one of the least talked about and least utilized concepts in the talent acquisition space right now. RecruitmentMarketing is basically every part of the talent acquisition process that indirectly interacts with a candidate. Take the time to write detailed jobdescriptions.
Clear, concise job titles and jobdescriptions are not only important to companies and job seekers, they are an essential element in sound recruitmentmarketing.
Understanding how to adopt this marketing mentality is step one to performing proactive recruitment that drives business, but a mentality alone won’t get you to where you want to be. To be a truly successful recruitmentmarketer, you’ll need to walk the walk as much as you can talk the talk.
We all know the adage, “Walk a mile in someone else’s shoes…” I believe it’s an important perspective we should use when creating RecruitmentMarketing content. We’ve found that candidates want to take an even deeper dive – they want more “humanized” insight from our employees from which to build connections.
To prioritize veteran hiring, companies should initiate internal changes, assess their DEIB strategies, and authentically communicate their commitment to being military-friendly through various channels, including career sites, jobdescriptions, and social media.
These recruiting professionals and RecruitmentMarketers are also constantly focusing on ways that they can elevate their employer brands and candidateexperience to land quality talent. Focus on candidate communications, first and foremost. So, what’s next for your high-volume recruiting team?
A clearly defined EVP serves as the basis for your Employer Brand strategy and gives you a framework for creating authentic, compelling RecruitmentMarketing content. Working with a consulting firm or recruitmentmarketing agency is one way to approach your EVP, but uncovering your EVP yourself may be easier than you think.
If you want gain an edge over your competitors in attracting top talent to your organization, you need to take your recruiting efforts to the next level. That means using recruitmentmarketing to help bring the best candidates possible in your front door. Get creative with your jobdescriptions.
This resource can either be internal for recruiters’ eyes only or something that you can share with candidates in follow-up communications for them to go over on their own time. . Don’t be afraid to include your awards in the descriptions of roles you’re hiring for!
We organize all of the trending information in your field so you don't have to. Join 123,000+ users and stay up to date on the latest articles your peers are reading.
You know about us, now we want to get to know you!
Let's personalize your content
Let's get even more personalized
We recognize your account from another site in our network, please click 'Send Email' below to continue with verifying your account and setting a password.
Let's personalize your content