In the last few months, as America battles the COVID-19 pandemic, recruiting and employment have whiplashed. Where once unemployment stood at record low rates in most parts of the country, it’s now significantly higher. More people are out of work, laid off or furloughed. Thousands of businesses have closed or scaled-back their operation, employing few or no people.
Through it all, employers were hiring. Some companies and essential industries are thriving, adding employees and locations. And as the economy comes back to life, businesses like yours are cautiously looking at bringing employees back, despite uncertain demand.
This combination of factors makes the hiring process as challenging as it’s ever been, for employers and job seekers.
What’s the best resource for attracting the right candidates at the right time, in today’s marketplace?
There is no one best approach.
No one job board or social site does it all.
Everything a company is and does online is meaningful to prospective employees.
Brand consistency and messaging matter.
Social media should be a key part of any recruiting plan. But where do you start? There are dozens of blog posts, books, videos, and courses about how to recruit and about the new tools and rules for employers and job seekers.
There is no one best approach.
At Leadpoint, we think about recruiting in terms of how employers recruit, how job seekers find new opportunities, and where branding fits into the equation.
Recruiters today must rely on technology. Gone are the days of outreach phone calling and poring through stacks of resumes. Social distancing increases the reliance on technology and automation to find the right employee for any job.
Smart employers today use social media sites like Facebook and Instagram to find general laborers and skilled workers. Facebook remains the biggest social site in the world; it connects friends who share news and ideas. Instagram is all about what’s interesting and intriguing to look at; recruiting here must include photos or other images.
For professional and technical jobs, LinkedIn is critical. It can help you connect with job seekers and network with other employers about open opportunities and how to fill them.
Employers also use job boards and aggregators to put their opportunities in front of active and passive job seekers. Indeed.com, the single largest job board out there, along with specialty job boards, is an important resource to explore. Professional organizations also offer job posting resources that allow you to reach your targeted members with a “warm” introduction through your common bond.
A smart recruiting strategy measures the result of each recruiting tactic. The technology behind social media sites and job boards makes data collection relatively effortless. The role of employers is to analyze the data and adjust accordingly and promptly.
Regardless of the technology used, any recruitment program must make it easy for candidates to take action. People are impatient. The world is moving quickly. Too many clicks, complicated processes, or difficult user interfaces will stop candidates cold.
The takeaway: no one job board or social site does it all.
As is the case for employers, phones are out for job seekers. Online search and virtual networking are in.
Today, job seekers are “social first.” Depending on their preferences, habits, age, and skill set, people looking for work rely heavily on Instagram, Facebook, and LinkedIn to search out not just who is hiring but what others are saying about jobs and employers.
Here’s another important point about social media: it exposes passive job seekers to your opportunities. A compelling social post can appeal to someone who is already working and persuade them to think about making a change and working for you.
Once a candidate sees a job they might be interested in, they’ll continue their digital research before taking action to apply. They’ll look at your social media sites and recent posts. They’ll read online reviews posted by your employees and recent job seekers on sites like Google My Business, Glassdoor and Yelp. They’ll also check out your website. There, they will be looking for insights about the company’s values, corporate responsibility programs, and employee benefits.
The takeaway: everything a company is and does online is meaningful to prospective employees. They will look long and hard at your digital presence before they ever respond to your recruiting ad.
Your company’s brand – who and what you stand for, what differentiates you, the purpose you serve – plays an important role in recruiting today.
Your blog content feeds Google and the search results they deliver to millions of people every day. What Google learns from your blog drives people to your content, website, social sites….and your job postings.
Your brand is part of the customer and employee experience you deliver every day – actively and passively.
The takeaway: brand consistency and messaging matter. It all ties together.
Let Leadpoint tie together your recruiting, employment, and high-performance work team efforts for maximum productivity at your MRF. We’re experts in recycling and workforce management. We can help.
Contact a Leadpoint rep today at 888-205-1511