Topics: Social Media, recruitment marketing, Facebook for recruiting, recruitment strategy
Social media plays a key role as a high-performing channel in every customer-facing and employee-facing aspect of communications. Companies that understand how to unlock the value of social media are in a better position to meet candidates’ needs. And the importance of social media in recruiting continues to grow. An Adweek report suggests that 92% of recruiters use social media and the share of companies that uses social media for recruiting has increased to 84%.
Topics: recruitment marketing, talent pipeline, text message recruiting
As every one of us involved in recruitment marketing and talent acquisition knows, it all starts with TALENT. Getting the right people on board is a complex and ongoing challenge. Therefore, building a pipeline of candidates goes a long way toward helping you reach your goals. In this post, we’ll talk about why you need a talent pipeline strategy, what the advantages are and how you go about building and engaging candidates who have opted into your pipeline
1. What is a talent pipeline?
You’ve probably seen the following stat:
Only 25% of the workforce is actively looking at any given time, but 85% is willing to talk.
And you probably know that you need to reach out to both active and passive candidates if you are going to meet your hiring goals. After all, there is a pretty huge number of passive candidates that you could convert into applicants with the right messaging and nurturing. That’s why it is key to build your talent pipeline.
A talent pipeline is a collection of candidates that are engaged and can be easily contacted when relevant roles become available. They could include any of the following:
Topics: RN recruiting, recruitment strategies, high volume recruiting, temporary hiring
When speaking to Talent Acquisition professionals, we find that targeting talent is often at the top of the list of challenges. But every targeting situation is different. Sometimes you are filling a short-term need. Other times, you’re trying to pipeline talent for a position with consistent needs. Or you might be looking for a very specialized candidate with a limited talent pool to draw from.
In this blog post, we’ll tackle these common targeting challenges and offer examples that will provide you with ideas for your own efforts. And don’t forget, NAS is always here to help!
Target #1: The Unicorn
We’ll start with the narrowest scenario, where you are looking for a candidate (or a small number of candidates) with a very specific skill set. We call that Unicorn Hiring. Perhaps it is someone with hard-to-find technical knowledge or a highly specialized health care professional.
Topics: career sites, employment branding, candidate experience, recruitment analytics
Matt Adam, our Chief Talent Strategist, has been sharing his insight into recruitment marketing trends for 2021 in a variety of venues.
He is this week’s guest on the Talent Tide podcast with Chris Nichols. Matt and Chris share a lively 40-minute discussion that covers a variety of topics, including the importance of employment branding, how to create a career site that meets candidate expectations and the vital importance of using analytics to drive decisions.
Here's Matt on the need for agility in 2021:
"We’ve talked and bandied around this concept of agility this year. You know, I think companies have found out that they’ve had to be more agile and more responsive than ever before. Like, look at us. We’re working from home from our Zoom in ways we never would have a year ago. So, I think that ability to continue to adapt and change to whatever the market throws at us is going to be really important. And that plays right into your employment brand. The best employment brands are living, breathing entities. They change you as your organization changes. They can be aspirational for certain, but they have to be grounded in reality and fluid in a way that they can adapt to what’s going on with your candidate and employee base."
Topics: HR technology, recruitment marketing, candidate experience
NAS is pleased to announce that our ACTIVATE® candidate attraction platform has been selected as a TalentCulture 2020 HR Tech Winner for the second time.
TalentCulture, a leading media outlet and marketing consultancy, selected winning HR technologies based on a strict grid of requirements that included a demonstration of the technology’s power to successfully deliver on its promise and an analysis of user and employee comments on the product and brand.
The awards site notes with regard to ACTIVATE: "The ACTIVATE mobile-responsive design provides candidates an excellent user experience with multiple ways to search and apply for jobs. Employers experience an improved ROI with better SEO rankings and ACTIVATE allows for quick and easy analysis of monitoring and tracking results."
Cyndy Trivella, Managing Partner of TalentCulture added: "There are very few recruitment marketing agencies that excel at building technology designed to appeal to such a vast audience. NAS Recruitment Innovation is a standout with its technology that creates a wonderful user experience for both the job seeker and HR professional. This, coupled with their reputation for delivering outstanding service, sets them apart in the space and is what makes them a two-time TalentCulture HR Technology Winner."
ACTIVATE™ is a proprietary, cloud-based candidate attraction platform that delivers a quick and easy job search, improves ROI and offers robust analytics to monitor media and track budget decisions. It also delivers a branded experience with relevant content, as well as marketing outreach via email and text.
You can learn more about the 2021 winners of TalentCulture Awards here.
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