5 HUGE Lessons Recruiters Must Learn from 2014’s Biggest Outcomes

By Veronica Scrimshaw

Lessons Recruiters Must Learn

We may have waved goodbye to the year that was 2014, but that doesn’t mean we can just stride boldly into 2015 without acknowledging the fact that it existed and without applying what we’ve learned from it, to our new thinking going forward. Oh no! 2014 was choc-a-block with lessons to be learned, tips to take note of and techniques to be applied to how we go about sourcing in 2015, and we want to make sure you didn’t miss any of them:

Mobile Usage Surpassed Desktop

Lessons Recruiters Must LearnIn 2014, mobile was no longer just an up and coming technology to be thought about in future terms. 1.75 BILLION people (that’s a quarter of the earth’s entire population) owned a smartphone and for the first time ever, more people had access to the internet on a mobile device than on a desktop computer. And the mobile phenomenon had quite the impact on the recruitment industry:

  • Mobile changed job search

3 in 5 job seekers used mobile devices to search for jobs. 68% of them were searching for jobs once a week and 30% were searching more than once a day. Peak times for job search also changed. Unlike desktop job searches that usually took place at 9AM, mobile usage began to peak after office hours at 8PM and was more consistent throughout the day.

  • Mobile changed the job application process

Globally, 70% of job seekers desired the ability to apply for jobs via their mobile device and as a result, Indeed.com were seeing just over 100,000 mobile job applications a day in 2014. 40% of candidates said they would abandon a non-mobile application process, and employers who accepted mobile applications were twice as likely to receive as many quality applicants.

  • Mobile changed job boards

Nearly 1 in 3 job seekers preferred the mobile versions of job boards in 2014, claiming they’re cleaner looking, easier to navigate and more user friendly. While half of all job searches on Indeed.com were carried out on mobile devices.

  • Mobile finally gave us the key to passive candidates

While 45% of active candidates have applied for a job via mobile in 2014 and 43% uploaded their CV to a mobile job site, 21% of passive candidates have also APPLIED for a job via mobile and 21% have also uploaded their CV to a mobile job site. And a whopping 62% of passive candidates have visited a careers site via their mobile.

  • Mobile gave recruiters an advantage

14% of recruiters using mobile platforms in 2014 said they had seen a significant improvement in their time to hire. 19% found the quality of their hires had improved from using mobile platforms. And 10% felt using mobile platforms had improved the quantity of referrals they receive.

***So what can all of this teach us going forward in 2015?

Lessons Recruiters Must LearnWell, it teaches us that mobile is now an essential element of the recruitment process, not just a desired one. Candidates are favouring mobile job search processes and are actively disengaging with companies that fail to provide mobile-friendly career sites and job application processes. Therefore, your sourcing success in 2015 will depend heavily upon your mobile options.

The perfect 2015 mobile careers site will ensure 2 things:

  1. that candidates are easily able to navigate your site on a smaller screen
  2. that only the content that appears on the site is the content the candidate wants to see

While the perfect 2015 mobile application experience will ensure:

  1. the process takes no longer than 90 seconds
  2. ease of use is optimised

For more information on exactly how to achieve each of these things, click here.

Today’s Job Market is Candidate Driven

Lessons Recruiters Must LearnThe tables have officially turned! Job seekers are now in control of the job market and recruiters have to adapt to their needs.

MRINetwork’s most recent Recruiter Sentiment Study says 83% of the 333 responding recruiters describe the current employment market as candidate-driven. In 3 years, the percentage of recruiters who say candidates are in the driver’s seat has risen 29 points. And, as one of the survey’s participating recruiters noted, “It is definitely and without a doubt a candidate-driven market, however many employers are still labouring under the same processes as they did when it was an employer-driven market”.

Indeed, in the past, the application process in particular has always favoured recruiters and employers. We expected that if a candidate wanted a job badly enough, they would take time out of their schedule to put together an application and fill out our forms regardless of how long it might take them. We’ve also always assumed that we need not contact everyone who has applied, just the people we believe are a good fit for the job in the end. Not any more! Throughout 2014 it became increasingly apparent that candidates were starting to develop negative opinions about companies with bad application processes.

Nowadays, if the application process takes too long or a candidate doesn’t hear back from a company after spending a long period of time filling out an application form, candidates start to feel like it was a mistake to waste their time applying to that company in the first place, when they could have applied elsewhere. Such bad feeling has been known to lead to poor company ratings and bad publicity, none of which you want if you’re trying to attract top quality talent.

***So what can all of this teach us going forward in 2015?

Lessons Recruiters Must LearnThe most important thing to remember when setting out or amending your application process, is that it is a two-sided process. And in order to establish a positive relationship with all potential candidates you need to have a courteous, easy application process in place that, at a bare minimum, adheres to these two prerequisites:

  • Provide Feedback

Your application process should recognise the people that go through it. Candidates do not look kindly on being left in the dark when it comes to the hiring process. If a candidate took the time to apply for your job in the first place, you should take the time to put together a proper response for why they didn’t get the job. Feedback builds better candidate’s for the future and will make the candidate respect your decision, because as Stacy Zapar Donovan said “Today’s “no” candidate is tomorrow’s “yes” candidate (or source of referral) so never burn a bridge.

  • Go Mobile 

As we already saw, 60% of job seekers now use their mobiles to search for jobs and almost half of them are applying for the jobs they find via their mobiles on their mobiles too. 40% of candidates will abandon a non-mobile application process. But employers who accept mobile applications are twice as likely to receive as many quality applicants. So having a mobile optimised application process is a no-brainer.

For a full run down of everything your 2015 application process needs to provide the perfect candidate experience, click here.

Employer Branding became an Essential Element of the Recruitment Process

Lessons Recruiters Must LearnIn 2014, the recruitment industry finally started to realise that job postings and recruitment software weren’t enough in the effort to win the war for talent, and in order to stop top talent being stolen from them in 2015, they needed to start properly investing in what J.T. O’Donnell (Careerealism’s CEO) calls “the single most disruptive recruitment technique we’ve seen in 2 decades” – or what we call, Employment Branding.

In 2014, Employer Branding became less about “It’s all about us, the company, we’re amazing!” and become much more “It’s about our people“. As a result companies like Deloitte and Jameson began to recognise that in order to attract the type of candidates they wanted, they needed to show those potential candidates that their current employees are just like them and they are really enjoying their role in the company.

In their employer branding video, Deloitte, instead of the usual/predictable format detailing how ‘great’ the company is and how ‘fun’ it is to work there, decided to make their current cohort of interns, the stars of the show. Deloitte showcase their experiences with the company internship process so far and what they hope to achieve from it and do so in an approachable, humorous way. Similarly, Jameson didn’t try to impose their corporate culture or message upon us in their employer  branding video. They made their’s about the 2 girls taking part in their graduate scheme and the girls’ experiences as real members of the Jameson team. They also went on to show how those experiences benefitted the girls personally.

***So what can all of this teach us going forward in 2015?

Lessons Recruiters Must LearnTo ensure your Employer Branding efforts are up to scratch in 2015, the first thing you need to do is find the stories within your firm. Every single one of your employees has a story to tell of their time and experience in your company. Find your “Trojan Horses” that will carry your talent brand story along for the ride and let them tell their story in their own words. Make it all about them.

Secondly, determine how you’re going to tell those stories. Ask yourself, how you want to make potential candidates feel when they see this piece of employer branding. The third thing you need to do is determine which social network works best for you and your employees to share their stories on e.g. a video on Youtube, in a weekly post on Facebook etc. And finally, just ensure that your efforts involve your people!

For much more help in trying to achieve this, click here.

Job Postings with Images Attracted More Candidates

Lessons Recruiters Must LearnIn 2014, a picture definitely wrote a thousand words. When asked if they would be more attracted to a company with job postings that included visual elements (images or videos), than to a company with postings that didn’t, 51% of respondents to a survey by Software Advice, said they would be more attracted to a company with job postings that incorporated visual elements. In fact, not only could visuals boost a company’s attractiveness to potential employees, they could also boost the company’s credibility in their eyes. It turns out that the better looking a job ad is, the more professional the organisation who posted it, will look and the more credible both the ad and company will appear.

Similarly, we found that visual Twitter Cards proved to be a huge success for us when promoting our blog content. In fact, in the first 5 weeks of using Twitter cards to promote our content we have saw a 63% increase in the number of link clicks our tweets have received!

***So what can all of this teach us going forward in 2015?

Lessons Recruiters Must LearnIt teaches us that if our job postings lack visual content, we could potentially be missing out on the best talent for our company.

As a result, companies would be well-advised to revise their profiles and job postings on sites such as LinkedIn, and try to include images and videos in them as much as possible. They should also take a look at their ATS. Many applicant tracking systems support branding and design capabilities for including valuable visual elements on company careers pages, and they are well worth utilising.

And finally, give Twitter Cards a go. If they could raise our link clicks by 63% (and they did!), imagine the possibilities for attracting candidates to your open roles via Twitter. Click here for our guide on how to set them up and use them.

Promises of a Higher Salary Didn’t Necessarily Secure the Candidate

Lessons Recruiters Must LearnGone are the days when the promise of a higher salary would lure a potential candidate to take a job. In 2014, a raise in pay wasn’t the key ‘be all and end all’ of enticing someone to take a new job elsewhere. Instead, candidates tended to focus on the opportunities the company could offered it’s current employees and how those opportunities could help them grow and expand as a person and an employee.

Apart from a raise, we discovered that the most successful ways to entice tech candidates in 2014 were:

  • telecommuting opportunities (in fact, roles offering telecommuting opportunities received 3-6x more applicants than those that didn’t, and 33% of IT workers said they would take a 10% pay cut for the chance to work remotely.)
  • the chance to work with new technologies
  • career advancement opportunities

And the top 3 perks that attracted non-digital workers to change their employer in 2014 were:

  1. Opportunities for advancement
  2. Leadership from senior management
  3. Benefits and compensation

***So what can all of this teach us going forward in 2015?

Lessons Recruiters Must LearnYour job is to find what it is that your current employees love about their perks and their work environment, and sell that.

There are loads of ideas for inexpensive perks that you can implement for your team, helping to boost employee productivity and also help attract people. For example:

  • Flexitime – late starts or early finishes
  • Family days for when kids are on half-days from school or are ill
  • Work-From-Home Days
  • Pizza Fridays or Cinema Nights
  • Fresh fruit in your office – we do this at Social Talent, and we’re so much healthier because of it!
  • Group gym membership – this is often much cheaper when there’s loads of you, and many will charge you by the month which may be a more affordable option. Plus, exercise has the added benefit of improving both the productivity and health of your team, reducing costs.

2014 was a year of significant change within the recruitment industry and it thought us that if we hope to survive in this business long-term, we need to be able to adapt quickly to the changing needs of the candidates we seek. You now have the information to do so, so what the bloody hell are you waiting for?! Get out there and own 2015!

Thank you for taking the time to read my post  :-)

At Social Talent we produce content for recruiters to read, enjoy and learn from 5 days a week including ‘How to’ guides, Top 10’s, infographics, industry news and much more from the world of recruitment. So, if you feel like you’d like to read more (of course you do!), please visit socialtalent.co/blog or follow us on Twitter at @socialtalent

If you’d like more information on our online recruitment training course, the Black Belt in Internet Recruitment, give us a ring on +353 1 524 1285 and on of our delightful team members will be there to have a chat!

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Split Placements ROCK!

By Sarah Gawrys

88337064A Melbourne, Australia based retail specialist recruitment agency shared this story with me. They recruit retail management roles all over Australia in metro, regional and remote locations. They have been a member of NPAworldwide since 2010.

From time-to-time their clients list with them their “VERY” hard to fill vacancies. These vacancies are often in regional towns where the pool of local suitable candidates is small, and often due to higher unemployment rates and therefore lower confidence, seducing high calibre, employed candidates to move is challenging.

Earlier this year, after attending the monthly Melbourne Networking meeting, they were having a random chat with Amy from another member firm focused on retail. She was telling them about a retail management role that she was recruiting for in Canberra, and asked if they had any suitable candidates in their database to add to her shortlist. They did a database search, but were not able to refer anyone to her.

About 1 month later, one of their clients rang them up with a vacancy in Queanbeyan, a town just outside of Canberra. They had been searching for several months, had undertaken their own advertising campaign, but had had no success with securing the right candidate. This vacancy was a critical role for them, as the store is a high profile, high volume business which was suffering significantly without having a strong leader in place.

Remembering the conversation, they immediately called up Amy and asked if she had any overflow candidates from the recruitment that she had done the month before. She referred to them one fellow who they immediately knew was going to be “the one”. He was the squarest peg for the squarest hole they had ever seen! Needless to say, he got the job!

There were many obvious benefits to making this placement:

  1. They exceeded the client’s expectations by quickly filling a role they had struggled with for a long time
  2. They exceeded the candidate’s expectations by placing him into an exceptional role
  3. The firm was happy because they had strengthened the relationship with their client whilst also being able to enjoy making a split placement with Amy
  4. Amy was happy because she had the pleasure of making a split placement with them, whilst generating some revenue from a candidate she otherwise may not have placed

There’s an interesting story behind every split placement that is made. I really like this one because it highlights to me the true power of being networked with spilt placement partners. It’s about making the effort to network, communicate, and collaborate. It’s about building trust, building relationships, enjoying the partnership approach, and therefore being able to satisfy your clients and candidates in a way that you never could alone.

…and for me, this is why split placements ROCK!

 

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In the Money Stream

By Veronica Scrimshaw

MaureenLast month I introduced the subject of discovering newly emerging recruiting jobs in the December 16 blog post, Pact With The Devil.

I also promised a follow-up in which I would share with you another layer of business opportunities I sometimes uncover as I call into companies every day looking for those hard-to-find candidates that aren’t exposed on social media.

I know some of you work directly with business owners who are glad to have someone take over the difficult process of hiring people. In this respect many of you become a trusted advisor and friend to these owners.

I also know that in this capacity some of you have listened to (or overheard) these owners mention that one of their plans for growth is in acquiring other companies. You may not realize it but you are in a particularly advantageous position to be on the front-end lookout position for this effort.

Let me tell you a story from that job I was working on in last month’s blog post.

As you recall, I was looking for a Director of Operations for a Midwestern heat exchanger manufacturer. They wanted a hands-on plant manager out of a discrete/engineered products manufacturer in Tornado Alley. I was calling into plants identifying plant managers on the first leg of my job.

I’d done that at fifty or so companies and the second leg of the job was to contact each one to see if they’d have an interest in speaking with the recruiter for the heat exchanger manufacturer.

I’d called and spoken with several when I got the seventh or eighth one on the line.

“Bob? This is Maureen Sharib and you don’t know me. I’m calling on behalf of XYZ and they’ve asked me if I would call you to see if you might have an interest in speaking with them about a Director of Operations position they have open at…”

Blah blah blah I finished my opening and he listened politely and then he said:

“Well, now that sounds all ducky and if I were at that point in my life I sure might be interested but seein’ as I own this joint I ‘spect I’m kinda’ stuck here for the time bein’….”

I swallowed hard knowing I’d made a mistake when I picked up the name – I’d called and asked who the “Plant Manager” was and whoever it was I spoke with gave me the Owner’s name! Now I know some of you are thinking, “Stupid mistake!” and it was, I admit, but hey, we’re all human!

What would you have done at this point?

Here’s what I did.

As I said I swallowed hard and then I said, “You’re the owner? I’m sorry. I thought you were the Plant Manager.”

“I’m that too,” he said, humorously. “I wear a lot of hats around here.”

“Do you think about selling?” came out of my mouth next.

Here’s why I said that.

This particular customer I was doing this job for has shared with me their strategy for growth and it includes buying other heat exchanger manufacturers. This gentleman owns one.

It never hurts to ask.

“I’m 71 years old,” he said. “I’m going to sell sometime.”

I’m not at leisure to share much more with you at this time about this particular transaction (maybe someday I will!) but suffice it to say there’s money out there for you recruiters that you’re not participating in (well, maybe some of you are!) that takes the form of bird-dog fees that can add up to some wonderful bonuses that can represent whole year recruiting volumes every so often.

Recruiting isn’t just about matching people to jobs anymore. It’s about matching people (and companies) to opportunities and you can be a part of that brave new world.

Did you notice one thing though, in this exchange?

I was calling people on the telephone.

I was talking to people.

As long as you’re doing that you’ll always be in the money stream.

***

I really appreciate that you took the time to read my post. I regularly write about phone sourcing and business development issues and trends. If you’d like to read more about the mysterious world of phone sourcing (it’s really not that mysterious!), Google my name and the word gatekeeper – lots of articles will come up for you that I’ve written over the years. It’ll be a good introduction for you to the subject!

Follow me on Twitter at @MaureenSharib and/or join my sourcing group on Facebook – Sourcers Unleashed.

Yes, I do (grudgingly) have a LinkedIn profile – send me an invite at maureen at techtrak.com – I’ll accept. I do post articles over there as well.

I own the phone sourcing/competitive sniffing firm TechTrak.com, Inc. that helps companies find and telephone contact candidates for their hard-to-place positions at fractional traditional recruiting costs.

You can always contact me at 513 646 7306.

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Before the Interview

By Veronica Scrimshaw

smiling-woman-interviewToday’s guest blogger is James Seidel with James Seidel & Associates located in Kelowna, BC, Canada. JSA is an owner-operated firm with clients across western Canada. The firm primarily places candidates in I/T, engineering, and sales. James is a former leader of our IT Trading Group and is currently serving on the NPAworldwide Board of Directors.

Your resume has earned you a job interview, and now you have the most highly competitive stage of the recruitment process to overcome.

The interview process, in general, has become less subjective and more structured – with increased use of psychometric testing as an example. Despite this, first impressions still count and the key to success still lies in being prepared.

  • The time to start thinking about the potential employer, your aspirations and questions you may wish to ask, is not when you are sitting in reception immediately before the interview (or in the car afterwards!). Careful and effective thought before this stage will pay dividends later. Here are some pointers: Research the organization thoroughly – most organizations expect candidates to undertake research prior to the interview. Look at their website, go to Linked In and see who’s who in the department you’re looking at, read the annual report and press releases. Find out all you can about the organization, including company history, organizational structure, size, locations, profitability, and competitors. If at all possible, speak with colleagues who may have worked there.
  • In advance of the interview, and immediately before, think about the likely questions you are going to be asked and how you will answer those questions, as well as the questions you would like to ask. Bear in mind the two most common formats are the Standard Interview and the Behavioural Interview. Research them both. Give some thought to how you would answer some of the questions for each, then have someone ask them to you.
  • Know where to go for the interview – be sure you can arrive 15 minutes early.
  • Make sure, if possible, that you know who you will be seeing for the interview, what position they hold within the organization, the amount of time they have allotted, and the likely format of the interview.
  • Dress smartly – you are generally less likely to offend by dressing conservatively. Put another way, it is generally wiser to be the best dressed person in the interview room than the worst dressed.

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Modest Hiring Growth Anticipated in Q1

By Veronica Scrimshaw

globesThe Manpower Employment Outlook Survey indicates hiring growth across most global markets compared to Q4 2014. The outlook is generally positive across all global markets on both a quarter-over-quarter and a year-over-year basis. The Manpower survey includes some 65,000 employers in 42 countries. Global markets on the whole are predicting steady growth as opposed to dramatic increases in hiring. Below are some of the key findings:

Americas

  • More than 20% of employers in Panama is expecting to increase hiring during the first quarter; this represents the most optimistic outlook in the region. Especially-robust sectors include transportation and communications.
  • As reported elsewhere, the US jobs market is at its strongest since Q2 2008. Each industry and geographic sector is reporting anticipated growth. The construction market is rebounding nicely, with confidence at its highest since pre-recession.
  • Job growth is expected in Brazil, although hiring has slowed considerably from peak activity in 2011-12. Declines are expected in both the manufacturing and construction sectors.

Asia Pacific

  • India, Taiwan, and New Zealand once again lead this region with the strongest hiring plans. Widespread talent shortages are reported throughout India, particularly in IT, finance, construction, and consumer durables.
  • Mining and construction is expected to show the largest growth in New Zealand; however, it will remain flat in Australia.
  • Hiring in China has stabilized since a sharp decline in 2010-11, with the most opportunities being seen in the service sector.

EMEA

  • Ireland and Spain return to positive hiring outlooks for Q1 after both countries reported declines for Q4.
  • Turkey is seeing high demand in the manufacturing sector, along with active hiring in both the pharmaceutical and construction industries.
  • Job seekers in the UK will benefit from a continually-improving economy. Employers are particularly optimistic about hiring demands in the construction sector.

The Q2 Manpower Employment Outlook Survey will be released in March. I find this to be an especially interesting survey because it asks employers to forecast future activity as opposed to simply reporting historical results. Detailed reports for each surveyed country are available here.

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Recruitment Forecast 2015

By Dave Nerz

spiral-notebookIf you track the future of recruitment and you do not know Bob Marshall, you should tune in. Bob’s site is www.themarshallplan.org; he is great at providing recruitment analytics and fact-based information on the current status of employment and how it will impact recruitment. Recently, Bob shared some new details in his newsletter regarding the strong positives for the 2015 recruitment forecast.

For global recruiters working the United States as a part of their market, the US GDP increased at an annual rate of 5.0% in the third quarter of 2014; that is an 11-year high water mark. So businesses are doing well and the impact on the search for talent and need for quality employees should have a direct impact on recruiters in 2015. While other global markets and regions are performing at different levels, it is rarely a bad thing to have the US economy doing well.

Another recruitment analytic to consider is regarding job growth. To a large extent, growth is coming from employers with fewer than 500 employees. Seventy-seven percent of US job growth is from small to mid-sized companies. For the average recruiter that is not a part of a large employment brand, this is great news. The future of recruitment should be strong for the small recruiter working with the small and mid-sized employers. So for contingent recruiters, if you have lost your focus on the smaller employers and are working on exclusively bigger employers, your need to consider a shift based on this recruitment analytic.

Finally, unemployment is quite low in the area where most contingent recruiters work: with degreed candidates. Unemployment is just 3.2% in the US for people with college degrees. That is quite low and as we are frequently told, full employment will never be 0%, so 3.2% is close to full employment. Needless to say when we are close to full employment, client companies will be more open to paying for the services of a recruiter. So the near-term future of recruitment looks quite positive in the US.

Get busy building a plan and working that plan. The recruitment forecast is for good times ahead!

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Final Countdown for Email Platform Change!

By Veronica Scrimshaw

Blog-Computer-KeyPlease be reminded that effective Monday, January 12th, blog posts from NPAworldwide will be distributed exclusively via Jetpack. Currently, we are running in a dual-distribution environment through both Feedburner and Jetpack. The Feedburner distribution will be shut down on January 11th. Any blog subscribers who have NOT re-subscribed to receive email from the new provider, Jetpack, will stop receiving new posts from us. RSS subscribers are NOT impacted by this change.

Although change can be disruptive (and we know that asking you to re-subscribe to our blog is inconvenient), we are excited to move to a more stable platform. Jetpack was developed by Automattic, the developers of WordPress. Our site is a self-hosted WordPress site, so we feel good about the long-term availability of Jetpack and its obvious compatibility with WordPress.

If you have not already done so, please take 30 seconds to click the link below and re-enter your email address. You will then receive an email with a link to confirm your blog subscription. (Check your spam and/or junk folders if you do not receive this email within a few minutes of submitting your email address.) Easy-peasy!

Thanks for your support of this blog! We appreciate our readers and will work hard to keep delivering valuable content to you.

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3 Social Media Trends for 2015 that Recruiters Need to Know

By Sarah Gawrys

social media for recruitersAs the world continues to be obsessed with technology, the internet, and social networking, it is only logical that regardless of your industry or occupation, there is something to be found that would be of benefit to you or your company, especially if you own an independent recruitment firm and handle the advertising and marketing yourself. Recruiters can see how platforms such as LinkedIn or Facebook or Twitter have now engulfed more and more users in their self-promotion tactics, allowing firms to build a following of candidates or clients or business resources to stay on top of the ever changing space we live in today. For those not able to keep up with each trend, here are the top three trends I suggest for recruiters to keep an eye out for, and get your firm involved with.

  1. LinkedIn is #1 in terms of the candidates recruiters and clients want. According to Business Insider, LinkedIn has now surpassed Twitter in popularity among US adults. The core demographic of these adults is what is the most important. They are well educated, with an age range of 30 to 49 and are in the prime of their career. With the continued growth of advertising on this social networking site now also encompassing B2C, recruiters can expect even those who are not actively seeking new employment to be utilizing the tools LinkedIn offers, making it easier to interact with those star candidates that you are able to locate. Investing more time in understanding what this can do for your firm will be a profitable return.
  2. Picture and video content will dominate all networks this year. According to Cisco, by 2018, 80% of all consumer internet traffic will consist of video. As technology advances, people are getting less and less patient and demanding quick and informative media that is to the point. Brands and companies understand this importance and are moving from lengthy text to video social media content. With smartphones and tablets able to quickly produce this content, it is a great way to get in front of the audience you want. As a recruiter, make videos of client testimonials, or candidate interview tips, or even just introduce yourself and get it in front of important viewers. Rather than reading all of your credentials on your website, clients and candidates will gain a more personal connection to you and your firm.
  3. Stop simply relying on a sales pitch to build business this year. Now, read tips 1 and 2 again, and remember that sentence. Social media is not a way to constantly try and sell your brand or firm or talent, it is about gaining trust and respect and credibility based on the content you put in front of them. Content that is easy to relate to, informative, and even entertaining will have the most impact, and serve as a tool for business development. A common trend I see with firms and recruiters on social media is the outpouring of posts simply stating the job they are hiring for over and over again. While I am sure this does grab at some candidates to apply, or clients to relate, it is not doing much in terms of social media strength to grow your brand. Following more of a pattern of informative blog posts, then a job, then perhaps a video or funny photo infographic regarding job searching will have a greater chance of developing a following.

Use these quick tips and launch a strong presence online in 2015 before you are left behind.

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Top 5 Recruitment Blog Posts of 2014

By Veronica Scrimshaw

holly-berries-snowWe are taking a holiday break until early January. Thank you to all of our subscribers for following our blog and sharing our posts throughout the year – we appreciate your support! We’re looking forward to bringing you another year of great content, including contributions from special guest bloggers. Best wishes to all of you for a happy, healthy, and successful 2015!

In case you did not see these, here is a recap of our five most popular recruitment blog posts of the year:

6 Questions to Ask a Split Placement Network Before You Join – From “how much does it cost” to “who owns the network” and “how are disputes handled,” here is our list of six questions you absolutely MUST ask before joining a split placement network.

Mobile Job Search is the New Normal – Not only did Indeed acquire MoBolt (a technology platform that allows job seekers to apply directly for any job, from any device), Beyond.com announced that 64% of job seekers prefer to use a smartphone for their job search activities. View this blog for a link to the full infographic.

Differences Between NPAworldwide and Fee Trader – Prospective members often wonder how NPAworldwide differs from Fee Trader. One of the key differences is that Fee Trader has a ‘bidding’ option on posted jobs, but there are other differences as well. This post will give you a quick summary of the major differences.

Worldwide Recruitment Buzzwords of 2013 – LinkedIn offered an infographic of the top ten most overused buzzwords on their platform in 2013. NPAworldwide president Dave Nerz shares the LinkedIn infographic, plus added his own list of the top 10 buzzwords most overused by recruiters globally. Feel free to add your own ideas to the list!

Hot Specialty Niches for Recruiters – If you’re a generalist looking to develop a niche practice area, here are some suggestions on the hot specialty markets, based on data collected from NPAworldwide members.

Do you have any requests for blog content next year? We are always looking for content ideas; please add yours in the comments!

Remember to confirm your email subscription using the button below – we are completing our migration to a new email service. Beginning January 12th, all email notices will be handled solely by our new provider, Jetpack.

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The Silver Tsunami

By Dave Nerz

silver-hairWow! That is a title that evokes fear and perhaps a chuckle at the same time. For anything to keep the attention of the media or perhaps even maintain the interest of our information overloaded minds, it needs a catchy moniker. The Beatles started the “British Invasion” that “Baby Boomers” all know. The Boomers have moved onto “Reality TV” and “hashtagging.” Lots to be said for a well-crafted handle!

The “Silver Tsunami” is the title associated with the aging workforce demographic that threatens to overwhelm employers. While it is a global issue, this issue is most alarming in the U.S. and in Western Europe. Global talent will be more difficult to find and retain as the older employees retire in record numbers. Employers will be looking to recruitment professionals to locate the unique skill sets that will be lost in the decades ahead.

Every day in the U.S., 10,000 people turn 65 years of age. This has been the case since 2011. Many older workers have extended their careers and continued their employment as they waited for their retirement portfolios to recover from the Global Financial Crisis. During the GFC, many that were not prepared to retire were laid off or were forced into early retirement. With portfolios recovering, more baby boomers are making a conscious choice to retire now.

Some facts from the U.S. Census to consider:

  • In 2012, 21.3% of U.S. men over the age of 65 remain in the labor force.
  • In 1990, only 17.6% of men over 65 were working.
  • In 2012, 13.4% of women over 65 remain working.
  • In 1990, only 8.4% of women over 65 were continuing to work.
  • People over 65 represent 13.7% of the total U.S. population
  • In 2010, 19% of the total workforce was made up of employees over 55.
  • It is expected to rise to 24% of the workforce by 2050.

What is interesting is that the Silver Tsunami is working both sides of the same issue. Older worker are leaving in high numbers which is one challenge and on the other hand, older workers will make up more of the workforce moving forward…a different but related issue.

As a recruiter, HR professional, or employer do you have a strategy to find, keep and value older workers as a part of your work force plan?

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