There is a notable change in the air about the way companies source talent and attract candidates to their business. The challenges of talent acquisition is nothing new, however companies are posed with the question of what is the next cutting edge approach.
I wish I could tell you what the next big thing is, but often times hiring managers don’t figure this out until there is notable momentum or usage of a particular medium.
One thing we do know is that the old Seek advertising while effective to a certain extent is becoming outdated.
I am proposing that no longer can HR managers just focus on the process of interviewing and hiring new staff, but instead need to access their inner creativity and cast their memories back to marketing 101 from their first year at university.
Marketing
You are no longer just hiring. You need to put your Human Resource team and your Marketing team in the same room. Just as you would when sitting down and developing a marketing plan for your business, you should follow the same technique in the talent acquisition market place that you are competing in.
Taking this approach, naturally you would do a SWOT (Strengths, Weaknesses, Opportunities & Threats) analysis. Understanding where you are in relation to your competitors is the first step in addressing the greater perception of your “employer brand” in the market place.
This will enable you to work on the areas that you see may be a problem with your product/brand which you can rectify, but also allow you to focus in and promote those opportunities where your company excels at and promote it.
How many hiring managers out there really know what their customers want? What are todays job seekers really looking for when it comes to their next role? Are the motivating factors money, management, flexibility, technology, benefits, career progression, a modern office? Until you really know your target audience how can you effectively market to them.
Develop your USP (unique selling point). Yes you do need one, why would someone come work for you? It is irrelevant whether you are advertising for an office junior or a senior management position each applicant will ask themselves the same questions. Once developed and it has your uncompromising attention to adhering to it, then you will need to get that message out through the appropriate mediums.
LinkedIn
By now everyone is well familiar with the use of LinkedIn as a sourcing tool, despite this many companies aren’t using LinkedIn. Those who are, are probably only using linkedIn on the most basic level such as posting an ad and waiting for applications.
If you take that the figure of 80% of users who are on LinkedIn are not active jobseekers, then your advertisement really is only targeting a small percentage of overall users and therefore you are not getting the return on investment.
LinkedIn is a networking tool. Advertising is one part of the equation but is useless unless used along side networking, referrals and your LinkedIn employer brand, all of which is time consuming.
Twitter
Twitter is growing in popularity as a recruitment tool, mostly in countries like the UK and United States.
Understanding twitter can be daunting for most of us but don’t let that stop you. Even if you aren’t getting it exactly right, at worst it is giving you a broader presence in the social media space.
For beginners it is thought you are not successful in the Twittersphere unless you have thousands of followers. However the use of # is the real tool to get your job out there.
Experts say that #’s such as #jobs or #vacancies really is too broad to hit your target. Instead be more specific, #accounting #jobs #Brisbane #SMSF.
While Twitter can’t replace the more common avenues of talent sourcing, and can compliment your overall efforts, get your role known, get your company brand known and also get a better insight into the interest of your candidates.
Be aware with twitter however realistically you need to be “tweeting” numerous times per day.
It is now become common knowledge in the agency space that embracing social media and selling and marketing company brands is going to get the best possible results. Whilst a lot of the techniques are time consuming and may not be the best use of your time, somehow your business needs to get your company culture out there for job seekers to get an insight into.
If we are talking social media which everyone is, what are you doing?
I wish I could tell you what the next big thing is, but often times hiring managers don’t figure this out until there is notable momentum or usage of a particular medium.
One thing we do know is that the old Seek advertising while effective to a certain extent is becoming outdated.
I am proposing that no longer can HR managers just focus on the process of interviewing and hiring new staff, but instead need to access their inner creativity and cast their memories back to marketing 101 from their first year at university.
Marketing
You are no longer just hiring. You need to put your Human Resource team and your Marketing team in the same room. Just as you would when sitting down and developing a marketing plan for your business, you should follow the same technique in the talent acquisition market place that you are competing in.
Taking this approach, naturally you would do a SWOT (Strengths, Weaknesses, Opportunities & Threats) analysis. Understanding where you are in relation to your competitors is the first step in addressing the greater perception of your “employer brand” in the market place.
This will enable you to work on the areas that you see may be a problem with your product/brand which you can rectify, but also allow you to focus in and promote those opportunities where your company excels at and promote it.
How many hiring managers out there really know what their customers want? What are todays job seekers really looking for when it comes to their next role? Are the motivating factors money, management, flexibility, technology, benefits, career progression, a modern office? Until you really know your target audience how can you effectively market to them.
Develop your USP (unique selling point). Yes you do need one, why would someone come work for you? It is irrelevant whether you are advertising for an office junior or a senior management position each applicant will ask themselves the same questions. Once developed and it has your uncompromising attention to adhering to it, then you will need to get that message out through the appropriate mediums.
By now everyone is well familiar with the use of LinkedIn as a sourcing tool, despite this many companies aren’t using LinkedIn. Those who are, are probably only using linkedIn on the most basic level such as posting an ad and waiting for applications.
If you take that the figure of 80% of users who are on LinkedIn are not active jobseekers, then your advertisement really is only targeting a small percentage of overall users and therefore you are not getting the return on investment.
LinkedIn is a networking tool. Advertising is one part of the equation but is useless unless used along side networking, referrals and your LinkedIn employer brand, all of which is time consuming.
Twitter is growing in popularity as a recruitment tool, mostly in countries like the UK and United States.
Understanding twitter can be daunting for most of us but don’t let that stop you. Even if you aren’t getting it exactly right, at worst it is giving you a broader presence in the social media space.
For beginners it is thought you are not successful in the Twittersphere unless you have thousands of followers. However the use of # is the real tool to get your job out there.
Experts say that #’s such as #jobs or #vacancies really is too broad to hit your target. Instead be more specific, #accounting #jobs #Brisbane #SMSF.
While Twitter can’t replace the more common avenues of talent sourcing, and can compliment your overall efforts, get your role known, get your company brand known and also get a better insight into the interest of your candidates.
Be aware with twitter however realistically you need to be “tweeting” numerous times per day.
It is now become common knowledge in the agency space that embracing social media and selling and marketing company brands is going to get the best possible results. Whilst a lot of the techniques are time consuming and may not be the best use of your time, somehow your business needs to get your company culture out there for job seekers to get an insight into.
If we are talking social media which everyone is, what are you doing?
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