NAS TALENT TALK

Unfortunately, too many companies find themselves struggling to keep up with Joneses. They lack differentiators, which most often translates to top talent looking elsewhere for employment. So how can you position your company to better hire top talent? Let’s start by asking six questions to help you consider your recruitment positioning.

In today’s dynamic and competitive job market, attracting and retaining the right talent is a paramount challenge for businesses. The foundation of this challenge lies in the recruitment process, where organizations strive to identify individuals who not only possess the required skills but also align with the company’s culture and long-term goals. This is where the concept of an efficient recruitment funnel takes center stage. An efficient recruitment funnel is not merely a means to sift through resumes; it’s a strategic framework for recruiting efforts that can drastically impact the quality of candidates an organization acquires.

Job family branding, customized landing pages, and digital & social media marketing are three strategies you can use to keep candidates engaged and receptive to your message. Employees have strong reasons that make them reluctant to apply to jobs which means all employers are facing hiring problems. So, give job seekers the experience that motivates them to apply. Consider what makes your jobs unique, create specialized landing pages that grab your candidates’ undivided attention, make sure your jobs are indexed by Google, and retarget your candidates until they come back to you as applicants.

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.

As every one of us involved in recruitment marketing and talent acquisition knows, it all starts with TALENT. 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

As most of the workforce begins to shift into recovery mode, one point is clear: the recruitment landscape is poised for a seismic shift in the way employers are positioning their branding and communicating with candidates. With regard to hiring, certain industries haven’t skipped a beat; some are in hiring freeze mode; and still others are in a holding pattern, awaiting the opportunity to either rehire furloughed employees or consider targeting new talent re-entering the workforce.