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MIKE MCKERNS | Account Executive
There are a lot of great ideas above - staffing companies aren't just competing with each other for talent but especially now, you're competing for the same hourly jobs in all industries.I love Mike's idea about the experience from Uber, Amazon, Doordash - I like to say it's "reducing friction." Thanks to Amazon - in one click, I can have something on my doorstep in 2 days ... and maybe faster. Evaluate every part of your application / onboarding process for friction. Do it on desktop and mobile. Ask friends. Ask family. Ask a colleague. Have them go through the process and almost be a "secret shopper" to get real feedback.Richard always has amazing grass-roots ideas and I love his ideas below. Anything you can do locally to market your brand and generate buzz will help. We're really focusing on marketing your brand and not your job. If you market your job, it's transactional. If you make a connection between candidates/employees and your company/recruiters, that's much harder to break up with when they need to make a decision. John hits on an idea that I love as well - what's in it for me (WIIFM). And that has to be the jobseeker. From the job titles and job description - why should I apply for that job? What makes it stand out from all of my other options right now? Is it salary? Is it overtime? Is it no overtime? Is it close to public transportation for me? Do I get training? Everything in that posting has to revolve around the candidate - I have an updated post on that from February: https://www.recruitmentmarketers.com/2022/02/14/ultimate-guide-job-descriptions-2022/Recruiting is tough right now - we have a webinar on Tuesday that talks about it (https://lunchwithhaley.com/) where I'm going to look at the realities of the situation and provide some takeaways for companies.I'm also doing a LinkedIn Live webinar on Tuesday that shows how simple math can reveal how easy it is to waste job board spend (https://www.linkedin.com/video/event/urn:li:ugcPost:6933400037863436288/)Look at all aspects of your recruitment marketing (career site, job advertising, social recruiting, and employer branding) - focus on how you can reduce friction for the job candidates and really see "what's in it for me?"Hope that helps!
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3) Define your EVP (employee value proposition).
Why should job seekers choose Walker Business and Staffing Services? There are three levels to this question:
Your EVP should be clearly conveyed on your website and with the content of each of your job posts.
4) Increase your visibility – online and in the real worldStick with Richard's list of ideas…he is a master at grassroots marketing and rural brand building! On the digital marketing side, have clear and distinct strategies for active and passive job seekers. The content they consume…and their interests are very different. And be sure to get your whole team involved with creating and sharing content to maximize your reach.5) Build referral partnersWho can help you reach your target job seekers? This list could include trade schools, religious and social organizations, NYS DOL, community colleges, and even your clients (who might be willing to refer the people they don't hire). With referral partners, you want to develop a list of people you can help by providing jobs to people they know, and then regularly communicate with those partners to nurture relationships and keep your company top-of-mind.And what about your current temporary associates? Can you develop a program to turn them into brand ambassadors? Go beyond the typical referral bonus plan that most staffing companies use to create an ambassador program that provides q more engaging experience and unique benefits to associates who join.6) Optimize your job advertisingIf you are spending $2,000 or more per month on sites like Indeed or ZipRecruiter, you can optimize your investment with programmatic management of the ad spend. On average, our clients are seeing their cost-per-apply decline by 30% within 6 months of starting to use this methodology for managing job ads. If you want to know more about programmatic, you'll find a great overview here: https://www.recruitmentmarketers.com/programmatic101/
7) Invest in automationMarketing and process automation tools like Sense and Herefish can help turn your recruiters into super recruiters (not that they weren't already!), but automating touchpoints to create a more consistent, more engaging, more caring service delivery process. Automation can help you to:
I hope you find this list helpful. Good luck with your recruiting!David
Suite 200, 277 S. Washington St.Alexandria, VA22314
Phone(p) 703-253-2020(f) 703-253-2053