When was the last time you reviewed the technology you are using as part of your talent attraction efforts? Bryan Adams reporting for Inc. recommends doing an audit on your current recruitment technology solutions to assess their effectiveness, and shares a number of technology tips to improve your talent attraction strategy.  

1. Careers website content management system

Your careers website is one of the most important ways for you to connect with candidates. A good or poor careers website can make or break the candidate experience. You need to be able to add and update content with ease in a way that is consistent with your consumer brand, which is why having a great careers website content management system is so important. It should also come with tech support and ways to improve your online search results.

“Content is king in any marketing activity and recruitment marketing is no exception. Make sure the CMS you’re using is up to date and is helping you post the kind of rich, engaging mobile-responsive content that can help your talent attraction that little bit extra than your competitors.”

2. Social media management

Social media is critical recruitment marketing tool in:

• promoting your employer brand
• understanding what content is resonating with your target audience
• attracting talent
• sourcing talent.

Candidates will often review your social and online presence before accepting a role. How are you promoting your employer brand, values, culture, and mission? The right technology can help you automate your process by curating content and scheduling posts. (While automation can help you save time and resources, ensure what you’re posting adds value to your target audience!)

Don’t forget to measure your results. What content resonates most with candidates? Check out Mike Parson’s tips on measuring your employer brand, particularly the section on content.

The right technology can also help you source and target the right talent, for example, LinkedIn Talent Solutions.

3. Candidate management system

The right candidate management system can help you rate and rank candidates, so you reduce the time and costs spent on sifting through unsuitable candidates.

These systems can also improve your candidate experience, streamlining your communication methods with personalised, branded messaging to keep them informed, engaged, and happy.

If you already have a candidate management system in place, consider asking your hires on feedback on their experience.

4. Internal communications

It’s important for everyone in your organisation, particularly your key stakeholders (HR team, managers, hiring managers), to be across your current recruitment drive. Otherwise, incorrect information can be communicated to candidates and you risk looking unprofessional, outdated, and may inadvertently damage your employer brand.

Good internal communications allow you to effectively keep everyone up to date and provide opportunities for collaboration.

“It reduces the silo mentality that can exist, especially in big [organisations], and can help to agree quickly and collaboratively on such things as job descriptions, job specifications, timetables, and offers.”

5. Video interviews

We’ve already shared how video interviews can drastically improve your interviewing and hiring practices. Video interviewing is particularly useful when hiring in large numbers, or across locations and time zones when face-to-face interviews are not possible.

“They give you chance to “see” a candidate and their body language, to get an early idea of their personality and attitudes. Recording the interviews allows for the recording to be shared with others involved in the hiring process, to help make collaborative decisions. They give you chance to do an audio-visual assessment of the candidate and move them along the process with efficiency.”

6. Big data analysis tools to inform your decision-making

Data is driving recruitment trends. Analysing the right data can provide you with valuable insights to inform your decision making. Like many organisations, you may have access to an abundance of data, but this alone is not enough; you must have the right tools to analyse it efficiently and in ways that suit your needs and goals.

Nilam Oswald reporting for PC World explains the importance of using big data in your hiring strategy, as the right technology will leverage your data to help you find, nurture, manage, and hire top talent.

7. Automation and AI

You may already be familiar with the fact that automation and AI are becoming top trends impacting recruitment. They are currently taking over repetitive tasks such as screening resumes. Certain AI recruitment software even automates the process of searching for candidates and facilitates your ability to connect with current potential candidates who match your requirements.

“Other AI-based technologies – Chatbots – help you respond to different candidate questions. That way, you [don’t have to] respond to all the questions posed. AI helps reduce the workload, especially where you have to handle repetitive tasks. And, that simplifies your job, improves the general ‘customer’ experience and also leads to huge time savings.”

Using data and great technology not only can drastically impact your ability to save time and resources, but also increase your ability to reach and engage with more talent.

Are you using any of these technological tools? Let us know in the comments.

Source

5 ways technology can improve your talent attraction

Bryan Adams

Inc.

The latest recruitment technology trends and how to use them

Nilam Oswal

PC World

The post 7 ways technology can improve your recruitment strategy appeared first on Recruitment Marketing.

Founded in 1879, Alex Fraser is one of Australia’s oldest companies. With a history of strategic innovation, they are currently Australia’s largest recycler of construction materials with a strong focus on environmental sustainability and producing high-quality products in road-making and civil construction.

Alex Fraser has built a culture around values of respect, high performance, collaboration, and a sense of accountability. These values made it particularly attractive to Hanson Australia, which acquired Alex Fraser Group earlier this year.

“We’re proud of the culture we’ve built,” says Jeff Burns. “We’re a highly-engaged group of people who are prepared to go the extra mile. Without people, you only have a plant, equipment, and buildings. You can only build something special with a set of values that your company embodies and is shared by its people.”

Alex Fraser is a hands-on, practical and friendly culture, where people are down to earth and helpful. People have a strong sense of looking out for one another, particularly from a safety perspective.

Their values increase efficiency and guide staff to behave ethically. When respect and integrity are part of decision-making, people are empowered to act without bureaucracy. Competitors are hard-pressed to steal business when customers share Alex Fraser’s values.

“Our values are a powerful strategic aspect of what we do. This means we have to attract and retain the right kind of people who can put them into action.”

In attracting the best talent, new owner Hanson has provided a foundation-stone aspect to Alex Fraser’s employer brand. Having a larger parent company has given staff and potential candidates the comfort of a more stable, secure, long-term view for employment. This has positively impacted Alex Fraser’s ability to attract talent in a competitive market, particularly with a boom phase in the construction industry in Sydney and Melbourne.

“In an era of close to full employment, we need to be as disciplined and creative as possible about how we go to market. We’ve found it’s taking us longer to attract quality candidates and we’re spending more on recruitment and attraction than usual, but we’ve implemented some strategies to get our fair share of talent.”

Employees are rewarded with a good base salary, engaging work, and other non-financial rewards and benefits. There is a tangible sense of doing something good for the environment through seeing trucks being loaded and structures being built. People can leave at the end of the day with a feeling of achievement.

To attract the best people, Burns ensures they are making sensible HR decisions, using effective job advertising, shortlisting practices, reference-checking, and making diligent use of probation periods. They are also utilising innovative recruitment marketing strategies.

Group assessment days

Group assessments days allow Alex Fraser to assess a large number of high-potential candidates in a short amount of time, including candidates’ soft skills.

“We can see a more complete picture of our candidates in a few hours. It’s important to understand not only if a candidate has the skills for the role, but if they can interact well with customers and fellow workers, particularly truck drivers who drive on public roads with branded trucks.”

Social networking

In addition to traditional recruitment marketing methods such as job boards, they are also boosting campaigns through social media advertising. Burns encourages senior leaders in the organisation to promote current roles on LinkedIn to their extensive networks.

Employee referral scheme

Alex Fraser is also seeing promising results from their employee referral scheme, where current staff members who refer family or friends receive gift cards for successful hires.

Graduate referrals

Alex Fraser is building relationships with driving organisations to receive graduate referrals from license training courses. Burns is enthusiastic to begin working with Wodonga TAFE’s Transport Division DECA, Transport Women Australia, to sponsor training for female drivers to gain their Heavy Vehicle License. Alex Fraser also has the opportunity to get involved with Hanson’s graduate program.

Management program

In addition to their graduate program, Hanson has a long-running management program, which lasts for two years and provides staff with immersive experiences in different aspects of the business. The program has proven to be a great pipeline for emerging leaders, as many staff members from the program are now in senior roles in Hanson. The two groups are currently sketching out plans for Alex Fraser to join and benefit from the program.

Recruitment specialists

Traditional recruitment agencies often deliver unsatisfactory results, which is why Alex Fraser makes use of fee-for-service specialists to attract and recruit the best people.

“If you’ve got a clear idea of your employer brand and what you’re looking for in a role, you can make use of specialists. I’ve cultivated relationships with a small number of trusted partners on a fee-for-service basis instead of a commission basis. I don’t just want someone shooting for any result, I want the best result.”

Specialists are particularly helpful in running group assessment days.

Group assessment days, harnessing the power of networks, graduate and management programs, and recruitment specialists give Alex Fraser a competitive edge in their efforts to attract the best talent.

What recruitment marketing strategies does your organisation use? Get in touch to discuss opportunities to feature your story.

The post Exclusive: Alex Fraser’s competitive talent advantage appeared first on Recruitment Marketing.

Streamlining the recruiting process without the use of CVs can enable companies to discover and attract a range of diverse talent from different socioeconomic backgrounds.

Charlotte Rogers reporting for Marketing Week reports:

As the workplace environment evolves and society moves to more flexible, decentralised ways of working, brands are increasingly seeking to tease out skills from potential employees that cannot be expressed on an old school CV.

 

[…] Not using CVs during the selection process helps to remove red tape and give candidates the best opportunity to demonstrate their “enthusiasm and passion”.

Companies are utilising highly digital, behaviour-focused strategies such as:

• AI to match roles within businesses
• Mobile apps
• Problem-solving events
• “Work Ready” programs.

All the while, they are branding the experience so unsuccessful candidates still love the brand and may consider applying again in the future.

Recruiting without CVs enables companies to discover and attract a diverse talent pool #RMMag
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These new strategies democratise the recruitment process and create more opportunities for both applicants and organisations.

Source

Brands are ditching CVs to find new ways of discovering diverse talent

Charlotte Rogers

Marketing Week

The post Ditching CVs can enable discovery of diverse talent appeared first on Recruitment Marketing.