In my opinion, there are two groups of companies out there who have yet to put together a formal employer branding budget:
For this blog post, we’re going to focus on the latter. Budgeting season is upon us, and with it, we always receive an influx of questions on how to build an employer branding budget.
According to LinkedIn, companies with a strong employer brand see a decrease of 43% in cost per hire and as revealed by their Global Talent Trends 2017 study, 53% of recruiters said employer branding would be their number one priority if money wasn’t an issue. It seems like leadership agrees it is important and something to consider, as 80% of leaders agreed that employer branding has a significant impact on the company’s ability to attract quality talent.
To give you a snapshot of how some companies are dividing up their employer branding budgets, we conducted a short online survey of 20 employer brand and talent acquisition leaders in the Talent Brand Alliance community. While the sample size of our survey was small, the responders were very targeted and represented a pretty equal distribution in size and industry. We’re not going for exact science here, just a snapshot. With that in mind, when we polled the survey takers, we asked them what their overall employer brand budget was, and this is what we found:
We also asked them what percentage of their overall employer brand budget they spent on the following areas:
Only one company with between 1-499 employees participated in the survey and their overall employer branding budget was between $50,000-$149,000. They spent the largest amount (75-100%) of their budget on staffing, and the least amount (0-9%) on technology/tools and consultants/agencies.
Of the companies with 500-2,999 employees, their overall employer branding budget ranged greatly, from $0-$500,000+. Here is how they allocated their funds:
Of the companies with 3,000-9,999 employees, their overall employer branding budget ranged from $10,000-$500,000+. Here is how they allocated their funds:
Of the companies that had 10,000 or more employees, their overall employer branding budget ranged from $10,000-$500,000+. Here is how they allocated their funds:
As you would imagine, we found the company employee size was directly related to the size of the employer brand budget, as a whole. The bigger the company, the bigger the employer brand budget.
Now that you know how other companies are dividing up their employer brand budget, we’re going to share some tips on how you can prioritize each of these areas.
The headcount you’ll need to build and execute on your employer brand strategy is definitely something to think about when planning out your talent acquisition budget. Do you currently have a person or team dedicated to recruitment marketing and employer branding? Maybe you partner with marketing (when they have the time or resources to do so) but it’s not enough or they lack an understanding of recruiting? You will want to analyze how many and what kind of staff you currently have and then how many and what kind of staff you still need to support these efforts. Minimally, you will need someone with experience in content marketing and social media management, and at best, someone strategic who understands talent branding and recruiting and can help build and execute a multi-channel strategy. This could be someone internally, wanting to grow in the field of talent acquisition, or a consultant/freelancer to help you get started. We’ll cover more about budgeting for outside help and employer branding strategy examples from consultants or agencies in a later section.
Focus on major job boards like Indeed, Glassdoor, and LinkedIn first, as well as programmatic advertising to manage the media dollars for your digital job advertising campaigns. This allows you to manage advertising spend on your largest investments and track its effectiveness. If you do a lot of niche job board advertising (i.e. nursing specific job boards, diversity job boards, etc.), you can combine all of them into one “niche job board” bucket since you’ll likely be managing them manually.
Content is the fuel that feeds the flame of your entire employer branding strategy. There are many types of content you will need to create in order to generate traction with potential candidates: video, copy for blogs, email templates, marketing collateral for events, career site content, and advertising campaigns, to name a few. Whether it’s employee generated content or professional quality video production from a firm like Proactive Talent, it’s all important to include in your budget in order to appear attractive to candidates.
Social media is now “pay to play’…but a little can go a long way. Although social media is free, you will need to spend a little money to ensure that your specific target audience sees your content. Even just $20 to boost a Facebook post could get you 1,000-10,000 extra sets of eyes on your content. Think about how much of your overall budget you can devote to making sure that content you spent both time and resources on making is actually seen by the right people.
Establishing a specific budget for the tech stack you use is very important – it helps you understand what parts of your strategy you can automate and make more efficient and what parts you may have to do the old-fashioned (manual) way. Your recruitment marketing and employer branding tools are the vehicle that you’re driving but your employer brand strategy is the road. Determining the amount you can devote to these tools can help you know whether you’re going to be driving a Tesla or a Toyota. The tech you use can give you opportunities to automate, and most importantly, measure the effectiveness of your recruitment marketing and employer branding efforts, from candidate source, to hire, as well as how it affects your overall recruiting KPIs. If you don’t have the right tech, getting accurate metrics can be a very manual and daunting process.
Items to include in this portion of your employer brand budget would be tools that you regularly use to execute your recruitment marketing and employer brand initiatives. Some examples are: employee amplification tools such as ContentApp, QUEsocial, or LinkedIn Elevate, social media management systems like Hootsuite or Sprout, CRMs and recruitment marketing platforms like Avature, Clinch or SmashFly. We recently published a whitepaper with a list of 50 tools worth checking out. If you’re interested in taking advantage of new artificial intelligence tools and automation, like chatbots, download our recent whitepaper on AI technologies for recruiting.
Employer branding as a profession has only been around for about a decade or so. Most organizations do not have employees with the employer branding skillset needed to attract today’s talent, and unfortunately, there are not enough professionals with employer branding experience in existence for every company to easily hire someone with that kind of expertise. However, we all need outside help at times and it’s always a good idea to reserve some of your budget for this. Leveraging an employer branding consulting firm to help build your strategy and then execute on it can help you move the needle a lot faster, all while getting excellent results.
Not everything can be done from behind a computer. Recruiting events are still a great way to get face-to-face time with potential candidates and recruit great talent. Creating a successful event not only takes time, but also money. Whether you’re doing an open house at your office or a career fair, there will be costs involved. When planning recruiting events, you’ll want to make sure that you have impactful branded material and collateral (see “content” section above). Plus, there are always obvious event costs such as booth space, refreshments, and SWAG. Consider your budget constraints ahead of time and that will help you figure out how many events you can do per year, and how to prioritize them.
Allocating money to a specific initiative makes it easier to track and therefore prove ROI. The key to good budgeting is to start with a specific dollar amount and then track exactly where it goes. To do this in regard to recruitment marketing strategy and employer branding, break down each category of your spending and then track the source of hire for each new employee. For instance: referrals, job boards, employer branded content, events, etc.
Start out on the right foot and save hours of work by downloading our free Employer Branding Budget Tool and take the first step in reshaping your employer brand with this cost-per-hire template.
If the employer branding plan template is sounding a little overwhelming, or maybe you just don’t have the time to take on a project like this yourself, please consider letting us partner with you. By hiring Proactive Talent, you can eliminate the headache of putting together an employer branding budget from scratch, and instead have our consultants utilize their decades of employer branding experience to help.
Hiring professionals the world over are well-aware of the importance of the selection and recruitment process. They also know that a good recruitment and selection process can make or break the organization. This is because they bring in one of the most important resources of any organization – the employees. Hiring high-caliber employees can effectively drive the company towards success and help attain its business goals. However, companies that don’t take the time and effort to consider the importance of a recruitment strategy and create an effective yet streamlined process to assess those candidates will have a hard time in the current hiring climate.
A thoughtfully designed recruitment process can help filter the right candidates faster and stay focused on engaging suitable candidates for maximum conversions. The recruitment process is also important because the candidate experience reflects the company’s professionalism and reputation.
Let’s take a look at the various recruitment process elements and their importance.
Identify Specific Requirements
This is the first and one of the most important steps in the recruitment process. Determining acceptable and realistic qualification levels, past experience and skills needed before opening the role can help you better shortlist the most suitable candidates for the job and reduce wasted time screening and interviewing candidates that ultimately won’t be a great fit. Outline the roles and responsibilities specific to the vacancy and create a very clear picture of the type of candidate you need as well as what their day-to-day would be like in this role. This helps the recruiter focus their search from the get-go and also helps with writing better job postings that help candidates decide whether to apply for the role, thus allowing them to self-select out, which increases your inbound candidate quality.
Streamline the Process
Long-winded and multi-level recruitment processes may increase the risk of losing candidates. At a time where the economy is strong and candidates are in high demand and low supply, chances are the applicants who have applied to your company may already be in conversations with other companies. If your hiring process is lengthy and repetitive, or candidates don’t feel like they’re being adequately assessed in the process, your competitors who have a slicker process could be benefiting. Hence, a streamlined process that continues to sell the candidate throughout the process and quickly and efficiently assesses those candidates is extremely important.
Advertise in the Right Places
Thanks to advancements in digital and web technologies, as well as automation through new advertising technologies like programmatic, you can reach your desired talent pool through multiple targeted online portals and channels. Job sites and social media platforms are two common examples which can help you advertise your vacancy effectively. In addition to the more tactical elements of advertising your jobs, companies also need to invest in building their company’s employer brand reputation, since candidates today are much more aware when it comes to choosing their employer and “word of mouth” has been amplified by social media and review sites. By building a strong employer brand you can reduce the cost of advertising by attracting high quality candidates.
In addition, only 30% of the available talent pool are actively looking for jobs, so focusing on a multi-channel approach to both increase your employer brand awareness and get your opportunities in front of candidates on channels where they naturally spend time online—and not just job boards—can be a much more effective strategy to reach more of those desired passive candidates.
Interviews give you invaluable contact time with your shortlisted candidates, so make sure you’re getting the most out of it. If you have prepared well, you can make the most of these conversations. Be prepared with your list of queries in advance, including highlights from their resume and the key responsibilities of the job opening. Ask probing questions so as to get clarity on their personality, ability to think under pressure, and ideology. An interview process where all interviewers are covering different aspects of the candidates experience and background to get an efficient assessment of their fit for the role can save you and your candidates a lot of time, as well as create a great candidate experience.
Before you finalize the hiring process, make sure that you do a reference check on the selected candidate. This is a common part of a hiring process we see companies skip, but it can offer a treasure trove of information about the candidate’s hard and soft skills and verify the data collected in the interview process. Talk with the references and see whether they can vouch for the candidate’s abilities, skills, worthiness and credibility. It can also be very helpful for the hiring manager to get an understanding from a previous manager or colleague on the best ways to manage their new employee.
A good recruitment process doesn’t stop at hiring the top talent. The onboarding process is one of the most underrated steps in any recruiting process. In fact, 88% of companies do not onboard well. You can earn some loyalty points by helping the new recruit feel welcomed and settled in. Make them feel wanted even before they officially join the organization. Training workshops and ice-breaker sessions with colleagues are some ways you can kick-start an effective onboarding process.
An effective recruitment strategy can positively impact the company’s bottom line in multiple ways. It helps attract and recruit top talent while saving time, money and efforts. It also means an improved retention rate and enhanced job satisfaction. Did you know that a great employee experience can improve employee retention by 82%? These benefits together boost the overall success rate of your business.
Now that you understand the various steps and considerations to putting together a thoughtful recruitment process, you may want to consider contacting us to learn more about our Recruiting Optimization Services. We’ve helped many companies, both large and small, optimize their recruiting process and improve their candidate experience in recruitment while getting great results.
The recruiting industry is undergoing a transformation, and technology is playing a major role in this change. In recent years, we have seen the emergence of new technologies such as artificial intelligence (AI), virtual reality (VR), and augmented reality (AR), as well as the increasing use of social media and other online platforms in the hiring process. These technologies are disrupting the way recruiters find and engage with candidates and are set to have a major impact on the industry in the coming years. In this blog post, we will explore some of the key technology trends that are likely to disrupt the recruiting industry in 2023 and beyond.
Artificial Intelligence (AI)
One of the technology trends that is likely to disrupt the recruiting industry in 2023 is the increasing use of artificial intelligence (AI) and machine learning in the hiring process. These technologies can help automate and streamline many of the time-consuming and repetitive tasks associated with recruiting, such as sorting through resumes and scheduling interviews. This can make the hiring process more efficient and effective and allow recruiters to focus on more high-value activities.
For example, conversational AI recruiting tools like Olivia by Paradox can, in some cases, completely automate the hiring process for high-volume positions or create major efficiencies in professional worker hiring by automating the screening of applicants, scheduling of interviews, and nurturing candidates, all through mobile/text.
The latest tool I've been playing with is OpenAI's ChatGPT. This is likely one of the most amazing use cases of artificial intelligence for assisting with recruiting content creation I've seen and could save recruiters and talent branders hours upon hours of time.
ChatGPT, or any other large language model trained by OpenAI, could be used to help create job descriptions and other recruiting content by providing suggestions for language and phrases to use. For example, a recruiter could provide some basic information about the job, such as the job title and responsibilities, and ChatGPT could generate sample language that could be used in the job description. This could help recruiters create engaging and informative job descriptions that effectively communicate the requirements and expectations of the job.
In addition to job descriptions, ChatGPT could also be used to help create content for social recruiting. For example, a recruiter could provide some information about the company and the job, and ChatGPT could generate sample posts that could be shared on social media to attract the attention of potential candidates. These posts could highlight the benefits of working for the company, the company culture, and other information that might be of interest to potential candidates. By using ChatGPT to generate sample social media posts, recruiters could save time and effort and create engaging content that is likely to attract the attention of potential candidates.
In fact, I just used ChatGPT to write those last two paragraphs:
Virtual Reality and Augmented Reality (VR/AR)
Another trend that is expected to have a significant impact on the recruiting industry in 2023 is the growing use of virtual reality (VR) and augmented reality (AR) in the hiring process. These technologies can provide immersive and interactive experiences that can help recruiters and candidates get to know each other better and make more informed hiring decisions. For example, VR and AR can be used to simulate real-world work environments, allowing candidates to get a feel for the company and the job before committing to it.
One example of a company using AR/VR in its hiring process is Walmart. The retail giant uses VR technology to train new employees and provide them with realistic simulations of different workplace scenarios. This allows new employees to gain hands-on experience and develop the skills they need to succeed in their jobs without needing expensive and time-consuming in-person training. Additionally, Walmart is using VR to provide job applicants virtual tours of its stores and give them a sense of what it would be like to work there. This allows applicants to make more informed decisions about whether the job is right for them and can provide valuable insights for Walmart as well.
Emerging Social Media Platforms
Another technology trend likely to disrupt the recruiting industry in 2023 is the increasing use of social media and other online platforms in the hiring process. These platforms can be used to reach a wider and more diverse pool of candidates and to engage with them in more meaningful and personalized ways. Social media and other online platforms can also provide valuable insights into a candidate's skills, interests, and experiences, making it easier for recruiters to identify the best candidates for a particular role.
For example, companies can create engaging and entertaining videos on emerging and popular new social media sites like TikTok that showcase their workplace culture and highlight the benefits of working for the company. These videos could be shared on TikTok and other social media platforms to attract the attention of potential candidates and spark their interest in working for the company.
Additionally, companies could use TikTok to engage with potential candidates and build relationships with them. For example, a company might use TikTok's Live feature to share information about job opportunities, answer questions from potential candidates, and provide insights into what it is like to work for the company. This can help companies build a rapport with potential candidates and make them more interested in applying for a job.
Furthermore, companies could use TikTok to showcase their company values and culture and demonstrate how they align with the interests and values of potential candidates. This can help companies build a positive employer brand and position themselves as a desirable workplace.
In conclusion, the technology trends of AI, VR/AR, and the increasing use of online platforms in recruiting are expected to have a significant impact on the industry in 2023. These technologies can help make the hiring process more efficient, effective, and personalized and provide new opportunities for recruiters and candidates alike.
Need some help building your modern recruiting tech stack?
Don't miss out on the opportunity to take your company to the next level. Contact Proactive Talent today and let us help you build a winning strategy and implement the latest recruiting technologies. Let us help you find the talent you need to succeed. Contact us now to get started!
We help simplify the operational and administrative tasks that recruiters usually have to do in their roles by utilizing the best-in-class strategies, the most innovative tech tools, and the latest recruiting technologies. From CRMs and the latest ATSes, and automation through artificial intelligence to sourcing tools, we’ll help you integrate and align the right recruitment technology to your strategy. We’ll also inform you of best practices in moving your data from old to new systems, so your old data won’t get lost in the transition.
We believe in integrity, so you can rest easy knowing you’ll have real, full support in executing your technology integration with full transparency throughout the entire project. Our goal is to equip you with recruitment technology tools that optimize your process, build your recruitment tech stack, and help your recruiters do more with less.
Diversity, equity, and inclusion (DE&I) are increasingly important topics in the business world, and many companies are making efforts to improve their DE&I initiatives. However, despite these efforts, many companies still struggle to implement meaningful change in this area.
One of the biggest challenges that companies face when it comes to implementing meaningful change on DE&I is a lack of commitment or understanding from senior leadership. DE&I initiatives require support and resources from the top, and without this support, it can be difficult to make progress. Additionally, if senior leadership does not understand the importance of DE&I or the potential benefits of implementing these initiatives, they may be less likely to provide the necessary support and resources.
Another common challenge that companies face when implementing DE&I initiatives is a lack of clear goals or metrics for success. Without clear goals and metrics, it can be difficult to measure the effectiveness of DE&I initiatives and determine whether they are having a positive impact. This can make it difficult to identify areas for improvement and make adjustments to DE&I initiatives as needed.
In addition to a lack of support and clear goals, many companies also struggle with a lack of resources and support for DE&I initiatives. Implementing meaningful change in the area of DE&I requires a significant investment of time, money, and other resources. Without adequate support and resources, companies may struggle to implement effective DE&I initiatives and may even risk backsliding on their progress.
Finally, companies may struggle with implementing meaningful change on DE&I if they do not adequately engage and involve employees from diverse backgrounds in the planning and execution of these initiatives. DE&I initiatives are most effective when they are developed and implemented with input and feedback from employees from a wide range of backgrounds and experiences. Without this input, DE&I initiatives may be less effective and may not adequately address the needs of diverse employees.
Overall, implementing meaningful change on DE&I can be a complex and challenging task. It requires a commitment to the principles of diversity, equity, and inclusion, as well as a willingness to listen to and engage with employees from diverse backgrounds. It also requires a clear plan and the necessary resources to support that plan. Without these elements, companies may struggle to implement meaningful change in the area of DE&I.
Take the first step towards creating a more inclusive and equitable environment for your company. Contact Proactive Talent today, and let us help you incorporate DEI into your company culture. With our training, consulting, and coaching services, you can build an inclusive environment that attracts and retains candidates and employees of diverse backgrounds and experiences. Don't miss out on the opportunity to see the difference that inclusive excellence can make. Contact us now to get started.
In today's increasingly unpredictable and competitive job market, attracting and retaining top talent is crucial for businesses of all sizes and industries. While traditional recruitment methods can be effective, incorporating artificial intelligence (AI) into your talent acquisition strategy can give you a competitive edge and help you streamline your hiring process. In this blog, we will explore six ways that AI can be used to attract, hire, and retain talent, from resume screening and job posting optimization to predictive analytics and candidate matching. Whether you are a small business owner looking to grow your team or an HR professional looking for new ways to streamline your recruitment process, these AI-powered strategies can help you find and hire the best candidates for your organization.
Before we dive in, I will caveat to say that AI is not going to replace recruiters or recruitment marketing professionals any time soon. Instead, I believe AI over the next few years will enhance the work of talent acquisition professionals in a way that allows them to focus more on strategy, relationship management, networking, and the human-centric work that most TA professionals are best at and less time on the administrative or repetitive tasks that AI is just so much better equipped to handle. By the way, we have a FREE whitepaper titled "THE ROBOTS ARE HERE! HOW AI HAS RESHAPED RECRUITING." and you can download here.
AI chatbots, or conversational AI as some vendors are calling it, can provide a convenient and efficient way for potential candidates to learn more about a company and its job opportunities. These chatbots can be integrated into a company's website, social media platforms, and messaging apps, allowing candidates to get answers to frequently asked questions and learn more about the company's culture and values. Chatbots can also help companies capture leads and gather information about candidates' interests and qualifications. Companies like H&M and Pizza Hut have already implemented chatbots to answer candidates' questions and provide information about job openings.
Right now, most, if not all, AI chatbots used for talent acquisition use pre-determined Q&A responses with keyword matching to automate their responses. This type of chatbot uses a database of pre-written responses, often referred to as a knowledge base or a script, to provide answers to common questions or queries. These first-generation chatbots use machine learning algorithms to identify keywords in the user's input and match them to the appropriate response in the knowledge base. This allows the chatbot to provide automated responses to a wide range of queries without requiring human intervention. While these chatbots can be useful for providing basic information or answering frequently asked questions, they are limited in their ability to engage in more complex or nuanced conversations. ChatGPT, on the other hand, uses a type of AI called a language model to generate responses in a more natural and conversational way, allowing it to engage in more complex and dynamic conversations. This will be coming to a career site near you soon. You can pretty much bet on it.
2. Job Recommendation Engines
AI algorithms can match job seekers with relevant job opportunities based on their skills, experience, and preferences. This helps companies reach a larger pool of qualified candidates and improve the candidate experience. While job recommendation engines like those used by LinkedIn and Glassdoor can be helpful for job seekers, there are still instances where the suggestions made are not relevant or well-matched to the individual's skills and goals. Have you ever experienced this firsthand, receiving a recommendation for a job that was not a good fit? Me too. I believe true AI similar to OpenAI's ChatGPT will eventually solve this problem.
AI platforms such as Eightfold make it easy for companies to bring job recommendation engines right to their career site by allowing candidates to drag and drop their resume into the job search page to see only the roles that are relevant to their experience, filtering job postings based on a candidate's qualifications. This helps candidates quickly find the jobs that are most suitable for them.
3. Personalized Employer Branding
AI can create personalized career pages for job seekers based on their profile data and job preferences. These pages can highlight relevant job opportunities and provide information about the company and its culture to help candidates make informed decisions about whether to apply. Companies like Amazon and Google have personalized career pages that showcase their culture, values, and employee benefits, making them more appealing to potential candidates.
Did you know that LinkedIn allows companies to create customized "Life Pages" on their profiles that are tailored to the individual viewer based on their LinkedIn profile information? This means that, for example, an engineer in the US would see a "Life Page" focused on working as an engineer at the company in the US, while a finance professional from the UK might see a page highlighting the finance department at the company's London office, as well as specific employees who work in that department and location.
What about reputation management? AI can analyze data on employer brand perception and provide insights and recommendations on how to improve it. Companies like IBM and Google use AI to understand how they are perceived by potential candidates and make informed decisions about how to position themselves in the job market and attract top talent.
4. Recruiting Process Automation
Recruiting process automation refers to the use of artificial intelligence (AI) and other technologies to automate tasks in the talent acquisition process. This can include tasks such as pre-screening resumes, scheduling interviews, and providing feedback to candidates. The goal of recruiting process automation is to improve efficiency and effectiveness in the hiring process, saving time and resources for both the employer and the candidate.
There are many ways that recruiting process automation is being applied today. Some common examples include:
Sourcing: AI can be used to identify potential candidates on the open web and through social media platforms by analyzing their profiles and determining which ones are most likely to be a good fit for a particular role. Sourcing tools like HireEZ and Entelo have had this for a number of years already.
Resume screening: AI algorithms can be used to analyze resumes and identify candidates who are the best fit for a particular job based on their skills, experience, and other qualifications. Many modern CRMs do this now, stack ranking the applicants that a recruiter should reach out to first or that are most likely to be passively looking.
Interview scheduling: AI can be used to schedule interviews with candidates based on their availability and the availability of hiring managers. There is no back and forth correspondence or recruiting coordination needed, shaving days, if not weeks, off your time to fill. One of my favorite tools for this is GoodTime, and it integrates really well with modern ATSes like Greenhouse, Lever, iCims, SmartRecruiters, and more.
Predictive analytics: AI tools can be used to analyze data from previous hiring processes to identify trends and patterns that can help predict the likelihood of a candidate being successful in a particular role. This can help recruiters make more informed hiring decisions. Add this with assessment data, and you have a pretty powerful predictor of candidate performance.
5. Employee Onboarding
AI can also be used to create personalized onboarding experiences for new hires, providing them with customized training materials, job-specific resources, and introductions to team members and company policies. This helps new hires feel welcomed and supported as they start their new job and can lead to improved retention rates.
Here are some examples of companies using AI-powered employee onboarding:
It is important to note that these are just a few examples of companies using AI in the recruiting process, and there are many other companies that are also leveraging AI to improve their talent acquisition efforts.
6. AI-powered employee engagement
AI algorithms can analyze employee engagement data and provide insights and recommendations to HR teams on how to improve employee satisfaction and retention. Companies like Workday and SAP use AI to analyze data on factors such as job satisfaction, work-life balance, and career development opportunities, and develop strategies to support and retain their best employees. I must have seen over half a dozen new AI tools being used for employee engagement and learning and development using big data and AI to assess when employees become disengaged or have a skill gap that automatically alerts managers to reach out or a new learning module to be added to their L&D queue.
In summary, gone are the days of sending out generic job postings and crossing your fingers that the right candidate will apply. In today's competitive job market, companies need to get creative and strategic in order to stand out and attract top talent. And what better way to do that than by leveraging the latest in artificial intelligence (AI)?
Are you struggling to keep up with the latest advancements in artificial intelligence (AI) and how they can be used to enhance your recruitment and employer branding efforts? Proactive Talent can help.
We specialize in building custom tech stacks and strategies for companies looking to leverage AI and other modern technologies to improve their talent acquisition process. From chatbots and job recommendation engines to personalized career pages and AI-powered employee onboarding, we can help you implement the right tools and strategies to attract and retain top talent.
With Proactive Talent on your side, you can confidently navigate the rapidly evolving world of AI and use it to your advantage. We'll work with you to understand your specific needs and goals, and help you build a customized tech stack that meets your unique requirements.
Don't let outdated recruitment practices hold you back. Contact Proactive Talent today and let us help you build the modern tech stack you need to succeed in the competitive job market.
It's discouraging to see companies cutting their employer branding budgets or disbanding their employer branding teams in the midst of an economic downturn, especially when they are still hiring. Even if they are not hiring, reducing investment in employer branding can have long-term negative consequences for a company's ability to attract top talent in the future.
For many reasons, developing an employer brand is essential in a bad economy. First and foremost, in a competitive job market, a company may stand out and set itself apart from its rivals with a great employer brand. Having a strong employer brand can be crucial in luring top talent during economic downturns when job searchers may have additional options accessible to them.
Additionally, a strong employer brand can raise employee engagement and morale, which will increase productivity and boost the company's overall success. This is particularly crucial during a recession when businesses may be suffering financial difficulties and must run as effectively as possible.
Additionally, a strong employer brand can assist a business in developing a reputation as a desirable place to work. This can be valuable in a down economy, when competition for top talent may be fierce. A strong employer brand can also help a company retain its existing employees, reducing turnover and the associated costs.
To effectively create an employer brand, it's important to be authentic and transparent. This means communicating openly and honestly with your employees and candidates about the challenges your company is facing and being upfront about any difficult decisions that are being made. It also means showcasing your company culture and values, and highlighting what makes your company a great place to work.
In a down economy, it's also important to focus on employee engagement. This means finding ways to make your employees feel valued, appreciated, and involved in the company's success. This can include things like recognition programs, rewards and incentives, and regular check-ins to get employee feedback and ideas.
By building a strong employer brand, you can attract and retain top talent, and create a positive reputation in the market. This can help you to establish a positive company culture and create a sense of pride and ownership among your employees. A strong employer brand can also help to attract employees who are a good fit for your company culture, which can in turn help to improve employee engagement.
Another effective tactic for improving employer branding is leveraging your company's social media presence. This means showcasing your company culture, values, and successes on platforms like LinkedIn, Facebook, and Twitter. You can also use social media to share employee stories and testimonials, which can help to build trust and credibility with potential job candidates.
To summarize, here are five key advantages of building an employer brand in a down economy:
Overall, employer branding is crucial for any company, but especially in a down economy. By creating a compelling and authentic employer brand, you can attract and retain top talent, even in tough times. By focusing on building an authentic, compelling, and differentiated employer brand highlighting your culture, engagement, and leveraging social media, you can position your company as a desirable place to work and give yourself a competitive advantage in a challenging job market.
If you're looking to build a strong employer brand in a down economy, Proactive Talent is here to help. As a premier boutique consulting firm that has worked with companies like Calendly, Discord, BCG, Siemens Energy, and many others to build and activate their employer brands, we have the expertise and experience to help your company create a unique and compelling employer brand that sets you apart from the competition.
We offer a range of talent attraction services, including employer branding strategy and EVP development, recruitment marketing strategy and agency of record services, employer branding content development, and training. Our team of experts will work closely with you to understand your company's culture and values, and develop a strategy that showcases your employer brand in the best possible light.
With Proactive Talent, you can be confident that your employer brand is in good hands. We have a track record of success, and we're committed to helping our clients attract and retain top talent, even in tough economic times.
If you're ready to take your employer brand to the next level, contact us today to learn more about how we can help. We're looking forward to working with you to build a strong and compelling employer brand that sets your company apart.
An employee value proposition (EVP) is a statement that outlines the unique benefits and opportunities a company offers its employees in return for their skills, knowledge, and dedication. It is a way for companies to communicate the value they offer to their employees and to differentiate themselves as an employer in the job market.
EVPs are important for companies because they can help attract and retain top talent. In today's competitive job market, employees are increasingly looking for more than just a good salary and benefits. They want to work for companies that align with their values, offer opportunities for growth and development and have a positive and supportive work culture. By clearly communicating its EVP, a company can show potential candidates what it has to offer and why they should choose to work there.
EVPs can also help companies retain their top performers by providing a clear understanding of what they can expect from the company in terms of benefits, opportunities, and support. When employees feel valued and supported by their employer, they are more likely to be satisfied with their job and stay with the company longer.
In short, an EVP is a powerful tool for companies to attract and retain top talent, and is an important part of building a strong employer brand.
As a company, it is important to regularly assess and understand your employer value proposition (EVP) in order to attract and retain top talent. There are several ways that companies can gather data to inform the development of an employee value proposition (EVP), including surveys and interviews.
Surveys are a useful tool for gathering quantitative data, which refers to data that can be measured and analyzed using numerical values. Surveys can be used to gather data on a variety of topics related to the EVP, such as employee preferences for benefits and perks, work-life balance, and professional development opportunities. By gathering data through surveys, companies can gain a better understanding of what their employees value and use this information to shape their EVP.
On the other hand, interviews are a useful tool for gathering qualitative data, which refers to data that is difficult to quantify and is typically collected through open-ended questions or observations. Interviews can provide more in-depth insights into employees' experiences, perceptions, and opinions on various aspects of the EVP. For example, interviews can be used to gather detailed feedback on employees' experiences with the company's culture, values, and work environment.
Here are some potential questions you could ask employees to research your company's EVP:
It's essential to keep in mind that every company is different and will have its own unique employer value proposition. These questions are meant to be a starting point and can be adjusted or modified based on the specific needs and goals of your company.
After conducting employee interviews to research your company's employer value proposition, the next step would be to analyze the data you have collected. This could involve identifying common themes or trends in the responses you received, as well as any areas where employees' perceptions of the company differ from what you expected.
Based on your analysis, you can then start to develop your employee value proposition (EVP). An EVP is a statement that outlines the benefits and opportunities a company offers its employees in return for their skills, knowledge, and dedication. It should reflect the values and culture of the company, as well as the specific needs and preferences of your employees.
To build out your EVP, you might consider the following steps:
By following these steps, you can develop an effective employee value proposition that reflects the unique strengths and culture of your company and helps you attract and retain top talent.
Once you have validated your new employee value proposition (EVP) with employee focus groups, the next step is to activate it within your organization. Here are some ways you can do this:
Developing and activating an effective employee value proposition (EVP) is crucial for companies looking to attract and retain top talent. However, creating and implementing an EVP can be a complex and time-consuming process. That's where Proactive Talent can help. Our team of experts has the skills and experience to assist companies with the research, design, and activation of an EVP that reflects their unique strengths and culture. We can help you identify your key differentiators, craft a compelling EVP, and activate it within your organization. Contact us today to learn more about how we can help you attract and retain top talent.
When speaking to TA and HR leaders about their company's employer brand strategy, there is no topic that comes up more than DE&I and the effects employer branding can have on your efforts to attract a more diverse workforce. Unfortunately, most companies aren't yet incorporating their goals around DE&I into their employer brand strategy in a meaningful way. This is because when it comes to creating an inclusive employer brand, it's not just about checking a box or meeting a quota. It's about creating a culture and environment where everyone feels valued, respected, and able to bring their authentic selves to work. But how do you actually do that? In this post, we'll explore some strategies for creating an inclusive employer brand and attract and retain diverse talent.
First, let's talk about why an inclusive employer brand matters. According to data from the Society for Human Resource Management, organizations with diverse and inclusive cultures are more likely to have higher employee engagement, increased innovation, and improved financial performance. And with the current talent shortage, it's more important than ever to tap into all available talent pools.
One of the best ways to create an inclusive employer brand is to involve employees in the process. This means getting feedback from employees of all backgrounds and making sure their voices are heard. By doing this, you'll be able to identify any unconscious biases or barriers that may be preventing certain groups from feeling included.
Another strategy is to make sure your job postings and recruitment efforts are inclusive. This means using inclusive language, creating diverse interview panels, and making sure your recruitment efforts reach a diverse group of candidates. According to data from ERE Media, companies that have a diverse recruitment process are 45% more likely to attract diverse candidates.
It's also important to create an inclusive culture once employees are on board. This means providing training and education on diversity, equity, and inclusion, and making sure everyone feels comfortable speaking up and sharing their perspectives. According to data from Sourcecon, organizations that provide diversity and inclusion training are three times more likely to have a diverse workforce.
Finally, it's crucial to hold yourself and your organization accountable. This means setting diversity and inclusion goals, measuring progress, and taking action when necessary. According to data from Recruiting Daily, organizations that set and track diversity and inclusion goals are more likely to make progress in this area.
In conclusion, creating an inclusive employer brand is about more than checking a box. It's about creating a culture and environment where everyone feels valued, respected, and able to bring their authentic selves to work. By involving employees in the process, making sure recruitment efforts are inclusive, creating an inclusive culture, and holding yourself accountable, you'll be able to attract and retain diverse talent.
"The Business Case for Diversity and Inclusion", Society for Human Resource Management, https://www.shrm.org/resourcesandtools/hr-topics/diversity/pages/business-case-for-diversity-inclusion.aspx
"The Importance of Inclusive Recruitment Practices", ERE Media, https://www.ere.net/the-importance-of-inclusive-recruitment-practices/
"The Impact of Diversity and Inclusion Training on the Workforce", Sourcecon, https://www.sourcecon.com/the-impact-of-diversity-and-inclusion-training-on-the-workforce/
"The Role of Goals in Achieving Diversity and Inclusion", Recruiting Daily, https://www.recruitingdaily.com/diversity-inclusion-goals/
"Creating an Inclusive Employer Brand: Strategies for Attracting and Retaining Diverse Talent", Proactive Talent blog, https://proactivetalent.com/blog/creating-an-inclusive-employer-brand-strategies-for-attracting-and-retaining-diverse
When it comes to employer branding, it's not always easy to see the direct impact of your efforts. Sure, you may have a great website, social media presence, and employee testimonials, but how do you know if it's actually helping you attract and retain top talent? That's where measuring the ROI of your employer branding efforts comes in.
One of the first things you should do is establish a baseline. This means figuring out where you're currently at in terms of job applications, time to fill open positions, quality of candidates, cost per hire, and employee retention rate. Once you have that information, you can track your progress over time and see if your employer branding efforts are making a difference.
For example, let's say you're currently receiving 100 job applications a month, and it takes you an average of 60 days to fill an open position. After implementing your employer branding strategy, you start receiving 150 job applications a month, and it takes you an average of 45 days to fill an open position. That's a 50% increase in job applications and a 25% decrease in time to fill open positions. That's a pretty good indication that your employer branding efforts are working!
Another important metric to track is cost per hire. This is the amount of money you spend to fill an open position, including advertising, recruiting, and hiring costs. According to data from the Society for Human Resource Management, the average cost per hire is about $4,129. If you can reduce this number, it means your employer branding efforts are helping you attract top talent more efficiently.
Employee retention rate is also crucial to track. This is the percentage of employees who stay with your company for a certain period of time. High employee turnover can be costly, and it's often a sign that something is wrong within the company. If your employee retention rate improves after implementing your employer branding strategy, it's a good indication that you're creating a positive employee experience and a strong sense of company culture.
In addition to tracking quantitative data, it's also important to gather qualitative data. This can include surveys and interviews with candidates, employees, and managers. Ask them about their experience with your company's brand, and what they think sets your company apart from others. This will give you a more complete picture of the impact of your employer branding efforts.
In addition to the metrics mentioned earlier, it's also important to measure the impact of your employer branding efforts on your company's reputation management. This includes tracking ratings on websites like Glassdoor, which give a clear picture of what current and former employees think about your company. If your ratings improve over time, it's a good indication that your employer branding efforts are creating a positive image of your company.
Employer brand awareness is another key metric to track. This refers to the number of people who are aware of your company's brand and what it stands for. You can measure this by conducting surveys or focus groups, or by tracking website traffic and social media engagement. The goal is to increase brand awareness over time, as this will help you attract and retain top talent.
Reach is another important metric to measure. This refers to the number of people who are exposed to your employer brand through various channels, including your website, social media, job postings, and other marketing materials. If your reach is increasing, it's a good indication that your employer branding efforts are having an impact and reaching a wider audience.
Finally, it's important to track the source of influence for your employer brand. This refers to the channels that are driving the most traffic, applications, and conversions. For example, if your company's LinkedIn page is driving the majority of job applications, you'll want to focus your efforts there and invest more resources in that channel. This information can help you make informed decisions about where to allocate your resources and optimize your employer branding efforts.
At the end of the day, measuring the ROI of your employer branding efforts is about understanding the impact of your efforts and making data-driven decisions. By tracking key metrics, and collecting qualitative data, you'll be able to see the true impact of your employer's branding efforts and make adjustments accordingly.
When it comes to hiring, company growth can often create chaos and uncertainty. As a talent acquisition leader, it can be frustrating to manage hiring plans that are constantly changing and trying to ensure that the right amount of resources and plans are in place to hit that moving target. Traditional recruiting vendor models of support can be outdated and do not focus on the long-term success of the companies that use them. That's why Proactive Talent created our OnDemand Recruiting service as a solution to this problem.
As far as solutions for helping companies hire, there are a lot of options out there. You can hire full-time recruiters, which can sometimes be a long-term solution to a short-term problem, or use contingent search models, which can be costly and increase retention rates, or augment with contract hourly recruiters utilizing an agile RPO partner like Proactive Talent. But which one is the best option for your organization, especially in a down economy? In this blog post, we'll explore the benefits of using a flexible RPO solution that augments with contract hourly recruiters.
First, let's talk about the current state of the economy and the hiring industry. According to data from the Bureau of Labor Statistics, the unemployment rate has been on the rise due to the ongoing COVID-19 pandemic, supply chain issues, the war in Ukraine, and the current recession within the tech industry, to name a few reasons. With an increase in layoffs across the economy, this means there are more job seekers with amazing skills momentarily up for grabs, and competition for top talent is fierce.
OnDemand Recruiting is a modern take on RPO staffing support. It's a flexible, monthly recruiting consulting service that can support companies while staying lean during periods of inconsistent hiring, a spike in volume, or when filling niche roles. With this service, our clients can stay lean while we supplement and co-manage the recruiting process and extend their staff as we partner to grow their business with skilled, qualified talent.
In this blog post, we'll explore the advantages of OnDemand Recruiting over other recruiting models:
One of the major advantages of OnDemand Recruiting is its scalability. With our service, you retain our recruiters when you need them and switch off support when you don't. Have a big hiring push? We can quickly add additional resources to help meet your hiring goals. This allows companies to stay lean while still being able to adapt to changing hiring needs.
Another advantage of OnDemand Recruiting is that our recruiters have an average of 10 years of industry-specific recruiting experience. With Proactive Talent, you can trust that you have the right recruiting talent paired with the right hiring needs. This ensures that the recruiters you work with have the necessary knowledge and skills to find the best candidates for your specific industry.
Proactive Talent's OnDemand Recruiting service also offers flexibility when it comes to switching recruiters on and off without penalty fees. For example, if you have all of your tech roles filled and now need a recruiter that specializes in sales, you can quickly deactivate your tech recruiter and activate an experienced sales recruiter. This allows companies to adjust their recruiting efforts as needed without having to pay additional fees.
OnDemand Recruiting is also a cost-effective solution when compared to hiring full-time recruiters, which can be a long-term solution for a short-term problem, or using contingency search models, which can be costly and increase retention rates. With OnDemand Recruiting, you only pay for the services you need, when you need them, and can save up to 30% or more on recruiting costs.
We hope you have a better understanding of why augmenting with contract hourly recruiters is a smart choice for companies to use a flexible RPO provider like Proactive Talent in a down economy. If you're interested in learning more about our OnDemand Recruiting solution and how it can help your organization save money and increase access to top talent, please visit our OnDemand Recruiting services page or contact us today to schedule a consultation. Our team of experts will be more than happy to answer any questions you may have and help you create a recruiting strategy that is flexible, adaptable, and cost-effective. Don't wait. Take action today and start reaping the benefits of our OnDemand Recruiting solution in a down economy.