Remaining Competitive in a Talent-Driven Market
Over the past few years, unemployment rates have been steadily declining—with the current rate hovering around four percent and decreasing.
With unemployment at an 18-year low, how can you as a recruiter remain competitive with today’s record-low unemployment rates? Here are a few sure ways to differentiate yourself in the market, ensure that candidates choose to partner with you over other staffing and recruiting firms, and serve as a stronger advisor to your clients.
Understand Candidate Expectations
When it comes to working with candidates, the number one thing to remember is good communication is key. Did you know that more than 50 percent of clients believe employers could do a better job at setting expectations at the beginning of a potential hiring interaction, while 81 percent say receiving updates and application statuses throughout the process would improve the overall candidate experience?
Since communicating with candidates can go a long way in helping create a positive experience for job seekers, as a recruiter, it’s important that you work as an advocate for your candidates when gathering information from your clients. What’s more, candidates can serve as brand advocates (e.g. Glassdoor), so clients and you have a lot to gain or lose via positive and negative online reviews.
To make sure you’re meeting candidate expectations, make sure to educate candidates on the overall requisition process and explain what it’s going to look like. Also, if it turns out a candidate does not get a role, make sure to communicate why. It’s better to overeducate candidates throughout the job seeking process to ensure that they want to return to your staffing or recruiting firm for future job placements.
Go Mobile and Social
Given 89 percent of job seekers say that mobile devices play a critical role in the job hunting process (across all age ranges), and 94 percent of smartphone seekers have browsed or researched jobs on their phones, today’s job boards need to be mobile-friendly, and postings must be optimized for on-the-go experiences. Creating a light mobile registration, especially for roles where there are high mobile responses (e.g. sales, customer service, drivers, and technology), can help capture candidates to make sure they’re not simply lost in the application funnel.
Going hand-in-hand with mobile devices, social media serves as another avenue for you and your clients to differentiate themselves. Although 84 percent of employees admit they would consider quitting their job to take an opportunity from a company with a great reputation, almost 75 percent of employees say their employers do not promote their employer brand on social media, and only 33 percent of employers encourage their employees to use social media.
By not promoting a social media presence for either your own staffing or recruiting firm, or working for clients who don’t, the chances that recruits will see good things about your organizations are severely limited. To make sure you and your clients are using social media to the fullest, evaluate current social presences, join groups by location, industry, and interest, and take advantage of free marketing opportunities (e.g. Facebook groups enable you to place ads and avoid click advertising).
Optimize Your SEO & Utilize Digital Data
Using a strong search engine optimization (SEO) strategy is another way to set you and your clients apart from the competition. By identifying key words and phrases that best describe what your organization can provide, as well as what is well known in the industry, you are more likely to drive candidates to your site and increase awareness in search engines. Additionally, research reveals that videos drive a 157% increase in organic traffic from search engines, and provide a 53x greater chance of helping you show up on the first page of Google results.
Furthermore, digital data can be leveraged to see what sources talent is using to find you or your clients, the time of day candidates are viewing, geographical location, and the most favorable sourcing channels. This type of data can be used for filling all types of job orders, including higher-level roles.
While focusing on making a better, easier job-searching experience for candidates can help you stand out in a competitive talent market, ultimately, ensuring that you’re providing the best customer service and talent for your clients still remain crucial factors. Together though, these approaches can serve as a sure way to help guarantee your company’s success during any employment and economic climates.
Source: “How to Beat the Competition When Unemployment Rates Are Low.” Lindsay Stanton, Chief Client Officer, Digi-Me. https://www.people20.com/content-library/single?post=how-to-beat-the-competition