While we all understand that the world is rapidly changing, it can be difficult to understand the scope of that evolution. Not only technologically, but socially there is a sea change that radically alters the way that we interact with one another, the way we live, and most importantly for this topic, the way we work.
The Senior Living industry is suffering from a workforce crisis. Due to rapid expansion and more people retiring to assisted living communities, companies have to pay more to find quality personal care aides and support staff for their facilities. And many are not doing themselves any favors with their career web pages.
Lately, we’ve been expanding and, therefore, hiring, which has forced us to deeply consider what our talent brand is. Have you spent any time thinking about yours?
As your business expands, you as a founder or CEO need to learn to start delegating more responsibilities, not least being recruiting. This can be incredibly difficult, especially if you’ve been involved in all of the hiring up until this point. However, it is important to get out of the way and focus on running the company, so now is the time to make that transition.
Here are four tips that will make that transition a little easier.
Your recruiting web page is far too complex. I know that you want it to look good, with nice graphics, plenty of fields for data, and a complex search engine that will display every job to every candidate whenever they look.
But that’s not the way to get high quality applicants, nor is it an efficient method for attracting candidates. There’s a reason why 60% of job seekers quit in the middle of filling out an application.
At Talentify, we are big believers in the power of data. To know is to be able to act in a deliberate manner, and that is far more likely to yield results than guesses, no matter how educated.
However, as human beings we don’t always know how to read that data, nor do we necessarily have the experience necessary to understand how best to react. That’s one of the main reasons why it’s important to rely on tools when you have to. And the best, most advanced tools available today incorporate machine learning.
There was a time when prestige alone could draw candidates to a company, but as the decades have rolled on and technology has improved, it has become necessary for businesses to spend more time and effort on recruitment advertising.
Fortunately, that same technology has also made it much easier to target and attract talent pools that were previously untouchable by the common recruiter. In fact, new tools are coming out all the time that help talent acquisition professionals to find the right people to fill open positions. This requires that many learn new skills, however, and realign their approach with trends in how people access the Internet and search, both for jobs and in general.
45% of job seekers use their mobile device to search for jobs at least once a day. 89% think that mobile devices play a critical role in the job hunt. Think about that for a moment. Without an effective mobile recruiting strategy, you are missing out on dozens of candidates that could fill key roles in your company.
Fortunately, it’s not that difficult to make sure that you’re able to handle mobile recruiting.
Modern recruiting is no longer about sifting through resumes looking for a story that matches your company’s needs. Rather, it’s about finding a story within streams of numbers that reflect how you are reaching out to candidates and how those candidates respond to you. Today, candidate sourcing is about interpreting the story that your recruiting data is telling you.
But how do you do that?