Listen and act: how to get employee experience management right

TALENT ACQUISITION, HR STRATEGY

Article | August 24, 2022

Marketing and recruitment are two of the most critical functions in a business. However, just as marketing is key to helping a business sustain in a cutthroat market and position itself as a go-to provider, recruitment marketing is key to winning the war for talent and positioning a company as a coveted workplace. Digital recruitment marketing, there are more avenues to recruit top talent than ever before. Not only does it offer a wide reach, but also the ability to keep track of campaigns and measure the return on investment from these efforts. In this way, you can build a talent community that ensures you have a steady supply of qualified candidates. This is why implementing solid recruitment marketing campaigns is so crucial. However, just like marketing, recruitment marketing requires investment, and marketing leaders must be able to justify these investments to their higher-ups. At its core, recruitment marketing shares much of its process with marketing. It helps to take lessons from how marketing leaders convince higher-ups to invest in their strategies to build a talent pipeline. Building a Business Case for Digital Recruitment Marketing Talent acquisition through recruitment marketing is undeniably effective. But it goes without saying that marketing is an expensive endeavour and when done without due diligence, it can cost your company a lot more than necessary and without yielding the results you’re looking for. In addition, with the same principles used to manage marketing campaigns, you have a better chance of justifying investment in digital advertising to recruit talent. By tweaking a few crucial pieces of marketing tools and techniques, you can craft a marketing strategy aligned to your recruitment objectives. Not all companies have the digital presence that large organizations can boast of. This is why reaching and engaging candidates, positioning an employer brand and designing an online candidate experience are so important. Digital advertising can address all of these objectives by helping create reach and awareness. But first, let’s talk about the key recruitment marketing metrics to track when implementing digital recruitment marketing campaigns. Metrics to Map for Tracking Recruitment Marketing ROI Your ability to build a case with recruitment marketing ROI is limited if you are not tracking the ROI from your digital advertising campaigns. Social Media You cannot track word of mouth, but you can track online conversations. No, it doesn’t mean you can hear what people are saying about the company, but social media recruitment marketing can uncover numerous insights. You can see how much of your audience your posts or ads are reaching, whether they are engaging with your posts by commenting, sharing, or liking it, and if it’s converting visitors into applicants. Pay-Per-Click Campaigns PPC campaigns are a common digital recruitment marketing strategy and are especially effective for reaching an intent-based audience looking for specific roles. PPC ensures your ad is at the top of the pile and gets immediate attention. Time to Hire From applying for a position to being hired, time-to-hire substantially demonstrates the success of your campaign. It requires you to track all the dates and stages of an application’s lifecycle. But what does it have to do with recruitment marketing? According to a study by Inc., the best candidates get recruited within 10 days on average, and your recruitment marketing campaign should contribute towards reducing your average time-to-hire for it to be considered effective. To Conclude These are just a few of the critical metrics you need to track in order to build a case for investing in recruitment marketing. A talent shortage and a competitive hiring landscape make it difficult to find the right talent on time. With digital advertising, you can create result-oriented campaigns that accelerate screening and evaluating candidates by reaching the right candidate personas. A recruitment marketing platform can help you actualize your campaign and adopt seasoned marketing strategies as part of your talent acquisition efforts.

RECRUITMENT & RETENTION

Article | August 19, 2022

Business is a balancing act comprised of trade offs, often competing objectives, and strategic decision-making. As the war for talent rages and the demographics of the workforce continue to change, the candidate and employee experience have shifted from being just HR considerations to being business considerations. Therefore, today’s executives should consider aligning their talent strategies with business strategies as the means by which overall business objectives can be obtained.

TALENT MANAGEMENT

Article | July 20, 2022

Employees are companies most valuable asset – Without the talent, knowledge and expertise those employed bring to an organisation, it’s safe to say that the business world would be a very different landscape. Human Resources is often held responsible for owning the employee value strategy, where we’re now embracing tremendous improvements in how the value that employees bring, can be achieved. Here we’ll explore how data analysis, learning & development, employee engagement, 360 feedback and flexibility all offer a significant opportunity to improve employee output within every organisation in 2020.

Article | February 10, 2020

You never get a second chance to make a first impression. This holds particularly true when it comes to employee onboarding. It's a new hire's introduction to the organization and the experience has a significant impact on employee retention. Unfortunately, that's why it's rare to see many employees with years of tenure. Research by Future Workplace found that 91% of Millennials expect to stay in a job for less than 3 years. Companies lose 25% of all new employees within the first year, according to SHRM, but almost 70% of employees are more likely to stay with a company for 3 years if they experienced great onboarding.