RECRUITMENT & RETENTION

The Great Resignation of 2021 and How Businesses Should Prepare?

Shefali Vasave | December 10, 2021

hr News

Introduction to the Big Quit of 2021

The COVID-19 pandemic was an unprecedented event for businesses worldwide. Millions of lives were lost and economies were destroyed. The pandemic dealt a dual blow to the job market. By April 2021, over 19 million U.S. workers had quit their jobs. Further, lockdown restrictions  worldwide took a toll on many businesses, causing massive layoffs and millions of jobs were lost.

On the other hand,  millions of employees resigned from their jobs, which fluctuated the attrition rates. Looking at the rising level of resignations, industry experts noticed it as a burgeoning trend. And they call it the Big Quit or the Great Resignation of 2021.

- Anthony Klutz, a business management professor, coined the term and used it extensively in interviews and articles.

So, what does the future hold for the job market?


Two Reasons Employers Should Be Worried About the Big Quit of 2021

The post-pandemic unemployment rates have been a significant concern for employers. The unemployment rate has gone up from 1.5% to 3.5%. This wasn’t only a significant blow to many people’s careers, but it also highlighted how employee priorities are shifting. Employees no longer want to have a job. Instead, today, they  seek fulfillment, job satisfaction, health benefits, and a work-life balance.

Employee attrition is never a good thing. Attrition, especially during a significant health crisis? It’s a ticking time bomb for businesses. Organizations can no longer afford to ignore the human aspect of their workforce. Moreover, the mass uncertainty and anxiety have led workers to demand better working conditions across industries. As a result, there is a need for employers to have a post-pandemic action plan. And that’s one of the  most essential concerns businesses will need to deal with in the post-pandemic resignation boom.

There’s also an emerging problem of "disengagement," where employees don’t feel it’s their right to solve the world’s problems and think their work doesn't make a difference. So, in 2022, engaging employees on a deeper level will be another challenge that every organization must face.  Apart from providing better benefits, organizations must create an employee engagement  framework that focuses on employee wellness and provides a safe space for career growth.  By focusing on these activities, organizations can manage post-pandemic anxieties and the dip in engagement.


How Can Businesses Prepare for the Big Quit of 2021?

In 2021, the Big Quit gave employers a glimpse of the job market. Employees are resigning en masse to take time off and focus on themselves instead of working. This demonstrated a new found perspective on the quality of jobs. Hence, it looks like businesses will continue to face the issue of mass job losses in 2022.

So, to overcome the problem, businesses need to plan smartly to stay competitive. Here are some ways you can prepare for the impact:

  • Develop an effective management team
Often, people quit jobs  not because of the company but  because of their bosses. Revisit the roles your senior leaders and managers play. Are they making employees’ lives better or worse? Are they getting results but also causing high turnover rates? These are some questions you can start asking before  reviewing management performance.

“It may sound simple, but we need to listen to our employees in order to be a force for change.”

- Brandy (Rosner) Zimmerman, Vice President of People Operations at TaskUs
  • Bring flexibility
In a the current scenario, flexibility has become an essential topic of discussion. It ushered in a remote work revolution that led to tech players developing new tools and technologies to support the shift to working from home. Human resources management had to be overhauled to allow employees to go location agnostic and maintain a cohesive company culture. The key will be to continue to provide more and more flexibility. Hybrid working or remote work options are going to be a great leveler. Organizations must become proactive in designing a remote work-ready policy to integrate their workforce.

  • Engage employees with your organization’s mission, vision, and values
Employee engagement has been a hot topic for a while, and there is no better time to start implementing it into your HR management blueprint. A clear mission, transparency in how your organization makes a difference, and the big picture of what lies ahead are essential factors that will help align employees with your company culture.


Conclusion: Why Uncertainty Will Drive the Future Market

Remote work jobs are already booming. They will become a mainstay of the mainstream job market. With that, organizations will face concerns about being unable to have tangible control over the workplace. However, a meaningful and future-ready work policy will help bind a hybrid workforce.  It will also help  provide a balanced, efficient, distraction-free, and engaging work environment for employees. Undoubtedly, the job market is changing, and uncertainty will loom large in the future for some time. However, this doesn’t mean organizations cannot prepare better. The onus will be on employers to retain the sense of fulfillment and leverage things like job security, health benefits, and wellness to attract and hire new talent and keep existing employees happy.


Frequently Asked Questions


What are the reasons for the post pandemic resignation boom?

Some of the reasons for the post-pandemic resignation boom are an increased focus on wellness, poor treatment of workers, and heightened stress and anxiety.


What are the challenges people may face during the post pandemic resignation boom?

Organizations will find it hard to develop an approach towards the rising demand for better treatment and work conditions in the light of changing work dynamics.

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RECRUITMENT & RETENTION

3 Companies Acing the Remote Onboarding Process And What You Can Learn

Article | March 3, 2022

Organizations worldwide had to reimagine their hiring processes almost overnight in 2020. As a result, the role of human resource professionals has become increasingly challenging. From optimizing hiring processes to cultivating new remote-friendly company culture, the transformation was unprecedented. However, as the grip of the health crisis loosens, companies are increasingly acknowledging the value of remote work. Virtual workers are the focus of new policies, strategies, and even processes, even as remote offices move to hybrid workplaces and virtual workers become more important. But looking forward, human resource teams still have their work cut out for them. There is much to calibrate, and it must be done quickly. And it all starts with a sound onboarding process. In this article, we talk about how recruiters can fine tune their remote onboarding process and leverage the advantages of the new hybrid working culture. Definitive Remote Employee Onboarding Checklist According to a Global Workplace Analytics study, businesses lose approximately $600 billion to workplace distractions. It also states that remote workers report being 35-40% more productive than those who work in an office. Understanding what your remote workers need to do their job well is the key to achieving your productivity goals. Here’s the new hire onboarding checklist to help you do just that. Virtual Paper Work Paperwork is the bane of HR professionals everywhere. But it doesn’t have to be tedious. Make your HR process agile by using automation technology like e-signature, which lets new employees sign, edit, and view forms. It automatically fills in candidate information across different documents to make the process faster and more efficient. Logistics While many organizations could smoothly transition to remote work, some need more planning. For example, if your employees require specific equipment and systems to do their work, you need to streamline the process of delivering equipment and integrating new hires into the new systems . Welcome Kit Engaging employees is a top priority for human resource professionals today. With remote work, it becomes even more imperative. Include a welcome kit as a part of your new hire’s onboarding checklist. It can provide a sense of direction for new remote workers. Additionally, you can include a company handbook with company information like benefits, points of contact, and maybe a voucher for free lunch. Buddy System Fitting into an existing social office system can be daunting for a new hire. A buddy system can mitigate new workplace anxiety to a great extent. Assign a go-to person when onboarding new employees. They will guide the new hire to settle in, ensuring that the new remote worker doesn’t feel disconnected from the rest of the organization. Orientation Orientations should continue to be a to-do on every virtual onboarding checklist. Conduct a virtual orientation when onboarding new employees to address the company overview, history, the roles and responsibilities of the new hire, and HR procedures and policies. Company Culture Briefing your HR team about onboarding best practices should cover company culture as an essential topic. You want to make new hires feel welcome and align with your company’s culture as quickly as possible. Feedback Check with your new hires about their progress and seek feedback about their remote onboarding process. Conducting a survey is a great way to identify pain points. You can then tweak your employee onboarding process accordingly. “It may sound simple, but we need to listen to our employees in order to be a force for change.” - Brandy (Rosner) Zimmerman, Vice President of People Operations at TaskUs How Three Industry Leaders Are Using Onboarding Best Practices HubSpot HubSpot, a leading marketing software provider, pivoted to a remote onboarding process by developing remote work guides. The company also tracked the live participation of new hires on its internal education system, Learn@HubSpot, to map out learning and immerse new hires in the process quickly. Vistaprint As part of their onboarding best practices digital printing giant Vistaprint makes extensive use of live orientation and a new hire social. Also, the company plans to implement a 100-day training program that will provide a remote-first learning experience for new hires. Salesforce The tech giant is leading the virtual employee onboarding process, having recruited 10,000 people. Salesforce integrated networking opportunities for new hires to get acquainted with current employees. The organization also has a dedicated business technology team to handle the logistics of setting up remote workers with the necessary systems. Conclusion: Automating the Employee Onboarding Checklist The process of onboarding new employees is a time-consuming and expensive task for any company, especially those with a remote workforce. According to Digitate, new hires are twice as likely to look for other opportunities if they had a bad onboarding experience. It is an essential step towards hiring and retaining talent and reducing overall hiring tasks. Not every component of the virtual onboarding checklist has to be manual. With automation and artificial intelligence, you can streamline the employee onboarding process. Frequently Asked Questions What are the most important factors to consider when onboarding new employees remotely? The most important factors to consider when onboarding new employees remotely are: How well the company knows the new hire before the employee arrives How well the company can assess and train remote employees The company’s culture and how it is expressed in different locations What is the best way to start a remote employee's first day? A remote employee's first day is just like a regular employee's first day. First, they should be introduced to the company and the team they will be working with. What documents should be sent to a remote employee before they start work? Some of the documents to send as part of your remote employee onboarding checklist include: Employee handbook and contract of employment Processes, procedures, and policies Guidelines on how to use the company's equipment or software Company's intranet site Company's social media profiles Policies on email usage in the workplace

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HR STRATEGY

Best Practices for Enhancing Cybersecurity Awareness in the Workplace

Article | February 28, 2022

Importance of Cybersecurity Awareness in the Workplace As the world becomes increasingly interconnected, more people and businesses are using technology, increasing the risk of data loss and theft. Cyberattacks are becoming more sophisticated and difficult to detect. The cost of cybercrime is also on the rise. In 2016, cybercrime cost the world $450 billion—an average of $12 million per hour. In 2022, things are getting even more serious. According to Fintech News, there has been a 600% uptick in cybercrimes following the COVID-19 pandemic. Cybersecurity compliance is not just about protecting the resources of your company, but also about your employees, customers, and stakeholders. It’s important to understand the serious implications and what organizations can do to tackle cyber security in the workplace. HRM leaders have the added responsibility of ensuring that the correct cybersecurity protocols are in place. Due diligence starts right from the hiring process. Why Does Employees' Cybersecurity Awareness Matter? While recruiting for important roles, HR managers need to be well-acquainted with the roles and responsibilities of the job they are advertising. It is prudent to understand what type of access and authorization is required for an employee to be able to do their job and the scope of data and responsibility they are being trusted with. “From a cyber perspective, the industry needs to ensure that the movement of digital information is regulated and monitored, protection is put in place for unauthorized access, which in turn would allow for confidentiality.” - Tinesh Chhaya, Founder, Decipher Cyber Your employees are using their personal devices to access company information. As workspace expands to accommodate homes and work becomes more flexible, information is more vulnerable than ever. While working from home is the need of the hour and is becoming the most popular way to work, there is an increasing need to fortify digital security. In fact, a study by Tessian suggests that 47% of employees cited distraction as the reason for falling for a phishing scam while working from home. According to Malware Bytes, remote workers are also responsible for security breaches in 20% of organizations. 3 Tips for Delivering Cybersecurity Awareness Training in Your Organization Since employees have access to sensitive company data and customer information, it is essential to provide cybersecurity awareness training that does not jeopardize said data. Consider the case of Avast, a Czech cybersecurity firm specializing in anti-virus software solutions. In 2019, a hacker was able to compromise an employee’s VPN credentials. The attack was aimed at inserting malware into Avast’s product. Though the attack did not threaten customer data, it could have posed a major security threat to Avast’s customers and jeopardized its reputation. “Cyber attacks are not only becoming more prevalent but also more clever in how they attempt to steal sensitive information from users.” - Adam Cason, Vice President of Global and Strategic Alliances at Futurex In order to protect your organization from these cyber security risks, you want to create a culture that fosters cybersecurity awareness and promotes the importance of security awareness training among employees and management alike. Here are three tips for creating a new digital culture in your organization: Onboard New Employees With Cybersecurity Awareness Training For a solid cybersecurity awareness culture, consider disseminating training as part of the standard onboarding process. New employees, regardless of their role, should be made aware of phishing attacks, authentication, passwords, removable media, remote working cybersecurity policies and best practices, and mobile security. Conduct Certification in Cybersecurity Awareness Many organizations conduct certification and annual re-certification cybersecurity training to ensure that all employees are up-to-date on the newest developments in cybersecurity as well as tools, technologies, and cyber threats they should be aware of. Conduct Job-Oriented Training Some of your employees may be more vulnerable than others when it comes to cyber-attacks. C-level executives are a particularly common target. Therefore, customizing your cybersecurity training based on the job role is a smart step to ensure both cybersecurity compliance and better cyber resilience among your most vulnerable employees. Conclusion: The Proper Steps Towards Building a Highly Effective Cyber Security Culture The first step to building a highly effective culture of cybersecurity in the workplace is to identify what needs to be protected. Then there is a need to make sure that all employees are aware of the risks and know how to protect themselves, their work, and the company’s data. This also includes informing your employees about the liabilities they will be subject to if they fail to comply with cybersecurity measures. The third step is to make sure that all employees are trained on how cyber attacks happen, what they can do in case they get hacked, and what steps should be taken if they suspect someone else has been hacked. Cybersecurity is an ever-evolving field that requires both education and constant training to not only stay up-to-date on the latest threats, but also to be able to protect oneself from malicious cyberattacks. There’s no doubt that HR teams have a challenging task on their hands. They must optimize the HR process to address the challenges of hiring new employees while maintaining the sanctity of the company’s data. The importance of security awareness training cannot be ignored. The tips in these articles will not only help you build a culture of awareness around cybersecurity but also reimagine your approach to attracting, hiring, and retaining talent in the light of a digitally driven world. Frequently Asked Questions What is the role of social media in cybersecurity? Social media is a powerful tool for cyber security because it can be used to identify and understand the needs and wants of people. Governments and organizations can use social media to predict events, detect potential cyber threats, and prevent disasters. What are the benefits of cyber security? Here are some of the benefits of cyber security: It protects data from being stolen or destroyed by hackers. It prevents unauthorized access to computer systems or networks. It protects against viruses that can compromise sensitive information. What is phishing and how does it work? Phishing is a type of cyber-attack that attempts to steal sensitive information such as usernames, passwords, and credit card details by masquerading as a trustworthy entity in an electronic communication.

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DIVERSITY AND INCLUSION

6 Powerful Ways to Promote Workplace Diversity and Inclusion

Article | February 24, 2022

Diversity is the inclusion of different people and ideas. When we talk about workplace diversity and inclusion, we mean an equal representation of people from different backgrounds, cultures, genders, and abilities. Diversity helps create a company culture where everyone is valued and respected. Companies with diverse management enjoy a 19% increase in revenue when compared to their counterparts. Not only that, gender-diverse teams outperform at a rate of 21% in profitability. (Source: Deloitte) Introduction: Why Diversity Equity and Inclusion (DEI) Matter According to a Pew Research Center study, it is estimated that by 2065, there will no longer be a single racial or ethnic majority in the U.S. In addition, gender diversity is also an important component of the workplace. In 2017, a Pew Research survey revealed that over 47% of women have faced workplace discrimination. This is in stark contrast to the results of a Harvard and Princeton study that showed that women were more likely to be hired when applications were submitted anonymously. Women also earn only 82% of the wages that men earn for the same work. The fact that women will make up 47.2% of the workforce by 2024 (Source: Deloitte) makes it no surprise that gender equality and diversity are important issues. “Of course, diversity is something that you always have to work at, and while we’re proud of our progress, we know we still have a way to go yet.” - Nabila Salem, President of Revolent Group Although DEI programs are becoming common, their impact is yet to be fully known. According to a study by the National Bureau of Economic Research, only a small fraction of Fortune 500 companies have published their DEI data. Only 22 companies released the full data on their DEI programs or the racial and ethnic makeup of their workforce. Equal Employment Opportunity Act (EEOA) and its Impact on HR & DEI The Equal Employment Opportunity Act (EEOA) was enacted on July 2, 1964, to prohibit discrimination based on race, color, religion, sex, or national origin. It is a federal law that applies to all employers with more than 15 employees. The EEOA has been a catalyst in helping companies champion workplace diversity and inclusion. Today, 48 states have an equal pay law in place that bars employers from paying female workers less than their male counterparts for the same work. However, the bias against hispanic and black workers hasn’t improved much in the past 20 years. Based on the statistics released by the Equal Employment Opportunity Commission (EEOC), 1,889,631 complaints have been filed with the EEOC. Of these, discrimination based on race, disability, and gender made up 34%, 32%, and 30%, respectively. Workplace Diversity Trends and Examples of DEI in the Workplace Modern organizations still have a lot of ground to cover when it comes to incorporating meaningful diversity, equity, and inclusion into the workplace. Celebrating Diverse Holidays Celebrating cultural holidays and events is part of making a diverse team feel accepted. For instance, Coupon Lawn, a coupon code platform, takes pride in celebrating events like the Gay Pride Parade, Martin Luther King Jr. Day, and Women’s Day. “We come together as a team and celebrate these special occasions to show that we support our employees." -John Howard, CEO of Coupon Lawn Creating a Buddy System Organizations might want to take a leaf out of EpicWin App’s book when it comes to making new employees feel welcome no matter their gender, race, or ethnicity. The company has a buddy system that pairs a new employee with a tenured member of the team who then spends the day together. This ensures an inclusive environment and a positive company culture. Integrating Diversity Into the Product Sometimes, building DEI into your company culture requires bold steps. Hummii, the healthy snacks and ice-cream startup, encourages employees to contribute towards the company’s products by allowing them to create new flavors that are inspired by their culture. What better way to make inclusion a workplace staple? Making Recruitment Anonymous It is no coincidence that women are more likely to be hired when submitting blind applications. This is why anonymous recruiting is the way to go if you want to make DEI a part of your inclusive hiring process. Professional Employer Organization (PEO) is leading by example. Every resume it receives, it makes anonymous by covering up photos, ages, genders, and names. This allows the organization to make a fair hiring decision and bypass internalized biases. Investing in L&D for Diverse Employees Providing equal learning and development opportunities is the essence of workplace diversity and inclusion. The Product Reviewer, a leading digital platform for product reviews, ensures they include skill development and growth as part of their DEI strategies. By engaging employees and investing in consistent talent development across the board, the company makes sure they walk the talk when it comes to DEI. Refining biased AI-algorithms A discussion on workplace diversity trends would be incomplete without mentioning AI and machine learning algorithms. After all, AI is dominating hiring and recruitment in a big way. However, a Harvard study pinpointed that DEI-driven AI is still in its nascent stage. Facial recognition technologies that discriminate based on skin color have existed not too far in the past. AI algorithms are no different. Resume.io is working to remove AI-based discrimination by retraining its AI to exclude personal information while screening CVs. "As fundamental as these notions of equality might seem to you, the reality is that we live in a world that is immensely unequal." - Rashim Mogha, Founder - eWOW To Conclude Diversity, equity, and inclusion are essential components for forward-looking organizations. Beyond the compelling business case, diversity in the workplace is essential to creating a more functional and productive social climate. Organizations must work towards building a company culture that goes beyond mere symbolism. To be able to survive in fast-changing business landscapes, they must embed DEI deep in the organizational DNA. Frequently Asked Questions Who is responsible for the diversity and inclusion strategy? The implementation of a diversity and inclusion strategy is the responsibility of the company’s leadership in conjunction with HR. They are responsible for setting up the strategy, communicating it, and implementing it. What steps can be taken to reduce or remove bias in a company? The best way to reduce or remove bias is to take steps towards awareness and understanding of the biases that exist in your company. HR leaders must then use this information to design DEI strategies and hiring practices that eliminate these concerns. What are the benefits of a diverse workforce? A diverse workforce can bring a variety of perspectives to the table. This can lead to an increase in innovation and creativity. It also makes the workplace more inclusive and welcoming for all types of people.

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RECRUITMENT & RETENTION

5 Smart Recruitment Marketing Strategies That Worked Like a Charm

Article | February 24, 2022

Just the way customers want to relate to a brand of product or service, so do job applicants when it comes to researching potential employers. Job seekers are constantly on the lookout for companies that align with their culture. Today, they are no longer looking for designations with specific remuneration; they are looking for a workplace that enables them to grow and an employer that understands their needs and goals. Today’s job market is tough, and employers are finding it challenging to attract and retain the best talent. They are also looking for ways to engage with candidates and access new networks and pools of talent that were inaccessible before. To do this, many organizations have developed a recruitment marketing plan to leverage the power of marketing while attracting top talent. Introduction: Why Some Recruitment Marketing Ideas Work Wonders? Although recruitment marketing strategies have been around for a while, they used to be passive at best. Active recruitment marketing has seen a surge ever since companies began to realize that joining hands with the marketing team could boost their hiring process in the right direction. However, there are some recruitment marketing strategies that blur the lines between marketing and HR such as SEO, guerrilla marketing, candidate experience, and employer branding. The recruitment marketing strategy is an important part of any business’s online presence. It is a way for them to promote their company, attract talent, and build relationships with their audience. “Bring value to customers in every step of their journey and solve one of the biggest leadership dilemmas today: employee engagement.” - Zsuzsanna Ferenczi, Chief Marketing Officer at Tradler Some recruitment marketing ideas work wonders because they can attract the attention of their intended audience. In addition, it gives a clear and concise message. They should be able to reach out to their target market and provide them with a solution. In this article, we will look at some of the most effective recruitment marketing ideas and why they worked like gangbusters for the organizations that used them. Ogilvy’s Brilliant Advertising Strategy for Recruitment-Contests When it comes to marketing, no one does it better than the world-renowned advertising agency, Ogilvy. They are in the business of sales, so it goes without saying that nothing but the best will do. The organization hires some of the finest talent to maintain its creative excellence. So, when it was time for them to recruit talent, they used a creative hiring campaign in the form of a contest aptly named “The World’s Greatest Salesperson.” Ogilvy leveraged its social media presence as well as its unique position in the advertising industry. The contest invited applicants to film a video of themselves selling a brick. The winner got a three-month paid internship at Ogilvy and the chance to speak at the Cannes Lions International Advertising Festival. The campaign reached millions of people and garnered much attention from potential candidates, demonstrating that recruitment marketing ideas don’t have to be plain and boring. They can be humorous, creative, and highly engaging when done right. Google’s Recruitment Marketing Plan-Hiring With Puzzles You don’t always have to be renowned to generate engagement from your target talent pool. Google proved this with its outdoor recruitment marketing plan without even displaying their name. The campaign involved billboard advertising across Silicon Valley, which displayed a mathematical puzzle and challenged passersby to solve it. When solved, the puzzle revealed a website that had one final puzzle to be solved. Recruitment is competitive by nature, which is what makes it so engaging. Google used this to its advantage and crafted a message that appealed to the problem-solving spirit of the people it wanted to attract. This is how it worked: Google used an anonymous recruitment marketing strategy to get the right people to apply. It also made people curious about the person who came up with it, which made the tech company more well-known. IKEA Teaches How to Turn Customers into Employees Your future employee could be an existing customer, and vice versa. IKEA, the well-known Swedish furniture brand, used this idea to leverage its customers. When it needed to staff 100 employees for its newest store in Australia, only an outside-the-box approach could work. The company focused on the people it already had access to - customers. IKEA’s recruitment marketing plan involved putting a “career instructions” pamphlet inside the box of customers’ orders. This pamphlet resembled IKEA’s iconic instruction pamphlet that customers know and love. The campaign exceeded expectations and received thousands of job applications, 280 of which turned into job offers. The success can be attributed to the seemingly personalized approach of communicating with potential candidates in their homes. The most important lesson to learn here is to leverage your existing network of people who are already familiar with your brand. After all, who wouldn’t want to work for a company they adore? Volkswagen’s Genius Lesson on Going Where Your Target Audience Is When it comes to reaching your target audience, you must go where they are. This is one of the most prominent marketing principles, and the German automotive manufacturer, Volkswagen, took this to a whole new level. When Volkswagen wanted to hire skilled mechanics, it didn’t just scout job boards or advertise on top portals. It reached its target talents’ workplace. Volkswagen’s recruitment marketing strategy involved placing its recruitment message in a seemingly unusual but ideal place: the undercarriage of cars that needed repair. The campaign not only helped Volkswagen hire the right people but also positioned it as a brand to reckon with. Conclusion: Recruitment Marketing Strategies Can be Creative An advertising strategy for recruitment needs to be highly engaging above all. The above examples illustrate that when marketing is incorporated into HR, it not only helps achieve the original goal of hiring people but also attracts the right talent and boosts the employer brand. According to a study by Workable, 90% of the candidates surveyed said they would apply for a job in a company with an active employer brand. An Allegis study also found that an ongoing recruitment marketing campaign saves 40% of a company’s total talent costs. So, it isn’t farfetched to say that when the above companies advertise their vacancies in the future, they will naturally create interest among job seekers. It will also attract people who identify with the company’s culture and will most probably stay longer. Frequently Asked Questions How can a recruitment marketing plan be improved? A recruitment marketing plan can be improved with the use of new technologies like social media, video, and mobile apps. It can also be improved by leveraging existing network of people. What should be included in a recruitment marketing plan? A recruitment marketing plan includes: Defining your goals and objectives Identifying the best channels for reaching your target audience Developing a content strategy that matches your goals and objectives Creating a lead nurturing campaign that helps you capture more leads and convert them into customers What are some creative ways to promote a job opening? Some of the most creative ways to promote a job opening are through marketing channels like billboards, radio ads, and social media. Partnering with a social media influencer with the same target audience as yours is another way to reach potential candidates.

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Millennial Consulting

Millennial Consulting is a innovative HR company which offers variety of HR and Legal services . Our mission is to inspire people around us to become better leaders, better colleagues, better friends, better parents. To help employees to feel inspired and motivated in all what they do.

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