It’s about all talent. Even those who will never be successful with OUR companies. It’s about creating experiences for current employees, former employees, people who LOVE our brand. It is about a Talent Experience. And if we are going to create great ones that stand out, we need to accept a few things.
In looking at how our candidates are facing when it comes to changing jobs, Now couple this mind-blowing choice top talent has that forces them to sift through information that feels generic, with the fact that changing jobs is a top 20 stress creator! Changing jobs is scary. It’s not like changing toothpaste.
And this war for talent, here’s the truth: nobody won. It was costly. Frankly, it was a fool’s errand. You see, this war drove us further and further away from the personal relationships that once were. Because there was once a blacksmith who needed an apprentice, so, he would talk to his friends at church and see who was interested. Then it got a little less personal with help wanted signs, take a look at this little artifact, we started advertising for jobs in the 1600s.
With the average candidate visiting between 12-18 sites before they even get to your jobs, it’s exceptionally important to use that job real estate wisely once they do. Candidates are doing most of their research in the Zero Moment of Truth phase (credit to Google for this amazing concept), so when they’re finally ready to make a decision, they have to choose a job and apply.
There have been a LOT of articles in the last year about candidates ghosting recruiters. The bulk of the articles are just gobsmacked. People are shocked that candidates are just not responding. Me, I’ve been all like: “HA!” It was only a matter of time, folks.
I’ve been marketing things for about 20 years and in those years, I’ve been to countless meetings and read thousands of blog posts. In these posts and meetings I come across some language that simply sucks and should not be how we talk about these things. So, here’s a few that come to mind that make me pretty damn uncomfortable. I’d love to never hear us talk about them again. If you catch me saying these, call me on it. It’s going to take some work, but here goes:
Nationally unemployment is low, and in some states, even lower. The talent we seek for our open jobs are most likely working and don’t “need” to leave or, they are being very selective of who they choose to apply to.
A few weeks back, I posted the case to abandon “human” when it comes to employer brand and recruitment marketing, and instead focus on being useful. So, when it comes to being useful, here are my top five tips and tricks to start infusing useful into your candidate conversations on social and beyond.
We all know that an amazing candidate experience can make all the difference when you’re competing for talent, but designing a compelling experience (let alone executing it) isn’t an easy task. In our efforts to continually improve and push the envelope in recruitment marketing, SmashFly took a hard look at the candidate journey.