English version of article published in French at Focus RH click here for French version>
Today, we live in an increasingly borderless world. The penetration of high-speed internet has provided access to new information, networks and opportunities for tens of millions of people in developing nations. The barriers of time, distance and even language are eroding and creating an environment where people are able to share and exchange ideas.
This has also led to a great boom in digital recruitment in all areas, including candidate management and response handling, generalist and specialist job boards, SEO and Pay Per Click (PPC) advertising, social media and online employer branding.
The digital age has arrived at a time when candidates demand a better online job search experience. In a 2013 global study by Employer Brand International, 76% of candidates (84% in Europe) said a positive online experience is important to them in their job search and application.
The same study found three of the top four recruiting channels are online, including social media (24%), career websites (20%) and job boards (11%) – see table 1.
Original article published on www.ere.net
Influencing candidates to join your company will require a segmented and targeted recruitment communications approach — that’s the key take-away from our Employer Brand International’s global research study to identify the key ‘Influencers of Employment Choice.’ The global study surveyed more than 400 employees to determine what influences their employment choice. The survey found there was a high degree of variation by region, gender, age, organization type, position levels, and employment tenure across 15 employment attributes such as leadership, communications, work environment, and corporate social responsibility. The findings provide a wakeup call for organizations currently relying on a ‘one size fits all’ approach to recruiting talent.
The findings come at a critical time as organizations adapt to the ‘new normal’ where the cost of a bad hire will impact companies more than ever before.
Recruitment spend is hard to come by, post-global financial crisis, and the days of throwing large amounts of money at recruitment mass-marketing campaigns that fail to communicate the company’s value proposition(s) are over.
The study found if you want to influence women in their employment choice you need to communicate flexible working patterns and a friendly working environment. Compared to men, flexible working patterns are six times more likely to influence women in their employment choice. For males the opportunity to work with thought leaders, an organization with a culture of innovation, and a clearly defined mission have a stronger influence on their choice of employer.
A UK study by the Association of Graduate Recruiters involving 10,000 students and graduates and 395 employers and intermediaries i found 34% of graduates are in temporary work not related to their career and 12% have a permanent career job in a non-graduate job immediately after graduation. These statistics are alarming and send a clear message to organisations (and Universities!) that if they are to win the hearts of minds of graduates they need to get closer to the talent source and begin their recruitment program in the early stages of the students university program.
International employer brand strategist, Brett Minchington shares 10 insights into graduate recruitment from a keynote address he delivered at the recent International Placement conference in Italy along with Dr John Sullivan.
It’s a fiercely competitive marketplace for talent and quality talent is a key differentiator for corporate success in today’s knowledge-driven economy.
Developments in internet technologies have been rapid and is assisting employers to attract the best minds in the talent marketplace. The use of the internet platform for activities cenral to the employment process has shifted the paradigm of the traditional recruitment process. The recruitment process is now being supppored by online RSS feeds, Podcasting, Blogs, rich media and e-recruitment technology platforms.
A new analysis of the careers sites of Australia's Top 150 publicly listed companies show that the majority are well behind world best practice standards and some might be actually harming the employer's brand.The study, by Brett Minchington, Managing Director Collective Learning Australia, and Senior Partner, Employer Brand International (formerly Employer Brand Institute) analysed the top 150 Australian publicly listed company career websites against best practice elements such as talent relationship management, access, content, online recruitment process and usability.