Once upon a time, when companies laid off workers, their severance packages — if they got any at all — included outplacement services. People would get access to counselors at firms that would offer help with updating resumes, job-search tactics, interview coaching, etc. Basically, employers outsourced the process of helping former employees find new jobs.
If you’re like most people today, you’re probably spending a bit more time in front of the television. Which means that you’ve probably viewed panning shots of empty cities and up-close portraits of essential workers while a piano plays gentle music and a subdued voice tells us about the “new normal” and how a company will be here to help us as we “get through this together.”
Despite rumors of their demise for the past decade, niche recruitment sites are far from dead. But do they threaten giants such as Indeed, Glassdoor, or Monster? Or can everyone live together harmoniously?
A new job-aggregation platform launched this week — RecruitersRecruitingRecruiters.com. As the name implies, its mission is “to support our colleagues and peers in talent acquisition.” Helping recruiters find jobs is great, of course, but it’s not newsworthy.
The unemployment rate peaked at 25% during the Great Depression. Decades later, the United States may soon be facing 20% unemployment due to the COVID-19 pandemic. That we might be on the precipice of the Great Depression 2.0 is…well…depressing.
Everyone should already know that the best time to recruit is when the competition is low. However, it’s difficult to find corporate recruiters who routinely report to their hiring managers the current level of competition faced in relation to their newly opened job.
The issues surrounding diversity in the workforce have been covered in depth. You know about them, and you know the benefits that your organization can reap through building diverse teams. You also know that If you work in a sector that is desperately short on talent — and you probably do — then you can’t afford to ignore, let alone turn off, potential recruits.
Job seekers are people. People get distracted. So, you have to ask yourself: “Are my recruitment marketing materials attracting and engaging job seekers”? To answer this question, understand the job seekers’ environment when searching for and applying to jobs.
Many search for jobs because they seek more buying power, so why not offer qualified applicants a product discount to meet that interest? Yes, when you’re struggling to acquire talent in these low-unemployment times, application incentives can be a key motivator and differentiator. And for recruiting leaders who are trying to be more strategic, this approach has the added advantage of increasing the business impact of the recruiting function by bringing in more customers. If you are worried about increased costs, well-designed product/service discount application incentive will likely, over time, bring in enough sales revenue to more than offset any initial costs from the discount.