With the ERE Recruiting conference only one week away, one of the trends our team is really excited to dig deeper into is campus recruitment. With unemployment at historic lows, the competition for recent graduates is fierce. On top of that, this generation of graduates has a new way of looking for jobs and different expectations for potential employers.
From click behaviors, to the apply process, to data on employee conversations and performance, the HR community has been collecting an abundance of data over the years. Through this digital transformation, big data has presented a new way for Talent Acquisition teams to utilize analytics to better support their organization.
We live in an omnichannel age, and just as brands need to shift gears and reinvent the way they communicate with their consumers, they need to rethink their candidate communications as well. Candidates are more like consumers than ever, and they expect a quick response and to complete the hiring process in days, not weeks - but all the while still making a human connection. This is where conversational talent marketing comes into play.
Diversity and inclusion is more than a trend - it is something that matters deeply to employees across all industries. Forty years ago, companies could not have imagined entire positions, let alone departments, dedicated to diversity management. Today, diversity officer positions are popping up at high-profile companies left and right - but every organization can make an impact whether they have an officer in place or not, and they need to in order to attract and retain quality talent.
As you continue to strategize for the year ahead, the “new year, new you” feeling might be fading, and it may become increasingly difficult to stay motivated and inspired. But to be successful, you have to keep the momentum going, and the driving force behind this is innovation. Successful organizations integrate innovation into company operations to improve key business challenges like candidate experience and employee productivity. Sometimes this means rethinking your strategy and approach, and sometimes this means introducing new technological solutions. Either way, innovation needs to be ongoing throughout the year, not just a plan put in place during the first quarter.
January may have felt like a year, but that’s because it's the time that everyone - organizations included - wants to set new goals and put a plan in place for the year ahead. In the world of talent acquisition that means reflecting on the previous year, analyzing your data and taking a step back to look at what’s going on in the world around you. Are there hard-to-fill positions that last year’s strategy didn’t fill? Did you meet your seasonal hiring goals? Were you able to increase your retention rates and keep your employees engaged? And of course, what was the impact on the organization’s bottom line?