When it comes to seasonal hiring, one thing is for sure: starting the process well in advance of needs is key. In fact, it’s important to keep candidates warm — to nurture them — in an ongoing fashion throughout the year.
The major holidays are over – and summer’s still months away. But in industries like retail and hospitality, it seems the seasonal hiring cycle never stops. Proactive HR and Talent Acquisition teams are already planning for the next spike, building the talent pipeline they need to get through the upcoming crunch time.
When it comes to recruitment marketing, it’s possible to have a secret weapon at your disposal: data-driven analytics. However, insight into your hiring strategy is only as useful as you allow it to be.
As I’m putting the finishing touches on my upcoming webinar for October 17 - “The Winning Team: 5 Keys To An Impactful Candidate Experience,” I‘m thinking about how a best-in-class candidate experience has its own internal “omnichannel” structure.
Wow - can you believe Labor Day’s come and gone? I always think of it as marking the semi-official end of Summer - and the time most of us start focusing less on picnics, the beach and vacation selfies and more about the challenges we’re facing in September and beyond.
Marketing communication is changing and changing fast, moving away from the mass marketing approach of yore. Not surprisingly, recruitment marketing has joined the shift toward personalized, one-on-one communication across the spectrum of available channels and devices used by job seekers. Omnichannel recruitment marketing is the now, and it’s important that you get on board. Candidates don’t just want a seamless omnichannel experience, they expect it. And employers need to embrace the approach in order to attract and retain quality talent.