OK, I’m being a bit dramatic. The beginning of the end of what you might ask. I chose this title because when I was sitting on a panel recently talking about the automation of recruiting and the advent of AI, someone asked me, “Does this spell the end for recruiters? Will we all be replaced by machines?” My answer: “It’s not the beginning of the end, more the end of the beginning.”
What’s in your shopping cart?
I’ll admit it: I love online shopping, especially Amazon. When that smiling brown box arrives, I’m usually all smiles, too! Maybe it’s because I’m almost always satisfied with the purchase I’ve made: I know its features, color, weight, and dimensions. Just as important, I’ve done my homework reading the description carefully as well as reviews from other customers - because we’ve all had that bad experience when you don’t! And occasionally, I even end up buying something that wasn’t originally on my radar because the site recommended an alternative that’s an even better fit.
By the time I’m ready to checkout and hit the order button, I feel confident in my choice. That’s because my online shopping experience was quick, relevant, informative, easy - and tailored specifically to me.
I have conversations every day with companies that want to improve their ability to reach and attract “A” talent. The truth is, there’s no magic “formula.” What it all comes down to is putting candidates in the driver’s seat by supplying information and experiences that are credible and compelling. However, to achieve a candidate-centric experience, you need to go beyond simply posting opportunities – and begin marketing them.
Think about how information is consumed and products are sold today. Digital rules – and it’s no longer a one-way conversation. When people shop online for a product or service, they’re exposed to tweets, posts, text messages, news alerts, videos, and product recommendations that are carefully curated, highly targeted and personalized. And before they add an item to their “shopping cart,” they’ve probably considered other alternatives, read reviews and generally found out quite a bit about the item they’re purchasing. It’s no different in the world of Talent Acquisition (consumers have Yelp; candidates have Glassdoor and similar sites).
If you’re involved in attracting and retaining talent for the healthcare sector, we don’t have to tell you it’s tough out there (in fact, the healthcare industry is projecting 1.2 million vacant positions by 2022). More than ever, your reach has to go well beyond your local market – making visibility a top priority. Then there’s the challenge of keeping the people you already have on board engaged. And between an ongoing nursing shortage, campus recruiting efforts and the constant challenge to fill critical roles in Engineering, IT and other non-traditional disciplines, it can seem more than a bit overwhelming. That’s why we’re happy to share some good news:
Introducing ST Health, the industry’s first talent acquisition platform specifically designed for today’s modern Healthcare ecosystem.
In Part One of this discussion, we looked into the basic definition and characteristics of programmatic media. It’s important to remember that “programmatic media” is an umbrella term that covers a lot of different technologies that range in complexity and cost.
The ever-changing landscape of recruitment advertising can seem very daunting. With every passing year, it’s moving more and more toward programmatic media. But what exactly is “programmatic” anyway?