Peak, back-to-school hiring is upon us and the holiday season is around the bend. That means it’s time to start thinking about your digital hiring strategy. A well-thought-out digital strategy that’s focused around a candidate’s needs can help you attract quality seasonal employees. Then, it can help keep them in the pipeline, so you have the resources you need — when you need them most. The thing is, you need to start now, with a targeted, multifaceted approach.
If there’s one constant in the HR community, it’s data. Between your ATS, your CRM and your media providers, you have literally reams of information to sort through and interpret. However, all of these tools and services are typically purchased and supported through multiple vendors and were never really intended to work together.
I recently co-hosted a webinar along with Teresa Pate, Director, Talent Acquisition for Memorial Healthcare System (MHS), on the strategic approach Memorial Healthcare System (MHS) used to find, hire and engage CVICU and CVOR nurses for the system’s world-class cardiovascular service.
If you missed the webinar, you can listen to it on-demand here.
Disruptive technologies are impacting the world of recruitment marketing – turning recruiting from something that was one-way and transactional into a highly data-driven and candidate-centric experience. Early on, marketing departments were quick to see the value of data and quickly deployed technologies that could leverage the information. However, due to the systems they currently have in place, HR is just beginning to move beyond their traditional analytics of demographics, compliance and diversity statistics – and embracing data that tells the story of the candidate’s journey.
As we’re disrupting the talent acquisition space by applying consumer marketing principles and techniques through a talent acquisition lens (candidates are, after all, consumers), Symphony Talent is operationalizing the candidate journey in a way similar to companies like Salesforce that map the entire customer journey. We are going deeper than just providing another ATS or system integration and are redefining the way employer brands speak to and connect with talent – with easy-to-use solutions for every recruiter on the team.
In Part One and Part Two of this three-part series, we talked about the importance of defining your EVP, using it to communicate your Employer Brand, and attracting candidates using an omnichannel approach through multiple touchpoints like digital media, job boards, and social channels. If these postings served to inspire you – and you’re already laying the foundation for a first-rate candidate experience – congratulations, you’re off to a great start!
By now you’re probably aware that it takes a big investment in time and energy (not to mention plenty of like-minded people) to set yourself up for success in today’s hyper-competitive talent market. But are these investments yielding measurable results? And are you capturing the right information to make key decisions going forward?