One term we use a lot when speaking about Symphony Talent and our capabilities is the Recruiting Funnel. Our colleagues in marketing have been thinking in terms of sales funnels for quite some time; however, the funnel concept in recruitment marketing is still somewhat new. So to make sure we’re all on the same page, here’s a quick overview of exactly what a Recruiting Funnel is – and how you can leverage it to your advantage.
Technology is changing at a rapid-fire rate. If employers want to find and keep the right talent, it’s important to be on the cusp of trends — especially when those trends impact on how you do your job, much less how long it takes to do it.
In my last blog, I wrote about how Atlanta, Georgia-based Northside Hospital Healthcare System was redefining its recruitment marketing strategy in order to attract, engage and hire quality specialty nurses in an extremely competitive field. With three hospitals a stone’s throw from its grounds and healthcare unemployment very low, candidates have options. Current employees do, too.
Having recently opened a cancer center in this competitive market was yet another reason Northside’s TA team had to skillfully use sound, data-driven analytics and a comprehensive recruitment marketing strategy to source and retain talent.
Atlanta, Georgia-based Northside Hospital Healthcare System is on the right track from a talent acquisition perspective. Having recently received a nod from Glassdoor as one of the “25 Hot Companies to Apply for Today,” they’re hard at work on the candidate experience in many ways. As part of a network of medical facilities with three acute-care hospitals, more than 120 outpatient facilities to provide a full range of medical services, however, they know there’s high competition when it comes to hiring quality talent.
Boasting over 20,000 employees, Northside is one of the country’s foremost leaders in patient care, delivering more babies than anyone else in the U.S. Still, they realize finding, engaging and hiring the talent to fill highly specialized roles, like bone marrow transplant nurses, isn’t easy — nor can it be successful without a solid, digitally centric strategy to back it up.
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?
With the tools, terms and technologies we’re using evolving at an incredibly rapid pace, all of us at Symphony Talent want to keep you informed and up-to-speed as much as we can. Which brings us to today’s topic:
If you’ve participated in one of our Webinars recently, you’ve probably heard the term “drip campaign” used in connection with creating a personalized candidate experience. Many times we’re been asked to define the term at some point in the presentation or during the Q&A portion.