All Posts By

Maria Rozin

skills gap

Skills gap is here. How to Address it?

By | Blog, Future of work, Recruiting | No Comments

What is the “Skills Gap”?

The ‘skills gap’ is the phrase used to describe the difference between the skills that employers want, as shown by their job advertisements, and those that are available from professionals looking for a job. According to Glassdoor, the high needs jobs include: project manager, physician assistant, software engineer, marketing manager, nurse practitioner, business analyst, operations manager, occupational therapist, electrical engineer, and product manager.

The top reasons for the skills gap include: competition from other employers, candidates who do not have the needed experience, candidates who do not have the correct technical skills, low number of applicants, non-competitive benefits or salaries, and candidates who do not have the right soft skills (shrm.org).

To address the skills gap, companies will need both short and long term goals. There are many ways to help support business growth, while also addressing the skills gap seen within some sectors. To do this, businesses need to be prepared. SourceMatch helps businesses prepare for both the long and short term employee skills gap.

Long Term

Provide Career and Professional Growth

Companies can better prepare for the skills gap by providing career and professional growth options; to employees. Managers can set up discussions about opportunities for more education in high need areas, and learn from consulting companies such as SourceMatch, about the current skills trends. By doing this, you invest in your workforce and create career ladders for employees. SourceMatch stays up to date on the current high need skills, as well as how to educate your workforce in those areas.

Invest in Future Employees

Investing in future employees can mean a few things. Employers can reach out to high school students as well as college students, and share knowledge about your organization, industry and how they can best prepare to be a valuable professional. This will create an interest for students to possibly invest in the skills needed for your company. To do this, SourceMatch can help, by offering our consulting and recruiting services. Sharing knowledge of your company’s needs and wants, better prepares the future employees, as well as your company. Your company can get a better grasp of the future workforce as well.

Provide the Cost of Education

Companies are also offering to cover some or all of the cost of education for their employees. According to Forbes, Many companies like Starbucks, Walmart, Chipotle, and Disney offer tuition assistance for employees. This boosts employee retention and morale, as employees can “grow” with their company.

Short Term

Refer to Outsourcing

For immediate hiring needs, SourceMatch offers assistance to companies looking to fill their skills gap. We specialize in finding and retaining the right talent. Outsourcing recruiting, allows for an immediate request to be filled, as we do the legwork in regards to finding the right candidates for the open roles. Because we specialize in consulting and recruiting, your company is enabled to be efficient at using valuable resources and funds, as we use our validated Engaged Recruiting model to find and fill in those skill gaps.

Utilize Recruiting and Consulting Services

To utilize recruiting and consulting services, companies reach out for qualified support. SourceMatch specializes in filling the skills gap for companies. Using our services, companies save time and money training or retaining “high needs” positions. In the short term, companies who use our services, are able to fill in their skills gap. Recruiting and consulting companies can reach out to untapped sources of talent, that many companies are not even aware of.

The Evolution of Technology

How to Keep Up

The digital skills gap is costing the US economy roughly $1 trillion in lost productivity – Entrepreneur. To keep up in the new age of IT, companies can utilize recruiting organizations; to fill their skills gap. Because technology changes so quickly, the workforce can lag a bit behind. This makes it so valuable for companies to stay ahead of the gap. By planning and using SourceMatch’s consulting services, companies are better prepared for future IT skills gaps.

Training the Workforce to Evolve

Many companies also offer paid training and certificate courses, for employees to learn and grow. This is a faster-paced solution to that individual skill gap. By doing this, employers and employees can keep up with the current high needs skills.

Faster Learning Opportunities (Rather Than Traditional 4 Year Degrees)

Some of the top-paying certificates take less time to earn than a traditional 4-year degree. These certificates may need a certain level of experience or hours, though. Some top paying certificates include: Google Cloud Architect, PMP, ScrumMaster, AWS Architect and Developer, MCSE, ITIL, CISM, CRISC, CISSP, CEH, Citrix Associate, CompTIA, and Cisco (CCNP). By gaining a base level of knowledge and then gaining a certificate, employees and employers can bridge both blue-collar and white-collar skills gaps.

The Case for Creativity in the Workplace

To keep up with the skills gap, many companies are turning to creative time in the workplace. This allows employees to “think and plan” and develop solutions to current skills needs. By allowing creativity in the early years of employment, professionals gain a way to be “forward thinkers” allowing them to innovate and create solutions for the future. Some companies also rotate managers, to allow for new, fresh ideas in the workplace. By switching things up, companies can evolve and entertain the skills gap, rather than be forced into it.

By being prepared for both the long and short term, future and present skills gap, companies can save time and money. Using creativity, planning, outsourcing, and education, companies can overcome the skills gap and create a veritable, efficient workforce.

Reach out to us to see how we can bridge the skill gap together.

5 Best Practices for a Successful Onboarding

By | Blog, Recruiting | No Comments

Why is onboarding important in the hiring process? Because quoting Shane Metcalf – the Co-Founder and Chief Culture Officer of 15Five – “Onboarding is a process that helps new employees shift from being outsiders to insiders of an organization.
Statistics say that the first 3 months are when new hires are particularly susceptible to turnover and the cost of employee turnover can cost up to ½ – 5x an employee’s salary.

How do we then make sure we’re on the right track?

1. Meet your employees beyond the resume
Within the first week, make sure you set up a one-on-one meeting, that could be the most important connection for the new employee.
Numbers say that employees who engage internally intend to stay at a rate that’s 8% higher on our intent-to-stay measure.

2. Show “how things work around” and give a team-led tour
Things like how to navigate in the building, where to get coffee from (or other resources), get familiar with the key areas of the surroundings, and very important – the workplace “language” can help them feel more acclimated. When the team is involved in a colleague’s onboarding, it brings them all together and chances are higher that you can create office friendships and influence your employees happier.
Statistics say that with friends at work, employees are 47 percent more likely to love their companies.

3. Offer continuous training and support
Helping new employees assimilate doesn’t stop after the 2 weeks of training. Make sure you check at key intervals how they stand, that they have everything sorted it out and that they fully understand what the business is about, its reason for being and values.
Don’t expect he rocks the show from the first month, statistics say that It typically takes eight months for a newly hired employee to reach full productivity.

4. Involve the leadership team
Break the ice with the superiors! New employees are curious to meet the executives, especially with those they will be interacting in their routine. It is a good practice, as numbers say that 77% of executive managers ensure they meet with new recruits.

5. Get feedback
The direction of on-boarding new employees may require adjustments that are based on feedback from them.
In a survey conducted by BambooHR, 53 percent of respondents who quit jobs within the first six months said “review and feedback of early contributions” is one of the most important things a new employee needs to get up to speed and begin contributing quickly.

And one to conclude with, the last but the most important:
Company and team vision and values
If you want them to commit to your mission, vision and core values, show them what they are.
An estimated 50% of new employees don’t understand their company’s mission and values after 90 days.

What other successful onboarding practices are you using? Leave us a comment below.

outsourcing recruitment

Outsourcing Recruitment and its Benefits

By | Blog, Future of work, Recruiting | No Comments

The Benefits of Outsourcing Recruitment

There are many benefits for companies that decide to outsource recruitment services. As companies have various talents and services, they may need support in areas that could be lacking. For example, an IT company may outsource their hiring needs to a Recruiting Company, such as SourceMatch. This allows the IT company to focus on its service, while Soucematch, focuses on supporting the company’s needs to hire the right talent. Or a retail company new to online ordering may need to outsource delivery options, web support, and web design services. When it comes to outsourcing recruitment, there are many other benefits to it. These include: experience level in regards to services, saving time, reducing costs, employment branding, sourcing and retaining talent, and the various functions required as time and demands change. However, more than anything else, engaging in a recruitment partnership enables you to have access to processes, resources and validated best practices that have taken significant efforts to reach a level of expertise that is recognized in the market.

Experience Level

Outsourcing is one way for a company to access a veritable wealth of expertise in an unfamiliar subject area. Many established companies, startups, and even reorganized companies utilize the resources of outsourcing recruitment. They realize that allowing fellow professionals to assist in an unfamiliar area is vital to the growth of the company. The experience level of the company in regards to the level of need is a factor in deciding which recruiting company to use. SourceMatch has over 25 years of professional recruiting experience, and has coined the term “Engaged Recruiting”. We assist established companies, start-ups, or those in need of reorganization. SourceMatch utilizes state-of-the-art technologies, metrics, recruiting, consulting, holistic assessments, and especially a “stay human” approach to improve our clients’ organizations, coming in stark contrast to the traditional recruitment agencies or veritable “resume shops.”

Emphasis on Return-on-Investment (ROI)

Saving money is very important to our clients, and what is even more important is that we increase the effectiveness by treating each hiring decision as an investment decision. Businesses that save money can focus on expansion, employee raises, and boosting morale. SourceMatch saves its clients money, time, and energy that would otherwise be expended finding and reviewing hundreds of resumes, filling back position because a candidate didn’t make it through the first months of employment, or simply employees that should not have been hired in the first place.
It’s our observation that it costs a company between 2 to 6 times a particular job’s annual salary to replace employees due to turnover with factors such as: time invested in searching, interviewing, and onboarding a new hire (across all involved stakeholders), lack of productivity, or cost of lost opportunity. SourceMatch stays ahead of the market trends to avoid the risks that such a hiring decision can bring, allowing our clients to focus on their particular business, rather than spending more time and money learning a new skill.

Access Wisely Combined Recruiting Resources

At SourceMatch, we thrive at searching for and retaining the top talent for our clients. We have access to a plethora of recruiting tools and assessments that we carefully choose and combine into individual solutions for each organization’s needs. These assessments include behavior profiles, skills, and language knowledge. We adjust assessments based on historical data of successful hires and ineffective hiring decisions. 

Tap Into a Well of Validated Expertise

As companies decide to outsource recruitment services, they discover that using a specialist delivers what is needed to excel at hiring. Consulting or recruiting services offer organizations the benefit of having an outside approach to problem-solving. SourceMatch has years of experience in consulting and providing recruitment services with which to serve our clients. Their growth and confidence in the employees demonstrate how beneficial outsourcing recruitment can be. With a constant concern for improvement, a partner such as SourceMatch will persist in updating, upgrading and innovating on the client organization’s behalf. It’s part of our core DNA knowing that change is also constant across the global talent demand and availability.

Top Talent Will only Respond to Top Recruitment Practices

Many companies provide a specific service: web design, software programming, and IT services are just a few examples. Finding and retaining top talent, not just any talent is a necessity for those businesses that want to thrive. Outsourcing recruitment allows companies to focus on their organization, while SourceMatch focuses on finding the best fit for their open positions. While most recruiting agencies rely on a “hit-and-run” approach, SourceMatch invests time with each of its clients to truly understand their vision, values, and objectives. By doing so, it allows the hiring managers to dive deep into what truly motivated them to create a job opening in the first place, which most often ties into the organizational culture and growth strategy. This approach is essential to attract top talent, who are especially interested in how they can personally contribute to a company’s innovation and long-term plans.

Retention Starts with Intelligent Recruiting

To retain talent, companies need to know the workforce. Many companies are skilled in certain areas but do not fully understand what is going on in the current workforce. At SourceMatch, we specifically study and utilize how data and trends affect the talent pool, so that our clients have actionable market intelligence. Although retention is the subject of many post-hire efforts, it is a key component to consider when searching for and interviewing candidates. Painting a clear picture of an organization’s culture, vision, mission, values and especially the unwritten expectations before prospective candidates is one of the best ways to avoid a misalignment of expectations once hired. That misalignment is what causes the first slips of motivation for new hires when the true faces of the manager, their new team and sometimes job responsibilities creep in after a few months on the job.

Flexibility is Key in an Ultra-Competitive Global Market

By consulting with SourceMatch, companies that have discovered new growth opportunities to learn can save costs during a restructure or reorganization. Having an outside view can also allow for new insights, new plans for areas of growth and effectiveness of investments. For example, department store retailers that used outside consultants were given plans and ideas for ways to change with the times. They successfully maneuvered through the online market, and have now expanded their profit margins. Other stores did not reach out for support, and we now see them closing their doors.

Candidates Can have an Amazing Recruiting Experience

That’s applicable whether you hire them or not. Allowing a recruiting partner to come up with a fresh perspective opens up more benefits for not only your organization but your prospective candidates as well. From an outsider’s perspective, companies can learn candidate experience analysis and improvement practices. Is your organization candidate-oriented and willing to change in a global market where the Skills Gap affects more and more companies?
Have you had a consultation with SourceMatch to check your candidate focus and areas for growth? We would be happy to assist in helping your company to reach higher profits and be ultra-competitive in a global economy driven by one key resource: the best talent.

The benefit of Outsourcing Recruiting Services

As you can see, there are many benefits for an organization that chooses to outsource recruiting. Experience, reduction in costs, access to resources, branding, sourcing and retaining top talent, reorganizing, and improving functions are just some of the benefits you can gain when SourceMatch provides your recruiting outsourcing services.

recruiting automation

Recruiting Automation

By | Blog, Future of work, Recruiting | No Comments

Recruiting automation – technology at its finest

With the addition of advanced technologies like machine learning, advanced programming, and distributed data analytics, recruiters are ready to broadcast job openings to more places. We see the development of technologies that allows us to provide a platform for candidates to engage with companies and their recruiting processes.

That’s why it’s important for recruiting professionals to adopt cutting edge technology so that they won’t have to resort to outdated technology when learning how to use it.

Technology will play a larger role in our companies hiring process this year, and here a few reasons why:
Since last year, passive recruiting became the top priority source in every hiring organization (35% up compared to last year). In fact, to save time, over 42% of recruiters are turning to intelligent tools that process all data info for them and the other 46% don’t have enough data to make smarter decisions in their hiring process.
On average, recruiters can actively source for 64% of the open roles in their organization. Hence, why we see companies seek out additional recruiters to help out with that growing number of unfilled/hard to fill positions. For smaller businesses, recruiters are currently seeking candidates with more experience and with a greater level of skill than their average employee. However, 20% are actively sourcing for all open roles in their organization.

The preferred outreach method

Since 2018, emails continue to be the preferred method to reach out to candidates (up to 38%, followed by phone/text 33%) and LinkedIn inMails (13%) had a significant decrease since last year.

Your employer brand is influenced by diversity in the workplace, which is not only a value but a core factor that positively contributes to the quality of work if proper attention is given to it. The number of opportunities for hiring talent is growing with a staggering 80% of new hires done to improve diversity in the workplace. But even more compelling, a growing number of organizations are also leveraging hiring automation, finding solutions to the hiring pipeline needs for diversity, inclusion and equity training (AOC), and the integration of workforce management (WFM).

Where is recruiting automation most useful?

In order to stay competitive, recruiters must dedicate an increasing amount of their day to sourcing. This year, 22% of talent organizations will increase their spend in recruiting automation tools (up 30% YoY), creating better and more relevant results.
To ensure there’s a fit between jobs and candidates, recruiters need to understand how automation works, why it will impact their jobs and how to adapt to the changing landscape of data collection and decision-making processes. As for some job seekers, automation is a straight path to a less-stressful process after using grueling application processes and assessments. For others, automation for long-term planning means a fresh start.

Talk to SourceMatch to find out how we leverage technology to make your recruiting process better, faster and easier!

habits of successful recruiters

7 Habits of Successful Recruiters

By | Blog, Recruiting | No Comments

Here’s a look at the habits of successful recruiters, in a time when the war for talent has become a reality for most organizations.

1. Keep Your Confidence and Persistence

Recruiting has its highs and lows. Staying confident and persistent can help you when things seem to slow down. It’s important to remember that a “no” now, could turn into a “yes” later. Don’t get discouraged, just shake it off and keep going with a smile. It’s not about you, it’s about a million other things that could be going on with your future client or candidate. Maybe there are personal things that put them in a bad mood. Maybe the workload is very busy right now. Keep calm, confident, and persistent, and you may have a future client or candidate. It’s important to check back, even if they said “no,” because time can change a lot.

2. Stay Proactive and Positive

In recruiting, you will need to do your research to stay proactive and be successful in the long-term game. What big changes have occurred in the recruiting world? The economy? Your clients’ businesses? By discussing and researching current trends, you can stay up to date with any changes. Staying positive despite the ongoing change demonstrates your ability to maneuver through obstacles, which will make you look great to potential clients. A smile and a positive attitude will go a long way!

3. Organizing Your Recruiting

It’s very beneficial to organize your contact list of clients and candidates. Using Excel or Google sheets is a good start. There are also specific sites that allow you to sign up for an account which will keep track of that data for you. For instance, when you send an email, some applicant tracking or customer relationship management systems keep track of who and when you sent it, allowing that legwork to be taken care of. It can remind you to follow up with potential clients or potential candidates. Do you use Google calendar or Calendly? Those are a few ways to keep track of meetings and appointments. There are numerous sites or software applications that can help you stay organized. In recruiting, it’s important to stay professional and organized with your time.

4. Knowledge of Clients and Candidates (and their needs)

Are you up to date with your clients and the current candidate pool? Staying up to date with your clients’ needs means keeping in contact with them, checking in on a regular basis, and finding out about any new workplace cultural norms. Have they adopted any new norms or are there any issues with employee retention? How can we help our clients solve those problems (if any)? Offering to listen to your clients’ needs shows that you respect and care about their business. Staying up to date with the current candidate pool means knowing what candidates are demanding in regards to the workplace and pay. How competitive are their skills in regards to the pay they are looking for?

5. Consistency of Building Relationships and Referrals

Building and adding clients to your base helps your company’s recruiting service. By constantly looking for potential clients and referrals, you create future clients and more revenue. It’s important to make time for relationship building. Have you reached out to new clients and offered to take them coffee or out to lunch? What about your current clients? It doesn’t hurt to take them out or send a nice gift to the staff. Those small gestures pay off big time when they share your business as a referral.

6. Communication, Empathy and Listening Skills

Being able to actively converse and listen during a conversation, is a great skill to hone. By asking questions and listening to your client, you build a relationship. It’s known that people who are interested in others create a bond and relationship by allowing the other to share information. People feel connected to others, the more they are allowed to talk about things that relate to them. Actively listening empathetically, is actually a skill that will benefit your relationships. Rather than just glaring over when someone is talking; smile, nod, and show interest. Let the other person finish his or her thought or say “excuse me” if you need a turn to speak. You can add to what the other person has said and show that you listened, as well. This makes the other person feel cared for and important.

7. Current Trends / Technology

Staying up to date with the current recruiting trends and technology will boost your know-how and relevance. What AI is available and what can it do to help with recruiting? What about the current recruiting trends? Which companies are struggling to find employees and what jobs are hot right now, and need to be filled asap? What are candidates looking for and what are companies looking for? LinkedIn is a great resource for learning about current trends with both businesses and candidates. Other popular recruiting resources are listed here. Recruiting is an ever-evolving process, so it’s important to stay in the loop!
The SourceMatch team regularly publishes blog posts, opinions, and curated content to save you the trouble of having to look for the best sources on the internet.

Being a successful recruiter can require a lot of know-how and practice. By keeping your confidence and persistence, staying proactive and positive, organizing your recruiting, having knowledge of clients and candidates (and their needs), staying consistent with building relationships and referrals, developing communication, empathy and listening skills, and keeping up with current trends / technology, you will build a successful recruiting career.

Reach out to us to learn more.

skills gap

10 Skills gap Statistics – Jobs are here but People are not

By | Blog, Future of work, Recruiting | No Comments

We gathered 10 recruiting statistics to shed some light on the skills gap reality:

1. 80% of Americans agree there is a skills gap, and 35% say it affects them personally
2. Unfilled jobs cost the United States’ economy $160 billion a year
3. 81% of employers said prospective employees lack critical thinking and analytical reasoning skills
4. 75% of employers think graduates lack adequate innovation and diversity skills
5. 90 percent of hiring managers stated it’s difficult to find and hire the right tech talent and 83 percent said the shortage of tech talent is slowing company revenue growth
6. Job seekers’ resumes only match 59 percent of hard skills and 62 percent of soft skills in job ads
7. White-collar job seekers match hard skills 184 percent better and soft skills 42 percent better than blue-collar workers
8. 72% of respondents think skills needed for their jobs will change, and 73% say they’ve already had to gain additional skills to do their jobs
9. 80% of those who said the skills for their jobs will change also said they’d quit if their employers didn’t offer the requisite training
10. 41% of employers are set to focus their reskilling provision on high-performing employees while a much smaller proportion of 33% stated that they would prioritize at-risk employees in roles expected to be most affected by technological disruption. In other words, those most in need of reskilling and upskilling are least likely to receive such training.

How do YOU bridge the skills gaps? Let us help and find the right solutions for you.

future of jobs across regions

Future of jobs Across Regions

By | Blog, Future of work | No Comments

 

The future of jobs across industries and global regions is fascinating. As the Fourth Industrial Revolution unfolds, we see both common and differentiated characteristics across countries and regions of the world.

What are the factors determining job location decisions through 2022 on overall industries?
The Future of Jobs report from WEF cites the availability of skilled local talent is the foremost consideration of the survey’s respondents, with 74% providing this factor. On the second place comes in the labor cost followed by production cost, and with less importance factors such as the flexibility of local labor laws, industry agglomeration effects or proximity of raw materials.

Region-specific roles
Expected to be in demand: Financial and Investment Advisers in East Asia and the Pacific and Western Europe; Information Security Analysts in Eastern Europe; Assembly and Factory Workers in Latin America and the Caribbean, Middle East and North Africa, South Asia and Sub-Saharan Africa; and Electrotechnology Engineers in North America.

The link between labor costs, skills, and investment in automation technologies
According to one recent study, manufacturing added-value per dollar of labor cost in 1997 was twice as high in Mexico than in the United States. By 2013, this gap had shrunk to less than 15%.
It’s expected that simultaneous investment in automation technology and labor augmentation in advanced economies continues through 2022. As a result, shifting the comparative advantage in labor costs will affect the industrial structure of economies such as Vietnam through re-shoring of work tasks in sectors such as textiles, apparel, footwear or electronics assembly.
This is why we see emerging economies increasingly shifting toward a domestic consumption-driven growth model, with rising local middle-classes generating increased demand for goods and services traditionally intended for export.

How optimistic are you about finding local talent in your branch areas in the future?
At SourceMatch, we’ve had the privilege to work with many of our clients who wanted to expand into new countries. We’d love to hear about your plans! Reach out to us at gettoknowus@sourcematch.team.

industry

Future of jobs Across Industries

By | Blog, Future of work | No Comments

The impact on each industry that invests in new technologies is determined by the task structure of each sector and whether industry leaders intend to automate or augment specific tasks.
Robotic technology is set to be adopted by 23% to 37% of the companies surveyed, with variations by industry.

Financial Services & Investors industry are most likely to signal the planned adoption of humanoid robots in the period up to 2022, also promise to be an early adopter of distributed ledger technologies (73% of respondents expect their enterprise to adopt its use)
Machine learning is expected to be adopted across a range of industries, including banking and insurance, in the medical field, across the energy sector, and in the consumer sector, where it may enhance the industry’s ability to model demand.

What is the prediction for the Energy and Consumer sectors? The expectation is that physical and manual work activities will be replaced. If today 38% and 30% of such tasks in these two sectors are performed by machines and algorithms, by 2022, those rates are expected to be 56% and 50% respectively.
Today 25% of labor in the Information & Communications Technology industry is performed by machines and algorithms, while an increase to 46% is projected for 2022.

What about the skills gap?
According to respondents to the Future of Jobs Survey, more than 55% of workers across the Aviation, Travel & Tourism; Financial Services & Investors; Chemistry, Advanced Materials & Biotechnology; and Global Health & Healthcare sectors will need some reskilling.
All industries expect sizable skills gaps, with that at least 50% of their workforce requiring training to reskill or upskill.

How do you plan to bridge the gaps?
At SourceMatch, we work with our clients to look at how candidates fair in their personal development objectives, openness to learning new technologies and adapting to new market conditions.

strategic staffing partner

Why do Companies Choose a Strategic Staffing Partner?

By | Blog, Recruiting | No Comments

According to Acara Solutions 2019 Staffing report, the main reason companies choose a Strategic Staffing Partner is because they find higher quality talent (voted by the majority of respondents).

What do the numbers say?

The US staffing industry is predicted to grow 4% in 2019, reaching a record $153.5 billion in revenue, according to the “US Staffing Industry Forecast” from Staffing Industry Analysts.
Temporary staffing, excluding place and search, is set to grow 3% this year, reaching a record $132.0 billion.

Growth will vary by segment, according to SIA:
Marketing/creative temporary staffing revenue and education temporary staffing revenue are expected to grow by 7% each this year.
The only segment where decline is expected is at the Office/clerical temporary staffing revenue with 1% in 2019.
How about 2020? US staffing industry expected to grow with 3% and reach $157.8 billion next year.

What is the biggest advantage top talent provides? A recent McKinsey statistics say that companies experience a boost of productivity from high performers, to be more exact, they are 400% more productive than average professionals.

Organizations often find themselves in a loop while trying to hire and retain the best talent. Partnering with a recruiting company like SourceMatch, gives them access to talent with a 360-degree view of the candidate, after putting them through assessments that reveal types of personality, culture fit, and other characteristics, according to the position’s needs. Our role is to consult you as to the practices that suit your recruiting process best!
It is essential in the development of a firm – and that is why many of them choose to partner – to expand and consider the idea of collaborating and trusting recruiting companies to find the right and best talent by following a process like the one SourceMatch has in place.

Have you chosen a strategic partner for your organization, yet?
Connect with the SourceMatch team now!

recruitment marketing strategies

Recruitment Marketing Strategies. Online Presence is Essential in Today’s Digital Economy

By | Blog, Recruiting | No Comments

In recruiting, you need multiple avenues for finding the best and the right talent. Not only data analytics and AI sources, but you also need to stay up to date with the latest recruitment marketing strategies. Have you been doing your research on those strategies? If not, let us at SourceMatch help you learn more about retaining and recruiting candidates, using the most up to date research.

Various Types of Marketing Strategies

Where do we start?! There are so many different and new marketing strategies that change daily! As recruiters, we need to stay current with those. Where should your focus be? Which platforms match your clients’ needs? Which sites are the best for finding the correct talent? These are some questions that we ask daily to fulfill our clients’ needs. Every search is unique and will require some variation of each strategy.

Current Recruitment Marketing Platforms

There are quite a few different types of social media sites that recruiters can utilize for reaching out to candidates. It’s estimated that there are 3.2 billion social media users, which accounts for 42% of the population. Social media platforms such as Facebook (68% of Americans use this site and a total of 2.2 billion users globally), LinkedIn (630 million users globally), Twitter (326 million users globally), and Instagram (1 billion users globally), are some of the most common. Using these websites, you have the option to freely post and reach out to potential candidates, learn more about those candidates, and even use the paid marketing options they offer for those connections to potential candidates. For example, with Facebook, you can share any job openings, research users work history, and connect with them to find out more about a proper professional fit. With LinkedIn, you can easily find work history, current, and prior experience, while also having the option to connect through a message portal. Usually, LinkedIn will include significantly more information than Facebook, very much like a resume. This helps us learn more about potential candidates and make an initial assessment of how well they align with the basic requirements of a role. LinkedIn is also very useful in sharing knowledge and information that both candidates and clients find valuable. With an average of 2.2 hours of social media time spent per day, utilizing this resource is valuable for recruiters. For instance, SourceMatch publishes recruiting videos, short posts, blog articles, company news, and useful infographics.

Recruiters also have access to specific recruiting websites. Those include Zip Recruiter, Career Builder, Glassdoor, and Indeed. These have multiple marketing tools that allow you to post jobs, contact a specific group of candidates that meet a certain profile or promote ads that can reach very large audiences within certain states or even across the country. Some of these offer free or paid marketing services, depending on your company’s needs.

Marketing on your Company Website

A company’s digital presence may start with outreach, however, professionals and clients will check your company’s website. Is your user-friendly? Does it allow candidates to easily apply for jobs? Can users ask questions or is the FAQ section accessible? What about email notification sign up (do you have a pop up for email notifications)? These are some ways that companies can use marketing tools to keep users engaged in the hiring process. Having a user-friendly website (i.e. fast, intuitive, and functional) will attract candidates. If they can see that your website is current and professional, it’s one step closer to building trust.

It’s important to keep your FAQ section up to date as well. Have you noticed any user confusion? Have you tested the job application functionality on your site? Was it easy or confusing? If it was confusing, then SourceMatch can help guide your company to the current marketing trends and updates. If it was easy and users remarked that it was a top-notch experience, then you are on the right track.

Having an email notification pop up / sign up for jobs is a great marketing tool to keep candidates in the know. Maybe one candidate was content in a role, but something has changed and he or she wants to try a different position. If you have the email notification sign up available, it will send candidates the latest job openings. The best time to send out emails is between 4pm to 8pm (Marketing Stats C, 2019). This creates more interest and even brand awareness. Other companies will see that your company is becoming more popular, causing word of mouth awareness, and contributing to potential clients as well.

It is important to keep up with your company website and visitors. Using marketing tools, you can track trends and metrics. Shivarweb has quite a few metric trackers to choose from. Was there a particular post that attracted more views? What was going on during a time with fewer clicks? This leads you to understand what is most interesting and useful for your visitors, may those be prospective candidates or clients.

Marketing on Smartphones

Have you taken a look at your website using a smartphone? Is it user-friendly and compatible? What about starting an app for your company? These are just a few ways that you can market your company using smartphones. 91% of social media users, use smartphones to access the sites. Having a user-friendly website is very important and makes your company look professional for clients and candidates. As we are in a very technologically mobile time, where 80% of Americans now own a smartphone, it’s imperative that we keep up with the times. We must also check our website on smartphones. This helps us understand where the user is coming from and if there are any errors that need to be fixed. Is it clear for the user? Are the titles and buttons showing up correctly? Is your website engaging to users? Do they want to learn more about your services and company? How about your company name and logo? Does it stand out and flow easily? Apps are all the rage in the marketing world right now, where people check their phone apps every 12 minutes according to App Stats, 2019. Did you know that mobile apps are expected to generate $189 billion by 2020? Consider creating a company app, where users can have immediate connections for your company’s news. Marketing using these tools can really boost your company’s reach outs.

How to Stay Current With Technology Marketing

SourceMatch stays up to date with the most current marketing technology for recruiting. We have a team that is specifically focused on marketing and the latest trends involved with that. By using the most current technology, we provide our clients with the correct candidate match. Reach out to us to learn more! We would be happy to discuss and assist your company with recruiting searches.