[WHITE PAPER] Lights, Camera, Apply! How to Use Video in your Recruiting Strategy

[WHITE PAPER] Lights, Camera, Apply! How to Use Video in your Recruiting Strategy

As 2018 draws to a close, everyone is reviewing their budgets and action plans for 2019. If you’re wondering what you should be prioritizing when it comes to your recruiting strategy next year, we can tell you right now…video! Drastically improve your recruiting metrics with this one simple prioritization.

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5 Easy Steps to 5 Star Reviews: How to Manage your Glassdoor Profile

5 Easy Steps to 5 Star Reviews: How to Manage your Glassdoor Profile

We are living in the digital age where online reviews are everything. And this doesn’t just go for shopping or eating out, it goes for job hunting as well. As an employer, if you aren’t aware that your online company reputation matters, it’s time to start taking it seriously. 78% of people will look into a company’s reputation as an employer before applying for a job. While managing your Glassdoor profile may feel overwhelming, we’ve broken it down and made it easy for you with just 5 steps to improve your rating.

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Proactive Talent Q&A: Meet Lead Consultant, Courtney Lane!

Proactive Talent Q&A: Meet Lead Consultant, Courtney Lane!

We want to introduce you to Courtney Lane, our new Lead Recruiting Consultant and one of the newest members of the Proactive Talent tribe! Courtney is based in Austin and came onboard with us in August. We did a quick Q&A session with her so you can get to know her a little bit and understand what she brings to the table for Proactive Talent.

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How To Convince Your C-Suite That Employer Branding Really Matters

How To Convince Your C-Suite That Employer Branding Really Matters

Are you having trouble convincing your C-Suite they should be prioritizing your company’s employer brand? Do you feel like a fish swimming upstream on this? If decision-makers at your company are cynical of whether employer branding is really worth the time, we’re going to arm you with some startling facts that will make them realize investing in it now will actually save you money, while increasing the quality of talent your organization can attract. This post will give you talking points and tools to leverage when going to leadership at your company in order to prove to them your employer brand is something worth investing in.

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7 Secrets of Companies Who Are Unexpectedly Winning the Talent Fight

7 Secrets of Companies Who Are Unexpectedly Winning the Talent Fight

There are plenty of “obvious” candidates for companies who are doing amazing things to attract, hire and retain great talent within their business. They show up on the pages of HBR, Fast Company and Forbes, either filling our news feeds or staring at us from magazine covers on airport newsstands. But what about “the rest of us”? If you aren’t a part of those obvious companies, are you relegated to always being a “runner up” in the race for quality talent?

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5 Free Employer Branding Strategies You Can Utilize Right Now

5 Free Employer Branding Strategies You Can Utilize Right Now

Embracing “employer brand thinking” is the next evolution to modern recruiting. It helps candidates understand not only what the job and the company is all about, it helps them see the likelihood that they will fit in and be a match to the company’s DNA. Before you can build your employer brand and a strategy that supports it, you have to be able to define what your culture is, so start there! It’s very important that newcomers to your brand are easily able to understand your mission and values as an employer. Be clear, even about the more challenging parts of working for your company, that way candidates know what they are getting into before they even apply. This saves you time, which means you are saving money.

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Employer Brand Is About the Business (Not Just Recruiting)

Employer Brand Is About the Business (Not Just Recruiting)

Think about a great hire. Think about the employee who referred them. Think about the HRBP who approved the req. Think about the Compensation Specialist who approved the leveling and salary band. Think about the recruiter who wrote the job description, screened the candidate, and enticed them into becoming very interested in the role. Think about the people in the interview loop, each of whom was engaging and didn’t look at their phone throughout the interview. Think about the marketer who wrote great copy for the career site. Think about the hiring manager who spent a little time explaining their vision of the team and how it was impacting the business. Think about the recruiting coordinator, whose tour of the office was neither stodgy or dull but highlighted where that person might be sitting in a few weeks’ time and how close they were to the coffee machine. Think about the department head, who made a special effort to place a five-minute call with the candidate to hammer home how much that candidate was valued. 

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How to Build an Employer Brand Budget

How to Build an Employer Brand Budget

According to LinkedIn, companies with a strong employer brand see a decrease of 43% in cost per hire and as revealed by their Global Talent Trends 2017 study, 53% of recruiters said employer branding would be their number one priority if money wasn’t an issue. Budgeting season is upon us, and with it, we always receive an influx of questions on how to build an employer branding budget.

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