Social media now plays a huge role in the HR industry, especially when it comes to recruiting and attracting talent. However, this may bring a few questions to mind that we hope to help you answer. Such as, how can you be more intentional about social? How can you optimize social media so you are getting the most of it and not wasting your time? How can you target the kind of candidates you are looking for? Well, for starters, it’s helpful to know what kind of audience is on each platform so you can tailor your content to what’s most relevant and interesting to them.
Say you and your friend both own the exact same Dodge Ram pick-up truck, but one of you uses it to tow a boat to the lake and the other uses it for mostly inner-city commuting. You’re going to have drastically different MPGs, but it isn’t due to the vehicle, it’s because of the way it was driven. While you have the same vehicle (technology) the goals and objectives are much different (outcomes).
You can apply the same thought to recruitment advertising. Employers have vastly varying recruitment needs from the hard-to-fill nature of high-tech and medical science to the high volume hiring of retail, service workers and warehouse employees.
The end of the year never ceases to be a time of beautifully orchestrated chaos. Deals are closed, payrolls settled, and Secret Santa gifts have been given. While there is usually a method to the madness at the end of the year and it’s natural to get focused on what is to come, it’s also a great time to be thankful and reflect on the past year and how we got to the present. As we are busy preparing for 2019, we wanted to take the time to share our progress and be thankful for our journey this year, contemplate on the present, and thoughtfully plan for the coming year.
Since the dawn of civilization, when the first givers of work had more than one doer of work to choose from, measuring capabilities, skills, or fit for a job has been a part of the selection process. If you don’t believe me, just google “Han Dynasty employee testing”. And while the way we assess someone’s potential for success in a job has greatly changed since 1000 BC, our need for tools to help guide our people picking process has remained.
The concept of utilizing remote workforces for low-cost operations is not a new one, yet the vast benefits of this workforce method have been recognized only recently. An increasing number of companies have started choosing this approach over working in an office environment mainly due to benefits such as flexibility and lower investments in infrastructure. However, many of the firms who have recently implemented the remote workforce culture are still struggling to understand the best ways to implement healthy habits for their remote working environments.
On November 12th we celebrated our third anniversary as a company. To celebrate this exciting milestone and bring us together as a team, we organized a company retreat and brought in all of our core team (consultants and business operations teammates) from around the country to put our heads together for a week of work and fun. Though our headquarters is in Austin, our team is about 90% remote. Here at Proactive, we know how important company culture is to the success of the business, so every year we practice what we preach to our clients by hosting a company retreat in order to get to know each other better and combine our efforts. As a mostly remote company, we understand the importance of coming together to hear all perspectives in order to strive for continuous improvement.
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.
We want to introduce you to James Ellis, our Lead Employer Branding Consultant and one of the newest members of the Proactive Talent tribe! James is based in Chicago and came onboard with us in September. We did a quick Q&A session with him so you can get to know him a little bit and understand what he brings to the table for Proactive Talent and our clients.
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.