The Talent Landscape Has Evolved.
We're on a mission to help recruiting evolve with it. What used to be a world consumed by job boards, applications, automation and job hunters is now a place of social recruiting – one where digital marketing, amplified referrals, web analytics and integrated content recruiting rule. Candidate expectations have shifted drastically, too. Today, 47% of workers were born after 1980. And by 2025, more than 75% of workers will be of the “social media generation” and will have grown up with real-time social communication as the norm. Instagram, Twitter, Pinterest, Facebook, Skype, YouTube and other apps, social networks and mobile technologies have reinvented the way that job seekers research companies as well as search for and apply to jobs.
It’s these expectations and rapid advancements in social media and modern technology that make it imperative that companies evolve the way they recruit and attract talent. We started Proactive Talent Strategies to consult and advise companies on how to adapt to this complex and ever changing landscape.
Below are the main aspects of talent acquisition being completely disrupted that we've helped companies, from rapidly growing startups to the Fortune 100, navigate with modern approaches. We can do the same for you.
Sourcing and Pipelining Talent.
Paper resumes are a thing of the past. Finding candidates has never been easier than it is right now with the rise of social, mobile and contextual technologies. Because 96% of the online population is on at least one social network, having a multi-channel sourcing and talent attraction strategy has never been more important.
With social media, the world has become smaller. It’s important to recognize, however, that while these new technologies make it easier to find talent, this boost from constantly changing social media landscape is also making sourcing for talent much more complex and candidates even more segmented across the web. In turn, the role of a recruiter has evolved to that of a marketer, technologist, detective and the best salesperson at the company.
Making sure your recruiters are trained in the latest social and web sourcing tactics is essential to your recruiting success.
Employer Branding and Talent Attraction.
Employer branding is maturing into a profession of its own. Social has made employer branding extremely complex, which means you need a dynamic content marketing approach to your talent attraction strategy. Employer branding today is all about content, so let me help you tell your story! We can get you started by building a presence on social media, create compelling culture videos, and work with your employees to bring it all together. We can work with internal stakeholders to make sure we're consistent with your branding, help you promote your culture online, and showcase your employee experience.
Candidate Experience and Talent Engagement.
Before social, recruiting was transactional and impersonal. But now, social and mobile applications can be easy and extremely user-friendly. People have always been talking about your company, and social technology and online communities have transformed talent acquisition by enabling candidates to join the conversation. Engage talent and gather insights to help make your company culture something worth tweeting about! In today’s connected and mobile world, candidate expectations are high, which means recruiters need to focus on making their lives easier on mobile.
With social also comes the need for transparency. Real-time communication is absolutely necessary. We help you engage with your audience and encourage them to learn more about your company and brand. In short, it’s all about building talent communities and shifting away from reactive recruiting environments towards a proactive approach.
Talent Acquisition Process & Technology.
Social media sites like Facebook and Pinterest have completely transformed how we think of recruiting technology. CRM technology is now fused with social technology, from capturing social profile data to conversations and engagement. The time for candidate relationship management is now – capture rich living profile data that can be stored and utilized for strategic recruitment initiatives. The ability to create internal databases of social profiles, competitor intelligence and past applicants is at our fingertips.
A rising trend in talent acquisition technology is towards open web sourcing tools. Technology like this simplifies the vastness of web sources to a single search of aggregated information on talent, making sourcing more efficient and saving recruiters time in identifying top talent.
Recruiting Analytics and Metrics.
The great thing about social media is that every bit of it is measurable. It’s no longer just about time-to-fill or cost-per-hire – recruiters have to start thinking about engagement metrics, reputation, brand impressions and source analytics. You need help from employees and leadership to make your social strategy successful. Getting employees engaged and signed on as ambassadors is a must to succeed, and so is communication from leaders to the organization as a whole explaining the mission and plan.
Are you ready to get started?
Awards and Recognition
Proactive Talent Strategies Founder, Will Staney, has a body of work that has been covered on TV news media, radio, and in popular news publications including The Wall Street Journal, Entrepreneur Magazine, Silicon Valley Business Journal (Cover Article), Fox Business, Talent Management Magazine (Cover Article), and more.
During his time at SuccessFactors in 2013, Will received industry awards from Talent Management Magazine (Game Changer Award), Glassdoor (Top 10 Talent Warrior), and was recognized by Huffington Post as one of the Top 100 Most Social Human Resource Professionals on Twitter.