2020 is Leap Year, but that doesn’t mean you should take a leap of faith when making hiring decisions. Many businesses in the service industry who face high turnover are often forced to make quick hiring decisions, and sometimes that means finding just about anyone to fill an open position. But the cost of recruiting, hiring, and onboarding a new employee is too great to waste a position on someone who shouldn’t be hired in the first place.
Was your ATS purpose-built for the recruiting and hiring of your hourly workforce? Businesses that hire predominately hourly workers are challenged with different recruiting and hiring intricacies. Hourly workforces are multi-generational; can have an extreme range of educational and experiential backgrounds; and continually face high turnover. This is compounded by the fact your hiring managers are not HR professionals.
What is Recruitment Marketing? According to Tech Target, “Recruitment marketing is the process of building an organization's employer brand to attract top talent.” A strong employer brand can significantly impact whether applicants want to work for a company or not. HR professionals need to think like Marketers when it comes to recruiting to ensure positive candidate impressions.
What does it mean to hire vs to recruit?
Recruitment Marketing: According to Tech Target, “Recruitment marketing is the process of building an organization's employer brand to attract top talent.” Wikipedia defines recruitment marketing as “the strategies and tactics an organization uses to find, attract, engage and nurture talent before they apply for a job.” The online encyclopedia goes on to say that recruitment marketing extends “the reach and exposure of career opportunities, building and nurturing candidate relationships through talent communities.”