Posts filed under ‘Jason Rellick’
Getting Your Leadership’s Buy-In on Your Employment Brand Efforts
Assumptions. We make them every day, even with mundane and routine tasks. One morning, I assumed the tube I was about to squeeze was toothpaste. It looked just like a tube of toothpaste. It was in the same place where the tube of toothpaste normally is. It was even white when I squeezed it onto my toothbrush, but I assure you it was absolutely not toothpaste. It was my son’s diaper cream – It was one of the worst tastes imaginable. Let’s just say no one in my house was sleeping AFTER I brushed my teeth with diaper cream.
So lesson learned, I should not have assumed. I shouldn’t assume with everyday tasks or with important decisions and projects. When discussing employment branding with your organization in attempt to receive your leadership’s commitment to invest in your organization’s employment brand efforts, the following tips may help to alleviate assumptions you could potentially make: (more…)
The Best Recruitment Strategy? Giving Everyone a Chance to Reach Your Organization.
Let me start by saying that I believe being a recruiter is a gift. A recruiter has the opportunity to change lives every single day. Recruiting is giving. Whatever role you recruit for, you are giving a deserving person an opportunity that will impact lives of that individual and the people around them.
I believe in giving as many candidates as possible a chance. Maybe you are a sourcing recruiter who requires only a name, number and resume. Maybe you proactively evaluate the skills your company needs and source candidates based on those skills. Perhaps you work in an organization that reacts to internal requisitions.
Regardless of the type of recruiter you are, have you ever stopped to think about all the candidates you aren’t talking with? If you are recruiting from the same talent pool or using the same methods that you always have, you may be overlooking the potential you have to provide opportunities to an even greater talent pool and the chance to maximize talent for your organization. To reach these goals, I recommend maximizing your communication touch points.
I am not talking about using every job board, every niche site, every resume data base, social media, newspaper, trade publication and association. Even if you had the means to utilize every form of media, it most likely wouldn’t be in your best interest to do so. I am talking about diversifying your recruitment media spend and engaging with the candidates who are already trying to learn more about your organization.
Here are three easy fixes that could increase and maximize your communication touch points:
- Understand your audience – Take a look at the job families within your sourcing, workforce plan and current openings over the next year. Then, take a sample of employees within each of those job families, asking them what associations they belong to, what their media preferences are and how they found their current position. Demographic and candidate profile data may also be available to you. For example, NAS Insights offers this type of information. Make sure your recruitment advertising takes into account your specific audience’s media preferences.
- Diversify your recruitment advertising – Start by evaluating your recruitment advertising spend from last year and break it down into buckets (online and social media, print, collateral, etc.). Then, look at the media you have utilized, per bucket, and create a balance to the dollars that go to the various media. If you are focusing too many of your dollars to one media segment, you are potentially missing a huge source of additional candidates.
- Develop your Talent Network – The idea is to build your own pipeline of talent that allows for two-way communication and the ability to stay in contact. Right now, there are passive candidates who are interested in your organization and looking at open positions, but who may not be ready to fill out an application. These candidates should have a way to connect with your organization to learn about new positions, find out more about the company’s culture and environment, get updates on upcoming events and company news, and be able to ask questions and engage with members of your organization.
Social media such as LinkedIn, Facebook and Twitter will allow you to build your talent network. Develop a career- focused social media platform, so that your employees, their connections and potential candidates can join and discover more about your organization – and you will have a talent pipeline at your fingertips. You can also develop your talent network right on your career site, by allowing candidates to sign up to get job updates, attend career events, source company information and show their interest. Here’s a link to read more about developing your talent network and managing your candidate relationships.
By listening to your audience, understanding their media preferences, diversifying your recruitment advertising and developing your own talent network, you will open your doors to an abundant talent community. Candidates who could not hear you before will be hearing your message. Candidates who you did not know existed will become visible. You will experience an increased talent flow to your organization.
As the Director of NAS Recruitment Communications over the Pennsylvania and West Virginia region, with a diverse client roster that includes organizations of all sizes and in all industries, Jason Rellick continues to guide his team in the development of customized, cutting-edge solutions that deliver talent with maximum ROI. Jason has been in the recruitment industry for almost 10 years and has held positions such as Director and Vice President, as well as CEO of organizations with responsibility for sourcing, media, branding and interactive strategies. Holding a Master’s degree in industrial and labor relations from Indiana University of Pennsylvania and a Bachelor’s degree from The University of Pittsburgh, Jason is also a member of the Pittsburgh Human Resource Association.
