How to Reach Those Holiday Job Shoppers

As the calendar flips over to the months of November and December, our minds inevitably drift to holiday shopping. Recruiters are preparing their shopping lists now for the hiring that is sure to begin (budgets willing!) come January. Taking advantage of the slower pace of business, recruiters need to capture the attention of candidates who may find themselves with a little more free time over the holidays to do some job shopping.

If you’ve ever shopped online (and come on, who hasn’t?), then you understand the value of the “Quick View” feature. It’s not a laziness factor that stops us from going to another page to get the full details of the product. It’s more of a convenience factor. You can easily click on the Quick View option and still get detailed information like the colors the item comes in and whether your size is available. Quick View makes it even more convenient to find what you want quickly and easily.

Where am I going with this?

As many of you know, I am on a quest to find HR technology vendors who are finding unique ways to solve HR problems. As such, I recently stumbled across a new company called Match-Click. If you haven’t yet heard of this company, you likely will soon. In a nutshell, the company is taking the concept of the “Quick View,” enhancing it by adding video and applying it to the recruiting process.

Launched in June of this year, the start-up is quickly spreading the word about its ability to help companies move beyond those staid job board listings to market their positions using short and sweet videos. Like the Quick View feature, the videos (three for each job posting) give candidates a brief look at the salient details of the job – who they will be working with and what the culture of the company is like. It’s a unique way to browse before buying, if you will.

What I found most interesting is that these aren’t your typical lengthy, high-production corporate videos. Instead, these videos are made by the hiring manager and a couple of co-workers using whatever recording device they happen to have on hand, whether that is a mobile phone or a webcam. It’s real, it’s authentic, and it recognizes what we are all short on – time – by keeping the videos blissfully short.

As those who follow me regularly understand, I am in support of HR technology companies who are delivering products that find practical and distinctive ways to help HR practitioners perform their work more efficiently. No copycats, no replicas. Now, I’m not saying that Match-Click is the be-all and end-all solution for recruiters and companies, but what Match-Click does – help companies grab the attention of job shoppers and “just browsers” alike – it does well.

What Match-Click is doing is giving companies an innovative and cool tool to attract interest – to a job, to a company, to the people who work there. It is always challenging to capture the attention of candidates, but compelling content and useful information go a long way. Whether it is an active candidate, a passive candidate or a candidate somewhere in between, the brief, personal videos offer a no-obligation peek into a job. The site also lists the typical information you’d expect – job requirements, day-to-day responsibilities, benefits, etc. The candidate then gets to decide if they want to invest more of their time to apply for the job.

Want to know more about Match-Click and just how easy they are making it to attract attention to your job postings? Visit them on the web at: http://www.match-click.com/

Do you know about an innovative product or service that is making HR practitioners’ jobs easier? Tell me about it and I just might give it a test drive, too!

The Push and Pull of Recruitment

Image courtesy of PushandPullsigns.com

 

Hello HR Aristocrats! Today you can find me on the iCims Hire Expectations Institute blog with a brand new article called: ” The Push and Pull of Recruitment”. iCims is a strategic partner of my business Talent Think Innovations, LLC and a supporter of “The Aristocracy of HR”. This article is the first of many collaborations you will see with iCims and I in the future.

FTC Disclosure: I received compensation for writing this article listed below as one of the services I offer my clients. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products and/or companies I believe my readers will benefit from. iCims is an ATS provider and I have either reviewed or used their product personally. I have not made any absolute statements about its functionality but endorse the capabilities I have personally observed.  I am disclosing this in accordance with the Federal Trade Commissions 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.

Here’s a snippet of the post: 

“The Push and Pull of Recruitment”

Those of you that have been in recruitment long enough remember a day when we used to be able to post to a job board or two and receive a bevy of resumes. I’m talking posting jobs before we had to pray that anyone would be interested in our opportunities. A lot has changed since that time, and yet I can be assured that every month of every new year there will be some focus on the methods we utilize to attract candidates.

Some say we need to focus more heavily on big data and analytics. Others say attracting top talent is near impossible because we are experiencing a talent shortage. Whatever your opinion on the subject, I think we can all agree that spending your recruitment budget on job board advertising alone is probably not going to cut it that much longer. We are looking at a new frontier of the modern workforce- where a specific and targeted mix of advertising is utilized to get the word out about open positions.

Along with the specific and targeted mix of advertising is a continued emphasis on company’s having a consistent and attractive digital presence.

What does this mean?

It simply means that organizations need to become clear about who they are and what value proposition they are offering candidates for joining their company. In the past, the candidate-employer relationship was guided by what the employer wanted and most experts urged candidates to yield to the company’s wants rather than encouraging them to fulfill their own wants and needs read the rest of the post here.

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