The company took out a full page ad in the Chicago Tribune just hoping to catch the eye of the right candidate. Unfortunately, despite their offer to pay for relocation costs, the only man qualified for the job happens to have already stated that he plans to stay in Washington D.C. until his youngest daughter graduates high school. I guess it's four more years of a company that has "no idea what we're doing."
3. Malteser “One-Man stretcher”
5. Attracting Talent
From a corporate perspective, attracting talent is not as simple as posting a job ad and collecting applicants in your database before deciding who to call. Firstly, job advertisements in Japan have exceptionally low engagement/response rates, again due to the nature of Japanese culture. Secondly, potential candidates will have to be thoroughly convinced your opportunity is worth the hassle inherent in making a job change in Japan. So the challenge for corporate recruiters is to first effectively inform potential candidates that your company is hiring, and second is to convince them that they should be working there!
For corporate recruiters, the best tool you can use is definitely referrals. Corporate recruiters in Japan list referrals as their main source of qualified candidates for their open roles. The strong company culture in Japan (much more so than in the West), explains the success of referrals. Employees are happy to refer friends or acquaintances who have the skills to succeed in the job as it benefits the company as a whole to do so. Similarly, a candidate will be more responsive to your company’s courting attempts if they already know people working there. But it is dangerous to rely purely on referrals. Corporate recruiters need to be proactive in their candidate attraction techniques also in case a referral does not come down the line.
Corporate recruiters shouldn’t place all of their eggs in the referrals basket. At Social Talent we’ve seen huge increases in candidate engagement from visual, targeted job ads. Identify your target market and create visual, infographic-style job ads that will entice those of a certain skill set. Be strategic, don’t just post on LinkedIn and hope for the best! Find out the best place to reach your target market and go forth!
Also, never underestimate the power of a strong employer brand. Candidates are attracted to great brands, so spend the time and budget building your company’s brand. For some creative inspiration check out Deloitte New Zealand’s Into Deloitte’ graduate recruitment video series, showcasing life at Deloitte for new graduate hires.
Finally, when you are interviewing candidates, remember that candidate experience is directly linked to the perception of your company! Even if a candidate couldn’t be a worse fit for your position, they may know the perfect fit, so ensure everyone walks out of the interview thinking the experience was great, regardless of whether an offer is made or not! Use the meeting to build trust with your candidate, and if they aren’t a match ask for referrals!
6. Ballet Soldier
7. Location. Location. Location.
Now, not every company – in fact most companies – won’t have a huge budget and design team to devote to creating extra appealing job ads. But just because you can not create amazing images doesn’t mean the job ad copy itself cannot be eye-catching. The first step is to stop thinking of job ads as job descriptions. Once you’ve done that, treat them with the same oomph as you would a full-fledged marketing campaign. What could be more important than attracting and retaining the talent you need to keep your company going? Nothing. Take your cues from these companies and start courting candidates the right way from the very beginning.
8. H&M to hire thousands through recruiting campaign
H&M is looking to hire thousands of employees to support its rapid expansion in the U.S., which is its second-largest market behind Germany, and saw sales jump 22% in 2014. It has plans to open at least 61 new stores this year after opening 62 in the past year, including what will become the world's largest H&M when a 63,000 square-foot flagship opens in New York's Herald Square next week.
The campaign is part of a growing shift toward the perception of retail jobs as sustainable long-term careers and shows a willingness among retail companies to be more vocal about their company culture, says Bill Thorne, senior vice president at the National Retail Federation, a trade organization.
"It is not in the retailers' best interest to provide a job that somebody gets into and realizes, well there's another opportunity literally two blocks away where I can make more money, get better benefits and maybe advance faster," he says. "They're all talking about why it's important to work at their store and the opportunities that company provides (employees)."
The campaign includes displays in all 363 U.S. stores, video testimonials from current employees, plus billboards and advertising in malls and elsewhere in Houston and Philadelphia, two growing markets for the company. The ads feature statements related to what's possible at the company, like, "Five weeks vacation is possible," and "Making sustainability fashionable is possible."
H&M is heavily promoting the opportunity for long-term careers, not just temporary hourly wage jobs.The company says 35% of its executive team started out as sales advisers, what they call store associates. The campaign is primarily focused on recruiting sales advisers, with the potential for growth later on. It will also target Millennials in particular with a college campus tour that kicks off in September.
H&M's effort comes as retail workers have made significant progress toward higher wages in a tightening labor market. Walmart announced in February, after years of pressure from workers and advocacy groups, that it would gradually raise its starting wage to $10 an hour. T.J. Maxx followed with a similar declaration, while Target quietly started giving employees raises. Gap had made the same promise to get to $10 an hour in February 2014.
Since service-sector jobs were some of the first to come back after the recession, employees have gained bargaining power as they've grown in demand, says Beth Ann Bovino, Standard & Poor's U.S. chief economist. The rate of employees quitting their jobs is also at a six-year high, according to Bureau of Labor Statistics data, pointing to increased confidence among workers, Bovino says.
"Supply's getting used up," she says. "You're going to need to pay them more."
9. Best Job Ad: Don't Jump
10. Who’s Hiring – Top employers week of 3-14-11
Who’s Hiring is a weekly survey of companies showing the highest hiring activity for the week of 3/14/11.
The hospitality, retail, health care, telecommunications and banking verticals were the top industries currently hiring based on a survey of active job advertisements from the nation’s leading job boards.
Not only is this valuable for job seekers, but for business analysts, corporate strategists, marketers, salespeople, investment analysts, financial advisers, and others who are interested in companies experiencing growth. Despite the recession, these companies are all expanding.
Total Job Openings week of 3/14/11:
Hospitality led hiring companies as Pizza Hut, McDonald’s, Starbucks, Marriott , Panera Bread and Hilton continued heavy job advertisements. Retail was hiring as Advance Auto Parts, Staples, Best Buy, PETCO, Pilot/Flying J, Home Depot, Ross, Macy’s, Safeway, Lowe’s Toys”R”Us and Sears continued to build staff.
Health care continued to hire as Kaiser Permanente, HCR ManorCare, HCA Healthcare, Genesis Healthcare, UnitedHealth Group, Catholic Health Initiatives and DaVita were top job advertisers. Telecommunication forms continued hiring as T-Mobile, AT&T and Verizon were recruiting.
Banking rounded out the top of the list as JPMorganChase was a top job advertiser.
Based on surveys of US job advertisements in the top job board aggregators, the following companies searched for the most job openings as of 3/14/11:
Total Job Openings by direct advertisers (Recruiters & Staffing Companies not included):
- Advance Auto Parts
- Kaiser Permanente
- Best Buy
- JPMorgan Chase
- HCR ManorCare
- HCA Healthcare
- Pilot/Flying J
- Home Depot
- Genesis Healthcare
- Ross Stores
- Northrop Grumman
- UnitedHealth Group
- Catholic Health Initiatives
- Verizon Wireless
- Panera Bread
- Computer Sciences Corporation (CSC)
- Toys “R” Us
- Chrysler – Mopar
- Ernst & Young
- Hilton Worldwide