Guide MKTG

True or False: Every company needs a careers page. 𝗧𝗿𝘂𝗲. Even if you don't have available positions at the moment, having a great company career page provides a way for qualified employees to come to you. On the page, explain how interested candidates can send in their resume or apply. When an opening does appear, you will already have potential employees to contact, saving you time and money.

Most job seekers are looking for more than just a paycheck. Here’s what they really want: ➡ Healthy work life balance ➡ Positive company culture ➡ Company values that align with their own core values ➡ Meaningful work ➡ Opportunity for advancement ➡ Growth and professional development ➡ Attractive employee benefits packages Does your careers page highlight how you meet those needs?

3 Questions your Careers Page Should Answer: • How can working with your company make a prospective employee's life better? • What kind of person will thrive in your company? • What do you offer that sets you apart from other companies?

The #1 complaint job seekers have about the hiring process is lack of clarity and transparency around the hiring process. Stand out from the beginning by including a clear, transparent plan in your job description. Tell job seekers: • When they should expect to hear from you. • What the interview process looks like. • How quickly you plan to fill the role.

Automated emails are a great way to stay in touch with prospective employees while they wait on your internal hiring process. You could email potential hires: • A confirmation that you received their application. • A description of your company culture • Testimonials from current employees • Updates on the hiring timeline • An inside look at the day to day responsibilities of the position • An honest look at common struggles and how you overcome them • Answers to applicant questions

6 Recruitment Strategies to Hire Great Employees 1. Be clear about what you do. 2. Position the job seeker as the hero. 3. Be clear about who you are looking for. 4. Share testimonials from current employees. 5. Be transparent about the hiring process. 6. Stay in touch with prospective employees while they wait on your internal recruitment process. Click here to learn more about these recruitment strategies and how to implement them in your business. https://lnkd.in/d5U2HAt2

PSA: Even in hiring, your company is not the hero. You are the guide. Your job description is not a plea for help, it’s a call to join you on an important mission.

Are you a service-based business struggling to hire local employees? You're not alone! With so many job openings, standing out from the competition can seem impossible. Here’s the good news: The same strategies we use to bring you ideal customers can be used to bring you ideal employees. Just like your customers, prospective employees want: Clear and compelling language, a deep understanding of what everyone wants, a clear plan of action, transparency about what happens next, and knowing what success and failure look like. Adjust your hiring content and get an advantage in the search for top talent.

“Why is hiring so hard right now?!” If you’re struggling to find and keep top talent, our suggestion is to break the problem down into smaller parts and look at each one. Think of the hiring process in five stages. Discover: Candidates may be searching for a job type, skill, feature, benefit, industry, or specific employer. Consider: Candidates will be conducting research about your company, specifically. Apply: Candidates will expect to be treated as individuals and professionals throughout the application process. Hire (Offer, Hire, Onboard): Candidates will continue to expect clarity and excellence, and will expect to be treated as individuals. Retain: Employees will want to be connected to your mission and treated as individuals. There are specific things you can do in each stage to improve your success. Click the link below to download our free guide: “Get A Hiring Advantage In Today’s Ultra-Competitive Market”. https://lnkd.in/d5U2HAt2

Are you struggling to find qualified applicants for your job posting? Don't blame it on the job market just yet. Consider the information you’re including in your job description. Does your job description: • Highlight the benefits and opportunities that come with the job? • Communicate the characteristics of an ideal employee? • Describe the promises you’re making to employees? • Include information about opportunities for training and advancement? • Talk about the problem your company solves for customers and how that forms the basis of a fulfilling mission? •Make it the right level of easy for candidates to apply? • Describe your hiring process (including what happens after they apply)? Don't miss out on recruiting the best talent just because your job listing needs some tweaks. Need help (re)writing your job description? Use the link below to schedule a free, no-obligation 30-minute call. https://lnkd.in/evXtxQb