Bulletin Board Magazine 2019 Volume 1

Recruiting in a Tight Job Market

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RECRUITING INA TIGHT JOB MARKET: How to Stand Out By Adam McIndoe Director of Business Development Netwave Interactive Marketing, Inc.

Adam McIndoe Member - SBACNJ

Walter Sierotko , EVP 732.726.5420

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Balance Human Input and Automation

merica’s unemployment rate dropped to 3.7 percent in September 2018, according to the Bureau of Labor Statistics. While the lowest jobless rate in nearly 50 years bodes well for candidates and suggests that business is good, it presents challenges for employers. To sum up the Achilles heel of a booming job market in USA Today’s words, “Low unemployment has shrunk the pool of job seekers and intensified competition for workers.” How can your company gain a competitive edge in recruiting top talent? Recruiting is a form of marketing. Therefore, recruiters need to strategize like marketers. With millennials being many of the most coveted candidates, companies are thinking outside the “apply now” box. They’re running banner ads, social media campaigns, and even stepping into new media such as Spotify to separate themselves from the endless scroll of listings on job boards. The additional advantage of approaching recruiting with a digital marketing mindset is that you can target the potential new candidates by their location and interests. The best part, response is tracked so employers can evaluate their ROI. Recruit Like a Marketer

17 percent more applications than those with 450 words of more.

That’s not to say you should bail on job boards altogether. They still serve their purpose and can bring in a high volume of candidates, but the issue then becomes keeping up with the applications and listings simultaneously. Before you know it, you have hundreds of resumes to comb through, jobs to add, ones to remove, and so on. By the time you get to the resumes that interest you, those candidates could very well be starting their first day somewhere else. There are programs that allow you to automate your listings for distribution to various job boards—and that’s only the beginning of what can be automated in your hiring process. Just be mindful of relying too heavily on these tools. They should be supplementing your efforts, not dictating them. There is a reason for the title Human Resources. Master the Art of the Job Posting In a tight job market, job descriptions become more pivotal than ever. If recruiting is marketing, then a job posting is copywriting. Just like marketing copy needs to be snappy, so, too, does your description. LinkedIn found that job posts with 150 words or less received

You also want to keep it professional—but engaging, of course. Don’t be afraid to pump some energy into your job posts; just avoid being cheesy. Equally important are when you press the publish button and how you measure performance. These and several other factors are discussed in detail in LinkedIn’s 7 Tips for Writing Job Posts That Attract Candidates. Sell Company Culture Last but certainly not least, paint a picture of what it’s like to work at your company. The best and brightest candidates aren’t just looking for a salary; they’re looking for a lifestyle. They want to enjoy going to work every day. Social media is a fantastic outlet to show snippets of your company culture— you can spotlight members of your team, post pictures of company outings, and create what millennials call “FOMO” (fear of missing out) among candidates.

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