The two first installments of this blog series covered six important trends within the field of human resources, starting with recruitment marketing and ending with diversity hiring. Attracting top-tier talent to join your company is essential, whether you’re a mid-size business or a multi-national organization.
In this third article of the series, we’ll take a closer look at candidate experience and social recruiting. And we’ll explore how you can leverage those strategies to optimize your workforce and future-proof your company.
Candidate experience is almost self-explanatory: it is the combined impression that job candidates get throughout the recruitment process, from sourcing through recruiting, interviewing, hiring, and eventually onboarding into their new position. A negative experience will very likely get shared on social media and even on employer review sites, so it pays to promote candidate satisfaction — whether they end up getting the job or not.
There is a long list of items you can address to improve candidate experience for future hires. Try these simple and effective steps to get started:
If your company’s website (including your careers landing page) is not yet mobile-friendly, sort that out immediately. Within the next few years, smartphones will be the primary point of interaction with job candidates, so streamline that experience as cleanly as possible.
Know your candidate
We touched on candidate persona in the first article of this series. Defining who your ideal candidate is, will help you:
- determine where to source them;
- how to target them with ads and on social media,
- how to interact with them and
- how they will fit within your company.
The candidate avatar can include universal key points for cross-company hires, then expand with more job-specific points specific to each new position you are recruiting for.
Respect candidates’ time and effort by giving them an advance agenda of the interview process. Who will they be meeting within the company, how long will they be speaking with each person on the hiring team, and what are their expectations.
Ghosting rejected candidates is a very harmful practice, so follow up with those who don’t get the job. If you’re unable to contact each one individually, AI tech can help you send out automated emails to candidates who aren’t receiving offers or weren’t qualified for the position. If possible, offer feedback about their application, invite them to apply for future positions within the company, and add them to your talent network.
About a month after the interview process has been completed, reach out to ask for feedback about candidates’ personal experience. Let them know how much you value their opinion. Use the information you gain to make changes to your process, improving the experience for future candidates!
Communication is key at all levels of the candidate journey. Even when personalized contact isn’t possible, it helps to have standardized messages acknowledging each milestone throughout the process. For any new hires, it also pays to stay in touch between the “you got the job!” phone call and the early days of onboarding. Creating a positive candidate experience here leads to a smooth transition, improved company culture, and ultimately long-term talent retention.
In this era of smartphones and internet literacy, social recruiting is becoming a vital tool in any company’s talent recruitment marketing. Your business is likely already using social recruiting, whether consciously or not, simply by posting job openings to your organization’s social media pages, from Facebook to Twitter and LinkedIn.
Social media is also a key tool to attract new talent by communicating your employer branding, showcasing workforce diversity, outlining brand vision, and emphasizing company culture. It’s a place where you can interact with potential candidates and even target them through advanced search filters and job-specific keywords.
One of the best parts of social recruiting is the chance to get your current employees involved. Content shared by a company’s in-house talent gets much higher engagement rates than content shared by brand channels. As excellent representatives for your company, employee endorsement of open positions within your organization, shared within their personal networks, can lead to high-quality candidate referrals. It’s an incredibly effective and low-cost form of recruitment marketing and your employees will be excited to help shape the future of the company!
Know your goals
As we touched on in our first post, this is where your candidate persona comes into play. The type of talent you’re looking for will dictate your social recruiting strategy.
Know your channels
Not every channel is suited to the same approach, so tailor your message based on the social media platform you’re posting to and be sure to keep things authentic!
Know your candidates
Which social media platforms are your ideal candidates using? It could be LinkedIn or Facebook, but might also be Behance, AngelList, or GitHub, depending on the job specialty you’re hiring for.
Know your brand
Keep your employer branding front and center in all your social recruitment messaging. That way people know exactly who they’re dealing with and why they would want to snag a position within your company.
Track your analytics
Use social media data to refocus your social recruiting strategy. That might mean increasing communication on one particular platform, exploring more video content, or putting some ad-spend budget behind certain keywords in order to reach your target audience.
For social posting, use scheduling tools like Hootsuite or Buffer to help automate the process. And find out more about the range of functionality available from webtexttool, like real-time text suggestions to help streamline your company’s communication.
In case you missed part 1 and part 2 of this blog series, please check out six additional recruiting trends and strategies, from collaborative hiring to diversity hiring.
For information on how webtexttool can help you in your recruiting process, with real-time SEO suggestions and content that leads to conversions, reach out to the webtexttool team!
In our previous blog post, we covered four of the top recruiting trends for 2019: recruitment marketing, AI tech, soft skills hiring, and collaborative hiring. It is essential for any company to attract the most talented, skilled, and well-suited people to join your team. These recruiting strategies are just a few of the options at your disposal.
In this article, we explore two more top recruiting trends: employer branding and diversity hiring. Bring your workforce into the future by actively putting your brand out there and cultivating a uniquely diverse team. Here’s how:
We touched on employer branding in the first blog post in this series, as an element of recruitment marketing.
Whether your company is a multi-national organization or you run a local business with just a few employees, your reputation as an employer feeds into your public image. Especially when it comes to attracting new talent.
That’s exactly what your employer brand is: the sum of qualities, attributes, cultural elements, brand vision, employment benefits, and opportunities for professional growth that make candidates want to work for you. Everything a candidate has ever read, experienced, or heard about you – whether intentional or not – feeds your employer brand and helps future employees determine their level of attraction to your company.
A strong employer brand will set your business apart from the competition and establish you as the number one place for someone to build a career.
Not sure how to get started with your employer branding? Here are a few tips to get you on the right track:
- Know your Employee Value Proposition
Take a close look at what makes your organization unique from an employee perspective. Communicate clearly about your employee value proposition wherever you interact with prospective employees, from job postings to social media content. (Hot tip: it’s becoming more common to include salary and other elements of compensation in job listings, especially in highly competitive fields.)
- Be consistent
Corporate brand and employer branding have to be aligned. Even though they are aimed at different audiences, brands use a lot of the same online channels to interact with customers as they do with job candidates. So: be consistent.
- Authentic storytelling
People want to see what it’s like to work for your company. Use (live) video, photography, blog posts, social media posts, and employee testimonials to showcase real people and authentic experiences. What better way to make your brand personal? (Pro tip: webtexttool can help by optimizing any written content with the best keywords for your target audience.)
- Share from within
Happy employees are your best brand advocates! Get your team members to share their own employee experiences within their own online networks.
- Make room for interaction
Don’t just push information out there, but offer opportunities for interaction. Chatbots, live webinars, and even #AMA Ask Me Anything sessions all allow potential employees to get to know your company culture.
- Act on feedback
Use reviews of your company from online platforms like Glassdoor.com, as well as current and former employee experiences, as a source of feedback. Then implement that feedback to make positive changes within your company.
Most importantly, talent recruitment and company culture feed each other — it’s a two-way street. Hiring the right people helps foster the culture within your organization. At the same time, showcasing authentic employee experiences on your available online channels helps attract the most talented, passionate, and highly engaged employees. Having those elements in harmony leads to long-term talent retention.
Just like AI technology in our previous blog post, diversity hiring is one of the recruitment themes that remains relevant in 2019. Encouraging diversity and inclusivity within the workplace means actively recruiting and employing individuals from different age groups, religions, genders, ethnicities, abilities, sexual orientations, economic backgrounds, geographic locations, and more.
Taking an active approach to diversity within your organization isn’t just the right thing to do ethically — it is also an excellent business strategy. Diverse teams bring unique viewpoints and fuel innovation, giving your business an incredible competitive edge. Companies with increased diversity within their employee base actually tend to see increased financial returns. It also makes your company a lot more attractive as a potential employer in the eyes of future talent.
There are so many complex angles and elements to diversity hiring, that it can be hard to know where to begin. Consider these tips as a starting point:
Check your bias
To minimize (unconscious) bias in the hiring process, find out where you could be alienating or ignoring particular groups of people. Are you proactively approaching candidates from diverse backgrounds to apply? If applications are being assessed by just one person, a larger hiring team might help simply by bringing a wider range of opinions to the table. Incorporate AI tech to filter names and other distinctive markers from candidate applications. Your team will never be diverse if you aren’t considering diverse candidates from the start.
Commit to diversity
Diversity can’t just be a token; it needs to be embedded in your company’s identity. At all levels of your organization, make a commitment to diversity and inclusivity, communicate your intention publicly, and integrate it in everything you do. That includes showcasing visual diversity on your website and in your brand marketing as well as using gender-neutral language on your company careers page. Be sure to organize diversity training for existing employees in order to foster an inclusive company culture that embraces uniqueness.
Show your diversity
Let candidates experience that you’re committed to diversity, starting with the hiring committee! A recruiting team that embodies diversity can help prospective talent envision an employer that will make them feel valued for who they are as an individual. This practice should extend beyond just the visual into policies like benefits for same-sex domestic partners, flexible work schedules or remote work options to make childcare more accessible, or access to mental health programs.
For more recruiting trends, take a look back at part 1 of this blog series and keep an eye out for the third and last part, coming soon.
And for content optimization at every level of your recruitment process, contact the webtexttool team. webtexttool will assist you with real-time suggestions to write high-quality content for your audience.
In an ever-changing employment market, it pays to be innovative in your hiring practices! As an employer, attracting the right people to join your team is key. Using the best processes to approach, attract, screen, and hire new talent can save time and money, and will ensure that you’re drawing in the very best employees.In this blog post, we will share 4 of the top recruiting trends for 2019, from game-changing HR technology to creative methods that will change your approach to recruiting.
In this candidate-driven job market, the importance of recruitment marketing cannot be overstated. Today’s job candidates are increasingly more internet savvy, and they will gather in-depth knowledge about your company before ever setting foot through the door. That means it’s important to paint a clear picture of your organization and the jobs you have to offer wherever prospective employees might be active online.
Recruitment marketing follows many of the same principles of regular marketing, so keep marketing best practices in mind. Some key tips:
- Highlight your employer brand
Make sure your website and social channels accurately represent what your company is all about. Include team photos, employee testimonials, and videos to show prospective job applicants exactly what it’s like to work for your organization. What are the unique reasons that make your employees want to work for you? Highlight what you bring to the table as an employer and lay out your employee value proposition clearly. (Read more about this in part 2 of this blog series which is coming soon.)
- Define your ideal candidate
Create a candidate persona or avatar that reflects the skill set, experience base, goals, and personality of your ideal employee. Use that information to create targeted messaging and to analyze on which platforms you should be advertising and communicating. This ensures that you’re targeting potential candidates who will be the best fit for your company.
- Provide excellent candidate experience
The job market is increasingly occupied by younger generations who expect a certain level of tech-friendliness in their job search and application process. Pay attention to mobile in your recruitment marketing by making job pages and application forms easy to access on a smartphone.
- What are your competitors up to?
Find out how competitors in your field are attracting talent and learn from their approach, whether it’s good or bad.
AI tech is a huge development in recruiting and HR technology. Using artificial intelligence in the recruitment process can help automate much of the time-consuming manual work involved, like the screening of candidates, and can help you discover new ways of hiring talent.
AI tech can be of incredible assistance in screening job applications, resumes, and CVs for matching skill sets and experience levels. This automation of low-level tasks streamlines workflow, saves time, and reduces operational costs. AI tools can also use data analysis to engage in job matching. Essentially it can flag when a candidate is better suited for a different job offering within your organization, ensuring that you match the right talent to the right position every time.
Use AI technology in the early recruitment stages, too, to improve the quality of your job posting! This is where webtexttool can help by making real-time text suggestions and improvements during the writing process.
AI can act as a virtual assistant to contact applicants, schedule interviews, manage calendars, and even analyze interactions. Yet another way to save time and effort.
AI algorithms can be trained to remove or disregard certain markers in a job application (like name, gender, and age) that could lead to unconscious bias in the candidate selection process. Entrusting that early selection to an automated process can greatly improve the quality of your candidate pool.
AI technology can target candidates based on their online behaviour. Analyze the online habits of anyone who may have visited your company’s job page and target people who are researching similar jobs. Then use that data to serve posts about your company’s culture and ads for the positions your company has to offer.
Hiring people with future-proof (soft) skills
A LinkedIn report earlier this year demonstrated that, in this era of booming technology, recruiters are struggling more than ever to find people with excellent soft skills, like listening skills, empathy, and strong communication. Those soft skills are essential in teamwork, collaboration, leadership, problem-solving, and flexibility in the workplace. They are the skills that ultimately drive success and can help future-proof your workforce.
The 5 most important soft skills currently in demand are:
- time management
So how do you go about hiring new talent with strong soft skills?
- Determine the key soft skills that are of value to your company.
- Keep interviews consistent and have a formal process to track and analyze candidate performance in a transparent way.
- Add a tech element to your interviews and application process. Traditionally, asking behavioural questions is a great way to get some insights into a candidate’s soft skills. But take your process to a higher level with online assessments, like games and quizzes. Those will result in data that is less subjective to assess and much easier to analyze, which will limit bias.
Where job recruiting and hiring used to be the exclusive territory of HR departments and hiring managers, the collaborative hiring model takes a whole new approach. This type of team-based hiring requires the involvement of people from multiple departments and various levels within the organization (including employees that would work below the new employee), essentially extending the hiring team.
The great part is, collaboration can happen at any and all stages of the hiring process. It starts with building the job description and extends into attracting/referring prospective hires, candidate interviews, final decision-making, and the onboarding of new talent.
The benefits of collaborative hiring are quite amazing. Collaborative hiring can:
- take some pressure off the HR team or recruiter.
- get whole teams, departments, and companies to share responsibility and get on the same page.
- offer a stellar candidate experience, with opportunities to ask important questions about company operations, the culture of the organization, and employee experience. This especially helps with employee retention.
- limit unconscious bias by increased transparency and more diversity in viewpoints.
- build company culture and improve team dynamic by including employees of all levels in the recruitment of future team members.
- lead to improved employee engagement as they become more invested in the hiring process and experience transparency. This also leads to an easier onboarding process.
When it comes to collaborative hiring, it’s also important to have the right software in place. The easier it is for the team to share documents, data, and updates, the quicker and easier the hiring process will be.
This was just part 1 of our 2019 recruiting trends. Keep an eye on the webtexttool blog for more. And of course, contact webtexttool to find out how our tools can help streamline your recruitment process.
Have you ever kept track of the number of emails you write in a day? It’s bound to be quite a few, and that’s when unnecessary mistakes get made. In many cases, emails are hard to read, contain too much jargon, or their purpose is unclear. In this blog post, we’ll offer you some practical ways to optimize your emails. And to help you even further on your way, you can download our handy add-in for Microsoft Outlook.
Every day we are inundated with emails. From annoying spam to interesting news and important messages from work. By now, you’ve probably developed a radar that allows you to delete any unimportant emails immediately and procrastinate on emails that are harder to deal with. And you’re not the only one since almost everyone dealing with high levels of email traffic every day operates the same way. So how do you ensure that your important email catches the recipient’s attention? Read through our checklist so that your future emails will get read and understood.
Tip 1: uphold your credibility as a professional
First of all, it’s important to remain polite at all times. ‘Quickly whipping up’ an email can result in a message that comes across as too emotional, often leading to misinterpretation by the recipient. Aside from that, you really don’t need an exclamation point at the end of every sentence and you should probably leave emojis out of the mix altogether. Those are cute in WhatsApp but don’t exactly add any value to a professional email. The same goes for greetings like ‘Hey’ or ‘Hi’. Those are a no-go in work emails. And remember that one coworker who flags every single email as ‘high priority’? Definitely don’t do that either.
Tip 2: think about the presentation
Aim to present the right amount of information in the right way, making it more attractive to your reader. You can achieve that by stating your key message at the top of your email and placing any less important information below. Try to tackle one problem or issue per email, to avoid making things overly complex for your reader and losing the point of sending the email in the first place. Next, it’s smart to keep things short and sweet. Use a maximum of 150 words, and avoid jargon and complicated words. Research shows that content written at a B1 level is generally the easiest to comprehend.
Tip 3: help the reader to scan
It’s a fact that we don’t read every single word of a piece of on-screen text. We scan the content in an F pattern. Use that knowledge to make emails easier to scan for your readers. You can format and layout the email in such a way that you guide the recipient through the most important points. If it’s impossible to avoid writing a longer email, be sure to use subheads, bullet points, and short paragraphs. Avoid caps lock and bold fonts, since those can be perceived as annoying.
Tip 4: write a captivating subject line
Your subject line can make or break your email. Aim to give your email subject some extra attention and don’t fill it out until after you’ve written the email. Use active verbs and summarize your message in a concise way (up to a maximum of 55 characters). That should trigger the recipient to open your email.
Tip 5: check and double check your own emails
Your ‘casual’ email could be interpreted very differently by someone at the management level, potentially leading to unintended consequences. Always be aware that the entire company could be reading your emails. That means you should check and double check your email carefully before hitting send:
- Use spellcheck.
- Read the email from right to left, allowing you to discover any mistakes more quickly.
- Make sure the key message is clear.
- Check people’s names and titles.
- Ensure that you have added the necessary links and/or attachments.
Keep up your good reputation!
The tips above will help you send better and more straightforward emails. These days we are so used to sending online messages that we’re often too quick to hit the send button. How often do you forget to add the attachment and how often do you catch yourself making serious spelling mistakes? These kinds of missteps can leave an unprofessional impression, negatively impacting your good reputation within the company. Thankfully, that’s easy to avoid by taking the tips listed above into consideration.
To make things even easier for yourself, you can download our add-in for Microsoft Outlook. It will automatically inform you when you (unintentionally) are using too much jargon, caps, or emojis. On top of that, the tool presents you with real-time practical tips, allowing you to further optimize your email and protect your professional demeanor.
You write the most beautiful content. You make sure it’s shared on social media. And you have an excellent website. Even so, the likes, shares, and engagement from your target audience are lacking. Sounds familiar? You’re likely making readability too tricky. The Common European Framework of Reference (CEFR) can help make your content more readable. Helping you boost those likes, shares, and engagements! The CEFR recognizes six language proficiency levels, from breakthrough (beginners) to mastery (the level that closely matches native speakers and writers). The European Parliament reached an agreement about a new law. This law intends to make government websites more accessible by writing all text at the B1 level. A great idea. Not only for those likes, shares, and engagements, but also for your search engine optimization (SEO). Implement it on your company website and discover the difference it makes! But what does the CEFR recommend exactly and how should you put it into practice? Webtexttool explains it all in this article and offers the solution to make sure you write at B1 level.
The various language levels
The CEFT distinguishes six levels of language command: from beginner to near-native. It describes a person’s language skill level in terms of language scope and complexity. Once you can link these standards to the language proficiency of your key audience, you’ll find it easier to level with them. Leading to better engagement results and even increased revenue. The language proficiency is organized into three broad categories:
- A1 and A2: the basic user.
- A1: the language is very simple. The sentences are often separated by breaks.
- A2: the language is simple. The words are highly frequent, known from one’s own language or belonging to international vocabulary. The sentences are often separated by breaks.
- B1 and B2: the independent user.
- B1: this involves straightforward standard language. Within one’s own area of expertise or interest. More complex language use is generally understood.
- B2: the use of language is more complex.
- C1 and C2: the proficient user.
- C1: vocabulary and grammatical construction are complex. Idioms and implicit meanings are understood.
- C2: the language is complex. Idioms and unclear sentence structures without explicit signal words are effortlessly understood.
Writing for readability
Of course, everyone has a different opinion about easy-to-understand language. But how do you put that to work in your company’s blog posts and articles? Writing at a B1 level will allow you to reach an audience that’s as broad as possible. There are naturally certain exceptions to the guidelines. If you’re writing explicitly for readers with a higher education level. Or producing a piece aimed at an audience of legal professionals. Then you’ll need to write with more complexity. If you don’t have a doctorate or a legal degree, it’s best to aim for a wider audience by writing at a B1 level. The larger the group of people able grasp your content, the greater the chance that they’ll purchase your products or services. In order to write at an understandable level for your target audience, the most straightforward way to test your content is to let members of your audience read it first. Ask them whether they understand what you’re communicating and which areas might need clarification or rewriting. Once you’ve done that a few times, any future content will be much easier to write at the appropriate reading level.
You really don’t need to reinvent the wheel or spend all your time doing research on this topic. Webtexttool has implemented a new module for readability/language, which allows you to check your texts at a B1 level. You’ll also get suggestions to simplify certain words. And if you need your content to be even less complex (A1 level) or you’d like to create an article at a higher level, like C2, this tool will do that work for you. Handy, right? More tools to simplify your content:
You can also make use of:
- lists (particularly using bullet points, just like we did here);
- short paragraphs (three to five sentences);
- easy-to-scan subtitles;
- short sentences;
- readable fonts.
Google also uses B1
In the first place, you’re writing for your target audience. But it’s also important that Google understands you. So the search engine can scan your content and include it in relevant search results. Google understands the B1 level, simply because about 80% of users have at least that level of language proficiency. That means that many search queries are entered at a B1 level. When you offer up a B1 answer for a B1 question, it’s clear to Google: you understand your target audience. When you write copy in webtexttool, you’ll get instant tips to optimize your content for Google. That means you don’t need any prior knowledge of SEO, we’ll simply sort that part out for you. Live! Wonder what webtexttool can do for your content at a B1 level (as well as all other levels)? Try it for free for 30 days!