Chris Russell
Jobs
Manufacturing Job Growth
The manufacturing industry is experiencing a jobs resurgence, with many companies hiring new workers at a record pace to meet the growing demand for their products. According to the Bureau of Labor Statistics (BLS), the manufacturing industry added an impressive 367,000 jobs in 2022, marking it the strongest year for manufacturing job growth since 1994. This significant increase reflects the industry's resurgence and the growing demand for manufactured goods. Manufacturing jobs strong performance from last year also signals a positive outlook for the sector's future. As demand for goods continues to rise and technological advancements reshape the industry, manufacturing is expected to remain a key driver of U.S. economic growth and job creation in the years to come. Here are some additional details about manufacturing job growth: The manufacturing industry is expected to add nearly 500,000 jobs by 2028. The average hourly wage for manufacturing workers is $27.00. The manufacturing industry is a major contributor to the U.S. economy, accounting for 11% of GDP. Manufacturing Hiring Challenges But will manufacturers be able to fill these jobs? Employers are still struggling to hire workers with a variety of skills, including technical skills, problem-solving skills, and communication skills. They are also looking for workers who are willing to learn new skills and adapt to new technologies. Recruiting these workers remains a big obstacle. Manufacturers face several challenges when it comes to recruiting new employees. This includes: Skills gap: There is a growing skills gap in the manufacturing industry, as many workers lack the skills needed to operate advanced machinery and technology. This makes it difficult for manufacturers to find qualified workers to fill open positions. Image problem: Manufacturing has an image problem, as many people perceive it to be a dirty, dangerous, and low-paying industry. This perception makes it difficult to attract young people to manufacturing careers. Competition from other industries: Manufacturing is competing with other industries, such as healthcare and gig work, for workers. These industries often offer higher salaries and better benefits, making it difficult for manufacturers to attract and retain talent. Location: Many manufacturing plants are located in rural areas, which can make it difficult to attract workers who prefer to live in urban areas. Lack of awareness: Many people are not aware of the opportunities that exist in manufacturing. This is due in part to the industry's image problem, as well as the fact that many manufacturing jobs are not well-advertised. How to Attract Manufacturing Talent To attract more talent, manufacturers can implement a range of strategies that address the industry's challenges and appeal to the modern workforce. Here are some effective approaches your recruiting team should consider: Address the Skills Gap: Partner with educational institutions to develop training programs and apprenticeships that equip individuals with the necessary skills for manufacturing roles. Collaborate with local schools and community colleges to introduce manufacturing career pathways early on. Enhance the Industry Image: Promote the positive aspects of manufacturing careers, highlighting job security, opportunities for advancement, and the impact of manufacturing on society. Showcase the innovative and technologically advanced aspects of modern manufacturing to dispel outdated perceptions. Improve Work Environment and Culture: Foster a work environment that prioritizes employee well-being. Implement flexible work arrangements, wellness programs, and opportunities for personal and professional growth. Competitive Compensation and Benefits: Offer competitive salaries, comprehensive benefits packages, and performance-based incentives to attract and retain top talent. Stay informed about industry standards and adjust compensation accordingly. Leverage Technology for Recruitment: Utilize digital platforms, social media, and online job boards to reach a wider pool of potential candidates. Engage with candidates through tools like texting which Emissary.ai offers. Your message will be much more likely to be seen. Partner with Community Organizations: Collaborate with local community organizations, workforce development agencies, and veterans' groups to tap into diverse talent pools and reach potential candidates who may not be actively seeking manufacturing jobs. Offer Training and Upskilling Opportunities: Provide ongoing training and upskilling opportunities for employees to enhance their skills and stay current with technological advancements. Invest in internal training programs and encourage employees to pursue certifications and professional development. Promote Career Advancement Paths: Clearly define career paths and advancement opportunities within the company. Showcase examples of internal promotions and provide mentorship programs to guide employees towards career growth. Highlight Innovation and Technology: Showcase the use of cutting-edge technologies and innovative processes in manufacturing operations. Emphasize the role of technology in modern manufacturing and the opportunities for employees to work with advanced tools and systems. By implementing these strategies, manufacturers can effectively attract and retain top talent, ensuring they have the skilled workforce needed to remain competitive and drive innovation in the industry. Manufacturing job growth shows no signs of slowing down so those employers who can pivot their recruiting quickly stand to win that war for talent.
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Retail Hiring Trends
In the fast-paced world of retail, every industry player needs to stay ahead of emerging trends to remain competitive. Hiring trends have significantly evolved over the past few years, and retail recruiters and HR teams need to stay alert and know what's new to enhance their hiring strategies. In this blog post, we explore the latest retail hiring trends that HR departments and recruiters should consider. Retailers are employing a variety of strategies to combat the current labor shortage. Many are implementing automated solutions, like self-checkout machines and AI customer service, to maintain operations despite diminished staff. Others are focusing on attracting and retaining employees by offering higher wages, flexible schedules, and significant sign-on bonuses. Some retailers are even partnering with staffing agencies or freelancers to fill vacancies quickly. Additionally, retailers are exploring collaborations with educational institutions to offer internships and part-time job opportunities to students, effectively creating a pipeline of potential future employees. By being creative and adapting to the current labor market, retailers are finding ways to mitigate the impact of the lack of workers and ensure their business continues to thrive. These strategies not only address the immediate need for staff but also provide long-term solutions for a sustainable workforce. Furthermore, retailers are investing in upskilling and cross-training their existing employees to fill multiple roles within the company. This not only helps in bridging the gap caused by the labor shortage but also provides employees with opportunities for career growth and development. Employers are also prioritizing creating a positive work environment and offering employee benefits such as health insurance, retirement plans, and paid time off to attract and retain workers. Another approach retailers are taking is implementing technology solutions to increase efficiency and productivity. This includes using systems for inventory management, order fulfillment, and online sales to reduce the need for manual labor. Moreover, retailers are also looking at alternative hiring methods such as remote work and gig economy platforms to tap into a larger pool of potential employees. This allows them to hire workers from different geographic locations and skill sets. Artificial Intelligence in Retail Artificial intelligence (AI) is also changing how retail recruiters and HR professionals identify and evaluate potential candidates. HR professionals can now use AI-based tools to screen resumes and weed out candidates who do not meet the criteria. This saves time and resources, allowing recruiters to focus on candidates that meet the necessary requirements. Similarly, AI assessments evaluate candidates' skills and personality to determine if they are the right fit for the job or not. This technology can help reduce unconscious bias and ensure fair hiring. Prioritizing Soft Skills in Retail Although hard skills are essential in retail, employers must also focus on soft skills for long-term business success. Employers are prioritizing soft skills such as communication, teamwork, and customer service. Retail recruiters need to adapt their recruitment strategies and focus on hiring employees with excellent soft skills. Recruiters can ask behavioral questions during interviews to assess candidates' soft skills. For example, they can ask questions about how a candidate would handle a difficult customer situation. Blurring of Retail Job Titles and Requirements In the past, job titles were specific to what an employee would do, but that has changed in recent times. Many retail employees now play multiple roles, and therefore, job titles have become blurred. A Sales Associate might now double as a cashier and stock the shelves. Retail recruiters and HR teams need to understand this shift and plan for flexibility in hiring. They need to identify potential employee skills and hire for those skills, rather than for specific job titles. Retail Hiring is Down According to new research from iCIMS the hiring s platform found that hires and openings in retail have decreased by 12% and 25%, respectively, from this time last year, while the transportation sector saw declines of 22% and 2%. Drawn from its proprietary database of employer and job seeker activity, the new report indicates that, while employers in these industries are tapping the brakes on massive seasonal hiring, applications for these roles remain high, creating a more competitive market for job seekers. Whether this trend points to a cooling economy, the impact of rising retention rates or the start of an end-of-year slowdown for the labor market has yet to be determined. “In two years, we’ve seen a shift in these industries from hiring teams looking for warm bodies to fill roles to an influx in applicants,” said Rhea Moss, global head of workforce and customer insights, iCIMS. “There’s a lot less pressure now to hire just anyone and teams have the chance to be a little more tactical in their hiring as they approach their busy season.” With more than half (52%) of all applications coming from job seekers’ phones, mobile applications are key for finding applicants. This is especially true for retail job seekers – 72% of retail applicants came via mobile devices, compared to just 28% from desktop. Retail hiring practices are continually evolving, and it is up to recruiters and HR professionals to stay abreast of these changes. Remote work, AI technology, soft skills, and blurred job titles are emerging trends transforming the retail landscape. Adopting new hiring trends will help retail companies stay competitive and meet employee needs, leading to long-term business success.
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Jobs
Remote Talent Acquisition Jobs
We all know remote jobs are the most sought after and get the most applies. But they are harder to come by lately if you work in talent acquisition. Layoffs in TA have taken their toll on the recruiting industry mainly because of; Economic downturn. The global economy is facing a number of challenges, including inflation, rising interest rates, and supply chain disruptions. This has led to a slowdown in hiring at many companies, and recruiters are often one of the first roles to be cut. Tech industry slowdown. The tech industry, which has been a major driver of job growth in recent years, is also starting to slow down. This is due to a number of factors, including the economic downturn, increased competition, and changes in consumer spending habits. As a result, many tech companies are hiring fewer people, and recruiters are being laid off. Increased automation. Recruiting technology has become increasingly sophisticated in recent years. This means that many tasks that were previously done by recruiters can now be automated. This has led to a reduction in the need for recruiters at some companies. Hiring freezes. Many companies have implemented hiring freezes in response to the economic downturn and other challenges. This means that there are fewer open roles for recruiters to fill, and some companies are letting go of recruiters as a result. It is important to note that not all companies are laying off recruiters. Some companies are still hiring, and recruiters who have specialized skills and experience are still in high demand. However, the overall job market for recruiters is becoming more competitive, and it is important for recruiters to stay up-to-date on the latest trends and technologies in order to remain competitive. Where to Find Remote Talent Acquisition Jobs Below are some resources to help your talent search. I suggest signing up for email job alerts to get notified. The sooner you apply to a new job that is posted the better your chances will be of getting noticed. Jobs.Workable.com - the ATS company has a great remote jobs filter to find remote jobs. Just type in your keyword and select the filter for remote only. Here's a link to some remote talent acquisition job results. EvilHRJobs.com - Don't let the name fool you. This site lists nothing but HR and talent acquisition jobs. Here's a direct link to their latest remote gigs. HRjobsremote.com - this site lists only remote jobs in the HR and talent acquisition space. Click here. LinkedIn - the search results for "talent acquisition" using the remote filter shows thousands of jobs but when I looked at them there were some weird results. You'll need to do some addition filtering/scrolling to get better results. Here are some tips for a laid-off recruiter to find their next gig: Update your resume and LinkedIn profile. Be sure to highlight your skills and experience, as well as any recent accomplishments. You may also want to consider adding a skills section to your LinkedIn profile to make it easier for recruiters to find you. Start networking. Reach out to your former colleagues, classmates, and other professional contacts. Let them know that you are looking for a new job and ask if they know of any open positions. You can also attend industry events and meetups to connect with potential employers. Work with a recruiter. A recruiter can help you identify and apply for open positions that are a good fit for your skills and experience. They can also provide you with tips on how to ace your job interview. Consider freelancing or contracting. If you're unable to find a full-time job right away, you may want to consider freelancing or contracting. This can be a great way to earn money and gain new experience while you continue your job search. I recommend going to Upwork to find these gigs. It's important to remember that the job search process can take time and effort. Don't get discouraged if you don't find a new job right away. Keep networking, applying for jobs, and staying positive. As always be proactive in your job search. Don't wait for jobs to come to you. Reach out to companies that you are interested in (company hunt) and let them know you are available. Raise your personal brand as well by writing on your LinkedIn profile and getting on some related podcasts to show off your knowledge.
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Recruiting Tools Evolving
Recruiting tools are constantly evolving, and new trends are emerging all the time. Here is a brief overview of some of the latest trends in recruiting tools that you should be aware of: Artificial intelligence (AI): AI is being used in recruiting tools to automate tasks such as resume screening, candidate sourcing, and interview scheduling. AI can also be used to provide recruiters with insights into candidate behavior and preferences. Video interviewing: Video interviewing is becoming increasingly popular, as it allows recruiters to connect with candidates from all over the world without having to travel. Video interviewing tools can also be used to record and assess interviews, which can help recruiters to make more informed hiring decisions. Chatbots: Chatbots are being used to answer candidate questions and provide support throughout the hiring process. Chatbots can also be used to collect feedback from candidates and to identify potential candidates. Gamification: Gamification is being used to make the hiring process more engaging and fun for candidates. Gamification elements such as leaderboards, badges, and challenges can be used to motivate candidates and to encourage them to participate in the hiring process. These trends are all focused on helping recruiters to be more efficient, effective, and personalized in their approach to hiring. By using these tools, recruiters can find the best candidates for their open roles more quickly and easily, and they can provide a better overall experience for candidates. Here are a few examples of how recruiters are using the latest tools: One company is using AI to screen resumes and identify candidates who match the specific skills and experience required for a particular role. This has freed up the recruiting team to focus on building relationships with candidates and selling the company culture. Another company is using video interviewing to connect with candidates from all over the world. This has allowed them to expand their talent pool and hire the best candidates, regardless of their location. A third company is using chatbots to answer candidate questions and provide support throughout the hiring process. This has helped them to improve the candidate experience and reduce the number of dropped candidates. If you are looking for ways to improve your recruiting process, think about using some of the latest recruiting tools. These tools can help you to be more efficient, effective, and personalized in your approach to hiring, which can lead to better hiring outcomes. List of Recruiting Tool Segments Here is a list of the different segments of recruiting tools from hello to hire, along with some examples of each: Recruitment Marketing (RM) Applicant Tracking System (ATS): A software system that helps recruiters manage the entire hiring process, from sourcing and screening candidates to scheduling interviews and making offers. Career Site Builder: A tool that helps companies create and manage their own career sites, where they can publish job openings, showcase their company culture, and collect candidate applications. Social Media Recruiting Tools: Tools that help recruiters find and engage with potential candidates on social media platforms like LinkedIn, Twitter, and Facebook. Email Marketing Tools: Tools that help recruiters send personalized email campaigns to candidates at different stages of the hiring process. Sourcing Boolean Search Tools: Tools that help recruiters search for candidates using complex search strings on Google, LinkedIn, and other websites. Candidate Sourcing Tools: Tools that help recruiters find candidates in their target market through databases, social media, and other sources. Referral Programs: Tools that help recruiters manage referral programs and track the success of their referral sources. Screening Resume Screening Tools: Tools that help recruiters scan and screen resumes for keywords and other criteria. Video Interview Tools: Tools that allow recruiters to conduct video interviews with candidates remotely. Assessments: Tools that help recruiters assess candidates' skills and knowledge through pre-employment tests and other assessments. Interviewing Interview Scheduling Tools: Tools that help recruiters schedule and manage interviews with candidates. Interview Feedback Tools: Tools that help recruiters collect and share interview feedback with other members of the hiring team. This segment is also known as "interview intelligence". Video Conferencing Tools: Tools that allow recruiters to conduct video interviews with candidates remotely. Hiring Offer Letter Tools: Tools that help recruiters generate and send offer letters to candidates. Background Check Tools: Tools that help recruiters conduct background checks on candidates. New Hire Onboarding Tools: Tools that help companies onboard new hires and get them up to speed quickly. In addition to these specific segments, there are also a number of general-purpose recruiting tools that can be used at different stages of the hiring process, such as: Communication Tools: Tools that help recruiters communicate with candidates and other members of the hiring team, such as email, chat, and video conferencing. Project Management Tools: Tools that help recruiters manage the hiring process and track their progress. Reporting and Analytics Tools: Tools that help recruiters generate reports and insights on their recruiting performance. The specific recruiting tools that you need will vary depending on the size and needs of your company, as well as the types of roles that you are hiring for. However, by understanding the different segments of recruiting tools available, you can start to identify the tools that will be most helpful for your team. Selection and Implementation of Recruiting Tools Selecting and implementing these tools requires due diligence by the hiring organization. Understand your needs. What are the biggest challenges you face in your recruiting process? What areas do you need to improve? Once you have a good understanding of your needs, you can start to look for tools that can help you address them. Do your research. There are a lot of different recruiting tools on the market, so it's important to do your research and compare different options before making a decision. Read reviews, talk to other recruiters, and try out demos if possible. Consider your budget. Recruiting tools can range in price from free to hundreds of dollars per month. It's important to set a budget before you start shopping so that you don't overspend. Choose a tool that is easy to use. Your recruiting tool should be easy to use for both you and your team. You don't want to be spending hours learning how to use the tool or trying to figure out how to do basic tasks. Make sure the tool is scalable. As your company grows, you need to make sure that your recruiting tool can scale with you. Choose a tool that can handle a high volume of traffic and candidates. Implement the tool gradually. Once you've chosen a recruiting tool, don't just start using it overnight. Take some time to implement the tool gradually and train your team on how to use it. This will help to ensure a smooth transition and avoid any disruptions to your recruiting process. Here are some additional tips for implementing recruiting tools: Get buy-in from your team. It's important to get buy-in from your recruiting team before implementing any new tools. Make sure they understand the benefits of the tool and how it will help them to do their jobs more effectively. Provide training. Once you've chosen a recruiting tool, provide training to your team on how to use it. This will help them to get the most out of the tool and avoid any frustration. Track your results. Once you've implemented a new recruiting tool, track your results to see how it's impacting your recruiting process. This will help you to identify any areas where you need to make adjustments. By following these best practices, you can select and implement recruiting tools that will help you to streamline your hiring process and find the best candidates for your open roles.
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Text Recruiting
Text Recruiting Implementation Tips
When it comes to implementing a tool like Emissary into your recruiting process, talent acquisition leaders need to plan and prepare for making text recruiting a reality. Fortunately our platform makes it relatively easy. Once we get rolling use these best practices for implementing a text recruiting software into your recruiting process: Create a plan. Before you start using a text recruiting software, take some time to think about how you want to use it. What are your goals for text recruiting? How will you integrate text recruiting into your overall recruiting process? What will your text messages say? Get your team on board. Once you've chosen a text recruiting software, make sure to train your team on how to use it. This includes teaching them about the software's features, best practices for text recruiting, and how to track and measure results. Start small. Don't try to do too much too soon. Start by using text recruiting for a specific purpose, such as scheduling interviews or sending job alerts. Once you've mastered that, you can expand your use of text recruiting to other stages of the recruitment process. Get feedback from candidates. Ask candidates for feedback on your text recruiting experience. This will help you to improve your process and make sure that you're using text recruiting in a way that is effective and respectful. Don't forget the importance of introducing yourself on the first contact. Once you've got the basics down, consider these additional tips for implementing a text recruiting software: Make sure you have permission to text candidates. Before you send a text message to a candidate, make sure that you have their permission. You can do this by asking them to opt in to text messaging during the job application process. Be professional and respectful. When you're texting candidates, be sure to be professional and respectful. Avoid using slang or emojis. Keep your messages short and to the point. Candidates are busy people, so keep your text messages short and to the point. Get your message across quickly and efficiently. Use a text recruiting software that is easy to use and navigate. This will make it easier for your team to use the software and communicate effectively with candidates. Track and measure your results. It's important to track and measure the results of your text recruiting efforts. This will help you to see what's working and what's not, so that you can make adjustments to your process as needed. Job candidates love to use texting during the recruiting process. A 2019 survey by Jobvite found that 73% of job seekers want to receive targeted job offers via text, and 66% feel that it is acceptable for recruiters to contact them via text. There are several reasons why job candidates like to use texting during the recruiting process: It's convenient. Texting is a convenient way to communicate, especially for job candidates who are busy with work or other commitments. It's fast. Text messages are typically read and responded to more quickly than emails. It's informal. Texting is a more informal way to communicate, which can make job candidates feel more comfortable. It's personal. Text messages can be more personal than emails, as they are typically sent from one person's phone to another. Recruiters can use texting to communicate with job candidates at all stages of the recruiting process, from initial outreach to scheduling interviews to making job offers. However, it is important to use texting in a professional and respectful manner. Recruiters should always get permission from job candidates before texting them, and they should avoid sending spammy or irrelevant messages. Overall, texting is a popular and effective way for recruiters to communicate with job candidates. By following our best practices, recruiters can use texting to improve the candidate experience and speed up their chances of hiring top talent.
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Workforce Analytics
Workforce Analytics Trends & Tools
Workforce analytics is the process of collecting, analyzing, and interpreting data about an organization's workforce in order to make better decisions about talent management, workforce planning, and other HR-related areas. This data can come from a variety of sources, such as employee surveys, performance reviews, and payroll records. In this blog post we'll explore some of the latest tools and trends taking shape. Workforce analytics can be used to improve a wide range of HR processes, including: Recruitment and hiring: Workforce analytics can be used to identify the skills and experience that are most important for a particular role, and to find the best candidates for those roles. Performance management: Workforce analytics can be used to track employee performance and identify areas where they need improvement. Compensation and benefits: Workforce analytics can be used to ensure that employees are paid fairly and that they receive the benefits that they need. Retention and engagement: Workforce analytics can be used to identify factors that are contributing to employee turnover and engagement. Work-life balance: Workforce analytics can be used to identify employees who are at risk of burnout and to develop programs to improve their work-life balance. Workforce analytics can be a valuable tool for organizations of all sizes. By using data to make better decisions about their workforce, organizations can improve their bottom line, increase productivity, and create a more positive work environment. Here are some of the benefits of workforce analytics: Improved decision-making: Workforce analytics can help organizations make better decisions about their workforce, such as which skills to invest in, how to allocate resources, and how to improve employee engagement. Increased efficiency: Workforce analytics can help organizations identify areas where they can improve efficiency, such as by reducing turnover or increasing productivity. Reduced costs: Workforce analytics can help organizations reduce costs, such as by finding ways to improve hiring efficiency or by identifying employees who are at risk of leaving. Improved compliance: Workforce analytics can help organizations comply with regulations, such as those related to equal employment opportunity or workplace safety. Enhanced employee experience: Workforce analytics can help organizations create a more positive and productive work environment for their employees. Trends in Workforce Analytics The rise of AI and machine learning: AI and machine learning are becoming increasingly important in workforce analytics. These technologies can be used to automate tasks, identify patterns, and make predictions. The use of big data: Big data is becoming increasingly important in workforce analytics. This is because organizations are collecting more and more data about their workforce, such as employee surveys, performance reviews, and payroll records. The focus on employee experience: The focus on employee experience is increasing in workforce analytics. This is because organizations are realizing that the employee experience is important for attracting and retaining top talent. The use of real-time data: The use of real-time data is increasing in workforce analytics. This is because organizations are realizing that they need to be able to make decisions quickly and based on the latest data. The integration of workforce analytics with other HR systems: Workforce analytics is becoming increasingly integrated with other HR systems, such as human capital management (HCM) systems and learning management systems (LMS). This integration allows organizations to get a more holistic view of their workforce. These are just a few of the trends happening in workforce analytics. As the field continues to evolve, we can expect to see even more innovation and new ways to use data to improve organizations. Here are some specific examples of how these trends are being used in workforce analytics: AI and machine learning are being used to automate tasks such as data entry and analysis. This frees up HR professionals to focus on more strategic work. Big data is being used to identify patterns and trends in employee data. This information can be used to improve decision-making about recruitment, hiring, performance management, and other HR-related areas. The focus on employee experience is leading to the use of workforce analytics to measure factors such as employee satisfaction, engagement, and well-being. This information can be used to improve the employee experience and create a more positive work environment. Real-time data is being used to make decisions about workforce planning and staffing. This allows organizations to be more responsive to changes in the workforce and to ensure that they have the right people in the right roles. Workforce analytics is being integrated with other HR systems to create a more holistic view of the workforce. This information can be used to make better decisions about talent management, compensation, and benefits. These are just a few examples of how workforce analytics is being used to improve organizations. As the field continues to evolve, we can expect to see even more innovation and new ways to use data to improve organizations. Popular Workforce Analytics Platforms Looking for a good workforce analytics tool. Here's some of the more popular options; Workday Analytics is a cloud-based platform that provides organizations with a comprehensive view of their workforce data. It offers a variety of features, including data visualization, predictive analytics, and reporting. Workday Analytics can be used to improve decision-making in areas such as workforce planning, talent management, and compensation. Oracle HCM Cloud is a suite of human capital management (HCM) applications that includes workforce analytics capabilities. It offers features such as workforce planning, talent management, and performance management. Oracle HCM Cloud can be used to improve decision-making in areas such as succession planning, hiring, and employee development. SAP SuccessFactors HCM Suite is another HCM suite that offers workforce analytics capabilities. It offers features such as workforce planning, talent management, and compensation management. SAP SuccessFactors HCM Suite can be used to improve decision-making in areas such as employee engagement, turnover, and compliance. PeopleFluent is a workforce analytics platform that focuses on employee engagement and performance. It offers features such as surveys, pulse surveys, and employee feedback. PeopleFluent can be used to improve decision-making in areas such as employee satisfaction, engagement, and well-being. Qualtrics WorkforceXM is a workforce analytics platform that focuses on employee experience. It offers features such as surveys, feedback, and analytics. Qualtrics WorkforceXM can be used to improve decision-making in areas such as employee engagement, satisfaction, and well-being. Qualtrics WorkforceXM is a workforce analytics platform that focuses on employee experience. It offers features such as surveys, feedback, and analytics. Qualtrics WorkforceXM can be used to improve decision-making in areas such as employee engagement, satisfaction, and well-being.
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Events
Emissary Taking Text Recruiting on Tour This Fall
Text recruiting is coming to a conference near you. This fall, the Emissary team will be attending and exhibiting at several of the industry's top events. You will find us at: Workday Rising in San Francisco - Tuesday 9/26 - Friday 9/29 Booth # 213 SAP Success Connect in Las Vegas - Monday 10/2 - Wednesday 10/4 No booth but reps will be attending. HR Technology Conference & Expo in Las Vegas - Tuesday 10/10 - Friday 10/13 Booth # 1526 UKG Aspire in Las Vegas - Tuesday 11/7 - Thursday 11/9 Booth #91 Workday Rising EMEA in Barcelona - Tuesday 11/14 - Thursday 11/16 Booth # TBD So be sure to stop by and get a demo of our unique text recruiting solution. Why You Need Text Recruiting In today's competitive job market, companies need to find new ways to attract and hire top talent. One way to do this is to use text recruiting. Text recruiting is the use of SMS text messaging to communicate with candidates throughout the recruiting process. This can be done for everything from initial outreach to scheduling interviews to sending job offer notifications. There are a number of benefits to using text recruiting. First, it is a very effective way to reach candidates. Text messages have a much higher open rate than emails or phone calls. In fact, 98% of text messages are read within 3 minutes. Second, text recruiting is a very personal way to communicate with candidates. It allows recruiters to build relationships with candidates and create a sense of urgency. Third, text recruiting is a very efficient way to recruit. Recruiters can send out mass text messages in minutes, and they can easily track candidate engagement. Emissary.ai is a text recruiting platform that can help companies hire faster and more effectively. Emissary.ai offers a number of features that make it easy for recruiters to use text recruiting, including: Automated text messaging: Emissary.ai can automate the process of sending text messages to candidates, so recruiters don't have to spend time manually sending messages. Personalized text messages: Emissary.ai allows recruiters to personalize text messages to candidates, which can help to build relationships and create a sense of urgency. Tracking and analytics: Emissary.ai tracks candidate engagement with text messages, so recruiters can see how candidates are responding to their messages. If you are looking for a way to hire faster and more effectively, Emissary.ai is a text recruiting platform that can help. To learn more, visit us on the road and let us show you the power of the industry's top text recruiting platform.
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Talent Management
Talent Management Strategy Defined
Talent management is the process of identifying, attracting, developing, and retaining skilled workers to achieve business goals. It is the key function of any HR department and plays a critical role in business success. Effective talent management strategy ensures that organizations have the right people with the right skills to meet their objectives. To excel in talent management function, organizations must have a well-defined strategy that encompasses all aspects of the employee lifecycle. This blog post outlines key strategies for successful talent management and provides advice on how to excel in this function. Talent Management Implementation Define clear talent needs: An effective talent management strategy starts with clearly defining the talent needs of the organization. This includes identifying the skills, experience, and competencies required for each role, and then creating a plan to attract and retain the best talent. Organizations must also evaluate their current workforce to identify gaps and develop a plan to address them. Create a strong employer brand: A strong employer brand is essential for attracting and retaining top talent. Organizations should develop a compelling employee value proposition that showcases their unique culture, values, and benefits. Using social media platforms like LinkedIn, Glassdoor, and Indeed can help create a strong online presence and attract potential candidates. Foster a culture of learning and development: Employees want to work for organizations that provide opportunities for continuous learning and development. Providing training and development opportunities help employees to acquire new skills and knowledge, which is essential for career growth. Organizations should also provide regular feedback and coaching to help employees succeed and grow. Monitor and measure performance: Regular monitoring and measuring of performance help to ensure that employees are meeting the organization's expectations. Performance metrics could include productivity, employee engagement, retention, and customer satisfaction. Organizations must have a process in place for identifying and addressing performance issues. Develop an effective succession plan: A succession plan is essential for managing talent in the long term. Succession planning involves identifying key positions within the organization and developing a plan for filling those positions with internal talent. It is vital to identify employees with high potential early on and provide them with the necessary training and development opportunities. Talent Management Process Looking to get started? A typical process for talent management includes the following steps: Identify talent needs: The first step is to identify the company's talent needs. This involves assessing the current workforce, identifying any gaps in skills or knowledge, and forecasting future talent needs. Attract talent: Once the talent needs have been identified, the next step is to attract top talent. This can be done through a variety of channels, such as job postings, social media, and employee referrals. Select talent: The third step is to select the right talent for the job. This involves screening resumes, conducting interviews, and making hiring decisions. Onboard talent: Once the right talent has been selected, the next step is to onboard them to the company. This involves providing them with training, introductions to key stakeholders, and access to resources. Develop talent: The fifth step is to develop talent. This involves providing employees with training, opportunities for growth and advancement, and feedback. Engage talent: The sixth step is to engage talent. This involves creating a positive work environment, providing opportunities for recognition, and rewarding performance. Retain talent: The seventh step is to retain talent. This involves providing competitive compensation and benefits, creating a positive work environment, and offering opportunities for growth and development. Succession plan: The eighth step is to succession plan. This involves identifying and developing high-potential employees who can fill key positions in the future. This is just a generic process for talent management. The specific steps involved will vary depending on the company's size, industry, and culture. However, all of the steps mentioned above are important for attracting, retaining, and developing top talent. Here are some additional tips for effective talent management: Make talent management a priority: Talent management should be a top priority for any company that wants to be successful. Align talent management with business goals: Talent management should be aligned with the company's overall business goals. This ensures that the company is attracting, retaining, and developing the talent it needs to achieve its goals. Use data and analytics: Data and analytics can be used to make better decisions about talent management. This can involve using data to identify high-performing employees, track employee engagement, and predict turnover risk. Be flexible and responsive to change: The talent landscape is constantly changing. Companies need to be flexible and responsive to change in order to attract, retain, and develop top talent. Invest in talent development: Talent development is an investment in the future of the company. Companies that invest in talent development are more likely to attract, retain, and develop top talent. Create a positive work environment: A positive work environment is essential for attracting and retaining top talent. Companies that create a positive work environment are more likely to have happy and engaged employees. By following these tips, companies can create a strong talent management system that can help them attract, retain, and develop top talent. Why is Talent Management Important Talent management is important for any company that wants to have a successful business. By attracting, retaining, and developing top talent, companies can improve employee performance, boost innovation, enhance customer satisfaction, and achieve their business goals. Here are some specific benefits of talent management for your employees: Career development opportunities: A good talent management system can help employees develop their skills and knowledge, which can lead to new opportunities for advancement. Competitive compensation and benefits: A good talent management system can help ensure that employees are compensated fairly and receive competitive benefits. Positive work environment: A good talent management system can help create a positive work environment where employees feel valued and respected. Opportunities for growth and development: A good talent management system can help employees learn and grow, which can lead to greater job satisfaction. Flexible work arrangements: A good talent management system can help employees find work arrangements that fit their needs, which can improve work-life balance. Overall, talent management is important for both companies and employees. By having a strong talent management strategy in place, companies can attract, retain, and develop top talent, which can lead to a number of benefits for both the company and the employees. This includes defining clear talent needs, creating a strong employer brand, fostering a culture of learning and development, monitoring and measuring performance, and developing an effective succession plan. By following these strategies, organizations can attract and retain top talent, improve employee engagement and productivity, and achieve their business objectives.
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Recruitment Marketing
Job Distribution
Job distribution is the process of making job openings known to potential candidates. It is an important part of the recruiting process, as it helps to attract qualified candidates and fill open positions. The idea is to cast a wide net and make jobs discoverable in as many places as possible. There are a variety of channels that can be used for job distribution, including: Job boards: Job boards are websites where employers can post job openings for free or for a fee. There are many different job boards available, each with its own target audience. Company career site: A company's career site is a great way to distribute job openings to passive candidates who may not be actively looking for a job. The career site should be well-designed and easy to navigate, and it should include a comprehensive list of open positions. Social media: Social media platforms like LinkedIn, Twitter, and Facebook can be used to distribute job openings to a wide audience. When posting job openings on social media, it is important to use relevant hashtags and keywords to reach the right candidates. Employee referrals: Employees can be a great source of qualified candidates. Many companies offer referral bonuses to encourage employees to refer their friends and colleagues for open positions. The best way to distribute job openings will vary depending on the company and the position being filled. However, by using a variety of channels, employers can increase their chances of attracting qualified candidates for their open positions. How Job Distribution Works Most jobs that get distributed today are scraped or indexed by machines. A typical employer will have their jobs "scraped" from the career site/ATS by a programmatic job advertising company such as Appcast or Joveo. They then create a master index of those jobs and pay job board such as Indeed and Ziprecruiter to send candidate traffic to those jobs. The employer then pays a small fee for that click. In some cases they may be also be charged a higher fee if that click turns into an applicant. That is called PPA (pay per applicant). Job Distribution Vendors There are a number of players in the job distribution space. They are mainly programmatic software companies that use AI and machine learning to distribute jobs to a variety of the web's top job boards and charge employers on a per click basis (CPC). Here are the programmatic job distribution software companies that are widely known. Appcast is a leading programmatic job distribution platform that helps employers reach qualified candidates across a variety of channels, including job boards, social media, and their own career site. Appcast offers a variety of features that make it easy to manage job distribution, including: Automated job posting: Appcast can automatically post job openings to a variety of job boards and social media platforms, saving employers time and effort. Targeted advertising: Appcast uses data to target job ads to the right candidates, based on their location, skills, and interests. Reporting and analytics: Appcast provides detailed reporting and analytics on job distribution campaigns, so employers can track the results of their efforts and make necessary adjustments. Joveo is another leading programmatic job distribution platform that offers a variety of features similar to Appcast. Joveo also offers a few unique features, such as: Applicant tracking system integration: Joveo integrates with leading applicant tracking systems (ATS), making it easy to manage job applications and candidates. Machine learning: Joveo uses machine learning to optimize job ad targeting and placement, so employers can get the most out of their job distribution campaigns. JobAdX is a programmatic job distribution platform that specializes in reaching passive candidates. JobAdX uses data to target job ads to candidates who are not actively looking for a job, but who may be a good fit for the open position. Aimwel is a programmatic job distribution platform that offers a variety of features specifically designed for small businesses. Aimwel is easy to use and affordable, making it a good option for businesses with limited resources. PandoLogic is a large programmatic job distribution platform that offers a wide range of features and services. PandoLogic is a good option for businesses that need to reach a large number of candidates. They are owned by Veritone which recently acquired Broadbean, one of the oldest job distribution companies in existence. Recruitics is a data-powered recruitment marketing agency that helps companies attract and hire top talent. They offer a variety of services, including programmatic job distribution, ATS integration and reporting and analytics. AcquireROI provides programmatic advertising, custom candidate apply experiences, quality assurance, and consultation services. These are just a few of the many programmatic job distribution software companies available. When choosing a platform, it is important to consider the specific needs of your business and the features that are most important to you.
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Emissary is a candidate engagement platform built to empower recruiters with efficient, modern communication tools that work in harmony with other recruiting solutions.
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