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Human Resources & People Operations Has Completely Changed…
COVID-19 and the full employment economy has created what they call a perfect storm…
America was experiencing the longest streak of economic growth in history. The stock market was at record highs. And breaking those record highs weekly, it seemed like.
The labor participation rate was at levels never charted. We were experiencing 113 weeks of continual job growth with 3.7 million open jobs.
There were more job’s then people to fill them… The experts say there are one million four hundred thousand MORE jobs then unemployed people to fill those jobs.
The workforce was experiencing the power shift with companies offering all kinds of goodies to entice people to work there. Wages were going up for the first time in a very long time.
With a near full employment economy, most industries were experiencing trouble recruiting the employees they need and retaining the employees they have. All of the human resources and people operations professionals I talk to say, “We are in a candidate driven job market”. Which means you don’t get to pick talent that works for you anymore. Talent Picks you…
Then COVID -19 came and completely disrupted employment and will change the way employment is viewed forever moving forward. The new workforce is setting the expectation of the modern workplace. And these new social expectations of the modern workforce are a result of how people have changed the way they value their job.
The shock and awe of the measures needed to stop the virus from spreading has caused fear and uncertainty. We basically had to close down the economy when most Americans are living paycheck to paycheck.
It’s a new world, where the people know there is no such thing as job security anymore.
A lot of people are going to be re-evaluating there career choices, and a lot of people are going to choose to not work at a company anymore.
People have options now, technology has opened endless ways to make money and you do not even need a traditional job anymore to make a living.
And the people who are going to go back to work at their careers, will be looking at their place of employment differently. The job requirement that moved to the top of the list is… job security. The labor shortage has not gone away, it has just been delayed.
In a time of massive change like this, standing still is the worse course of action.
In his upcoming book, Human Code of Hiring: DNA of Recruitment Marketing, veteran recruitment strategist Jack Whatley explains a proven hiring strategy that transcends industries and market conditions today’s companies can use to hire in this time of massive change.
The recruitment marketing campaign is based on human behavior and human psychology which makes them timeless. This recruitment marketing attracts the best people while enhancing their employer brand, simply by employing Human Code of Hiring.
In his book, Jack will give business leaders, human resources execs, and people operations teams everywhere, the hiring strategy and talent acquisition tools to compete in today’s job market.
He will not waste your time with one off flavor of the week recruitment marketing. He will share how he beats out companies who offer higher wages and sign on bonuses, and stays competitive in a time of massive change.
You will discover as we go through the DNA Hiring System that every company is unique and different, but they all have this same “thing” in common. And it is “thing” that makes all of the difference in your ability to hire top talent in today’s employment market.
This “thing” is what people are using to judge your company by when looking for a job, whether you know it or not.
Most people think the “thing” is money. Money is the most important thing to consider when choosing a job. But it’s not the only factor in the decision-making process.
Every company has this “Thing” … There are three items that top talent is looking for in a job that you need to address in your career messaging. The thing that every company has is a Human Code…
Your companies Human Code is what makes up your company’s authentic employer brand and career messaging, so it is appealing to your ideal candidate. A company’s human code is unique to that company, just like DNA is unique to every person.
There are three items that top talent is looking for in a job that you need to address in your employer brand and career messaging. Read the Human Code of Hiring, you will learn how to discover your companies human code.
Using the Human Code of hiring not only benefits the company by attracting the top candidates that will excel at the job. It also benefits the people hired.
When you provide people an environment where they excel because they fit in the culture, something magic happens. You increase your employee satisfaction.
You will have happy, productive employees, engaged and motivated to succeed. You get higher level of performance, decreased turnover, lower stress levels and employee loyalty.
Using the Human Code of Hiring helps employees to achieve professional as well as personal goals, leading to better job satisfaction.
The world has changed…No longer are you able to attract and hire top talent with the old school strategy of treating talent acquisition as one-off transaction.
In today’s job market and moving forward it’s about recruitment marketing.
When most companies have an open position, there strategy is to post a job and wait for a response. And when it is filled that’s it. Talent acquisition is not giving another thought until they need to hire some one again.
Top Talent or as a matter of fact any talent in today’s job market demand’s more information from a company before they will invest their future in it.
That is why we have seen HR be rebranded as People Operations. Companies are creating employer branding and increasingly using recruitment marketing. Not because they want to, it’s is because they need to if they want to attract top talent or any talent.
No longer does just posting a job on the job boards work in attracting top talent. If you want to attract top talent you need a recruitment marketing strategy. Let me introduce you to our DNA Hiring System. The success of the DNA Hiring System is because it was created from the job seekers point on view.
The DNA Hiring System‘s recruitment marketing strategy shows you how to create employer branding and career messaging in a recruitment marketing campaign that attracts people who are going to fit your company culture, who have the skill sets that will succeed in the company. And the message is reinforced throughout the time the candidate is engaging with our recruitment team. More of a holistic approach.
To succeed today you must be in a constant state of adaptation – continually unlearning old ‘rules’ and relearning new ones.
The old rules in hiring can be summed up like this. If you do like everybody else does. Hire someone who has the skills and needs a job, you will have what everyone else has…someone working for a paycheck….
The new rules in hiring can be summed up like this. If you hire someone with human code… they work for more than just money. There is meaning and purpose in what they do because they believe in company and its culture, they believe in the company values and they trust the compensation plan.
Look being able to attract and hire top talent, beating out big companies with more just goes to show that what we do works.
In the era of online marketing and using the Human code, you can out hire them too. You can do it without adding more people to you team. You can do it without unlimited resources. You can do it without big sign on bonuses. But it was not always that way.
DNA Hiring System
The DNA Hiring System is where it all comes together your employer branding, career messaging, technology and the candidate experience. The DNA Hiring System is the strategy we use to win the war of recruiting top talent in this time of massive change.
The Outcomes we are looking for, are more qualified candidates in the pipeline and to get maximum value for every one of our candidates.
We want improved candidates’ experiences, increased business efficiencies that fuel business growth.
Molecules That Make Up The DNA Hiring System
Once you know your companies Human Code, the next area to work on is your companies positioning in the marketplace.
We will show you how to take your mission statements and company values, what you know and what you’ve learned and experienced in business, and package it in a way that builds your authentic employer brand, so you are attractive to your idea candidate. And if you already have your employer brand message created, we can use that.
What do you want your company to be known for? How do you want to your ideal candidate feel about working at our company? The goal of positioning is to create intrinsic value in your employer brand, so people want to come work for you.
What position do you want to take in the marketplace, what do you want to be known for as an employer. The reason we start with your employer branding is because you will get the biggest return for your effort. It will increase the pool of qualified candidates, you can hire. And save your company money at every stage of the hiring process.
Importance of Employer Branding
In the competitive job market, it is important to have a good employer branding. Employer branding is the term used to describe your company from a employee point of view. It’s your companies’ repetition as an employer. Here are the top reasons to have an employer brand research done by LinkedIn . Companies with great employer brands receive 50% more qualified applicants and see a 50% reduction in cost-per-hire, according to LinkedIn research.
- 75% of canidates research about your company’s reputation and employer branding before apply for the job
- 69% of canidates would NOT accept a job in a company with a bad reputation even if they wouldn’t have a job.
- Save money on recruitment
- Lower your cost per hire, according to LinkedIn, companies that invest in employer branding experience a 50% cost-per-hire reduction
- Lowers employee turnover, according to LinkedIn, companies that invest in employer branding experience a 28% decrease in staff turnover.
- Positive employer branding can attract 46% of full-time US workers without any pay increase.
- 40% of passive candidates would be willing to quit the job they have and move to a new one without a pay increase if an organization had a positive employer brand.
- 38% of professionals between 18 to 34 years old are willing to accept a reduction in pay to work in a company with a positive employer brand
What Are the dangers of ignoring your employer branding?
50% or half of the talent pool would not work for a company with a bad reputation even with a pay raise.
Now that you have your companies human code and know how you want to be positioned in the marketplace. We need to package it so it can be consumed by your ideal candidates. When I say package it, I mean you have a consistent messaging strategy for every stage in the hiring cycle.
We know that our candidates will be looking us up and investigating what we are all about on the internet, we need to compensate for the problem that causes. Who believes everything they read on the internet? That means your candidates BS detector is on high alert. If you do not have a consistent employer brand and career massage, you can or will be perceived as not credible. NO credibility, no top preforming team members.
The Goal is to package your employer brand and career messaging so it will be consumed on any devise in a strategic fashion all over the internet. We want to position your employer brand with credibility and using your career message to attract people who will excel in your company and at the same time, not be attractive to the candidates who will not be a good fit at your company.
The fourth area of improvement is promoting your employer brand and career message you packaged throughout the recruitment life cycle.
We cover advanced phone, text, and e-mail communication campaigns. Recruiting pipeline capabilities, standardizing your process to move candidates through the stages of your recruiting pipeline that provide a good candidate experience.
As recruitment is becoming more valuable to the success of a company. The reporting of analytics in the recruiting process is critical to the success of the company’s people strategy. So, you can identify inefficiencies in your process that you can optimize and streamline so that you can increase your speed to hire and reduce fall off in the recruiting cycle.
The question is? Are these processes happen automatically in a replicable and repeatable way? If not, then what you have is a lot of your talent acquisition team doing busy work all the time. That could be very simply automated….
What if I got you back a couple of months of your teams work time? What if I got you back a couple of weeks of your recruitment teams work time? What if, we got you years back of your recruitment teams work time? Would that allow you to hire better people to grow your business more. Would that allow you to offer a better work life to you team? Allowing them to focus on high value work. Would that allow you to be a smarter and more strategic player in your industry?
What is Recruitment Marketing
Importance of Recruitment Marketing
Recruitment Marketing is using marketing in recruitment without being sales-ee. It is the process of attracting qualified canidates to your company and using marketing principles to expose them to your career messaging. Recruitment marketing has become a necessary skill to attract top talent in competitive job markets.
Just like marketing is important to attracting customers, recruitment marketing is important in attracting top talent to hire. The main goal of recruitment marketing is to attract qualified canidates that will be a good fit in your company and will excel at the job. It is made up of a little bit of art and a lot of strategy.
Companies that can master these new recruitment marketing best practices will have a distinct advantage over their competitors. Just like the companies that have mastered the art of attracting customers. That is why it is the top trend in talent acquisition
But, If you put too much reliance on tech and overlook the fact that recruitment is all about establishing relationships with human beings, not AI communication bots, you will fail.
Technology will never replace the people on the HR /people ops team. Instead technology should and will be used to give your employees the ability to focus on the important work they do.
The human element is how companies will make the best impression on their candidates and create a lasting impression about their company’s employer brand and career path.
The human connection that is cultivated into a relationship is what makes the difference, it’s how you tell your company story, how well you understand what is important to your candidate establishes trust.
The next generation of recruitment technology will leverage data, AI and automation without neglecting the human element to make strong connection that a relationship can be built on. Successful companies will communicate to their candidate’s humanity while leveraging next generation technology.
Recruitment Engagement Algorithm
No matter how good our recruitment process is, sometimes we lose qualified candidates. Your ability to re-engage those candidates will be the determining factor to a company’s success or failure in their talent acquisition strategy.
You lose qualified candidates for several seasons. Over the last 20 years of trial and error, we have identified the stages in the employee life cycle that these candidates are more open to re-engaging with us in the recruitment process, or will leave their current employer and come work for us.
We use recruitment engagement algorithms to accomplish the short-term goal of hiring the people you need now. And to reduce the number of qualified candidates that drop out of the recruiting process.
With the long-term strategy of building a talent pool of skilled qualified candidates. That you can tap into for future employees. A private talent pool of skilled people who are exposed to your human code messaging. That already know, like, and trust your company.
That is the human code of hiring strategy and the five elements that make up the DNA hiring system.
You can do this with limited resources…
You can do this with the team you have…
Because it’s not about your resources or if you have a marketing department or the size of your team. It’s about following a proven recruitment marketing campaign that is easy to execute and being consistent at doing it.
I know what it takes to actually get your employer brand and career message out there in a big way.
And most importantly, how you can hire the employees your company needs now or provide the additional employees needed to grow your company in the future.
The book shows you how to take your mission statement and company values. What you know and what you’ve experienced in business and package it in a way that builds your authentic employer brand and career massage, so you are attractive to your ideal candidate.
And if you already have your employer brand message created, we can use that… You are just going to be ahead of the game.
And then finally, how do you use technology to amplify your employer brand and career message. To get out there in an even bigger way. Positioning your employer brand, with credibility.
The book also teaches, how do you succeed in your industry. You know, not just how to find your companies career message and get it out there, but how do you really build a distinct, powerful employer brand that attracts the type of people who will excel in your company…
Employment is forever changed… You have the power now… It’s a new era… We were leading it, You and me now… Click on the front of the line pass button to get an advanced copy of the book.
Join the Front of the Line Pass to get Publishers Early Release Addition Book.
Everyone loves to tell you how good they are, we’ll let our drivers and clients tell you for us
DRIVER DNA HIRING SYSTEM
CreatorHuman Code Of Hiring
DRIVER DNA HIRING SYSTEM
CreatorHuman Code Of Hiring
Jack help’s company’s who are having trouble hiring and keep qualified employees without being the highest paying job or offering sign on bonus… but not the way you think.
He is known for helping companies build an authentic Employer Brand that positions your company as the employer of choice. While crafting a Career Message so your company is attractive to your idea candidate,by using your companies Human Code.
So you can hire the talent you need now and build a data base of talent you can hire from in the future.
Topics Jack Speaks on:
Recruitment In the Full Employment Economy ( Recruitment Cycle Engagement )
The roll technology and automation will play in recurring.
Employer Branding & Career Messaging recruitment marketing campaigns.
How to beat out companies who offer a higher wage or sign on bones
To book Jack for a Speech click on the button that says Let’s Talk and set up a call.