The key to a successful veteran recruitment campaign is a strategy that makes sense for reaching your target audience. A recruitment campaign is not unlike any other kind of marketing campaign. You need to go to market with the right message, for the right audience at the right time. Two key elements of your strategy will be focusing on social recruiting and optimizing your application funnel.
Hiring military veterans ain’t what is used to be. No, these are better days for all; better for veterans and companies. Hiring veterans is no longer the cliche, “nice thing to do.” Military veterans are bringing the tangible, trackable benefits that companies covet, which is why hiring managers and talent acquisition directors can’t seem to find enough of them.
Have you realized that military veterans might be the very answer to your hiring problems? Are you having trouble finding quality, qualified candidates? Struggling with retention? Need specific skills? Look no further. Here’s why YOU NEED to be targeting military veterans in your recruiting.
1.) Retention and Hiring Results
According to the 2019 Military Friendly® Companies Survey, 60% of companies reported higher retention rates for military veterans compared to their civilian counterparts. That’s not the only data that backs it up, either. According to the 2018 Veteran Hiring Survey, 67% of surveyed businesses reported better retention rates for veterans. The survey survey also found that 59% of businesses reported that veterans have better interview-to-hire ratios, while 65% of businesses showed better acceptance rates for veterans.
Research by Syracuse University’s Institute for Veterans and Military Families suggests that military veterans are instilled with a strong sense of identity and loyalty to their organization, and that this can contribute to low attrition/turnover numbers for veteran workers.
If these KPIs matter to you, and they surely do, recruiting military veterans can help you hit your numbers.
2.)Veterans Have the Skills You Need
Yes, military veterans are known for their intangible traits such as leadership, work ethic and determination, but they also bring the hard skills you need in order to fill the positions you have open. Here is more data from the 2019 Military Friendly® Companies Survey that might change your mind about the types of skills veterans bring to the table.
The top ten jobs surveyed companies hire veterans for are:
Building a talent pipeline is one of the most important things a company can do to sustain itself and ultimately grow. Having a steady stream of talented, qualified prospects ensures the future of your business is in good hands. But corporate recruiting is not cheap and it certainly isn’t easy.
Here are 5 tips to help build your talent pipeline with little or no budget.
As the landscape of recruitment begins to change, so must the strategies and tactics you employ. The shift in digital recruitment marketing and social media recruiting has changed the corporate world forever. Gone are the days of stagnant job postings that result in lost production from prolonged vacant roles. The job market is more competitive than ever, which has resulted in a shift in power from employers picking candidates to candidates now having their choice of employers.
Heading into 2019, you need to ensure that your recruitment methods not only find you the best candidates, but that those candidates are found in an effective way that results in a positive candidate experience. Here are the recruiting trends you need to focus on this year.
In the ever-competitive world of recruitment, where social media recruiting has provided an easier way to engage job searchers, companies are realizing that the best way to find the talent they need is to attract more qualified candidates. Simple enough, right? But in the digital age of recruitment marketing, companies must be able to efficiently sift through the high numbers of unqualified candidates in order to find the right talent, allowing them to streamline the application process, saving time and money, and creating a more meaningful user experience.
So how do companies ensure that the right candidates are finding their way through the application process?
In this post we will examine how user experience contributes to the applicant journey, the application funnel and how they can be optimized to attract talent.
For years marketers have been using the “Purchase Funnel,” which describes the process of a customer first coming into contact with a brand or product and ultimately making a purchase, to help understand consumer behavior. Purchase funnels also serve as a guiding light in producing marketing campaigns, CRMs and an effective sales process.
In an effort to optimize the recruitment process, HR professionals began applying the same principles of the purchase funnel to their business. The result is what is now known as the “Application Funnel,” or “Recruitment Funnel.”
Using the purchase funnel model in recruitment makes sense because jobs seekers and potential customers are similar users with comparable intents. Like a customer looking for a product or service to help them solve a problem, a job seeker has a specific set of qualifications it is looking for in a job. When recruiters are able to fill these qualifications early on in the candidate journey, it results in more qualified applicants.
An effective recruitment funnel allows recruiters to optimize each stage of the applicant journey from first contact to eventually hiring the candidate.
User experience, sometimes abbreviated as UX, is exactly what it sounds like – it refers to how a person feels while they are using, or interfacing with, a system or device. Whether it is software, an app or a website, user experience is one of the most important design aspects because it is what allows a user’s needs to be fulfilled. A positive user experience also allows customer journey’s to be optimized on a website.
In terms of a recruitment or application process, a poor user experience will certainly reverberate negative effects through a recruitment funnel, ultimately showing itself in low applicants or the wrong hires.
For employers, an efficient and quick user experience is critical to attracting the right job candidates.
Author and information architect expert Peter Morville invented the “UX Honeycomb” to aid in the design of interactive user systems. The concept helps us move beyond the concept of “usability” and to understand all the aspects of user experience, further defining priorities.
Morville defines The parts of the UX Honeycomb as:
- Useful. As practitioners, we can’t be content to paint within the lines drawn by managers. We must have the courage and creativity to ask whether our products and systems are useful, and to apply our knowledge of craft + medium to define innovative solutions that are more useful.
- Usable. Ease of use remains vital, and yet the interface-centered methods and perspectives of human-computer interaction do not address all dimensions of web design. In short, usability is necessary but not sufficient.
- Desirable. Our quest for efficiency must be tempered by an appreciation for the power and value of image, identity, brand, and other elements of emotional design.
- Findable. We must strive to design navigable web sites and locatable objects, so users can find what they need.
- Accessible. Just as our buildings have elevators and ramps, our web sites should be accessible to people with disabilities (more than 10% of the population). Today, it’s good business and the ethical thing to do. Eventually, it will become the law.
- Credible. Thanks to the Web Credibility Project, we’re beginning to understand the design elements that influence whether users trust and believe what we tell them.
- Valuable. Our sites must deliver value to our sponsors. For non-profits, the user experience must advance the mission. With for-profits, it must contribute to the bottom line and improve customer satisfaction.
Website Visitors (Branding): Messaging and branding aimed at job seekers with the goal of grabbing their interest. This is where a company will try to separate their open positions from other companies’ by highlighting what makes their jobs and culture unique.
Applications (Sourcing): This stage of the funnel represents the different ways for candidates to enter your application process. Candidates may enter this stage of the funnel through job boards, social media posts or ads.
Interviews (Candidate Experience): This stage represents how candidates engage with a potential employer during the application process. An efficient and user friendly application process is vital to this stage of the funnel, as it will turn applicants into interviewees.
Offers (Candidate Selection): The ways which employers gain insights on interviewees in order to make the best possible candidate selection. At this stage of the funnel an interviewee will turn into an offer, and eventually, a hire.
Hires (Insights): After the hire is made, it is important to analyze the data on the previous stages of the funnel in order to optimize them for the future.
It is important to analyze and attempt to optimize your recruitment funnel, as it will result in long-term health for your overall recruitment process. Funnels don’t only provide insights as to how you are converting applicants, but also how your users behave.
When analyzing how your recruitment funnel is working, it’s best to look at each stage of the funnel, noting any drop-offs or “choke points” in the pipeline. Issues within each stage of the recruitment funnel are typically directly affected by the focus of each stage in the funnel.
For example, if you are having trouble getting enough applicants into the funnel, chances are there are problems with your company branding. You may want to try changing the messaging of any marketing materials centered around the open positions. Try and set your company apart from any competitors. Each stage of the funnel directly impacts the next stage of the funnel, so ensuring that the flow of users is smooth from one stage to the next is imperative.