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.
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.
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.
“Meet your audience where they are.” Marketing and media professionals alike have lived by this code for decades. In the era of social media and the 24/7 information cycle, it is more important than ever to reach your target audience on their platform of choice.