WorkLyf

20/07/2022

Hiring is ever evolving, let us know in the poll, which is that magic recipe of yours that lets you source the best candidates?

- Optimizing social media
- Use of non-traditional media
- Interactive posting for attention
- Meetups & Google Portfolio

Let us know in the comments, what do you think?

18/07/2022

"What Do an End to End HR Tech Solution and Turkish Towels Have in Common?"

An end to end HR Tech solution.

Folks, we need one. I am not denying that.

It’s pretty crazy that we – the HR Tech providers – ask you to log in to 8 different systems. Then export a report from each. Then feed that into a data visualisation tool (or – worse – condense and pivot like mad in excel).

After putting yourself through that agony, it’s not uncommon to find out your data is wrong anyway. Over half the stuff you bought didn’t work. You haven’t hired the folks you needed. The ones you have hired, aren’t sticking around…. And More. And More. And More.

My heart hurts just thinking about it.

It’s a complete WASTE: of time and money.

To read more of this interesting piece, navigate here- https://lnkd.in/d4dAdGUD

17/07/2022

Here's an interesting read, "The Augmented ".

Overall, when it comes to candidate , is a very effective channel to reach a wider audience, comprising both active and passive candidates. Yet, it is surprisingly underutilized by employers and agencies as compared to job boards.

So how can you use Facebook effectively to source the most qualified candidates for your jobs?

To read more of this interesting piece, navigate here- https://lnkd.in/dNmxv2eZ

11/07/2022

"5 Cool Candidate Sourcing Technologies for the Modern Talent Acquisition Leader"

As the leading social networking site in the world, with around 2.7 billion monthly active users globally, Facebook has a massive audience with diverse backgrounds, experience levels, and skills, as well as a powerful audience targeting engine for social advertising. Facebook users are also among the most active social media users – on an average, they spend around 38 minutes per day on the platform.

For many roles, Facebook can be a particularly effective talent sourcing channel. For example, truck drivers. According to a 2019 survey by Truckers News, 63% of truck drivers use Facebook, which is by far their social media platform of choice. They also use Facebook frequently to get information about the trucking industry.
Furthermore, the social media behemoth provides a native Facebook for Jobs feature, which enables employers to target active job seekers by posting jobs organically (for free) on the platform.

To read more of this interesting piece, navigate here- https://lnkd.in/gKBr92J

COVID-19 has changed how companies search for candidates. Read about using 5 talent sourcing technologies to become a better talent acquisition leader.

10/07/2022

"7 Best Practices for Sourcing Job Applicants on Facebook"

As the leading social networking site in the world, with around 2.7 billion monthly active users globally, Facebook has a massive audience with diverse backgrounds, experience levels, and skills, as well as a powerful audience targeting engine for social advertising. Facebook users are also among the most active social media users – on average, they spend around 38 minutes per day on the platform.

To read more of this interesting piece, navigate here- https://lnkd.in/eczXkYWz

Fill out our interest form, if interested in a part-time recruiter opportunity - https://lnkd.in/epFhEZ6Z

10/07/2022

Dear !

Are you looking for gigs? Come, and be a part of the exponentially growing community of recruiters at WorkLyf. Fill this short interest form- https://lnkd.in/epFhEZ6Z and get an opportunity to: -

1. Work with
2. Be your own boss
3. Competitive
4. Bi-weekly payments

Turn data collection into an experience with Typeform. Create beautiful online forms, surveys, quizzes, and so much more. Try it for FREE.

08/07/2022

"10 Marketing Best Practices to Get More in your "

Talent Acquisition (TA) leaders and professionals today are constantly running against the clock and uncertain budgets to achieve their hiring goals. They often face significant challenges at almost every turn in the hiring process.

First, there is the longstanding challenge of finding and attracting the right talent. And contrary to what you may expect, a large number of job applicants – due to the major upheavals in the labor market caused by COVID-19 – doesn’t really mean an easier recruitment process. If anything, screening and identifying the candidates that meet your job criteria takes a lot more work now than it used to.

Then, there’s the challenge of time. Highly qualified candidates in most roles aren’t available for very long in the market – before they are hired by your peers or competitors.

Finally, recruitment teams today are faced with reduced and uncertain budgets, forcing TA professionals to explore more creative and cost-effective ways to source the most qualified talent.

To read more of this interesting piece, navigate here- https://lnkd.in/eYxfvuXV

06/07/2022

"3 Insights that Highlight the Intense Competition in Recruiting Warehouse Workers"

Warehouse workers have never been in such high demand before, especially since the paradigm shift in consumer shopping behavior during the COVID-19 pandemic. Panic buying, coupled with the forced shift to an online mode of living, prompted everyone from mom-and-pop shops to established brick-and-mortar retailers to scramble toward electronic storefronts.

To meet the skyrocketing demand in online retail, the likes of Amazon, Target, and several other major retailers announced their decisions to hire hundreds of thousands of seasonal workers. Smaller companies, too, opened new warehouses and hired seasonal workers in large volumes.

To read more of this interesting piece, navigate here- https://lnkd.in/erZTMcj9

05/07/2022

Dear Friends and Recruiters,

Do follow our LinkedIn Page at https://www.linkedin.com/company/worklyf/ for some great content on staffing and recruiting and be a part of an ever-growing community.

WorkLyf | 50 followers on LinkedIn. At WorkLyf, People are our Passion. We empower recruiters, connecting right people to the right jobs at the right time. | At WorkLyf, People are our Passion. We help connect the right talent to the right job at the right time. People are what make and break any bu...

05/07/2022

"Sourcing a More Workforce: 6 Steps to Improve "

The American workforce is more diverse than ever. Does your recruiting process reflect today’s reality?

First, let’s level-set on the current state of workforce diversity. According to the U.S. Bureau of Labor Statistics (BLS), the American workforce is more diverse and older than ever in recent decades. Long-term BLS data shows that the non-white share of U.S. workers increased to 22.3% in 2019 (the most recent data available) from 11.7% in 1979, while the fraction of Hispanic or Latino workers rose from 5% to 18%.

Meanwhile, the 55- to 64-year-old age group’s share increased by 5.5 percentage points to 17.2%; 6.6% of the nation’s workforce is aged 65 or older. Read on to learn six steps toward more successful, more inclusive sourcing.

To read more of this interesting piece, navigate here- https://lnkd.in/eR6wyQfm

01/07/2022

"Passive Candidate Sourcing: 5 Ways to Outsmart a Tight Labor Market"

Almost half of US employees are looking for a new job or plan to soon, according to a recent survey by consulting firm Willis Towers Watson – but at least one-quarter of those job seekers aren’t actively looking. The survey, of 9,658 U.S. employees from large and midsize private employers across a broad range of industries, found that 44% of employees are “job seekers” and of that group, 25% are in the planning stages of looking for a new job. That pencils out to about 17.5 million people. Furthermore, LinkedIn estimates that 70% of the global workforce is made up of passive talent who aren’t actively job-searching.

These statistics illustrate the enormity of the pool of passive candidates who can supercharge your recruiting efforts in an extremely tight US labor market. This blog explores strategies for successfully recruiting passive candidates.

To read more of this interesting piece, navigate here- https://worklyf.com/passive-candidate-sourcing-5-ways-to-outsmart-a-tight-labor-market/

30/06/2022

"The New Math: What’s the Value of CPA and How Is It Calculated?"

“CPA is dead!” “Long live CPA!” Depending on whom you talk to in the recruitment advertising world, cost per application (CPA) is an irrelevant measure of advertising efficacy … or extremely important. The reality is, CPA is somewhere in between; it’s a useful metric that is best used with other indicators to get a full picture of cost per hire (CPH) – a broader measure that shows how effective your recruitment advertising really is. In this post I’ll talk about CPA, CPH, how to measure them objectively, and these metrics’ value in guiding your recruitment advertising spend.

When online talent sites first came to dominate recruitment advertising in the late 1990s, CPA was a key metric used to tout the volume of candidates their property attracted. The math is simple; recruitment teams run advertising campaigns across multiple talent sites to source candidates, tracking and measuring their performance based on the number of applications an ad receives. What if an ad attracts a large number of applicants at a low cost, but few of these applicants convert into hires? While the CPA is low, the recruiter ends up with a huge CPH!

To read more of this interesting piece, navigate here- https://worklyf.com/the-new-math-whats-the-value-of-cpa-and-how-is-it-calculated/