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Brad Bialy: A recent topic on ASA Central caught our attention, and we wanted to chat about it on this week’s episode of Insights. How can staffing professionals mitigate the no call no show? How can we work more closely with candidates to make sure that they actually show up on day one of an assignment? Matt, I’m going to pass it to you for your thoughts here.

Matt Lozar: I think it goes back to a theme we’ve been promoting on the Insights podcast, and it’s the part I want to go with here, there’s another part of it, too, is really being human and having some one-to-one interaction with people. The challenge with that that I want to loop back in here is, how can we really automate that or make that process as seamless as possible?

Brad Bialy: We’ve said multiple times, you need to put the social back in social media, putting the human back in the whole process. When it comes to on-boarding a candidate, I think it is absolutely critical to nurture them through the process to the point where they are so comfortable with you that it would almost be like letting you down if they did not show up on day one, making sure that you understand who they are, making sure you understand why they want this opportunity or why they’re accepting this opportunity, coaching them through how great of an opportunity it is because, candidly, there’s probably a job that they could take where they’ll make 50 cents to a dollar more in your local market right now. So, why should they stick with you instead of going somewhere else and making maybe another, what, $40 a week? We need to nurture them through that entire process so that when they do want to show up on day one, when day one comes, and they wake up at 5:30 in the morning, they’re excited to get to work. It’s not just another job, but it’s excitement.

Matt Lozar: The perfect example… Actually, Brad set… You set me up perfectly here, was…

Brad Bialy: You’re welcome.

Matt Lozar: … I was listening to the Chad and Cheese podcast. Shout-out, Chad and Cheese. They were at the SHRM Talent Conference, and they were talking to Johnny Campbell from Social Talent. He’s their Chief Sourcing Ninja.

Brad Bialy: Ooh, I like that.

Matt Lozar: Anyway, Johnny Campbell was… he was talking about how 98% of sourcing should be automated, but one of the examples he walked in this podcast interview was a company… Let’s say the job candidate comes in and signs up to get an interview. Maybe they’re coming in 10 days. During those 10 days, they had a process through almost like a burner phone to keep texting or even automate the texting, so you created that connection with the job candidate. It could be to confirm directions, and it could be the correct information. Maybe it’s even, “Hey, your interview is at noon or one o’clock,” wanted it at a different time. The recipient could be like, “No, my interview is actually at this time.” It’s to make sure they’re bought in, to really have that human connection so you’re starting that on-boarding process really strongly in the beginning so they have that relationship, so they’re not just leaving for another assignment when a shinier object comes by.

Brad Bialy: You know what I’d be thinking? Why are they talking about this on Insights? They’re a digital marketing, social recruiting podcast, but we consistently are working to drive applications for the clients that we work with across the staffing and recruiting industry. One thing that really hits us hard is when we drive, let’s say, a hundred applications for a given job. A client is excited because they’ve placed somebody, and then we get an email, “Hey, they didn’t show up.” It’s almost instinctive for us to think about that next step. How can we continue to nurture this process? What can we do? Is it connecting with that individual on LinkedIn, and the night before their assignment, reaching out publicly on LinkedIn saying, “Hey, hope you have a great first day,” or, “Hope you’re excited about day one.” A quick text the morning of, “Hey, Brad. Really excited for you. Hope this is the opportunity you’ve been looking for. If you have any questions, please give me a call.”

Brad Bialy: Is it a text the night before? Is it a phone call the night before? Ultimately, yes. We want to put the human back in the whole process, but really, it comes down to people just wanting to feel like they belong. If you’re going through the whole application process and finding a candidate and just placing somebody just to do it at high volume, you lose that human touch. So really, we want to bring that all full circle. If we want to mitigate the no call no show, I completely agree with Matt. It’s about putting that human element back in the whole process, making sure that everything you do, there’s touch points, whether those are automated or not, feel human, feel like you’re being a part of that individual’s life and career development.

Matt Lozar: While that’s one of the challenges of marketing companies is deliver the leads, but then there’s also a little bit of a trust or the handing off of those leads to the internal staff, but what the value of a company working in one industry can be is we talk to a lot of clients, a lot of prospects. Our leadership goes out to conferences and hears issues coming back. This, the ghosting issue, is a very common topic is why we’re talking about it at ASA Central, but we hear tips from other companies, other staffing agencies. We’ll be like, “We’ve heard this from other clients,” or, “This is something somebody similar in your shoes has done.” It’s not a direct competitor. It could be, we’re advising a client in Nashville, Tennessee on a process that works in Seattle, Washington.

Matt Lozar: It’s still people. There could be some preference differences, but what’s that process it can really develop that relationship, that on-boarding process, to eliminate the ghosting? Because ghosting is enormous in any industry right now for recruitment. What can you do to get them to show up in interviews, on placements, on day 1, on day 10, on day 20?

Brad Bialy: If you think you’ve found the solution to ghosting in the staffing and recruiting industry, we would love to know about that, and we would love to have you on the Secrets of Staffing Success to share your insights with Todd Lewandowski, host of Secrets of Staffing Success.

Brad Bialy: If there’s another topic that you found valuable that you would like to share with the industry, please feel free to reach out to us on Twitter @HaleyMarketing so that we can connect you with Todd, so that we can have you on the interview portion of Secrets of Staffing Success.

The post How Can Staffing Professionals Mitigate the “No-Call/No-Show”? appeared first on Haley Marketing Group.

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When is it ok to say “no” to a potential client?  That’s just one of the questions I posed to Mike Wiley from McGrath Systems.  We’ll also discuss

  • How McGrath branded it’s service offerings to help standout in the marketplace
  • What does Mike do to ensure that his recruiters are motivated and engaged?
  • What role can the staffing industry play in trying to close the skills gap?
  • What is Mike doing now to prepare for a possible recession in the next 2-3 years?

To learn more about McGrath Systems check out: https://www.mcgrathsystems.com/

Listen now or subscribe on your favorite player, and be sure to leave a review!

We look forward to bringing you insights, advice and wisdom from some of the greatest minds in the staffing industry. We hope you enjoy this new staffing podcast! If you have any topics or guests you’d like to see featured in future episodes just email our host at tlewandowski@haleymarketing.com.

The post [Interview] Mike Wiley – McGrath Systems appeared first on Haley Marketing Group.

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Delta Personnel opened its doors in the New Orleans area in 1968. Today, they service clients throughout the U.S. Their experience, flexibility, leadership, industry expertise and market knowledge allow them to provide their customers and with a single point of contact to address all their talent acquisition needs. They move at the speed of the customers business, and they do it right the first time! Check out the new site here: Delta Personnel

If you are a job seeker, whether you’re seeking the variety and freedom of temporary work, or new challenges in a full-time position, Delta Personnel can help find the jobs that best match your skills, experience and interests. Check out the job board on their new site and find the right fit for you. If you don’t see the right job, send them your resume using the “Submit Resume” feature and let Delta match you to your dream job!

The post Delta Personnel Gets a New Website appeared first on Haley Marketing Group.

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The following transcript was taken from InSights, a staffing and recruiting podcast from Haley Marketing Group dedicated to providing quick-hitting takeaways on Social Recruiting, Content Marketing and Employer Branding. To listen to the episode, click play on the player above or visit the episode page [InSights] Stealing Your Competitor’s Facebook Playbook

Brad Bialy: Have you ever wondered what ads your competitor is running on Facebook?

Matt Lozar: Yes.

Brad Bialy: Matt and I are going to teach you how to steal insights from your competitors by identifying and researching their Facebook ads. What I’m going to have you do, if you want to follow along on your mobile device, is I’m going to walk through really quickly how to actually see what ads your competitor is currently running on Facebook.

Brad Bialy: We’ll give you a quick five second count here. Pull up the Facebook app on your mobile device. What I’m going to have you do, in the top search bar, is type in your local competitor. Maybe it’s another staffing firm that you know is stealing your candidates on a weekly basis. Go ahead and type in their name in the search bar, and then click search. Once you find their page, you’ll click on the page and you’ll pull it up. Then from there, you’re going to scroll their page until you see page transparency. From page transparency, you’re going to click see all. Then from that screen, click on where it says, “Ads from this page.” You’re going to select view in ad library. What that will now show you is a page that is rendering all of the active ads that your competition is currently running across Facebook.

Brad Bialy: Matt, I’m going to ask you, why is it important to understand what our competitors are doing when it comes to our own marketing?

Matt Lozar: I think it comes back to know what your competitors are doing with anything. I mean, you know what they’re doing to get more job orders to get to more clients or clients you want to target. What they’re doing in marketing… I mean, anything you can learn about your competitors, that’s really going to help your game plan. When Facebook announced this about a year ago in 2018 and started to roll it out, it was all for data transparency and to really show what ads are running by certain companies, and to help distinguish between free content and paid content. To bring this back to what your competitors are doing, it’s what’s the message they’re sending to your job candidates? What’s the message they’re sending to your audience? How does your staffing agency… How does your company compete with that? How can your value prop compete with their message? Is it better? Does it need to be improved? If you can see what their playbook is, then you can adjust your moves and be more offensive, and actually, probably proactive is the best word there.

Brad Bialy: Yeah. I love the thought of going on the offense instead of sitting back and hoping candidates find you. If you know what advertisements your competitor is running, you can start to make decisions to counter that so you can go on the offense and say, “If they’re running ads built around X, we should run ads on Y.” Knowing what your competitor is saying and doing on Facebook is critical. With two billion people logging into Facebook on a monthly basis, your candidates are active and using Facebook on a monthly basis. Facebook isn’t going anywhere in the short-term. So, what we need to do is understand what local competition is doing so that you can use that to your advantage when you think about your own advertising initiatives on Facebook.

Matt Lozar: It’s really important to take this almost to that next level of organic reach on Facebook is very low. So, you could go to your competitor’s Facebook page, scroll through their feed, and see what’s being produced and consumed in the free world, but the number of people seeing that free content is going to be multiple times less and fewer than the people seeing the paid content. So, maybe a hundred people saw the organic one. Thousands of people are seeing the paid, and that’s the message we really want to focus on. We don’t need to ignore that timeline content, but that paid content, it’s getting more eyeballs, and that’s another really important reason to know what your competition is doing.

Brad Bialy: Yeah. I want to make a point here. We’re not saying look at your competitor’s ads to run similar ads. Under no circumstances, do we want you to be your competitor…

Matt Lozar: No.

Brad Bialy: … but we want you to be mindful of what others are doing so that you can integrate different ideas into your overall social strategy. There is nothing more disheartening to me than when a client comes to me and says, “Hey, I love what our competitor is doing here. Can we mimic that, or can we do something similar?” I’ve had people send me examples like that. Instead, my reply is always, “Well, how can we make you stand out to be better than that? We don’t want to do what your competition is already doing. We want to continue to have a leg up on our competition. Otherwise, we’re just being complacent and doing what everybody else in the local market is already doing.” So, by understanding what ads they’re running, to Matt’s point, to understand what they’re publishing organically, gives us the opportunity to continue to stay on the offensive and be different.

Matt Lozar: I don’t know if I said this in a previous podcast or just to Brad every day in the office, but it’s not the technology. It’s the implementation of the technology, and that’s what we want to use to really get the best results possible.

The post Want to know what ads your competitors are running on Facebook? Here’s how! appeared first on Haley Marketing Group.

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Would you use the words “simple,” “quick” and “fun” to describe finding and applying to jobs with your staffing or recruiting firm?

Job seekers’ expectations and behaviors are changing faster than ever. Here’s what you need to know to keep up – and make your search & apply experience a dream:

Is Your Job Search CX a Sweet Dream or a Total Nightmare?

The post Is Your Job Search CX a Dream or Nightmare? (Infographic) appeared first on Haley Marketing Group.

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CSS Staffing was founded as a boutique IT staffing firm in 1997 and has since grown to become a national information technology recruiting and placement firm serving dynamic organizations of all sizes.

Their high-touch, high-quality approach and commitment to partnerships have fueled their growth over the last two decades, making CSS the information technology recruiters of choice for companies with unique technology staffing challenges.

The new website features a homepage slider offering visual accompaniment to their value proposition for clients and candidates. Also included are the testimonials slider and the Haley Marketing job board with a MaxHire integration for jobs. CSS Staffing will benefit from the many places that Haley Marketing Group will share their jobs, as well as the automatic SEO optimization to help drive applications from the right applicants. Head on over to the new website and let CSS Staffing help you sign your next rockstar!

The post CSS Staffing Gets a New Website appeared first on Haley Marketing Group.

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EPISODE 16 SEGMENTS:

  • How can you get more applicants to open your email newsletter?  (1:18)
  • What social media KPIs should you be tracking? (8:45)
  • And we chat about a recent thread from ASA Central (15:25)

LET’S CHAT:

Have a question or comment on the information shared during this episode? Follow Haley Marketing (@HaleyMarketing) on Twitter and let us know what you’re thinking.

HOSTED BY:

Listen now or subscribe on your favorite player, and be sure to leave a review!

PRESENTED BY THE IDEA CLUB:

The Idea Club is Haley Marketing’s playground for creative thought, experiments and inspiration.

From ebooks and whitepapers to how-to articles and on-demand webinars, you’ll find everything you need to stand out, stay top-of-mind and sell more.

To Learn More Visit: haleymarketing.com/ideaclub

The post [InSights] Measuring the Response from Your Marketing appeared first on Haley Marketing Group.

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Haley Marketing Announces New Programmatic Job Advertising Services, Publishes Free Guide to Programmatic Advertising

In an increasingly complex and unpredictable recruiting landscape, Haley Marketing, the largest website development, social and recruitment marketing firm serving the temporary staffing and executive recruiting industries, has launched new programmatic job advertising services and published their free Guide to Programmatic Job Advertising.

Competing in an Increasingly Complicated Job Advertising Landscape

Loss of organic traffic from Indeed, nationwide unemployment at 3.6%, a proliferation of job boards and aggregators, advances in technology, and changes in job-seeker behavior have made recruiting more complex and challenging than ever for staffing professionals. Traditional job advertising methods are no longer efficient and deliver unpredictable results.

Advertisers in other industries already use programmatic advertising to address problems like these. U.S. advertisers are slated to spend nearly $60 billion on programmatic display in 2019, and by 2021, nearly 88% of all digital display ad dollars ($88 billion) will transact programmatically. Adoption has been much slower within the staffing and recruiting industry, however. With less than one-quarter of firms currently using a programmatic approach, those that do employ the technology have a marked competitive advantage.

Haley Marketing’s performance marketing experts launched new programmatic job advertising services to enable staffing companies to capitalize on this critical opportunity. Using machine learning and rules-based bidding, these services optimize job distribution and spend to deliver the ideal mix of candidates for open job orders, and fill high priority jobs, faster.

Free Staffing Industry Programmatic Advertising Guide

To help industry professionals learn more about the concepts and applications of programmatic in staffing, Haley Marketing has also published a free Guide to Programmatic Job Advertising. This 13-page guide explains:

  • The three essential elements of programmatic job advertising.
  • The difference between self-service and managed campaigns.
  • The recruiting benefits and business advantages programmatic job advertising delivers.
  • How programmatic campaigns are built and managed.
  • How staffing and recruiting firms can use programmatic advertising to fill more open job orders, faster and more cost-effectively.
A Smarter Way to Manage Job Advertising Dollars

According to Haley Marketing CEO, David Searns, “For years, we watched staffing companies struggle with their job advertising. Most firms are unsure how much to spend, which job boards to use or how to best manage their advertising. With programmatic, job advertising becomes much more measurable and controllable with immediate benefits. We’re seeing clients go from getting applications to 30% of jobs to getting applications on more than 90%. And we’re seeing costs per application drop by as much as 30%. Programmatic job advertising provides the staffing industry with a more efficient and effective way to manage their job advertising dollars, and we are thrilled to bring this service and our new free eBook to the industry.”

The post Helping Staffing Firms Fill More Open Job Orders, Faster and More Cost-Effectively appeared first on Haley Marketing Group.

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The following transcript was taken from InSights, a staffing and recruiting podcast from Haley Marketing Group dedicated to providing quick-hitting takeaways on Social Recruiting, Content Marketing and Employer Branding. To listen to the episode, click play on the player above or visit the episode page [InSights] Stealing Your Competitor’s Facebook Playbook

Brad Bialy: There’s no marketing silver bullet. You know that, Matt, and content marketing is no different. So, how long does it take before you start to see results from blogging?

Matt Lozar: Well, Brad, we could see results tomorrow. We start today, we could definitely see results tomorrow.

Brad Bialy: How so?

Matt Lozar: Let’s say we post an article on our site, resume tips, client leader generation, pick your topic, what you think would be great for your audience, and share it on your blog. Could people find your blog that way? That’s not the answer I was really looking for. It was more maybe you or another recruiter, another internal employee, share on social media, and that’s a piece of content that drives traffic right back to your blog.

Brad Bialy: I think that’s one of the best parts about creating content, is that as soon as you publish it, you have the opportunity to drive inbound traffic back to your website. You create this great piece of content, whether that’s an article, you publish that on the blog, long form, short form, you publish that and then you distribute it over to LinkedIn, Twitter, Facebook. You have an immediate opportunity to drive new visitors back to your website.

Matt Lozar: Maybe you could send an email to a client or another candidate and say, “We just published this great piece of content. Thought you’d really find it helpful.” There’s another way to deliver that content and not just rely on social.

Brad Bialy: With email, too, think about an email signature and how many emails you send on a given day. If your email signature is, “Check out our latest blog article,” or “Check out our blog for X resources, X number of resources,” immediately driving traffic back to that article, immediately driving value to that end-reader.

Matt Lozar: And it’s free. It’s free distribution. I mean, it takes time, obviously, but that’s a great way to instantly deliver that content that you have put time and resources into to deliver to your audience, which is a lot of the thought and the talking points we have really mentioned throughout past episodes of InSights.

Brad Bialy: I think it’s a great question. How long does it take to see results from blogging? Really, on a short-term basis, you could see results as soon as you click publish.

Matt Lozar: We could, but I think, a little bit in jest, that not really the long-term goal…

Brad Bialy: Sure.

Matt Lozar: … of a blogging program.

Brad Bialy: What is?

Matt Lozar: The long-term goal, I mean, in dollars and cents, it’s to drive more traffic back to your site. It’s to get your audience back to your website through organic traffic. What we mean by organic traffic are people, candidates, anyone, really, that went to Google, could be Yahoo and Bing, as well, entered a search term into Google and then they come across your content.

Brad Bialy: Yeah, and as you’re adding fresh content on your website, Google starts to favor your site above others. Fresh content, unique content, is still a very important ranking factor in the eyes of Google, so if you think about local competitors who might not be blogging, you immediately have a leg up in terms of search engine authority if you’re creating that unique content on a consistent basis.

Matt Lozar: And to put a timeframe on it, I mean, maybe we can talk about this later with our SEO expert, Dan, when he’s… Well, he’s on in a couple weeks, but in the past, I feel like when I first started here at Haley Marketing in 2015, the talking points were three to six months. That’s when you can really start to see impact. I mean, now, I would almost say 6 to 12 months just because there’s so much content out there. With a lot of websites and companies creating blogs and fresh content, it takes more time to get your company’s website to receive more authority in the eyes of Google.

Brad Bialy: Matt, I actually saw a great post on Twitter over the weekend. If you ranked number one in 2013 on Google, you were 330 pixels from the top. Ranking number one in 2019 puts you at 1,050 pixels from the top.

Matt Lozar: I saw that, and explain that.

Brad Bialy: Yeah. What it’s saying is that now, if you want to rank one on Google, you still have 1,000 pixels above you, meaning you have advertisements. You have, potentially, the Google Map. You have featured snippets. You have the knowledge graph, which shows those answers immediately on Google. So, ranking one in Google isn’t really the solution anymore because there’s still so much space above you.

Matt Lozar: And Google for jobs.

Brad Bialy: Absolutely.

Matt Lozar: Somebody in 2013 may have typed in, marketing jobs in Buffalo, New York. A job posting may show up or a really great blog may be at the top of that list, but today, the top three entries on that search result are going to be Google for jobs, the jobs Google index for marketing jobs in the Buffalo area.

Brad Bialy: So, Matt, if we want to bring this full circle, if we think about how long it takes to have value and have an impact from blogging, the short-term is, you can see success today. You click publish on a blog. Maybe it hits a couple auto feeds. Your team shares it. You put it in an email. You can drive traffic and start to see results from candidates in your local market immediately after publishing, but the long-term value, it might take some time. You’re thinking about sharing great content, putting out great resources that ultimately answer a question better than anybody else can answer a question. That’s what Google wants to do, right? They want to serve the answer to a question, and they want to serve the best answer. Otherwise, people won’t come to Google for that answer.

Matt Lozar: And it takes time for…

Brad Bialy: Sure does.

Matt Lozar: … Google to see your website as authority. You can’t just start a website tomorrow and expect to compete with a website that’s been producing content for weeks, and months, and years. It’s, as Brad said really well, it’s answering the question an internet user types into the Google search console. Is your content the right answer for that search term?

Brad Bialy: You know I’m a Gary V. fan. He has a quote that I love. It says, “You win when you fall in love with patience,” and I’m convinced that that’s the content marketing play there. You need to be patient with the impact that your content is going to have. If you’re creating a blog just because of the SEO value, that’s great, but it does take time for that blog to be indexed, as we’ve mentioned. To see immediate success, though, you have to start sharing that content, distributing that content, getting more eyeballs on that resource quickly.

The post How long does it take before you start to see results from blogging? appeared first on Haley Marketing Group.

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Find a niche or be “everything to everyone”?  It’s a dilemma for staffing owners.  On this episode we chat with Scott Samuels from Horizon Hospitality about the advantages, and disadvantages, of being in a niche.  We’ll also discuss…

  • What it was like for Scott to be a candidate before moving to this side of the recruiting world
  • How Horizon built it’s online reputation from a few bad reviews to over 800 reviews, and a 4.8 rating, in just a few short years
  • The tactics Horizon uses to stay ahead of their competition
  • Why firms need to be active in their state associations

For more information about Horizon visit https://www.horizonhospitality.com/.

Listen now or subscribe on your favorite player, and be sure to leave a review!

We look forward to bringing you insights, advice and wisdom from some of the greatest minds in the staffing industry. We hope you enjoy this new staffing podcast! If you have any topics or guests you’d like to see featured in future episodes just email our host at tlewandowski@haleymarketing.com.

The post [Interview] Scott Samuels – Horizon Hospitality appeared first on Haley Marketing Group.

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