Falling birth rates are the biggest threat to business growth both now and generations to come. Here are multiple strategies you can invest in to transform hiring into a strength for your employer despite the smaller talent pools: http://www.recruitwithdialog.com/why-a-recession-wont-solve-your-hiring-problems

What's an effective strategy for reaching candidates beyond the job board? To help better understand this question, Talentify asked for my opinion, along with many other TA leaders. Check out my recommendation (and a bunch of other good ones) in the link: https://loom.ly/R8BPMiA #talentacquisition #talentattraction #employerbrand

I see it all the time. An Indeed employer review of 2/5 when it really should be a high 3 or 4. The reason? Disgruntled employees are more likely to leave bad reviews on Indeed or Glassdoor, which skews the results lower. Trust me, it's NOT easy to leave a review on Indeed or Glassdoor. Last time I tried it took me 3+ pages of solid forms--then when I was done I had to sign in the platform (and most people won't have their sign in info handy or won't want to register to create an account). So if you're an employee having a decent or even a great time at your employer, why waste your time? What's your motivation? Most employees believe that recruiting and hiring are the responsibility of someone else in the company. Here are four tips we use to help our clients to improve their reviews on Indeed and Glassdoor. These tips won't work for you if you're a crappy employer. But if you're proud of how you treat your people, this will help. 1) Communicate regularly. Solicit positive reviews from your team on a frequent basis. Working with a very large employee base? Ask for reviews by department or team, changing it up every month. 2) Share why it matters (motivation). People don't act unless it affects them. Remind your people that the reason you're doing this is to bring on more great people like them to make their jobs easier and more enjoyable. You can also mention how with the right people, the company can keep profitably growing. 3) Set expectations early. Sometimes the reason you're not getting any help on this is because there is a siloed culture, e.g. "it's not my problem." Set the expectation up-front during onboarding that "on this team (or in this company), we pitch in to help each other out." If you're fostering a spirit of collaboration within your company, this whole thing becomes a lot easier as everyone will have an expected sense of shared responsibility. This is the most long-term and hardest play. And just like any value in the workplace, it MUST be communicated from and exemplified by leadership. 4) Make time. Your online reviews are affecting your hiring, bottom line. So set aside time every week to plan your review asking, communicate with the teams, and respond to reviews. For many companies with big, global teams this is a role that can often warrant a part-time or full-time person. What about you? What tips do you have for making your star rating on Indeed or Glassdoor more realistic? #indeed #glassdoor #culture #employerbranding

3 must-haves for building a healthy talent pipeline: 📧 If a candidate isn't ready to apply to your jobs yet, create a way to collect their info so they can stay in your communications loop. If someone is passively looking around for a new job and comes across your ads or content but doesn't have a way to stay in touch with you about your openings, they're going to forget about you when the time comes for them to jump ship -- and your marketing ROI will drop. Use retargeting ads, email signups, or even online groups to do this. 🛣️ Identify your candidate journey touchpoints and write great copy for each one. You can find great writers to do this (we know a few). Whether it's outbound messages on LinkedIn or an email series, your copy is critical to communicating your value (and values) as an employer. The last thing you want is for someone to sign up for your emails and ignore because they're boring or don't have anything of value to say. ▶️ Produce videos for major milestones in the candidate journey to improve the odds that they'll take the next step. From social media to job descriptions to onboarding, these moments benefit from having video to help you improve trust with the candidate. Specialized video agencies like Dialog Employer Branding can help produce videos that are professional and genuine at the same time -- this is important because candidates are wary of being oversold the job. Start improving your hiring results at www.recruitwithdialog.com. Your first video is free, no strings attached.

The best way to keep your talent? Develop them from their early career. But if you've ever tried to create an internship program that actually accomplishes your business goals, you know that's easier said that done. That's why Internship on Demand exists. I interviewed founder Keegan Moldenhauer about how to go about the better way to offer internships. This is what he said.