Streaming, OTT, Streaming ads

What the Rise of Ad-Supported Streaming Means for OTT Advertising

by AdvertisingMarketingUncategorized

Streaming, OTT, Streaming ads

Forbes recently published an article reporting the results from “The Harris Poll” 2024 streaming survey with the headline: “New Report Shows Streaming Viewers Warming To Ad-Supported Content.”

Personally, I think the majority of people are probably like me. It’s not that we’re warming to the ads, but we’re just not willing to pay extra for ad-free.

Check out these streaming stats:

  • 99% of all U.S. households pay for at least one or more streaming services (OnePoll 2024)
  • 56% of viewers stream 1-3 hours in a sitting and 40% binge-watch at least 3 hours at a time (HarrisPoll 2024)
  • 58% of viewers said they would watch ads if it meant saving the cost of an extra coffee per month (HarrisPoll 2024)

As streaming becomes more universal and prices continue to increase, more viewers are opting for the ad-supported plans, presenting huge opportunities for advertisers.

 

What is Over-The-Top (OTT) Advertising?

Over-the-top advertising refers to the delivery of ads via streaming media services that are shown directly to viewers over the internet, bypassing traditional cable, broadcast, and satellite TV platforms. OTT ads run on streaming platforms and reach users on multiple devices, including computers, mobile phones, gaming consoles, smart TVs, and any other device which can access streaming services. So when you’re binge-watching your favorite series on Hulu and you are forced to watch ads in the middle of your show, that’s OTT advertising.

You may also hear the term CTV, or Connected TV. While CTV and OTT tend to be used interchangeably, CTV technically refers to the device, in this case a Smart TV, streaming stick or gaming device, that is used to deliver the OTT advertising via a television screen.

 

Why Incorporate OTT Advertising into Your Strategy?

  1. Massive Audience: Reach people where they are spending majority of their time
  2. Advanced Targeting Abilities: Deliver personalized ads to viewers based on demographics, interests, geography and viewing habits.
  3. Ad Dollars Go Farther: Minimal ad waste due to targeting abilities and audience segmentation
  4. Increased Engagement: Reach viewers right on the screen they are already viewing, where most will not skip or change browsers.
  5. Cross-Device Targeting: Reach viewers across household devices increasing visibility
  6. Raises the Bar for Creativity: Viewers favor ads that are personalized, funny, short and feature catchy music or tell a story.
  7. Robust Analytics: Ability to track, optimize, and refine strategy in real-time and use data-driven audience insights
  8. Stay Ahead of the Curve: Capitalize on the technology and gain competitive advantage

 

Ready to get started? Let SCG help develop your OTT strategy and engage your audience in an exciting new way.

 

Read more on the streaming survey reports here:

https://www.forbes.com/sites/robsalkowitz/2024/03/12/new-report-shows-streaming-viewers-warming-to-ad-supported-content/?sh=6fdfcd52632d

https://www.forbes.com/home-improvement/internet/streaming-stats/

 

Based out of our Haddonfield, NJ office, Regina Liu, Director of Recruitment Marketing started her career with SCG as an intern and has been a part of the team ever since. She specializes in developing innovative talent acquisition strategies across various industries, with a focus on employer branding, recruitment advertising, and digital marketing. Additionally, she oversees the company’s social media efforts.

International talk like a pirate day

International Talk Like a Pirate Day: Reimagined for Recruitment Marketing

by MarketingRecruitment AdvertisingUncategorized

International talk like a pirate day

These days, it might seem like there is a holiday for everything and many seem to be created purely for social media. But to me, “International Talk Like a Pirate Day” is one of my favorites, due to its outrageous uniqueness and how it has completely taken off.

Celebrated annually on September 19, International Talk Like a Pirate Day was created in 1995 by two friends, John Baur (Ol’ Chumbucket) and Mark Summers (Cap’n Slappy), during a racquetball game when one of them reacted to the pain of an injury with an outburst of “aaarrr!”

In honor of this International Talk Like a Pirate Day, and as a recruitment marketing specialist, I thought I would take a stab at what a help wanted ad for a pirate might look like. At our agency, we work with all industries and you never know when we might just acquire a pirate crew as a client.

Yo Ho Ho, Is a Pirate’s Life for You?

Ahoy mateys, we’re seeking like-minded scallywags! No landlubbers need apply, or you’ll walk the plank. Blimey! You don’t want to end up in Davy Jones’ Locker.

Responsibilities:

  • Parley with our clients and help them crush ye barnacles (or competitors.)
  • Be ready for surprises and know how to batten down the hatches. Every day is different here.
  • Raise the Jolly Roger to announce our arrival and invite surrender.

Requirements:

  • Plundering skills.
  • Strong singing voice to join us in a chantey every once in a while.
  • Scallywags welcome to apply but be ready for a quick lesson.
  • Sea legs required; you don’t want to end up in the briny deep.
  • Confidentiality is key: dead men tell no tales.
  • Scurvy optional.
  • No history of mutiny.

Benefits:

  • Gold doubloons, a barrel of rum, and all the booty for a job well done.

 

Shiver me timbers, join us on our adventure and live the pirate’s life!

AI in recruitment

Embrace but Don’t Replace: The Role of AI in Recruitment

by Recruitment AdvertisingUncategorized

AI in recruitment

It’s not a question of should employers be using Artificial Intelligence (AI) in their hiring efforts, but how? Employers are both excited and worried about leveraging AI in their recruitment strategy. According to LinkedIn’s 2024 Future of Recruiting report, 62% of Talent Acquisition professionals are optimistic about AI’s impact on recruitment, yet only 27% say they are using generative AI in their recruitment process (January 2024).

Over the years, digital technology has radically transformed the employment landscape. From online job boards with one-click applications to automated job matching and talent communities to virtual chat and interview platforms, the process has become easier and more efficient for both job seekers and recruiters. Organizations are always looking for ways to streamline the hiring process, get ahead of the competition, and reach qualified candidates.

AI FOR JOB SEEKERS

Job seekers are using AI to generate resumes and cover letters, match and auto-apply to job openings, and even prepare using AI speech coaches and AI interview prep resources. According to LaSalle Network, a national staffing firm in Chicago, 70% of college seniors use artificial intelligence to craft resumes and cover letters (March 2023). An experiment at MIT Sloan found that job applicants who use AI to boost their resumes to improve spelling and grammar were 8% more likely to be hired (April 2023).

AI FOR EMPLOYERS

Interestingly, most employers are probably already using some form of AI without even knowing it. For the last few years, sourcing tools and programmatic platforms have already been using AI technology. But as the technology advances, employers are finding even more ways to use automation to relieve many of the high volume, time-consuming tasks that fall on increasingly small HR departments. AI can help find and screen candidates, enhance candidate engagement, streamline the hiring process and even mitigate bias. But what about human connection, judgment, and intuition? Recruiters will have to work even harder to discover the real candidate and their story behind the AI algorithm, build genuine connections and assess workplace fit.

Here are some ways that leveraging AI can benefit employers:

  1. Matching technology: Analyze resumes, job applications, and online profiles to match top candidates for prescreening and sourcing.
  2. Reduce time to hire: Automate tasks to increase efficiency and speed up the process.
  3. Enhance candidate experience: Automated communication and follow-up will improve process from application through hire.
  4. Harness the power of data analytics: AI can analyze large amounts of data quickly and accurately to help identify trends and provide insights.
  5. Remove bias: By focusing on skills and qualifications, AI contributes to fairer and more inclusive hiring processes.

AI certainly has its place and provides many advantages, but it is essential for employers to strike a balance and ensure that human connection and critical thinking remains integral to the recruitment process. AI can be a tool used to assist with automating HR processes to free up valuable time for talent acquisition specialists to focus more on the “human” side of human resources.

Working Mom, Mothers Day

Life Lessons from a Working Mom

by Recruitment AdvertisingSCG NewsUncategorized

Working Mom, Mothers Day

As Mother’s Day approaches here are some life lessons from a working mom.

First, I find myself thinking about the amazing mothers in my life: my own mother, grandmother and mother-in-law; the women in my family who are mothers; and my friends and colleagues who are mothers. They inspire me every day, and I’m constantly learning and seeking advice from them.

As a Senior Account Manager, Recruitment at SCG Advertising + Public Relations, and the mom of a vibrant 3½ year old girl, I find myself in a constant balancing act between my job responsibilities and career ambitions, prioritizing quality time with my daughter, taking care of my own well-being, household obligations, and finding time to sleep. Over the last few years, I have come to realize that there are surprising parallels between my business life and parenthood, and the valuable lessons I’ve learned apply to both areas of my life.

Here are seven lessons for parenting and business life:

  1. Ask for Help

There is a tendency to try to figure things out ourselves, maybe for fear of admitting weakness. But as the saying goes, it takes a village to raise a child, and at times, relying on friends and family for advice, support and even babysitting, can make a difference. At work, there are times we need to collaborate, ask questions, and work as a team to provide the best solutions.

  1. Know When to Say “No”

Clients and children are both demanding. Whether it is an unreasonable request or a project that is out of scope, we need to understand that sometimes, it is ok to say no. In parenting, kids need to learn boundaries and that not everything is attainable, in order to grow and learn in a safe environment.

  1. Life is Unpredictable

With kids, much like in the fast-paced advertising world, we face unexpected challenges. Whether it’s a last minute request from a client or a sudden fever in the middle of the night, learning to roll with the punches, adjust on the fly and find creative solutions is essential. And the more prepared we are from the start, the easier it becomes to adapt as needed.

  1. Patience is a Virtue

Whether you are waiting out a persistent toddler or sending the ninth follow-up to a client, patience is essential to success. In both areas of my life, being patient helps me understand my client (or child’s) needs and make better, more informed decisions.

  1. Cut Yourself Some Slack

I admit it, I have closed myself in the bathroom and cried over my child. There are days when it feels like I can’t do anything right, both at work and at home, but then I remind myself that I’m doing the best I can and we don’t have to be perfect to be a good mom or good at my job.

  1. Try a Different Perspective

Sometimes the easiest way to peacefully end a tantrum is to redirect – offer a different toy, sing a song, or go for a walk. The same is true at work, as there are times I find myself stuck on a project or having writer’s block, and I find the best approach is to take a step back and try a new perspective.

  1. Carve Out Me Time

My child comes first. But in order to give her the best version of myself, I need to take care of myself as well, whether that’s finding time to exercise, relax or pursue a hobby. Work demands and schedules can make it difficult but it is still important and necessary to achieve work/life balance to recharge.

 

As a working mom, I’m proud to have the opportunity to care for my daughter and help provide for my family. I want her to grow up seeing firsthand that you can achieve as many things as you want in life. And at the end of the day, I shut down my computer and enjoy the moments with her. I know they will fly by.

Using Social Media for Recruitment: Is Your Next Hire One Meme Away?

by Online StrategySocial MediaUncategorized

Did you know?

  • 96% of employers use social media to hire talent
  • 86% of job seekers use social media to search and apply for jobs
  • 63% of job seekers look at social media for information about a company’s workplace diversity
  • 65% of job seekers read at least 5 reviews about an employer before applying
  • 75% of potential hires are not actively seeking jobs on job boards

Social Media Recruiting– an asset many companies know they should be using social media for, but are unsure where to begin. Some assume getting started would be as simple as creating a social media profile, but really, the first step should be determining your objectives and developing a strategy.

In order to use social media recruiting to effectively hire candidates and promote your employer brand, organizations need to develop a clearly defined strategy, build relevant and engaging content, and have the bandwidth to monitor interactions and track performance– all while ensuring an accurate and professional representation of your brand.

 

 

If you’re thinking about getting started, here are 10 tips to jumpstart your recruitment efforts on social.

  1. Tell your employer brand story

 

  1. Don’t say it, show it.

 

  1. Stay ahead of the curve

 

  1. Engage. Engage

 

  1. Be authentic

 

  1. Empower your team

 

  1. Plan ahead

 

  1. Understand your audience

 

  1. Get leadership buy-in

 

  1. Commit resources

 

 

Contact SCG today to learn more about how we help our clients use social media to reach job seekers and build a candidate pipeline.

Pool Tables & Snack Machines Are Out: Remote Working Is The #1 Perk Employees Want

by Human ResourcesRecruitment Advertising

remote workRemember the days when in-office happy hours and pool tables were the coolest thing employers could offer? It’s 2022 and employers need to find new ways to attract and retain workers in a post-pandemic world. Today, the comfort and convenience of working from home – wearing sweatpants all day and avoiding long commutes – is the top benefit employees value most.

The Covid-19 pandemic showed us that many jobs can be performed from home, and employees aren’t ready to go back into the office. Before Covid (BC), work from home was a nice perk to have, but the standard corporate line was that productivity and collaboration suffered. When we were forced to adapt for our health and safety to maintain operations, we quickly realized that for most office workers who spend the majority of their day on computers or phone calls, we could, and we liked it.

BY THE NUMBERS

Here are some interesting remote work statistics that show us where we are today:

  • 86% of employees want fully remote or remote first work environments (Buffer, 2022)
  • 66% of employers are redesigning their workplaces to accommodate hybrid work arrangement (Microsoft Work Trend Index, March 2021)
  • 58% of currently remote workers would look for a new job if they were required to return to the office full-time. (Robert Half, 2022)
  • 24% of workers would be willing to take a 10-20% pay cut to work remotely (FlexJobs, April 2021).
  • 55% say they work more hours remotely than at the physical office (Owl Labs, 2021)
  • 70% said a permanent remote job would have considerable improvement or positive impact on mental health (FlexJobs, April 2021)

PROS & CONS

Remote working offers many advantages to employees including no long commutes, cost savings, work day structure and geographic location. On the flip side, concerns noted include inability to unplug from work, loneliness, less collaboration with coworkers and needing to schedule everything. Managers are concerned about career progression and mentorship especially with early career and entry level workers.

While come companies like SAP, Spotify, Salesforce, and Twitter have embraced the new normal and adopted permanent fully remote or hybrid work models, according to recent Microsoft survey, half of company leaders already require, or plan to require, that employees return to work full time in the office within the next year. Bank of America announced that as of March 1, 2022 all employees will have to return to the office five days a week. In an effort to ease the transition back, they are trying to make it fun, resorting to lots of staff lunches, birthday cupcakes and creating meetings they hope staff would be interested in.

WHAT CAN EMPLOYERS DO?

In an already tight labor market, employers now need to compete with organizations that offer fully remote or hybrid work models. Remote workers also allow employers to reach a wider talent pool geographically.

For employers who are unable to offer fully remote workplace, it’s time to get creative and find new ways to support employees and their overall well being. Options to consider include:

  1. Hybrid work model. (This can be defined in different ways including custom schedules in and out of the office, required in-person team meetings, etc)
  2. Flexible schedules. (Four day work weeks, flexible start and end times, etc.)
  3. Child care assistance
  4. Commuting incentives
  5. Increased paid time off
  6. Paid family leave
  7. Offering mental health days
  8. Investing in company culture and workplace experience

I was one of those lucky workers who was able to work from home throughout the pandemic. When it was first announced March 2020, I welcomed it, thinking I’d be home for 3 weeks, a month tops. On top of that, I was 7 months pregnant and it was the perfect time to nest. Thanks to my employer’s flexibility, even after my maternity leave ended, I was able to enjoy extra time home with my newborn daughter while balancing my work demands. While it has been a transition returning to the office, I embrace the opportunity to collaborate in person and socialize with my colleagues once again. And to be honest, I’ve never fully gotten used to zoom meetings.

Would I have been able to work remote as my first job out of college? I am so grateful for the mentorship and role models during my first years working. I met some of my best friends that I still have to this day. I would regret not having those opportunities to learn, grow and meet people.

References:

https://www.unum.com/about/newsroom/2020/december/work-perks

https://www.bizjournals.com/sanfrancisco/news/2022/03/31/bank-of-america-exec-on-return-to-office-plan-we.html

https://buffer.com/state-of-remote-work/2022

https://www.flexjobs.com/blog/post/remote-work-statistics/

Managing Your Employer Brand During The Pandemic

by BrandingHuman ResourcesPublic RelationsRecruitment Advertising

 

As we approach one year of the COVID-19 pandemic, it’s time for companies to do some self-reflection.

  • Did you do everything you could to help your employees and customers during the time of crisis?
  • How will your employer brand reputation be remembered once all of this has passed?

 

Employer branding has always been an integral part of recruitment marketing but the current pandemic has shone a light even further on the role branding plays in candidates’ choice of workplace. Typically, SCG’s process of employer brand development starts with helping our clients define their Employer Value Proposition (EVP) which forms the foundation of their employer brand. In today’s landscape, managing an employer brand looks a little different and requires organizations to be ready to pivot to meet the current climate, plan for contingencies and adapt to employee needs including remote working.

 

During the peak of the pandemic, when uncertainty was rampant and budgets were tight, employer branding often took a back seat but it was actually the most crucial time for organizations to consider how they were treating their employees, customers and community. This would be a key factor not just in attracting talent but also how their reputation would be remembered in the future. Job seekers were paying attention to which employers stepped up during the crisis – how they took care of their employees and customers, and how leadership reacted and led during this time. Did they put people over business?

 

Most organizations did not know how to respond in this unprecedented time. Many were paralyzed and shut down any communications. Others ignored the crisis. Some came off inauthentic or exploitative. According to Linkedin data from April 2020, only 1 in 4 company posts during that time mentioned coronavirus. The posts that resonated most with audiences were those focused on community and support, on stepping up to help relief efforts and putting people first, as well as posts about working from home. SCG’s team, early on, reached out to their clients and encouraged them to address the crisis immediately, directly and authentically. Transparency and community became more valued than maintaining a pristine employer reputation.

 

While there is a light at the end of this tunnel, organizations must continue to maintain and adapt their employer branding and communications to attract and retain quality talent now and in the future.

 

 

 

Trendwatch-R-16x9

SCG Trendwatch: Recruitment Industry Insights – March 2020 “COVID-19 Crisis Edition”

by Human ResourcesRecruitment Advertising

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Coronavirus: How Employers Around the Globe Are Responding

Companies are scrambling to respond as the coronavirus, which causes the respiratory illness COVID-19, spreads around the world. During a Society for Human Resource Management (SHRM) webcast March 10, an official with the U.S. Centers for Disease Control and Prevention asked employers to do all they can to slow the coronavirus.  Read more…

Should You Suspend Hiring During the Coronavirus Outbreak?

United Airlines recently announced that it will be implementing a hiring freeze through June in light of the recent outbreak of coronavirus in the United States. Part of its decision stems from the fact that many travelers have suspended their plans, resulting in less air traffic, and therefore, there isn’t as high of a demand for new employees when business is down.   

As the coronavirus continues to spread throughout the nation, it leaves us wondering: Should all employers suspend their hiring process until the virus has run its course?  Read more..

How Businesses Should Handle the Coronavirus Outbreak

With the coronavirus still continuing to spread across the world, we’ve put together a handy guide on best practices companies and human resources departments should follow to help their employees stay healthy and infection-free.

HR departments should pull together information pertaining to the coronavirus to create a ready-to-refer instructional guide for employees that not only educates them about the viral infection, but also enlists ways to avoid it.  Read more…

Recruiting in an Era of Coronavirus

One of the key tools to developing a successful recruiting program is the ability to pivot on a dime and stay in front of our ever-changing environment. Right now, we’re facing a pandemic of sizable proportions. People are scared. Professional conferences are cancelled. Job fairs shuttered. But some essential personnel positions need to be filled – and you still have an applicant pipeline to populate.  Read more…

U.S. Factories Closing Due to Coronavirus Concerns but Some Must Keep Producing

​Shutting down a factory is never an easy call, but in the face of growing concerns about the coronavirus, more manufacturers are opting to go idle rather than risk spreading infection among employees and their families.

A watershed moment came March 18 when automakers in Detroit announced a complete factory shutdown in the U.S., Mexico and Canada until at least March 30, following news that workers at several auto plants had tested positive for COVID-19.

Read more…

Coronavirus and Teleworking: Tips for Preparing your Workforce

The coronavirus is prompting a wide range of employers to ask employees to telecommute, but many employees are not experienced in working remotely. In fact, as of 2018, only  24 percent of U.S. employees did some or all of their work at home, according to the U.S. Bureau of Labor Statistics. Workers spent more time in the workplace—7.9 hours—than they did working at home—2.9 hours. Read more…

Coronavirus at Work: How Companies Are Responding to COVID-19

With the outbreak of the novel coronavirus, the world is in the midst of what could turn out to be one the of the biggest pandemics of the century—or, at the very least, a disease epidemic unlike anything the U.S. has seen in over a decade. And it’s hitting people hard where they spend a huge chunk of their time: at work. Read more…

Coronavirus-Related Jobs are Percolating

The unemployment rate peaked at 25% during the Great Depression. Decades later, the United States may soon be facing 20% unemployment due to the COVID-19 pandemic. That we might be on the precipice of the Great Depression 2.0 is…well…depressing.

That’s the bad news. Here’s the less-bad news. (“Good news” would be an overstatement.) Our current crisis is also spurring hiring in some areas. Read more…

Trendwatch-R-16x9

SCG Trendwatch: Recruitment Industry News & Insights – January 2020

by Human ResourcesRecruitment Advertising

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

20 HR Metrics You Need to Track in 2020

Over half of HR functions across the world already have analytics capabilities, and this number is expected to grow even further in 2020. But analytics must rest on a robust foundation of data and the right HR metrics. Find out which HR metrics you should measure this year to stay ahead. Read more…

iHire Releases Second Annual U.S. Job Industry Recap & Outlook Report

iHire announces the publication of its second annual U.S. Job Industry Recap and Outlook Report, a review of the 2019 job market and predictions for 2020. Exploring insights from the 33.2 million job postings shared across the company’s 56 industry-specific talent communities in 2019 – and using 2018’s data for benchmarking.  Read more…

How One Gaming Company Leveled Up Its Inclusive Culture

In an industry with a subpar reputation for D&I, Versus Systems builds culture directly into its hiring process, head of people Amanda Armour told HR Dive.  Growing up, Amanda Armour was very much into gaming and technology. “I have always been around a lot of people of color who love games and gaming,” Armour, head of people at gaming software company Versus Systems, told HR Dive in an interview. “That has been a huge part of my personal canon and narrative.”   Read more…

Glassdoor Introduces New Tools to Help Job Seekers Land the Right Job in 2020

Company Compare by Glassdoor Offers Job Seekers A Side-By-Side Comparison of Two Companies Across Fourteen Workplace Attributes and Insights Based on Employee Feedback

According to a new Glassdoor survey (1), one in three U.S. adults (34 percent) are looking or plan to look for a new job in the next year.  As job searching heats up, Glassdoor is unveiling two new tools to empower job seekers: Collections and Company Compare. Collections is designed to help job seekers manage their entire job search process in one, seamless experience, while Company Compare aims to help job seekers compare potential employers faster and more efficiently. In addition, Glassdoor is debuting several other product improvements designed to help both job seekers and employers. Read more…

LinkedIn Global Talent Trends 2020: Latest HR Trends Revealed

From a growing focus on employee experience to a decided move toward applying people analytics, from recognizing the value of internal recruitment in winning the war for talent to the benefits of embracing a multigenerational workforce, LinkedIn’s 10 Annual Global Talent Trends for 2020 reveal the a move toward a people-centric workplace centered on empathy and the human experience.  Read more…

5 Reasons To Attend SmartRecruiters’ Annual Hiring Success Conference on February 11 and 12.

Be a part of history and help shape the future of talent acquisition.

Hiring Success is just around the corner! On February 11th and 12th, over 1,200 talent acquisition leaders from across the world will gather together at SmartRecruiters’ annual conference to learn from industry leaders, engage with peers, and dive deep into the most important topics in the world of talent acquisition.  Read more…

Want Workers To Stay? Promote Them, Survey Says

Internal career opportunities go a long way in keeping turnover rates low, research has shown. LinkedIn data found that employees who have opportunities to change roles within an organization remain onboard longer. LinkedIn found that after three years of tenure, employees who advance career-wise have a 70% chance of remaining on staff. And the findings show that even an internal lateral move increases an employee’s chances of staying on the job by 62%.  Read more…

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SCG Trendwatch: Recruitment Industry News & Insights – November 2019

by AdvertisingRecruitment Advertising

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Top Recruitment Thought Leaders You Must Follow in 2019

Recruitment industry has seen dynamic changes in the last few years, recruitment professionals adopting innovative recruitment strategies and methods to ensure successful sourcing and hiring.

If you are looking for new inputs in recruitment, leadership, hiring, human resource, staffing and HR technology, then following the top HR and recruitment thought leaders is a must to keep yourself updated with the latest trends and technologies. The recruitment influencers frequently share their thoughts, ideas, experiences and knowledge online.  Read more…

88% of Professionals Would Be More Likely to Recommend Their Workplace If Their Employer Did This One Thing

More than half of professionals say they would be more likely to accept a role at a company that offers wellness benefits, according to new research.  The study, which delved into the shifting workplace needs and health concerns of 1,000 employed professionals between the ages of 24 and 40, found that as many as 78 percent experienced feelings of burnout at some point in their career. Read more…

The disturbing new findings about discrimination at work

Sixty-one percent, or about three in five employees responding to a Glassdoor survey, reported they have either witnessed or experienced discrimination involving age, race, gender or LGBTQ identity in the workplace.

Harris Poll conducted the global survey in July, attracting responses from 1,100 U.S. employees. While 45% experienced or witnessed ageism, 42% pointed to racism; another 42% encountered gender discrimination and 33% observed or experienced LGBTQ discrimination at work.  Read more…

Symphony Talent acquires Smashfly Technologies

Symphony Talent Intensifies Market Position To Provide The Most Comprehensive Talent Experience Solution In The Industry

NEW YORK, November 4, 2019 – Symphony Talent, a global leader in Employer Brand and Candidate Experience solutions, announced today that it has acquired SmashFly Technologies, the industry leader in enterprise recruitment marketing and candidate relationship management (CRM) technology. Read more…

Tap the talent pool of youth with ‘impact hiring’

The quest to hire entry-level employees – and retain them – is one of the toughest recruiting challenges HR professionals are facing.  The current unemployment rate is at an historic low, and with more than 7 million job openings across the U.S., far too many positions are going unfilled.

At the same time, there is a sizable segment of the population that remains unemployed or significantly underemployed. Called “opportunity youth,” this group of young people between the ages of 16 and 24 are neither in school nor gainfully employed—and they comprise a significant pool of 6.7 million potential workers.  Read more…

How Web Accessibility Affects Employment

All businesses are required by law to be equal opportunity employers. However, even if a company does not discriminate during hiring or employment if its website isn’t accessible to people of varying abilities, that company is still prohibiting the largest minority group – people with disabilities – from seeking employment.

According to The Brookings Institution, only 40% of working-age adults with disabilities have a job.  Read more…