Category Archives: Talent Acquisition

“You’re dead to us now” is not a recruitment strategy…

The end of summer is upon us and keeping with a “back to school” theme, it’s a perfect time for companies to examine their “Alumni” recruiting strategies.

Some refer to it as a “Boomerang” recruiting. Some give their program a catchy name like “Come Back Kids”. It all has the same intent, to attract back good employees that left.

Of course if your position on former employees is “You’re dead to us now, we hope you fail!” well then this type of program might not be for you…


While this type of strategy might not work well in every industry, for high need/high turnover professions like Nursing, Truck Driving and Information Technology, if done right it could have a tremendous ROI.

Who are you targeting and why?

The goal is not to create a revolving door and if they had baggage when they left chances are good they are still carrying it! Remember that you’re looking for top performers that left in good standing.

A great reason to target Alumni is you already know them, and they know you; rehires should be able to hit the ground running as opposed to someone new to your organization.

These candidates have experienced what’s out there and their choice to come back should result in a higher retention rate this time around.

There is also a high likelihood that they acquired new skills and their increased industry knowledge will bring a different perspective and added value to your workforce.  Don’t overlook the fact that they now have a broader network that could translate to more referrals.

Once you get past the “who”, “why” and “why not”…

Social media can make the “how” much easier to administer and it’s a great way to keep Alumni up to date on improvements and investments you have made that might entice them to return.

In these high turnover high need positions you can’t always keep good employees from leaving, but what are you doing to let them know there is a way back?

Don’t know where to start? Bayard can help.

What Elephant?


I think I’ve read about 50 write-ups in the past few weeks about the growing necessity of having a mobile friendly career site (by the way, most aren’t).

They all came to the same basic conclusion…

If you aren’t implementing a mobile friendly solution to your career site right now, then you risk never hiring another qualified applicant again!!!

I’m kidding… kind of.

Hey, just because nearly half of the current online job postings are searched using a mobile device doesn’t mean you’re losing all the quality candidates.

I mean, only 40% of mobile applicants will actually abandon a mobile un-friendly application process… the rest will probably plod right through.

So what that 90% of job seekers plan on using their mobile device to search for a job in the next 12 months…  I’m sure that won’t affect your ability to capture quality applicants, right?

Well if you haven’t already, it’s time you acknowledge the elephant in the room and start making plans to bring your career site up to speed.

Don’t know where to start? Bayard can help.
Survey says…

Indeed’s June 2014 job search data shows “…nearly 50% of all job seekers are looking for and applying to jobs through a mobile device.”

According to CareerBuilder tracking “… as many as 40 percent of mobile candidates abandon their application efforts when they are notified they are about to encounter a non-mobile friendly apply process.”

A Glassdoor survey recently revealed “… 9 in 10 (89%) job seekers report they’re likely to use a mobile device during their job search in the next 12 months.”


The 4 basic pillars of a comprehensive talent acquisition strategy…

4PillarsFish where the fish are…
These days there is no shortage of places to drop a line, but just because there’s water doesn’t mean there’s fish…

Where you found candidates yesterday might not be where you find them today and tomorrow will probably be somewhere new. Having a guide to help you navigate on-line and off-line media services can put you ahead of your competitors and ensure your reeling in the best candidates.

Have a good pick up line…
Are you the mushroom in the bar shouting, “Hey look at me, I’m a fungi…” or the boardroom suit smirking, “I’m not actually this tall, I’m sitting on my wallet”? Personally, I’m a “Do you believe in love at first sight, or should I walk by again?” kind of guy…

Seriously though, what statement is your company’s brand and creative strategy making to prospective candidates?

Unless jumping through hoops is a job requirement, don’t make me do it…
OK, at this point your strategy is working as planned… you identified where your candidate pool is searching and you’ve given them a compelling reason to investigate you further…

Don’t blow it by serving them up a user experience akin to a root canal! Unfortunately that is exactly the type of experience a candidate gets on most corporate career sites.

The good news is you don’t have to go out and break the budget on a new Applicant Tracking System (not that it would help, most ATSs deliver a horrible user experience not to mention they are rarely mobile apply friendly but that is for another blog.)

There is no excuse to be held hostage anymore; there are some really cost effective solutions that will work around the limitations of your ATS that when deployed will give your candidates a much better UX regardless of whether they are on a desktop or their mobile phones.

Lies, damned lies, and statistics…
This is the fun part where your CFO asks, “What did all this get us?” and you pull out your spreadsheets and sticky notes full of numbers that you hope will give an acceptable answer.

Fortunately the technology is available that can deliver us out of the “candidate self select” era of crappy analytics to a place where we can get some real insight in to how well our recruitment strategy is working. With recruitment/marketing dollars as scarce as ever, can we afford not to?

So now what? Well if you are a Talent Acquisition Professional that can do all this on your own, Congratulations! You should march into your boss’ office and demand a raise! (Seriously, you’re not getting paid enough…)

If you think your recruitment strategies could use some help in a few of these areas you should give Bayard Advertising a look!

Bayard is a comprehensive digital media and brand strategy agency. Our focus is to help you activate your most powerful assets — your purpose, your stories and your people.

What’s the next big thing in recruitment?

There is a good chance we’ll find out at HR Tech 2014…

HR Technology® is home to the world’s largest Expo of HR technology products and services – many vendors even choose to announce their latest products for the first time at HR Tech. There is no better place to touch, compare and contrast the latest solutions from leading vendors in every category, as well as start-ups.


See more at:

Hope to see you there!

The Importance of a Strong Talent Brand

By: Sandy Schest

Monday April 1, 2013

Talent Brand

“Without Talent, there is no Brand.”- LinkedIn

Last week, I attended a conference in Denver, CO put on by LinkedIn that focused on Talent Acquisition for organizations seeking to build a better talent brand around the talent they employ.  They asked the question, “What differentiates your employees’ experience from that of an employee at a similar company?”

Talent Brand is a social, public perception of your company that incorporates how your talent (past or present) experiences, views, and feels about your organization as a place to work.  Companies with strong talent brands, such as Google or Facebook, typically don’t have trouble hiring for positions in their organization.  It has been shown that companies with a strong talent brand save, on average, over 50% per hire because the organization has a strong Talent Brand Engagement, which allows them to ‘organically’ draw candidates to their company.  Companies with strong engagement have followers who are interested in the organization; they research and follow the company on social media, they apply for jobs and they connect with the brand.

Until recently, companies had great influence about how the work experience at their organization was portrayed – because they were able to tell their story directly to talent, without online social networks telling it for them.  Now, with the continued progression of popular social media sites- Facebook, Twitter, LinkedIn and Glassdoor- talent brand has become a two-way street.  For an organization to help evenly weigh the scale of talent perception, they have to adopt these social tools and participate in the conversation. They have to tell their story, too because let’s face it- social media is here to stay.

Here are 5 steps to socialize your talent brand in a positive way.

  1. Relevance- you have to put your company on the map.  Not all brands can be the Starbucks of coffee of or the Apple of technology.  Take the time to create an interesting Facebook page and Twitter account.  Follow similar companies and brand yourself as a top employer in your industry.
  2. Consistence- make it a priority to update your social media.  Nothing is more frustrating than following a company who only updates their pages a couple times a month.
  3. Credible- make sure that your message doesn’t contradict with what people know to be true.  If your company has some negative public perceptions, address them and move on.  Once you’ve cleared the air, communicate and promote the positives; company match 401K, take your pet to work days, community outreach, monthly company lunch, etc.
  4. Inspirational- give your potential candidates something to be inspired by!  Whether it’s photos from your company’s annual food drive or offering college reimbursement.
  5. Unique- Like Warren Miller once said, “You are a unique person, just like everyone else!”  All companies are going to try to make themselves seem unique.  Stand out from the crowd; don’t be afraid to portray your company in a way that is nontraditional or different.  Candidates are so used to seeing the same thing over and over; give them something so that they remember your brand.

When branding your company’s talent, start with the “Why” and end with the “What”.  Move your message from what or how you do it to why you do it.  All employers should see talent branding as a vital aspect to improving their recruitment outcomes. Regardless of the industry or size of the organization, every company can use the influence of a strong talent brand and social media is now one of the best platforms which enable companies to tell their “brand” story.