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What is your 30-day workforce management plan?

As you start to plan for the weeks and months ahead, we would like to help by offering a complimentary Workforce Realignment Feedback Session with our HCM Analytics team.

During this session, our HCM Analytics team will:

  • Discuss your current plans for workforce changes to manage the next 30 to 90 days and provide feedback on potential risks and opportunities
  • Identify targeted areas where you could potentially reduce your labor costs while minimizing long-term damage
  • Suggest key metrics for you to track so you can forecast labor costs better and make earlier interventions

Request your complimentary Workforce Realignment Feedback Session with our HCM Analytics Team.

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recruitingIn today’s ever-changing business climate, it takes creativity in your recruiting efforts to attract the best job candidates.

The strongest contenders are typically working for someone else and may or may not be passively job seeking.

Understanding where your top job prospects are and reaching them in our mobile and social environment is ever more important to remain competitive.

Here are 6 recruiting strategies to help you in today’s business environment:

Online Profiles

It seems the business world wants to rid itself of resumes. Though they still play a part, they slow the process down.  Companies may entertain a sought out candidate but allow days to pass while they update their resume.

If companies want to speed up the process, they must embrace online profiles culturally, procedurally and through their recruiting technology. Utilizing LinkedIn profiles to being the application process gets the ball rolling much quicker since the data is already online.

Recruiting technology is already working with LinkedIn APIs and widgets to merge candidate data into the recruiting data portal.


Employee Referral Programs

Candidates hired through referral programs prove to remain successful are still a proven method for successful candidate sourcing. Referred employees are qualified by an internal employee who is putting their reputation on the line.

Having employees serve as brand ambassadors for job seekers, companies see time savings, higher retention rates and new hires better suited for the roles they take on.

Adding referral bonus incentives into the mix and creating referral campaigns when the needs are greater, only strengthen this tried and true method of finding great talent.

Mobile Ready

If your organization has not offered job seekers the ability to apply for jobs on their mobile device, you’re already behind the 8-ball. Mobile platforms are dominating every area of recruiting because of the incredible response rate and adaptability.

Every aspect of your recruiting strategy should lead with mobile in mind. Candidates sitting on the train or at their son’s baseball practice must be able to communicate with you from their mobile device as well as view your job openings, video messaging and job descriptions.

They need to be able to apply for jobs, schedule interviews and accept job offers from their mobile phones. If you’re not offering it, the other companies they are considering likely are.

Courting Top Talent Untraditionally

If you wait until there is an official job opening for a key job in order to recruit for it, you might miss the most excellent talent while they were available.

Organizations must be open to untraditional recruiting methods which includes knowing who top talent in their industry is and starting an application process with them even if there is not an official, open job requisition.

Bringing top talent into your organization in advance lowers the cost of recruiting for the position and ensures you have captured the gem before the next company does.

Emphasizing Persuasive Job Offers

Today’s business climate is seeing top candidates receiving multiple offers that include sign on bonuses and unusual job criteria being accommodated.  To keep up, recruiting teams must keep up-to-date in what is customary for top talent.

Creating compelling offers and knowing how to position counter offers for greater success should be on every organization’s radar.


Boomerangs or re-hires are often a quality sourcing channel.  Sometimes employees need to get experiences out of their systems and may learn the grass isn’t always greener. They also will learn valuable skills having worked elsewhere and will appreciate the organization they once worked for.

Boomerangs offer a quicker recruiting timeframe as well as quicker onboarding experience.  They are easier to keep track of in our social world and with many connections inside your organizations.  Keeping track of previous talent that has left your organization can serve your organization well.

Keeping up with today’s recruiting trends means organizations have to be willing to be creative.

Source and select job candidates with EPAY's seamlessly integrated recruiting and applicant tracking system to drive the performance results that matter to your business.  Schedule a personalized demo today.