Talent Marketing Solved

HollyFrontier is an independent petroleum refiner that produces high-value light products such as gasoline, diesel fuel, jet fuel, specialty lubricant products, and specialty and modified asphalt. A Fortune 500 company, HollyFrontier has been expanding rapidly through organic growth and acquisitions. However, despite this growth, their talent acquisition team was facing a major challenge—no one knew who they were. HollyFrontier partnered with S2E Solutions as part of their initiative to bring together its brand under one umbrella that accurately and authentically represented its diverse locations and personalities in order to attract and retain the best candidates for their organization.  

The coronavirus crisis is an unprecedented event that has sent shockwaves through virtually every industry in the world. It has affected the way we interact, the way we work, and—especially relevant to us—the way we recruit and hire. Most of the businesses we encounter have seen a major shift in hiring in one of four ways: Not Currently Hiring: The organization is struggling and unsure if it will continue to be viable, let alone hire new employees (e.g. the restaurant industry). Hiring is On Hold: The organization is still viable, but hiring is on hold due to future uncertainty. Continuing with Key Hiring Only: The organization is still hiring for vital positions but has slowed down less essential hiring. Drastically Increased Hiring: The organization is hiring with more intensity and urgency (e.g. the healthcare industry). Although these situations are drastically different depending on your industry and geographical area, all organizations (but particularly those that are experiencing a reduction in hirin

You don’t have to be part of a huge, national organization to benefit from hiring a recruitment marketing agency. Any organization has unique recruiting challenges that could benefit from the expertise of a dedicated agency. The truth is that if you’re spending any amount of time or recruitment budget, you could benefit from an objective, outsider’s perspective and an expert approach to the recruiting challenges that are eating into your resources. In fact, if any of these four things are true, you may want to consider working with an agency partner: Insufficient Pipeline: There are not enough quality candidates in your hiring funnel. Lack of Bandwidth: You do not have enough internal staff members to meet the hiring responsibilities and expectations of your organization. Lack of Expertise: You lack access to the strategic knowledge necessary to produce better results and drive quality candidates into your pipeline. Inadequate Support from Internal Partners: IT or Marketing Department partners are not adequa

You won’t want to miss this one! From budgeting tips to recruitment A.I.—we covered a lot of ground in our most recent podcast. It’s all thanks to help from special guest Amanda Glazer, who directs recruitment for Concentra, a national healthcare company. She’s sharing her experiences and offering valuable insights into her recruiting strategies.

How much is the modern job search influenced by e-commerce? Popular shopping sites like Amazon have raised consumer expectations of the ideal browsing experience - whether that person is shopping for a new pair of shoes or a new career. In this episode of Talent Marketing Solved, hosts Paul and Todd talk career sites, focusing their conversation on the specific features that 21st century job seekers want from their experience.

We had the opportunity to attend HR Tech Conference and we’ve recapped the highlights from the conference and some of this year’s presentations. We will share what's new, how the industry and technology platforms are changing and who should attend. So, if you didn't make it out to this year’s conference, tune in for the scoop on everything you missed.

Every company already has an employer brand, whether it’s aware of it or not. That brand takes form in the way that your employees talk about the company when they’re sitting down at dinner or chatting with friends over drinks. An employer brand is never created. It is always uncovered through research and genuine conversations with the people who know the inner workings of your organization. This podcast is designed to walk you through that process of uncovering your own employer brand, including the questions you need to consider and the missteps you should take care to avoid along the way.

Your career site is the first impression you make to prospective candidates. It should be more than a library of job listings. It needs to excite, educate, and entice the right candidates to hit “Apply.” How can you stand out from the crowd? Listen today and get the tools you need to create an exceptional candidate experience on your career website. 

Do you remember how it felt when you were a kid and you found a fistful of loose change between the couch cushions or a $5 note on the sidewalk? Well, that’s how it feels for us when we find money in a client’s media budget that could be better optimized to increase their ROI. Figuring out what media are performing well and what needs to be tweaked gives us the roadmap to fully maximizing the ROI on our clients’ recruitment strategies. We break the media optimization process into three basic steps. Listen today!

For anyone working in the hiring industry, it’s common to get calls from vendors pitching their one-of-a-kind, fool-proof tech that’s guaranteed to strengthen your employer brand and deliver top-quality candidates to your door. There is, however, a lot that these salespeople aren’t telling you. The truth is that you can buy all the new “revolutionary” employer brand products that come to market, but if you don’t have an effective brand to start, none of those tools will give you the results you need. That’s why, before you open your wallet, you should know what that “innovative new software” can and, more importantly, cannot actually do for you. From an unbiased perspective, we’re breaking down the benefits and drawbacks of incorporating a high-tech solution into your employer branding initiative.  

This is an overview of a real recruitment marketing plan developed for a client in the restaurant industry. They own 25 locations across the United States with around 150 employees per location, and they are working on expanding. We provide the steps we used to outline our strategic plan, an explanation of each step, and some examples from our partnership with this client.

A strategic recruitment marketing plan is a combination of challenges, goals, objectives, strategies, and tactics that all work together to help you achieve your long-term vision. We at S2E Solutions use those 5 components (challenges, goals, objectives, strategies, and tactics) to provide both a broad overview of our client’s vision along with the specific steps we’ll take to make it a reality.

A step-by-step guide to help you not only generate quality and valuable social media content for your audience, but also how to create a strategy to help maximize the performance of your content across various social platforms.

In the conclusion of our four-part social media series, we take a deep dive into the benefits and value that paid media can have in getting your social content and recruitment message in front of the most appropriate audience. 

An in-depth discussion on a few of the most impactful tactics to help you grow an engaged audience that can help amplify your employer brand voice across your social platforms, leading to better performance and ROI of your social content.

Social media isn’t just another box to check off your sourcing to-do list. It’s a recruiting platform that is worth investing time and effort into getting right. That’s why we’re dedicating four full episodes to discussing the role social media plays in modern talent acquisition. In this first episode the Talent Marketing Solved experts discuss the 5 things you NEED to know to put your best foot forward on social media.

Allow us to introduce ourselves. In this episode, you’ll meet our hosts, Paul Wills and Todd Yeager, and recurring guest, Stacey Shaw, and you’ll learn a little about this journey on which we are about to embark. Give us a few minutes of your time, and we’ll give you concrete, actionable steps you can take to improve your talent marketing practice. So, set back, relax, and join us for this introductory episode!