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Why Focus on Job Ads for Technical Sourcing?

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Why Focus on Job Ads for Technical Sourcing?

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While Dayforce currently posts job openings on its careers page, leveraging targeted job advertisements is a highly effective strategy to enhance visibility, attract top talent, and differentiate Dayforce as an employer of choice. Job advertisements provide several advantages over traditional job postings:

1. Reach More People: Job ads can be posted on other websites (like on Dayforce's own social media, Indeed, GitHub, etc.), which helps to reach more potential candidates who may not be looking on your career page but are browsing these platforms.

2. Target the Right Talent: Job ads can be tailored to highlight specific skills needed for technical roles, like knowledge of Python or AWS. This helps attract candidates who are a better fit for the job.

3. Engage Candidates with Compelling Messaging: Job ads can be more creative and engaging than the career page. For example, they can show off Dayforce’s culture, benefits, and exciting projects. This makes your job openings more appealing to top candidates.

4. Encourage Fast Action: Job ads can include a clear call to action, like a “Apply now” button or a link to chat with an AI recruiter. This makes it easier for candidates to apply quickly and without any hassle.

5. Test and Improve: With job ads, you can test what works best to attract candidates—like changing the wording or images—and see which ads perform better. This allows you to improve your recruitment strategy.

How Job Ads Benefit Dayforce:

Reach Passive Candidates: Job ads can attract candidates who are not actively looking for a job but might be interested in Dayforce’s opportunities.

Target the Right Skills: You can focus on specific technical skills in the job ad to make sure the right people are seeing your job openings.

Stand Out from Competitors: A well-written, engaging job ad can make Dayforce seem like the best place to work, especially when you highlight things like work-life balance and career growth.

Leverage Recent Layoffs: We recommend Dayforce consider targeting candidates who were recently laid off from companies like Workday. Job ads can highlight Dayforce as a new opportunity for talented professionals who have experience in HR technology and are now seeking a stable, growth-focused environment.

To support this strategy, we have created 3 tailored job ads that Dayforce can immediately use to attract the right technical talent. These ads are designed to highlight key skills, engage candidates, and position Dayforce as a top employer for technical professionals.

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We recommend the 7Ps Marketing Mix for Sourcing Technical Talent to help Dayforce attract the right talent. This approach goes beyond traditional methods, focusing on personalized and targeted solutions to attract the best technical talent.

The 7Ps framework will be applied to key areas such as hiring processes, job descriptions, compensation details, advertising platforms, employer branding, and candidate experience. For instance, instead of simply posting job ads, we will help Dayforce improve its messaging to highlight career growth, and engage candidates through personalized content and modern advertising platforms.

This approach is different because it integrates various sourcing elements, ensuring Dayforce stands out in a competitive market and appeals to top technical candidates.

Our goal is to help Dayforce streamline its attracting process, attract high-quality talent, and enhance its reputation as an employer of choice, all while making the process more efficient and engaging for candidates.

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Adding Testimonials, Reviews from current employees

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Adding Testimonials, Reviews from current employees

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Diverse people working at Dayforce should add their opinions about the company's work culture, and what they like about working at DAYFORCE.

This will encourage and help people relate to what they need, and how their needs can be fulfilled by working at Dayforce. This could be written, visuals, video format, or analysis of feedback from results, etc.

It's not something that we can add, based to our opinions- as it wouldn't be reflective and effective.

Collect honest, reflective, and reliable feedback from your employees.

We suggest adding this section to the website for the employees (current and future).

This would be done by collaborating with the marketing and IT departments. The marketing team will work on if the Testimonials are good enough for attracting the right talent or the third party and IT team will help us launch it on Dayfore's website.

Why this?

Dayforce already has a customer reviews page, but it is also equally important to engage their workforce's opinions on their website. Dayforce doesn't have a page for their employees' reviews; it is missing, and we suggest it is important to have this up on the website because:

1. It will make our current employees feel that their opinions are valued

2. New employees would be encouraged and motivated to apply to the listings.

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Adding Testimonials, Reviews from current employees

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The 7Ps Marketing Mix - for Sourcing Technical Talent Optimization Plan

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The 7Ps Marketing Mix - for Sourcing Technical Talent Optimization Plan

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1. Product (Job & Employer Brand)

Identified Challenge: Current job postings primarily focus on responsibilities and tasks, lacking emphasis on career growth and long-term employee development opportunities.

Recommended Improvements:

Revise job descriptions to highlight career progression, skill development, and the broader impact of each role within Dayforce.

Clearly communicate company benefits, including flexible work policies, professional upskilling programs, internal promotion opportunities, and diversity-focused hiring initiatives.

Implementation Strategy:

Introduce a dedicated “Career Growth Path” section in all job postings to outline advancement opportunities.

Incorporate a standardized approach to communicating job perks and benefits across all future job advertisements.

2. Price (Compensation & Benefits)

Identified Challenge: Compensation details are not always clearly stated in job postings, and benefits are not effectively communicated, which may deter top talent from applying.

Recommended Improvements:

Transparently disclose salary ranges and total rewards packages in job advertisements.

Offer tailored benefits based on job roles, such as conference budgets for technical positions and commission structures for sales roles.

Implementation Strategy:

Customize benefits messaging in job postings to align with the specific needs of different roles.

Utilize the provided Job Advertisement Templates to ensure clarity and consistency in salary and benefits communication.

3. Place (Where to Advertise Jobs)

Identified Challenge:While LinkedIn remains a strong recruitment channel, Dayforce is missing opportunities on niche platforms where top technical talent actively engages.

Recommended Improvements:

Expand job advertising to targeted platforms such as Stack Overflow, GitHub, and other specialized job boards for technology roles.

Increase visibility of internship opportunities by partnering with university career portals.

Prioritize internal job postings before seeking external candidates to enhance employee retention and growth.

Leverage social media platforms (e.g., Instagram, Twitter) to showcase company culture and attract passive candidates.

Implementation Strategy:

Post job openings on at least five niche job boards in the next quarter.

Ensure internal candidates have early access to job postings before external listings.

Conduct a pilot campaign utilizing social media advertisements for job openings.

4. Promotion (Employer Branding & Job Marketing)

Identified Challenge:Dayforce’s current employer branding content lacks real employee testimonials and does not effectively engage potential candidates.

Recommended Improvements:

Actively encourage employees to share their career experiences on Dayforce’s website and LinkedIn.

Implement targeted advertisements featuring employee testimonials to re-engage job seekers.

Promote job openings across multiple channels, leveraging the advertising strategies outlined in the previous section.

Strengthen the employee referral program to attract high-quality candidates through internal networks.

Implementation Strategy:

Embed the “Why Dayforce” employer branding video on the careers page to enhance candidate engagement.

A/B test job marketing advertisements featuring employee success stories versus company-branded content.

Utilize the provided Job Advertisement Templates and implement the Employee Referral Program to enhance recruitment efforts.

5. People (Company Culture & Employee Experience)

Identified Challenge: Dayforce has a strong internal culture, but it is not adequately showcased to potential candidates.

Recommended Improvements:

Feature employee testimonials highlighting their career journeys within Dayforce.

Improve engagement with employer review platforms such as Glassdoor by actively responding to feedback.

Implementation Strategy:

Publish a minimum of five employee testimonial videos or reviews per quarter.

Ensure all Glassdoor reviews receive a response within 48 hours, maintaining transparency and credibility.

6. Process (Sourcing & Candidate Experience)

Identified Challenge: The reliance on an Applicant Tracking System (ATS) may result in strong candidates being overlooked due to keyword mismatches.

Recommended Improvements:

Introduce HR interns to manually review applications and identify high-potential candidates who may not be captured by the ATS.

Implement a short, three-question screening process before application submission to streamline early-stage filtering.

Implementation Strategy:

Hire HR interns to actively source talent, conduct LinkedIn outreach, and verify candidate skill sets through pre-screening calls.

Interns will also focus on engaging recently laid-off employees from competitor companies such as Workday to capitalize on available talent.

Implement the recommended screening questions to enhance early-stage candidate evaluation.

7. Physical Evidence (Social Proof & Employer Reputation)

Identified Challenge: Dayforce’s industry awards and employer reputation are not being leveraged effectively to attract talent.

Recommended Improvements:

Prominently display “Best Places to Work” awards on job postings to enhance employer credibility.

Develop a dedicated Employer Branding Landing Page that consolidates employee testimonials, workplace awards, and company culture highlights.

Implementation Strategy:

Incorporate the “Why Dayforce” branding video to reinforce Dayforce’s commitment to diversity, equity, and inclusion.

Develop and maintain a comprehensive employee testimonials page, featuring video interviews, written reviews, and recognitions.

Conclusion

This recruitment marketing strategy integrates the 7 P’s of Marketing to ensure that Dayforce effectively attracts, engages, and retains top technical talent. By implementing these targeted improvements, Dayforce can strengthen its employer brand, optimize sourcing efficiency, and enhance the candidate experience.

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Interested in "(mention the job profile)" careers at Dayforce? Answer 3 quick questions to see if you’re a great fit!

1. Do you have experience working with [ specific technology or programming] for at least [X] years?

2. Have you worked on cloud-based solutions or [required] platforms before?

3. Are you comfortable working in a fast-paced, agile development environment?  OR

Are you familiar with employment laws and compliance requirements in [specific region]?

The purpose of these three questions is to find out if the candidate actually fits the "vacant" (required) position. If they do, the job advertisements will be redirected to them through various social media platforms and different websites. We need to do this by collaborating with the marketing and IT departments.

These three questions will differ according to the requirements of the position and job role.

These three questions will pop up on their respective job/career roles' page on Dayforce's website.

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We propose launching an Employee Referral Program exclusively for employees who have been with the company for at least two years.

This will introduce referral monetary bonuses for the current employees, in case the candidate referred by an employee is a good fit for the role.

Referred candidates who meet the job requirements will bypass initial screening and move directly to the interview round.

Current employees should keep in mind that Dayforce is focused on Quality over Quantity.

This initiative will encourage current employees to bring in top-tier talent while rewarding them for their contributions.

This will be done in collaboration with the IT team- helping us launch it on Dayforce's website.

How will this work?

All the employees will fill the form, given on Dayforce's Referral portal (coming soon by the IT department)

The candidate can apply on the main career portal and add the current employee's name (who is referring them).

Certain conditions and rules can be laid out by Dayforce for the employees who are referring technical talent, that all submissions should be genuine and not misleading.

To ensure this, once the HR department receives a form filled out by a current employee on the referral portal,

It will be confirmed with the employee via confidential communication.

The referral bonus will be paid only once a year.

The referral bonus can be tiered based on either:

1. 8% of their respective salary (one month).

2. the employee’s role and position, with different bonus ranges for each level. For example, higher-level positions may have higher referral bonuses.

We allow you to choose one among these criteria, which is more beneficial for Dayforce.

Please note: Employees will only receive the referral bonus if the candidate they refer meets the required qualifications and skill sets for the vacant job profile. If the candidate is hired based on this match, the employee would then be eligible for the referral benefit.

This way, it wouldn't be financially difficult for the company.

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Suggestions to be implemented for all future job Ads:

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Suggestions to be implemented for all future job Ads:

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For future reference, we highly recommend that all job ads include the following components:

Dayforce’s values: Emphasize Dayforce’s commitment to DEI, workplace flexibility, career development, and cutting-edge technology which is already included in the video that we have provided you.

Call to action: Always end the ad with a direct application link or QR code for easy application access or a link to career website where candidates can answer 3 question to make sure they are a right fit.

Job locations: If remote options are available, make that clear in the ad.

Employer branding: Include positive employee testimonials, awards, and company success stories to build trust with candidates which is also included in "Why Dayforce" video.

These targeted, appealing components will position Dayforce as a leading tech employer, attracting the best candidates to drive forward innovation and growth.

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Adding Testimonials, Reviews from current employees

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Dayforce already has Internship programs—the Early Talent program, which is Immersive, Extensive, and Transformative. According to our research and sources, Dayforce has internships in different domains, such as engineering roles and research, but there are currently no open positions for HR internships.

Why this idea?

The purpose of this idea is to bring in interns at a low cost, and with good experience at the entry level, leveraging the tight job market opportunity in Canada.

There are many experienced HR professionals out there in Canada who are actively seeking opportunities.

We will help you in hiring interns with a structured process.

We wouldn't hire anyone new, inexperienced, or without the right skills. This would be a paid (relatively less than regular employees) internship; they will entirely dedicate their time and energy, as they are getting their field opportunity (which is less) in Canada.

We need this idea because it will save time and money for Dayforce.

Interns will streamline the sourcing process, allowing senior HR professionals to focus on high-level hiring decisions.

We can hire these interns for a significantly lower cost than a regular employee, making this a budget-friendly solution.

This strategy is cost-effective, efficient, and aligned with Dayforce’s hiring needs in a competitive job market.

ATS technology is in the market- then what's the need for this?

ATS can sometimes skip or not take a match of really good profiles, and at this point, we don't want to miss any good candidates with the right KSAOs.

ATS (Applicant Tracking Systems) can filter out strong candidates due to keyword mismatches.

• We don’t want to miss high-quality talent, especially in niche technical roles.

• Interns will manually review profiles, source hidden talent, and validate skills through calls and LinkedIn searches—something an ATS cannot do effectively.

What will they do?

These interns would be hired to source candidates and profiles for the required technical roles and confirm their skill sets via calls or LinkedIn profiles, company databases online, etc.

They will also identify and reach out to laid-off Workday employees (leveraging the job market opportunity). This is an opportunity to tap into pre-qualified talent rather than relying solely on job applications (explained further in detail).

They would be doing the initial job of sourcing candidates, reaching out to them, and verifying their skill sets, must-haves, and details for a job role.

We need to take help from the marketing team and redirect Dayforce job ads to these potential candidates or relevant candidate pools.

Process:

The interns can be hired for 3-6 months (depending on the requirement).

They will be assigned tasks.

They can be assessed based on their performance, the results.

If they demonstrate dedication, strong performance, and interest, they can be considered for full-time employment in the future.

This will also encourage them to demonstrate their best work while providing flexibility to both parties.

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1. Tieing up with universities and sourcing candidates who have successfully graduated from a program leading towards the CPHR designation.

2. They have valid prior work experience, back in their home countries or somewhere.

3. Students with a good GPA.

4. Reference checks- 2 at least.

These criteria would help us filter out candidates who are genuinely here to learn, and who have some experience globally.

These are good potentials as they have just graduated and are in search of HR opportunities and entry-level positions in Canada.

We wouldn't randomly hire any group of students, as we understand credibility is an important aspect.

Since we are not asking them to work with labor laws or health and safety, the candidates don't need to have Canadian work experience.

We need not provide any training. Dayforce HR heads would assign tasks and assist them with those tasks, as we are choosing interns who already have experience, but maybe not in the Canadian industry. The heads will monitor and evaluate their performance and take further actions based on that.

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Intern Hiring Strategy for Workday Laid-Off Staff

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Intern Hiring Strategy for Workday Laid-Off Staff

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After hiring of interns is done, we recommend implementing this Intern Hiring Strategy to help Dayforce connect with and hire Workday alumni who have been impacted by recent layoffs. Interns can play a critical role in sourcing candidates, conducting initial screening, and ensuring that Dayforce taps into this pre-qualified pool of talent. Here’s how it works:

1. Intern Role:

Focus on Sourcing Workday Laid-Off Staff: Interns will dedicate their efforts to identify and reach out to recently laid-off Workday employees, ensuring Dayforce is among the first to offer new opportunities to these experienced professionals.

Candidate Screening & Engagement: Interns will review resumes, verify skills via LinkedIn or online databases, and engage directly with candidates to understand their expertise and interest in joining Dayforce. They will then present the most qualified candidates to your senior HR team for further review and interviews.

One-Week Timeline: The interns would shortlist a minimum of 10 profiles for all required job roles. After which, one of Dayforce's team members can get in touch with the sourced candidates at the end of every week (Friday). This will provide sufficient time to connect with and assess a large number of potential candidates.

ATS Collaboration: While Dayforce’s ATS is valuable for filtering candidates, it may miss out on highly qualified individuals due to keyword mismatches. Interns can help by manually reviewing resumes, reaching out to top candidates, and ensuring no good fit is overlooked.

Tracking & Reporting: Interns will also keep track of all candidates they reach out to, providing regular updates on progress and ensuring transparency in the recruitment process.

2. Benefits for Dayforce:

Cost-Effective: Interns offer a low-cost, efficient way to source and screen a high volume of candidates, particularly from the recently laid-off pool at Workday.

Increased Efficiency: Interns will streamline the sourcing process, freeing up your senior HR team to focus on high-level decision-making.

Targeted Talent Pool: This strategy will ensure that Dayforce is engaging with top-tier professionals who have the necessary experience, particularly in the areas of Workday-related systems, cloud technologies, and machine learning.

Positive Employer Branding: The purpose of reaching out to displaced Workday employees will also help Dayforce stand out and demonstrate its commitment to helping professionals transition smoothly to new roles, strengthening its reputation as a supportive employer.