Tag: Recruiting Advice
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How To Build A Mobile Recruiting Strategy
The move towards a mobile-dominated world has happened faster than anyone could have imagined. By the end of 2015, there will be more than two billion smartphone and tablet users worldwide. And with desktop usage dropping, consumers are using these mobile devices for more and more activities – including looking for jobs. More than 90…
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RecFest: Peace, Love & Talent And Sunflowers At A Recruitment Conference
Every so often recruitment conferences (of which there are many,) need defibrillators strapped to them and set to 50,000 volts! They need a serious jolt – you know they do! Too many conferences use the same format over and over again, based on the ‘that’s the way it has always been done, so why change’ approach.…
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Say Something: The Emotional Impact of Candidate Experience
We think, and talk a lot about, the need to “Say Something” to attract an audience. Send a message…. push it out. Be noticed and heard. But let’s be honest: most of what we think about and talk about? Is all about us. Whether it’s corporate/consumer marketing or talent attraction based-marketing, our focus is typically centered from a place…
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The Real Reason Why People Leave Companies
Most of us have heard time and time again that “people don’t leave companies, they leave managers”. I can’t recall ever seeing any compelling evidence for this. In our 2013 new tech benchmark report our data suggested that manager related survey questions were seldom related strongly to engagement or retention in new tech companies. It seems we’re…
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How To Create A Compelling Recruiting Video
Video has become one of the best ways to communicate a company’s culture, especially in a talent recruiting context. Doing it well can yield great results. Doing it poorly? Well, not so much. Here are 9 tips that will help you succeed, with input along the way from Craig Fisher, CEO of TalentNet, LLC. 1. Know your…
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Candidate Experience: “What’s In It for My Company?”
Besides the fact that treating your candidates with respect is the right thing to do, there are also some solid and important reasons for creating a positive candidate experience that can and likely will affect your bottom line as a company. You all know that WIIFM stands for “What’s in it for me?” Well, WIIFMC stands for “What’s in…
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The Need for New Key Performance Indicators in Recruiting & Hiring
Last week, I mentioned that I’ve begun work on a new framework for high-performance talent acquisition. In many ways, it’s the culmination of all of the work I’ve done in my role here at Brandon Hall Group – and beyond, as I’m drawing on years of experience in operations. The reason being, a framework captures…
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How To Spot A Lazy Recruiter on LinkedIn
RECRUITERS – admit it: have you ever sent a LinkedIn connection request to a cold candidate and inside that little 200-character message box told them you may have a job opportunity they’d be interested in? Yes, of course you have. Yet again this week, I received LinkedIn connection requests where the recruiter was so lazy and…
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The Big ‘But’: Trust & Talent Acquisition
A significant percentage of people involved with screening and selecting job candidates fancy themselves detectives, mind-readers, psychics and psychologists. They’re almost always willing to trust their own gut. But not much else slips unscathed through the scrutiny of these trust deficient evaluators of talent. When this takes place do we end up with a talent…