By Peter Weddle
Big data is all the rage. We can now collect terabytes of data about virtually every aspect of the recruiting process and then transform that bounty into metrics to improve our productivity, return on investment and talent yield. As helpful as those outcomes are, however, data scientists are now discovering that big data has big gaps, and the best way to plug them is with small data.
Submitted by otavio on May 20, 2015 - 13:36.
We do it all the time.
We find a great prospect for a key opening and send off an email message
to start our recruiting conversation.
More often than not, however, all that comes back is the sound of
silence. The conversation never begins
because we haven’t structured the message to stimulate a reply. We haven’t used the Socratic method.
Submitted by otavio on April 24, 2015 - 08:15.
The statistics are jaw-dropping. According to a recent CareerBuilder survey, 60 percent of job seekers say they’ve left an employer’s application process because it was too complicated to complete. A staggering eight-out-of-ten (82 percent) said there were simply too many steps involved for what is often a very low return on their investment of time and effort. In an era when employers are desperate to find and hire qualified candidates, their application process is ensuring they won’t.
Submitted by otavio on March 16, 2015 - 14:14.
A picture shouldn’t be worth a thousand words, at least not if you’re using “moving pictures” to advertise an open job. Video job postings are a powerful medium for connecting with top talent, but only if they’re crafted as a trailer rather than a full length feature presentation.
Submitted by otavio on March 5, 2015 - 11:30.
A meme is an element of culture or system of behavior that
is passed from one person to another. To
describe it in less esoteric terms, it’s simply the practice of following the
herd. So, what’s the social meme? It’s the notion in recruiting that the best
place to engage passive prospects is on a social media site. That’s a meme gone bad.
Submitted by otavio on December 16, 2014 - 09:00.
Best Practices get a lot of attention in recruiting. They’re the tried and proven techniques we hear so much about at conferences and on blogs. But stop and think about what they represent: they’re practices honed in the past. If the world wasn’t changing very much, that would be O.K., but in today’s (and tomorrow’s) radically different talent market, a different approach is needed. I call it Next Practices.
Submitted by otavio on November 14, 2014 - 08:10.
The noise of no-reply. That’s what an awful lot of recruiters are hearing these days. They send off email or InMail messages to key prospects and get back absolutely nothing. How can you write messages that passive, top talent will answer? Mimic the cold calling practices of third party recruiters.
Submitted by otavio on September 9, 2014 - 12:53.
Recruiters often say they don’t have the time to write the kind of job posting that will attract the interest and ultimately the applications of passive, high caliber talent. It’s not that they don’t know how, but rather that they have too many reqs to fill and are given too little information to describe an opening to its best advantage. What’s the solution? An ad that can be written with an egg timer or what I call the 5-Minute Job Posting.
Submitted by otavio on July 16, 2014 - 08:18.
Trying to recruit top talent with a single technique is like trying to win a football game entirely by passing or trying to win The Voice by singing the same song over and over again. It’s possible to succeed, but the odds are definitely not in your favor. The only way to win the War for the Best Talent is to wage a multifaceted campaign that is both targeted and consistent.
Submitted by otavio on June 6, 2014 - 07:19.
Talented people aren’t job seekers. Ever. They’re career activists. They never look for a job, but they are always searching for a way to advance themselves in their field. And, that’s how you recruit them.
Submitted by otavio on May 16, 2014 - 10:22.