I’ve previously written about the untapped gold in an employer’s resume database, but now, there’s even more evidence to support my contention. Resume databases are often discounted because they are viewed as a repository of the long-term unemployed. Well, now there’s a study which demonstrates that those who have been out of work for a lengthy period of time are just as productive on-the-job as those who are quickly rehired.
Submitted by otavio on April 21, 2014 - 10:53.
With all of the talk these days about social recruiting, you’d think there would be a good understanding of how best to communicate with high caliber prospects online. The low yields now being reported from such interactions, however, indicate that much of our messaging isn’t having its intended impact. That’s why we need to adopt the art of talent whispering.
High caliber prospects are almost always employed and too busy to consider a new job. In fact, a recent survey of employed workers by CareerBuilder.com found that just 21 percent of the respondents expected to make a move in the next 1-2 years. That’s far below the historical norm for this stage in a recovery.
Submitted by otavio on April 11, 2014 - 09:13.
The received wisdom these days is that relationships are the key to recruiting top talent. As anyone who’s been in a relationship knows, however, establishing such a connection with someone is both time consuming and hard work. What’s the alternative? Build candidate allegiance. It’s just as powerful a recruiting strategy.
Submitted by otavio on March 11, 2014 - 09:15.
There is no such thing as a “passive job seeker.” At best, such individuals are “prospective new hires” and even that term understates the significant differences between traditional employment candidates and these employed top performers.
Submitted by otavio on February 24, 2014 - 09:04.
Recruiters fill one of the most stressful and least appreciated jobs in the workplace. They are bombarded with requirements, complaints, constraints and administrivia, and they get precious little support, recognition or gratitude in return. How can we do their best work in such a hostile environment? With mindfulness.
Submitted by otavio on February 11, 2014 - 10:28.
Optimizing the candidate experience has taken on a new urgency as employers realize a truism about top talent: they have many choices. They are contacted by recruiters all of the time. And, one of the key ways they decide among those alternatives is to evaluate their experience in each organization’s recruiting process.
Submitted by otavio on January 29, 2014 - 09:59.
Too many employers these days are wearing rose tinted glasses. They think their employment brand is what they say about their values, benefits and work experience. It isn’t. If you look at an organization through the critical lens of top talent, an organization’s brand isn’t words, it’s deeds.
Submitted by otavio on January 21, 2014 - 10:20.
In this season of football, basketball and hockey, there is a lot of talk about game changers – the individuals who, more often than not, spell the difference between victory and defeat. They are every team’s dream player and, in every other facet of the economy, they are every employer’s dream new hire. The goal of recruiting, therefore, should be to recruit more game changers than the competition.
Submitted by otavio on December 6, 2013 - 10:04.
Black Friday may now have slipped into Black Thursday, but for retailers, the essential experience remains the same. Either they see throngs of shoppers and achieve success or they see an empty cash register and struggle to survive. While the outcome is obviously influenced by the quality of what they’re selling, it’s the way those products are promoted that gets shoppers in the door. That’s a lesson we recruiters would do well to note.
Submitted by otavio on November 25, 2013 - 11:41.
A director of recruiting for a major employer made a bold statement the other day. She said, “I don’t care about source of hire.” Then, she went on to explain.
Submitted by otavio on November 8, 2013 - 10:46.