What works best when sourcing top candidates? That’s the key question, isn’t it? Sure, it’s interesting to explore new ideas and techniques. But, at the end of the day, job one is to recruit talent in the most efficient way possible for the openings you have right now. So, what techniques do recruiters find most effective today? That’s what WEDDLE’s annual Source of Employment (SOE) survey reveals.
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Submitted by otavio on February 3, 2012 - 15:51.
Talent is hard to find, to be sure, but talking to talent effectively is even harder to do. Not only must we convince superior performers of our organization’s value proposition, but in today’s Web-centric world, we have to accomplish that feat in writing and in the blink of an eye. The key to success, therefore, is to learn and practice the art of “talent whispering.”
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Submitted by otavio on January 19, 2012 - 09:21.
Stephen King has another best seller out called 11/22/63. It’s a time-travel story about a man who ventures back to that date – the day President John F. Kennedy was assassinated. His mission is to change the past, to prevent the crime, and thus reshape the world he and we know. It’s a fascinating yarn, but just as important, the truth it reveals about resetting ourselves offers an important lesson for recruiters.
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Submitted by otavio on January 5, 2012 - 16:53.
Any job posting can (and will) attract active job seekers, but only a very special listing will engage and sell the passive “A” and “B” level performers that employers and recruiters most want to recruit. Why is that so? Because top talent is unlike any other talent.
The best and brightest:
- are almost always employed, so you have to convince them to go from the devil they know (their current employer) to the devil they don’t (your employer). To do that, you must get rid of generic ad content and highlight the factors that matter most to them.
- have the attention span of a gnat, so you have to sell them hard and fast. You must identify your employer’s competitive advantages and then build your ad to lead with those factors and fully describe them.
- never look for a job, but instead, search for a career advancement opportunity. That means your ad must promote the special attributes of your employer and its workers as much as the challenge of the opening, itself.
- are often Boolean illiterate, because they seldom have much experience searching for a job online. To be effective, therefore, your ad must compensate for that deficiency by removing the impediments to finding it in a job database.
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Submitted by administrator on June 20, 2006 - 11:58.
A growing number of surveys suggest that hiring managers and corporate executives do not believe that their organizations have the high caliber talent they need to prevail in increasingly competitive domestic and global markets.
What’s behind this shortfall of top performers? While there are undoubtedly a number of factors at work, one stands out above the rest: recruiters often do not know how to evaluate alternative job boards and career portals effectively. There are more than 40,000 of these sites in operation, so success depends upon recruiters being able to select the ones that will work best for each of their recruiting requirements. It seems like a fairly straight-forward exercise, and it is … if you use a methodological approach.
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Submitted by administrator on April 3, 2006 - 11:08.
