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.
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.