Recruitment 3.0 was a shift away from traditional techniques (for example, job postings) to searching for the best talent, preferably the best passive talent. 3.0 was a shift to engaging passive talent, creating talent communities, and the importance of employer brand. From here we are now moving forward to Recruitment 4.0, the “future” of recruitment. […]
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The Best Talent Are Not Applying to Your Job Postings
This pie chart is from a report Lou Adler is preparing with LinkedIn based on a recent survey of over 1,500 fully-employed LinkedIn members located in the U.S. and Canada. If you fully understand that the largest part of the potential talent market is semi-passive […]
Talent has gone Digital, but not HR
http://ebooks.capgemini-consulting.com/Digital-HR-Paper-2013/#/3/zoomed Based on a whitepaper by Cap Gemini Consulting, some interesting statistics regarding the use of digital in HR. Talent has embraced digital far more that the HR departments in most Fortune 500 companies surveyed. “Only 6% of organizations use social recruiting as a way to interact with potential candidates and strengthen the employer brand” […]
Bridging the Digital Talent Gap
Perhaps you’ve seen it. The recent report from the Online Marketing Institute discussing the Digital Talent Gap. The demand for talent with a deep understanding of Digital Marketing has grown exponentially but the talent pool has not. Companies from the top advertising agencies to the Fortune 500 are feeling the pinch and as digital technology […]
5 key points for hiring in 2014 (and beyond)
Make sure your organization is clear on what you need. Starting the hiring process without a clear understanding of what talent your company needs is problematic. The hiring process should make what you are seeking clearer but not be the method you use to define what it is you are seeking. The “I’ll know it […]
3 Key Points to the Future of Hiring
This is a good post by Lou Adler on The Future of Hiring and Recruiting, Circa 2020-2025 Of particular importance are the following 3 points – if these points don’t change the rest is irrelevant. Our primary focus is and will continue to be educating clients on how to hire well and to understand the […]
4 steps to a better Candidate experience
Candidate experience is so important in a highly competitive talent market. You can get almost everything right and fail to keep talent engaged due to poor hiring processes. Here are some examples of things to consider and pitfalls to avoid as you conduct your hiring process. Overly long interview process – If your interview process […]
Adland’s Battle Royale: Agencies Defend Turf As Ad Tech Moves In On Clients
http://adage.com/article/digital/agencies-defend-turf-ad-tech-moves-clients/244706/ An interesting article on the symbiotic rivalry between ad agencies and ad tech. It seems that the takeaway is that client/brand really needs both in varying degrees. Key insight from Quentin George “The application of data and understanding audiences is where real value is.” Absolutely. To which I might add, the understanding of data […]
Publicis Omnicom merge – Is bigger really better?
Publicis Omnicom Group: All the Facts You Need to Know The Advertising world has been abuzz over the merger of Publicis and Omnicom, creating the largest advertising agency in the world. Christened Publicis Omnicom (eschewing the catchier Compuglobalhypermeganet moniker) the new company would account for over $22 Billion in ad revenue and bring together agencies like […]
In search of the Purple Squirrel
The ever elusive purple squirrel – that hard to find, niche specific talent that combines a demonstrable track record of success with an established and highly desirable skill set along with that certain “je ne sais quoi”. http://www.ere.net/2012/06/18/the-strategic-recruiting-of-purple-squirrels-innovators-and-gamechangers/ This is a good article on the benefits of utilizing executive search for finding a purple squirrel. […]