It’s understandable that some companies, given limited resources, are unable to engage outside sources for their talent acquisition needs. Some companies have successful in-house teams that are capable of finding and engaging top talent. But the truth is that most do not. On the surface the “upfront” cost of hiring an executive search firm can […]
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It is time for Brand Strategy + Talent Strategy to connect
Over the past several months we’ve spoken with a number of potential clients about challenges facing their talent and recruitment strategy and have found there’s a common thread that points to the core problem. While these companies vary in team size, revenue and culture, they’re all experiencing challenges in finding and on-boarding the right people […]
The Future of Recruitment: Executive Search 4.0
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. […]
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” […]
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 […]
The 10 Strengths of the Advertising and Marketing Agency of the Future
Good article, you can read more here http://bit.ly/4ewAC0 Summary of the 10 Strengths Advertising Agencies should have going forward according to a survey conducted by Sapient of more than 200 CMOs and Senior Marketers that are responsible for the digital spend. Greater knowledge of the digital space More use of “pull interactions” Leverage virtual communities […]
Executive Hiring Best Practices: Scarcity vs. Abundance Models
When hiring for top talent, your focus should start with setting a strong strategy and then tactically executing that strategy. Very often companies employ the exact opposite methodology. The strategic decision has to be centered on whether to employ a Scarcity Model or and Abundance Model before the hiring process begins. An abundance model is […]