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 […]
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 […]
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 […]
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. […]
“Corporate directors identified talent management as their single greatest strategic challenge”
This is a very interesting blog post on Harvard Business Review on the survey results of 1000 Board Members on the success (or rather the lack of success) of talent management. bit.ly/142U4oF “ Corporate directors identified talent management as their single greatest strategic challenge.” They define the nine dimensions of talent management as attracting top […]
Prepare your team to ace the interview
This is a blog post on a job seeker handling a weak interviewer. http://www.linkedin.com/today/post/article/20130515222938-15454-job-seeker-s-counterattack-handling-the-weak-interviewer But the bottom line is that the job seeker shouldn’t have to handle a weak interviewer because if your company is trying to build the best team, it needs to understand that the interview process is a two way street and […]
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 […]
Technology Cannot Replace Talent
There’s been so much talk of technology replacing the need for recruiters and executive search consultants lately. Whether it’s Linked In or some Silicon Valley start up, there’s always a buzz around the next big technology startup to take human interaction out of human capital and the equation of finding a new team member for […]