A well presented employment brand is an effective tool to attract and even retain the right people, but as with all things recruiting it has to be real; the brand, the message, the images. Your potential candidate is smart and will use his or her social media network and tools to insure your message undeniably represents the real brand.
Your ability to listen is the most critical talent you’ll need to succeed in your career. However, only about 10% of us listen properly, according to several psychological studies published at www.CareerCast.com. In fact, most of us don’t know how to listen intelligently, systematically and purposefully.
We talk about “top” talent and “top” performers, but how do you know you’ve reached the “top”? Is there some kind of altitude marker? A sign that reads “Welcome to the Top”? Unfortunately, no. But out of all the recruiting metrics in your talent capital toolbox one indicates a recruiting job-well-done above the rest: Quality of Hire.
Recruiting is not an easy business. While some may argue that it’s simple, that viewpoint is often skewed by the position a recruiter finds him or herself in. For third-party recruiters, the maxim, we find people for jobs holds true and the interaction may stop one to two weeks after the candidate’s first day. Meanwhile the corporate recruiter is not only expected to interface with marketing to create an employment brand but to sort through employee referrals, job board advertisements and a complex legacy system to find the right candidate. But even these examples don’t begin to cover what recruiters all over the world do day in and day out.
We all have the same 168 hours in each week, but there are some who seem to accomplish so much more than the average person. Often we connect this to their ability to manage their time effectively., but are they really managing time? They have the same 24 hour days as everyone else, but what they are managing are their actions.
We have been surprised by the diverse opinions surrounding the question of whether Volunteers should be treated as employees for purposes of conducting background checks per the Federal Credit Reporting Act (FCRA) and state laws. This article seeks to highlight some of the questions organizations who engage Volunteers should ask themselves in determining an answer to this question.
Some human infrastructures are ‘rigid’ and can’t move with the winds of change. Others are ‘diffuse’, like a house on makeshift stilts that could collapse without warning. If we can identify the characteristics of a human infrastructure that is coherent — an organization in which human synergy is optimized for cooperation and value creation — we can control for successful team performance, while simultaneously mitigating risk.
With all the fires we have to put out daily, is it really surprising we have no time left to build our skills, network for our career path, or plan adequately and be proactive about creating strategies? If we can barely come up for air once a week, then how are we expected to decide which new tools we test or invest in?
One of the keys to any successful employment, consumer, or other marketing campaign is to well integrate it with your other marketing efforts. The emergence of social media options this past decade created a real double-edged sword for a lot of organizations because few understood how to use social media and even fewer how to integrate their social media campaigns with the campaigns they were already running.
Every month, there are over 226,000,000 job related searches on Google. Vertical search engines are also gaining momentum with over 20 million monthly unique visitors. The fact is that job seekers are now using search engines to locate opportunities that they would not otherwise find through more traditional job search channels. This means that in order for candidates to find your jobs, they need to be optimized for search engines.
