When fitst viewed, the recruiting problem looks simple. Really, though, there are so many nuances that generalizations end up being the source of problems.
The difference between bravery and foolishness is hard to distinguish in the sorts of people who are willing to bet it all on their ideas.
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If you missed the Webinar I held with RecruitingTrends.com on Wednesday, here are the presentation materials. – John Play mp3 Audio from Presentation The Flow of Social Technology In HR and Recruiting View more presentations from John Sumser
Conventional wisdom is that job boards have a short life expectancy. Here are two interesting examples that suggest something quite different.
The key to 21st Century marketing effectiveness is a combination of intimacy and search engine friendliness. A surprise branding challenger emerged at last month’s Recruiting Innovation Summit.
It’s hard to explain how different the world looks when you shift your focus. What seems subtle or obvious at first become the foundations of a whole new way of seeing things. Things change when you change the way you look at them.
With an iPhone, an Android, an iPad and my sleek MacBook Air crammed into my briefcase I hit ten conferences and two analysts confabs in less than seven weeks. I watched my workflow and thought about Mobile Recruiting. There was not the slightest opening for the consumption of advertising of any kind. The few bits of text spam I got made me mad. Where does mobile recruiting fit in all this?
Scant attention is being paid to the root cause of resume overflow and bad candidate experience. Poorly written job ads. We need copywriters to both reduce the flow of errant resumes and improve the candidate’s experience.
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