No good relationship begins with the proposition that it will depend on my understanding of the value I’ll get. They begin with the question “What value can I give?”
Most software products and services are developed in the absence of clear understanding of the customers. That’s a good part of why technology adoption rates are so low in practice.
Although it may seem overwhelming at first, you should be able to identify the people who are likely to become a part of your workforce, the various sources (schools, competitors, adjacent industries) from which they will emerge.
Like a Beatles Renaissance, the War For Talent is Back (for Real) Bruce Steinberg is the labor economist who is most focused on staffing issues. If you’re not subscribed to his monthly newsletter about the Employment Situation, now’s the time to sign up. Bruce’s crisp analysis helps see the national underpinnings of the recruiting problems […]
Like any Recruiting methodology, referrals have their place. They can be a short-cut to the perfect employee or cause culture-rot if managed without care.
Chris Hoyt appears to have weathered the storm and prospered. It’s probably because he’s less interested in the credit than he is in what he can get done. Hoyt is responsible for the design, implementation and sustainability of PepsiCo’s global digital and social recruiting strategies inclusive of managing Internet communities, analytics and 3rd party recruitment partnerships.
The current offerings in social technology are early demonstrations of ideas that will mature in the coming years. Data collection and distribution are currently far more important than the supposedly social aspects of the technology.
Local Recruiting doesn’t mean narrowing your search. It means starting locally and working up. It means connecting with half of U.S. workers. It’s where small and growth and tech and innovate and patent and yes hang out.
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