Tag Archives: Recruiting Strategy

Let me be clear, I am advocating the aggressive recruiting of workers displaced during the current business turmoil. Now, of course, there’s no denying that through no fault of their own, a large number of people are currently having their work and family lives disrupted. Recruiters should realize that they have a unique opportunity to help out. They can offer top talent a better career opportunity.

When you’re struggling to acquire talent in these low-unemployment times, application incentives can be a key motivator and differentiator.

If you work in the conservative world of corporate or agency recruiting, it never hurts to occasionally take a quick look at the wild side of recruiting. Such a look is especially valuable if you’re looking for a competitive edge in recruiting (and who isn’t). You gain a competitive advantage when you place your recruiting messages where they will appear …

As seen on Talenytics.com by Gianna Legate Having recently read Dr John Sullivan’s article on Speed of Hire, Talenytics’ Chief Strategy Officer Howard Flint is left wondering whether or not it could really plug the current gap in hiring metrics. Speed of Hire is an interesting way of dressing up the traditional Time to Hire metric we all know and (sort of) love. Due …

Understanding Why Providing “the Right Information” Causes Women to Apply Let’s get right to the point. HR is way too often risk averse, it is not transparent, and withholds valuable information that would cause many more women applicants to apply immediately. In addition, talent acquisition, unfortunately, frequently “lumps” all diversity targets together. Its “one-size-fits-all” approach to diversity advertising content causes …

Have you seen this startling current job market statistic? For the first time in this century, there are more job openings than unemployed people. And this shortage of unemployed applicants means that you must shift your recruiting strategy from an unemployed/active candidate focus to one that emphasizes poaching currently employed talent. If you have noticed recently that your firm isn’t …

If your firm competes against serial innovation and top-market-cap firms like Amazon, Apple, and Google, you already know that you must match their “speed of innovation.” But you might not realize that to reach that speed, you also need “a future-acting workforce” in order to implement the new ideas generated by your innovative employees. Why Increasing Your Speed of Innovation …

There is currently little doubt among strategic recruiting leaders that recruiting must become more like corporate marketing. That’s because, among the hierarchy of business functions, marketing receives much stronger executive support and multiple times more funding than recruiting. If you’re curious why the corporate marketing approach is so much more strategic and impactful, it is because it emphasizes data-driven decision-making, …

As seen on LinkedIn Talent Blog (July 10, 2017). If you want to gain significant competitive advantage, you need to use strategies superior and different from your competitors’. The “act differently” principle for recruiting means that to successfully attract your industry’s top talent, you must separate yourself from your talent competitors by offering innovative but effective new recruiting strategies. We …

A white paper for distribution to talent acquisition leaders and other customers of College Recruiter. Professional sports lead the way in recruiting “game changer” candidates that are still untried rookies, while in the corporate world; most of the inexperienced are simply passed over. If you’re not familiar with the term “game changer”, they are high-impact hires that soon after joining …