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Now more than ever the ability to develop and deliver an effective recruitment strategy is imperative. Candidate lifestyles have changed dramatically over recent years and many companies are still behaving as though it is 1985. Candidates and people in general are on the go more than ever and using technology in ways we never imagined. Social relevance, personalized experiences and transparency in activities and communication are prevalent in this wireless inter-collaborated world we now live in. The days of help wanted signs and newspaper job ads has passed and now people with media power and large advertising budgets are competing against no or low cost methods like a blog or webcam to post information. The mindset of recruiting departments needs to move from spending money, time, and resources developing processes and tools to screen people OUT and begin to embrace the media tools of today and focus more on what a company’s recruiting message should be to invite the right type of profiles IN. This can include better analyzing a career website, how it is indexed, and the verbiage used for web engine crawlers to tag, including RSS feeds that potential candidates can opt-in and receive information when it is convenient for them. Organizations should evolve their mindsets to opening their virtual doors to allow people to get to know them. Because if they don’t, then bloggers, tweeters and other internet groups will do this for them, which can have positive or negative results. This being considered, it is important for you to evaluate the tools in your recruiter’s toolbox, remembering it is not about the quantity of tools you have but more importantly the ability to understand and effectively utilize the tools. A lot of people are talking on the web today, but are they listening to YOU?
The internet is overwhelming; a sourcing toolkit should be tight, but effective. And remember – it’s not the tools that make the difference in a sourcing toolkit, it is the expertise of the people who use those tools to attract the right talent for an organization. Combined with energizing recruitment marketing/messaging (i.e. ‘what is the story you want to tell candidates about your organization’) and a fluid process and technology, an experienced and effective sourcing team can position you for success.
Join this webinar where Zachary will share his *top twenty* list of recruitment tools/tips to keep in mind for your recruitment team. All of these can be applied within your organizations talent acquisition strategy the next day! Special guest Cade Krueger, VP Sales & Business Development at EnticeLabs, will also be joining to provide a case study of practical application and results!