Your source for remarkable recruiting strategies, tips and trends

  • interview questions for marketers

    Hiring a great marketer is more difficult than hiring a great engineer or a great salesperson. When hiring engineers, the college and work experience of the candidate usually applies directly to the job at hand. For example, if a candidate has a 3.9 GPA, an EE degree from Stanford, and has worked for 3 years at Microsoft, you pretty much know exactly who you’re hiring and why. Hiring salespeople is more difficult, as I pointed out in my previous post, “How to Hire a Great…

  • In case you need a stimulating read, here’s a great list for you. We took a look at the articles staffing and corporate recruiters shared the most on LinkedIn during the last 7 days and posted them below. This week Greg Savage shares an important insight with recruitment agencies: “Build a candidate acquisitions strategy around candidate INTENTION. Not getting their ATTENTION.” According to him, many staffing firms still operate with the old-school mindset of exhausting…

  • In the last few years, a handful of studies have illuminated shifts in the way we hire and think about candidates. Below are 5 of these studies. Hopefully they will inspire you and help you think ahead about some of the major trends that are affecting talent acquisition. 1. Google Reveals that GPAs are Worthless      Source: Google Google is in the top 10 of almost any “Best Employers” chart, meaning that the company could be extra picky when selecting who they hire. We have…

  • This October we are celebrating 5 years of Talent Connect. That’s 5 years of bringing together talent professionals to share stories, learn from one another…

  • linkedin global job postings

    In May, we began testing new ways to add some U.S. companies’ open roles to LinkedIn to give members access to even more career-advancement opportunities…

  • Every company wants to increase quality of hire. Since typically most top prospects are not looking, it’s important that companies design their hiring…