Earlier this month over 500 talent acquisition professionals attended Talent Connect Australia (scroll down to see the highlights from Twitter).
The day was packed with speakers sharing their stories and tips for overcoming your most pressing recruiting challenges. In no particular order, here are seven challenges and their corresponding solutions:
Every marketer craves a strong brand and an army of raving customer advocates. Today’s top HR organizations are borrowing heavily from their marketing colleagues’ toolkits as they build strong employer brands and talent communities.
The story is no different in India, where talent brand is the new wave of attracting and acquiring desired quality. 77 percent of India recruiters agree that employer brand is a top priority for their organization and 90 percent of Indian companies are either increasing or maintaining their investment in this area.
You’ve probably used or heard about many of LinkedIn’s tools for employer branding. Lots of options can be overwhelming though. Sometimes a handy list with everything in one place is just what you need.
No matter where you are in your talent brand journey – starting out, making a modest investment, or going all out for best-in-class branding – we can help. Best of all, often the only cost is your time.
Anniversaries are funny things. They can make us nostalgic (“I can’t believe its been ten years since we got married. Man were we naive…”), panicked (“It’s been HOW many years since I graduated?”) or proud, (“Look at how much she’s grown!”). But the best thing about anniversaries is their ability to make us look ahead and imagine what could be at the next one.
Earlier this month, LinkedIn celebrated its ten year anniversary. Because those of us in LinkedIn Talent Solutions live and breathe recruiting, we asked some talent acquisition leaders, “What will recruiting look like in ten years?” and challenged you to make your own #Recruiting10 predictions for the industry. In true recruiter style, you were not shy about doing so! Below are some of our favorites:
I’m dumbfounded that recruiters run these great searches, find some names of great people, than send some InMail that uses the word “awesome job” or “great career move”, and then wonder why nobody responds.
The key point is that your message is phony. To the receiver it just doesn’t ring true. They know it’s sent by some recruiter who doesn’t know the job, the industry or the hiring manager. So why should they waste time responding?