Quantcast
Subscribe!

 

Enter your email address:

Delivered by FeedBurner

 

E-mail Steve
This form does not yet contain any fields.
    Listen to internet radio with Steve Boese on Blog Talk Radio

    free counters

    Twitter Feed

    Entries in Recruiting (171)

    Wednesday
    Nov232016

    HRE Column: On Recruitment Marketing

    Here is my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech that can be found here.

    This month, in the aftermath of the recent Talent Acquisition Technology Conference and thinking about all the innovative and potentially disruptive HR and talent acquisition technology solutions that continue to appear in the market, I thought about how much I have heard and seen lately about the concept or category of 'recruitment marketing.'

    Both at Talent Tech and at the recent Smashfly Transform event, the strategies, tactics, and technologies that HR and talent acquisition leaders are employing to define and communicate their unique employer brand and value proposition, as well as find, engage, and convert their targeted candidate communities were on full display. This field or category of recruitment marketing has seemingly emerged from the combination or confluence of a tight labor market, powerful and purpose-built technologies, and HR and talent acquisition strategies that are leaning heavily on consumer marketing precepts and concepts. 

    It is a really exciting, interesting, and fast-moving time in this new recruitment marketing space, and I thought it would be fun and hopefully valuable to share with HR Executive readers my thoughts about this new and emerging space. I came up with a few observations for my latest HR Executive column.

    From the HRE piece:

    One of the highlights of the recently concluded Talent Acquisition Technology Conference was the emphasis on recruitment marketing as an emerging new recruiting discipline. The definition of recruitment marketing is pretty straightforward: "the strategies and tactics an organization uses to find, attract, engage and nurture [sought-after people] before they apply for a job, called the pre-applicant phase of talent acquisition." (As an aside, you know a new concept has "arrived" when it has a Wikipedia page for its definition.)

    In some ways, recruitment marketing is just the natural extension of the widely discussed "HR should act more like marketing and/or sales" argument that has become popular in recent years. While that argument has indeed proven durable, it may not always be appropriate in all cases, as George LaRocque from HRWINS, one of the conference speakers, pointed out. LaRocque correctly showed that, while most consumer marketers serve only their ultimate external customers, recruiting leaders and recruiters often serve several kinds of customers: candidates, hiring managers, and even HR and organizational leaders.

    But even if there is not a perfect analogy between recruiting and sales/marketing, many progressive organizations and talent-acquisition leaders are successfully using consumer-marketing strategies, tactics and approaches to more effectively "market" their organizations and employment opportunities to potential candidates. This discipline of recruitment marketing has indeed emerged and grown more prominent in just the last few years and since not all HR leaders might be completely familiar with the concept and approach, I'd like to explore at least a few important points and share some thoughts on how HR and organizational leaders can begin to incorporate these ideas into their talent acquisition strategies.

    Why is recruitment marketing different than just posting job ads?

    In her closing keynote at the conference, Stacy Zapar presented a comprehensive review of the many strategies organizations can and perhaps should employ to more effectively define, communicate and market their unique employer brand and employee value proposition to the candidate marketplace. While posting specific job ads on the company careers page and ensuring these ads are distributed to additional outlets such as Indeed or LinkedIn are certainly part of most organization's candidate-attraction strategies, Zapar correctly emphasized that these efforts are only a small part of the optimal overall recruitment-marketing strategy.

    Read the rest at HR Executive online...

    Good stuff, right? Humor me...

    If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and rake your leaves car or clean out your gutters or even help you re-purpose the Thanksgiving leftovers. 

    Have a great, long Thanksgiving weekend!

    Thursday
    Nov172016

    PODCAST - #HRHappyHour 267 - Recruitment Marketing, Branding, and Technology

    HR Happy Hour 267 - Recruitment Marketing, Branding, and Technology

    Hosts: Steve BoeseTrish McFarlane

    Guest: Jared Nypen, GreatClips

    Recorded live at SmashFly Transform in Boston, Massachusetts

    Listen to the show HERE

    This week on the HR Happy Hour Show, Steve Boese was joined by Jared Nypen, Director of Talent Acquistion for GreatClips, With more than 4,000 franchised salons throughout the United States and Canada, Great Clips is the world’s largest salon brand. Great Clips franchisees employ 40,000 stylists who receive ongoing training to learn advanced skills and the latest trends.

    On the show, Jared shared how he and his team support the GreatClips franchisees with their talent acquisition, recruitment marketing, and employer branding programs and needs. Jared shared his perspectives on the emerging category of recruitment marketing, and how recruiters need to develop and sustain their own employer brand distinct from the consumer brand through these marketing efforts.

    Additionally, Jared shared some of the strategies and technologies that he and his team have engaged with in order to enable, scale, and measure the effectiveness of these branding and strategy programs and ultimately help GreatClips get more than its fair share of the available talent in a competitive labor market.

    You can listen to the show on the show page HERE, or by using the widget player below (email and RSS subscribers click through)

    This was a fun show, thanks to Jared for sitting down with us, and thanks to SmashFly for having the HR Happy Hour at the Transform event.

    And of course, thanks to our HR Happy Hour Show sponsor Virgin Pulse - www.virginpulse.com.

    Reminder: subscribe to the HR Happy Hour Show om iTunes, Stitcher Radio, and all the podcast player apps - just search for 'HR HappyHour' to subscribe and never miss a show.

    Friday
    Nov042016

    PODCAST - #HRHappyHour 266 - iCIMS and the Talent Acquisition Technology Suite

    HR Happy Hour 266 - iCIMS and the Talent Acquisition Technology Suite

    Hosts: Steve BoeseTrish McFarlane

    Guest host: Madeline Laurano

    Guests: Colin Day, Chairman and CEO, iCIMS; Susan Vitale, CMO, iCIMS

    Listen to the show HERE

    This week on the show, Steve Boese and special guest host Madeline Laurano are joined by leading talent acquisition technology provider iCIMS Chairman and CEO Colin Day, and iCIMS CMO Susan Vitale to talk about the current state of the talent acquisition technology market, and the importance of dedicated, purpose-built technology to support organizations in their recruiting efforts.

    Additionally, we talked about the need for organizations to better integrate their different talent acquisition technology solutions with their 'core' systems, and how iCIMS is approaching that challenge and providing a platform to enable organizations to build integrated solutions.

    We talked a little about 'big data'.(don't cringe), and how iCIMS is leveraging the information and insights that come from having millions of applicants and job postings from their thousands of customers pass through their platform. One of the promises of SaaS HR technology was that each customer would be able to learn from and take advantage of aggregated information and intelligence that can be developed from the massive amounts of data and transactions that happen across the entire customer base, and Colin and Susan shared how iCIMS is taking steps to make this kind of 'big data' intelligence a reality for their customers.

    You can listen to the show on the show page here, or by using the widget player below, (Email and RSS subscribers need to click through)

    This was a fun show, thanks to iCIMS for hosting the HR Happy Hour!

    Reminder, subscribe to the HR Happy Hour Show on iTunes, Stitcher Radio, and all the podcast player apps, just search for 'HR Happy Hour' to subscribe and never miss a show.

    Monday
    Sep192016

    PODCAST - Research on the Rocks #2 - Recruiting, Technology, and Candidate Experience

    Research on the Rocks #2 - Recruiting, Technology, and Candidate Experience

    Hosts: Madeline LauranoMollie Lombardi

    Guest: Gerry Crispin, CareerXroads

    Listen HERE

    Here at Research on the Rocks, we love talking about data. Luckily, we aren’t the only ones. On this week’s episode, we are live from IBM’s HR Summit in Boston with Gerry Crispin, co-founder of CareerXRoads and The Talent Board. He is in the process of gathering data for the Talent Board’s annual Candidate Experience survey where his team is currently, receiving 10,000 survey responses a DAY. So, we were more than a little excited to have Gerry as our first guest on the show. Listen in as we discuss IBM’s value proposition, the strategies for collecting and analyzing data, and why the word “best” isn’t exactly the best.

    You can listen to the show on the show page HERE, or by using the widget player below, (Email and RSS subscribers may need to click through)

     

     

    This was a fun and interesting show - thanks to Gerry for joining us!

    Remember to subsribe to Research on the Rocks and all your favorite HR Happy Hour Podcast Network shows on iTunes, Stitcher Radio, or your favorite podast player app. Just search for 'HR Happy Hour' to subscribe and never miss a show.

    Wednesday
    Aug172016

    VIDEO: "Alexa, I hate my boss"

    Earlier this year I blogged about and Trish McFarlane and I did an Episode of the HR Happy Hour Show loosely based on the annual Internet Trends Report by famous analyst Mary Meeker. In the most recent report, a fair bit of time was given towards the increase in capability and use of 'voice interfaces', e.g. tools like Siri, Cortana, and Amazon's Echo device.

    Check out the video below from HR Tech provider ZipRecruiter on what an HR/Recruiting use case of the voice interface might look like incorporating Amazon Echo, (and it's 'Alexa' persona), and ZipRecruiter's database of open jobs. The video is really short, take one minute to check it out, then some closing thoughts from me after the clip. (Email and RSS subscribers click through).

    Pretty cool, right? I admit it is kind of a simple, almost too simple example of the voice interface, (and I grant that this may even be 'real' functionality, just kind of an example), but I still was intrigued by the possibilities and potential of voice interaction with smart applications like Alexa to facilitate finding information and effecting interactions.

    You could pretty easily imagine this video continuing with Alexa alerting the job applicant that her application is being considered, and suggesting a few times for an interview with the recruiter or hiring manager. Or maybe even the pre-screening type questions could just be 'asked' by Alexa right after the application is received, and the applicant can just have the conversation with Alexa rather than a HR phone screener.

    At any rate, I thought the video and the application was very cool, I am not aware of any other HR tech provider working on something like this, so cheers to ZipRecruiter for thinking about the future and how technology will change the way we interact with talent and talent technologies.

    Happy Wednesday.