Stats Clearly Indicate Mobile Is A Dominant Factor For Successful Recruitment Marketing
Employer Branding: Getting It Really Right
Whether a consumer or a candidate, an individual has to make the necessary progression from Awareness to Consideration to Decision. Before I can buy a product, I need to know it exists. I then need to be compelled enough by the product to consider it a meaningful option in the broader category of similar products. And then I need to be compelled at both an emotional (heart) and rational (head) level to select a given product over all other alternatives.
Why It’s Time for Companies to Start Exploring AI for Recruitment
There’s a lot of chatter in the recruitment space around Artificial Intelligence and its long-term impact on the recruiting and hiring process. One thing I’m most optimistic about is that, with most technology in its infancy, it’s only going to get better. But for now, marrying Natural Language Processing with a very dynamic and complex workflow is pretty incredible, to say the least.
Here’s How to Get Your Jobs on Google
The highly-anticipated launch is finally here! There’s no doubt Google for Jobs is going to have a major impact on the job search experience. So, as employers, it’s important to not ignore what’s happening. Understand it. Embrace it. Trust me – it’s going to be awesome!
Mobile Is the Primary Media Platform for a Majority of People—Including Job Seekers
The Smartphone (beginning with the introduction of the iPhone) is now 10 years old. Mobile is no longer a #media platform to be considered an alternative distribution venue or an optional, secondary means for reaching your target audience.
My first 100 days in the talent acquisition space
Fifteen years ago, I decided to break it to my family that I’m no longer on track to be a social worker and had instead decided to major in advertising. My family was pretty thrilled that I was entering into a familiar territory, as my grandfather founded an agency in 1951 specializing in recruitment advertising. It was important for me to learn about other facets of strategic communications – other industries, consumer journeys, disciplines, etc.
The live online testing of “Google for Jobs” has begun
While using Google in our daily work, we at Shaker Recruitment Marketing have been able to access one of the test-runs of the soon-to-be-released product. To offer a glimpse of how the product might roll out, we’re sharing some screenshots of some campaigns currently running.
Seven Deadly Sins Of Office Communication
At the SHRM Talent Management Conference in Chicago, Skip Weisman of the management consulting firm Weisman Success Resources, Inc. provided advice on workplace communication behaviors.
Aspirational Recruitment Prioritizes The Employer Brand For Generating More Efficient Talent Acquisition
Six years ago, in 2011, 5% of surveyed job candidates said they had hope, dreams and aspirations to work for specific companies before they applied for a job. In the most recent report by The Talent Board, 15% of surveyed candidates said they seek employment at companies which they are already familiar with and respect.
New Players & Acquisitions Entering the Recruitment Game, Recruiters Need a Custom Game Plan
As a Chicago native deeply rooted in the recruitment marketing space, there are two things I’ve been eagerly anticipating, and both have come to fruition this past year…the Chicago Cubs won the World Series, and talent acquisition is a whole new ball game, especially when it comes to efficiency and accountability.
A Powerful Partnership: What You and Your Recruitment Agency Can Do Together
It’s humbling. Almost everyone I know in Talent Acquisition, I’m proud to say, has told me how much they appreciate and rely on the partnership and consultative services that our recruitment marketing agency has provided for HR professionals over the past six and a half decades.
Attracting Employees With A Magnetic Mission
Bruce Temkin is not a direct or even indirect relation to me, but both of us and our companies (Bruce is with The Temkin Group and I am with Shaker Recruitment Advertising & Communications) do share an avid interest in the experience of employees and job candidates and how to attract the best employees for building superior employee productivity and retention.
BRAND FOR BELONGING.
At its core, brand is tribal. It’s about defining, inspiring, and nurturing a community of like-minded people who share values and an emotional connection to what a brand represents. Done well, the emotional attachment to a desired perception (or affiliation) can have even greater drawing power than a product or organization itself. Companies would do well to remember this when building and maintaining their employer brands.
At the end of the day going forward, I’m watching for these three things in 2017
1. A fare-thee-well to jargon and hackneyed language
Employer Branding All Grown Up: Thoughts for 2017.
For the new year, I’d like to share a few thoughts on employer brand—what intrigues me, where I believe there’s room for growth, and how organizations can create meaningful separation and top-of-mind preference in an increasingly competitive labor market.
Employers Demonstrate Their Loyalty To Local Areas By Using Local Media To Recruit
At Shaker Recruitment Advertising & Communications, we evaluate all appropriate means for generating applicant flow for our clients. We look at the quantitative and qualitative aspects of all available options to provide our clients with the practical and efficient means for reaching and engaging with qualified candidates for employment.
3 Things to Watch in 2017
As we start the New Year, I made a list of the three things I feel will trend in 2017. None of these are new, but I think they will take on new life this year.
Superior Performance By Companies With Aligned Culture and Communication Creates Productive, Retained Workforce and Higher Sales
Per a recent Aon study, 71% of employees in companies with misaligned corporate cultures have been identified as either “Passive” employees or “Actively Disengaged,” thereby most likely being more engaged with seeking new employers.
Increasing Labor Pool For Manufacturers By Targeting Millennials
Manufacturers need to better market their industry and the careers they offer to fill the growing shortage of trained workers; a gap of skilled workers projected to reach 2 million unfilled jobs in the next 10 years.
AICPA Survey Indicates Increased Optimism For Profits, Expansion, Employment, and Training.
Every first Friday of the month we receive an important measurement for the employment marketplace in the BLS Jobs Report. As crucial as those stats measuring previous hiring activity are for evaluating future recruitment strategies, surveys projecting future activity can be just as valuable.
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