I like to think of technology recruiting as a love story. Just like people go through the journey of life to one day find themselves stumbling across their true love, tech talent is just waiting to be wooed by the employer of their dreams in order to make a move. So what are you doing to win them over?
The innovators who change the world all have something in common: they think differently. Individuals like Jobs, Gates, Carnegie and Bezos have developed and originated ideas, markets and technology that were, by others, unimaginable. How did they become such innovators? Simply put, they used an alternative approach of thinking. In my opinion, “alternative thinking” is the backbone of advancement and has an infinite amount of value when developing a method for alternatively sourcing candidates. Recruiters use alternative recruitment methods to contact individuals thought to be unreachable, and there is no “one size fits all” alternative method of sourcing; it hinges on the recruiter, the employment brand and the talent community.
The healthcare industry has been hit hard by the skills shortage, and therefore the demand for qualified healthcare professionals continues to grow. To overcome the need, healthcare recruitment requires scalability and agility to land credible talent. This week, March 15-21, is Healthcare HR Week and is designated to recognize human resources professionals in hospitals and non-hospital organizations across the nation. Some of the daily issues they face include employee relations, health care reform and wellness.
Have you ever heard employers tell candidates, “We’re a lousy company to work for?” I doubt it. Most employers say they are great places to work. Not surprisingly, candidates are skeptical of this common bit of lip service.
So how do you show jobseekers that your company really is a great place to work? How do you make sure your recruitment marketing is genuine, distinguish your company from your competitors and make your employment brand stand out?
In times of change learners inherit the earth; while the learned find themselves beautifully equipped to deal with a world that no longer exists.” Eric Hoffer, philosopher and author
As the job market evolves to the candidate’s benefit, recruiters are finding the landscape more competitive. Skills that were once enough, no longer fit the bill. Recruiters now have to learn to develop new skills along with discovering how to leverage effective processes from other aspects of the business. Specifically, talent acquisition has a lot to learn from marketers, but recruitment marketing is more than just aligning recruiters and marketers behind your employment brand.
March, what an eventful month. There's employee appreciation day, NCAA March Madness, Women's History Month... Pi Day (a nod to my fellow nerds reading this). This month also happens to house the one event many artists, foodies, musicians, cinematographers and technology-enthusiasts look forward to all year – South by Southwest (SXSW). SXSW provides a platform for some of the world's brightest, most forward-thinking people to come together and share ideas, past successes and failures (and future ones) and occasionally conceive something brilliant together in a whirl of scrumptious SouthBites, late-night comedy jams, tear-evoking keynote sessions and indie music magic-filled evenings.
John F. Kennedy’s famous words, “Ask not what your country can do for you, but what you can do for your country,” are part of one of the most iconic and memorable speeches in U.S. history. Ironically, this historic line can directly apply to today’s employees, “ask not what your employees can do for you, but what you can do for your employees.” It has always been clear to me that the people who make up WilsonHCG are the reason for our success as an organization, and for that I am incredibly grateful. And while it’s important to hire people who will show you what they can do to help your company grow and innovate, you must show them what your company will do for them.
With all of the attention and articles geared toward millennials about how they can improve their resumes and find the perfect positions, it made me ponder another area that hasn’t been as widely publicised – how to recruit graduates in the UK. Many businesses still seem to be struggling to fill all of their graduate vacancies. With this in mind, I wanted to explore some of the challenges faced with graduate recruitment in the UK and how roadblocks can be overcome.
It's easy to have a page on your company website devoted to diversity and inclusion initiatives, but what good are these without committment from your employees? Diverse thinking is a necessary ingredient for a company to remain innovative. One of the many benefits of diversity within a company is that there's never a shortage of creative ideas and different solutions to keep it moving forward.
When thinking about proactive recruitment strategies, Taylor Swift typically does not come to mind. However, the pop icon who has five albums under her belt and a relationship with her fans unlike any other celebrity certainly knows how to build a strategic business plan. In particular, Swift's latest album provided the opportunity to showcase her keen business sense and high-touch relationship with not only her fans but the media as well.