When I had to hire a recruiter (I’ve hired a few of them over the years, they know all the tricks so it’s kind of hard), I’d always throw this question in there:
If you had to recruit for the same role for the rest of your career, what would that role be and why?
It’s a stupid question, but I got some interesting answers. You should try it – it actually works for almost any kind of job with a little find & replace action. I’ve never been asked this myself, so I haven’t had to really give my job seeker answer of “whatever was the most mission critical position in the company.” Boom. But I have given it some thought.
Candidate experience is another one of those terms recruiters just can’t seem to shut up about. But unlike the blizzard of buzzwords mostly designed to sell consulting services and content marketing, it’s one that, if anything, we should all be talking about more. The reason is, unlike, say, employer branding, candidate experience is actually a concept that has real impact on real people and real recruiters every day.
I was watching the movie The Internship (don’t ask), and my big takeaway, even with my fancy degree in film, was this: how the hell did Google get a feature film for an employer branding initiative? I mean, it’s not enough that they’re already the most InDemand employer according to LinkedIn, which obviously means it’s totally true – they’re also the top rated company to work for on almost every such list out there. Then, I had this admittedly nerdy thought: I wonder what ATS Google uses?
I was asked to contribute a few thoughts recently on how a particular Twitter chat changed my life, or something similarly specious. Instead of looking like I actually intrinsically endorsed this particular chat, I decided to devote an entire post to it, and others like it, which to me more or less encapsulate everything that’s wrong with social media.
When your vendor talks about SEO for Recruiting, what they really mean is that SEO for Recruiting is one of those terms that sounds really cool, even though they have no idea what the hell SEO for Recruiting actually means.
Which is ironic, because they’re using excellent keyword density. They always do. At least according to this research that’s conveniently protected by a firewall.
Here’s how to decode some of the highest ranking, highest volume, but mostly meaningless messaging used by HR Technology vendors. Because you don’t want to be collateral damage when it comes to product marketing.
I read a ton of blogs, participate in a lot of Twitter chats (or as I call them, “pithy parties”) and listen in on a lot of presentations about trends in talent acquisition and HR technology. But what’s trendy among the industry “influencers” who need your company’s cash to keep the lights on don’t necessarily jibe with the stuff that really matters to candidates and employers.
Here are three hot topics that drive a ton of talk but very little value unless you’re a consultant with a specific agenda in mind: Read More