10 Candidate Experience Statistics Every Recruiter Should Know
Posted on June 4, 2015 13 Comments
With hundreds of employers voluntarily subjecting their hiring process to the intense scrutiny involved in being adjudicated by nearly 95,000 applicant responses, the 2014 Candidate Experience Awards did more than just open the recruiting books up at some of the world’s biggest brands.
It also generated a ton of useful information for a cross-section of candidates – and the recruiters responsible for hiring them – at companies running the full gamut of industries, verticals, markets and talent needs, the sheer sample size serving as something of a microcosm for the job search of today.
Talk about big data.
Original Content.
Posted on May 15, 2015 10 Comments
I haven’t posted content here the last couple weeks, so while I was thinking about reposting one I actually liked from the corporate blog this week, I would crank out original content, instead. See, kids, original content is basically cocaine for digital marketers, and rather than ruin my search results by reposting stuff I own the intellectual property for, I thought I’d blow a few lines and crank out some one of a kind copy.
Talent Hacks.
Posted on April 29, 2015 1 Comment
As someone who gets to cover the glamorous and exciting world of HR and recruiting for a living, it might surprise you to learn that while I’m a professional writer, I can’t say B2B blogger made the list of things I wanted to be when I grew up.
Back in the day, blogs didn’t exist, but I’ve always been a connoisseur of disposable, commoditized content – and to some degree, the creator of it, having switched to this line of BS from writing formulaic screenplays, 120 interchangeable pages of Syd Field infused courier font and pithy plot devices.
I will say without a doubt, that as boring and repetitive as writing about recruiting can be sometimes, it sure beats the shit out of doing a 120 page screenplay on spec any day of the week.
High Times.
Posted on April 20, 2015 5 Comments
I go to a bunch of HR conferences, and all of them, unilaterally, have one common item on their respective agendas: drinking.
Whether that’s in the guise of a “networking event,” a “cocktail reception” or the many ancillary vendor-sponsored parties which inevitably occur with every show, the social component of every conference (and the most valuable takeaway from attendance) is built around booze.
Recruiting Wasn’t Broken Until You Came Along.
Posted on April 15, 2015 13 Comments
Every day, I’m lucky enough to get to talk to the people on the cutting edge of the recruiting technology industry; most of these are entrepreneurs who share a passion for their mostly cookie cutter products and the belief that, somehow, they’re going to help fix recruiting, which every single one seems to think is either “broken” or “a problem.”
The problem, at least as I see it, is actually entirely the creation of these companies looking to create a market for solutions and, in doing so, adding unnecessary layers of complexity to something that’s pretty straightforward and simple. Recruiting isn’t that hard.
If you know how to source, how to soft sell a candidate in the guise of a screen and how to present and package those candidates to hiring managers, you can fill a position with or without social, mobile, big data or automated matching algorithms.
Snark Attack 