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.
Running Numbers: The Social Recruiting Shell Game
Posted on April 14, 2015 9 Comments
As someone who’s more or less grown up with the commoditization and corporate adoption of social media, and as someone who gets paid to do this stuff, I’ve seen a huge shift in the way analytics play a role in informing that particular marketing function.
In fact, because it’s more or less a fire hose of structured data tied up in a bow of integrated APIs, social media has become the canary in the coal mine when it comes to analytics—the earliest adopter of some of the most advanced approaches to collecting, interpreting and visualizing the billions of input points going on at any time in real time.
The ability to forecast the relative volume of search engine queries or the reach of a target professional demographic segment on social is how people get paid on the Internet, after all.