’m just going to jump right into this one; no one wants content or complexity in their content, therefore, leads are just kind of a waste of space. Everyone wants sound bites, instead – 140 characters or less, preferably.
So if you hate reading, love infographics and think critical thinking or subtext kind of suck, you’re in luck. Forget nuanced blog posts or balanced argumentation or even BS business cases.
Here are 40 talent trending topics for all you non-readers (er, “thought leaders”) out there, explained in one line or less.
So, you want to write a B2B blog? While it sounds like a lot of work, in fact, it requires little more than following a few simple rules to make sure that you say stuff without saying anything, never offend a client or customer even a little tiny bit, and trying to push a product marketing agenda while making it look like you’re remaining ostensibly objective.
The goal of B2B blogging, of course, is not to entertain, educate or inform your audience – it’s to sell product. That means you don’t have to worry about your blog being good – the whole point is just having one. This, of course, makes you a thought leader by default.
Last week, I went to London to talk about creating killer recruiting content at RecFest (that’s #RecFest2 on Twitter). I don’t normally write event wrap up posts, but I kind of feel like I’d be a hypocrite if I didn’t, considering the topic, and the fact that I talked a ton about blogging. While I gave myself the out by giving “only write when you have something to say” as one of my purported ‘best practices’ (albeit with the disclaimer that those don’t exist when it comes to writing), I still feel like I owe Jaime Leonard and the entire Reconverse crew a debt of gratitude for flying my ass from Fort Worth, Texas to foggy Londontown. And trusting me to open to a room full of, well, right proper recruiters.
Because, as conferences go, it was brilliant – and in the American sense of good format, attendee ratio and venue (it was a friggin’ battleship, which beats the Las Vegas Convention Center). In the British sense of the word, it was also brilliant, but I can’t get away with saying that shit anymore than I could get away with calling a truck a lorry or the shitter a loo. Them’s fighting words where I’m from – much like “The Irish are a very competent and hard working people” to your average denizen of the Home Counties.
“And now the shit’s getting crazier and major; Kids younger than me, they got the SkyBrand pagers; Going Out of Town, Blowing Up; 6 Months Later, All the Dead Bodies Showing Up.”
-The Notorious B.I.G.
There is no single piece of technology that’s more universally despised throughout recruiting’s rank and file than applicant tracking systems.
That these cumbersome, rigid legacy systems, written on a code base that’s about as outdated cuneiform, should find themselves the target of such animosity is mostly deserved. And while a Biggie reference might seem out of date or weird in a post about ATS, the thing is, he was still around when most of the on-premise solutions still in use today were as new as Super Nintendo or Sega Genesis.
But while, as Big pointed out in Things Done Changed (a track released in 1996, the same year as PeopleSoft) it seems like, in his words, it seems like we’re still “totin’ techs for rep … we get hype and shit and start liftin’ shit … motherf*&%@, this ain’t back in the day, but you don’t hear me though.” I’m pretty sure I’ve had the same sentiment at almost every user conference for a legacy ERP I’ve heard in the past five years or so. If you’re in recruiting, the hustle hasn’t changed, and neither have the systems, frankly.
I’ve always thought that HR practitioners were kind of like puppets, with people with P&L decision making and executive management positions more or less manipulating this function by proxy while making the back office Betties and HR Business Partners (an oxymoron if ever I’ve heard one) be manipulated into thinking that they’re the ones pulling the strings.
I was recently called out on one of those “top secret” Facebook groups everybody’s in, the kind populated with the same kind of people who think that promoting “Exclusive VIP Access” to anyone who clicks a link, about why, exactly, SHRM keeps asking me back year after year. Her insinuation was that all I do is troll on SHRM hard, which, these days, is kind of true. This saddens me, but also means I feel obliged to write, in advance, my complicated and complex history with this organization.
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.
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.