Hire Strategies Blog

B2B Marketing vs. Recruitment Marketing

I wrote a post earlier this week Corporate Recruiters help Agencies thrive and survive. Well, in the business world of marketing it seems life is not much different when it comes to automation and tracking!

Graduate Recruiters take note: Students attend class through screening technology

According to a recent survey by Intercall students in the US are attending their courses "virtually" rather than in person. This may not be that new i.e. students lie in bed rather than attend lectures (not true of course!) but now, they can lie in bed and watch the lecture online or a recorded version etc. You can read more about this www.intercall.com.

What is interesting though is how this could impact graduate recruitment. We are about to enter the graduate recruiting season and let's be honest, it is must be a full time activity applying for graduate vacancies with every major employer having their own online process. This does not of course stop our eager beavers putting in those job applications leaving the recruiters with thousands upon thousands of applications to trawl through. Then there are all those assessment centres to attend and whatever else is in play. I just wonder if webinars could play a part in the process to:

• Better inform candidates.
• Filter out the time wasters.
• Grab the best early on.

Or does one just accept the deluge and consider it "business as usual"? Just a thought.

Corporate Recruiters help Agencies thrive and survive

An interesting post on Stephen O'Donnell's blog Aye Right called The end of the CV database started me thinking about how the whole issue of "who owns the candidate". The person who really "owns" the candidate is of course the candidate but they go where they choose to get a job; be it direct or indirect. But don't for one second think that direct is always the best route. Retailers continually fight off the manufacturers in the same way that Agencies will continually fight off corporate recruiters.

Hey you with the flashy career site.....

I am still asked "Who has the best career site?" There are many great looking sites but that means nothing if the owner has no idea about measurement and performance. Using a swimming analogy, the training needs to be specific for the race. Times show performance and levels of improvement. Training is tweaked accordingly based on results. And on it goes. Clear goals in mind, specific activities to improve performance, measures to show improvements/losses.

Employer Brand + Facebook = Great Referral Model

I blogged about the concept of integrating a career site with a Facebook Page in February but this takes it a step further.

Converting passive candidates to join your talent pool

The Talent Pool. The holy grail of recruiting. Many recruiters claim to have one yet in reality very few do. But the technology has been out there a long time and the concept is not new. So what should you be doing?

The Corporate Recruiter Survey 2010: How effective is your direct resourcing?

Pretty much every employer wants to recruit people direct yet so many are failing to make any real impact instead forever fire fighting the deluge of urgent vacancies. So what's going wrong and what can you do to fix it? Take our 5 minute survey and in 4-6 weeks we'll share the overall results with you in a FREE report.

• Compare your activities against others by company size and industry sector.
• Find out what volume of vacancies you should be managing.
• See if others have the same attraction challenges.
• Find out if technology is helping or hindering.
• Get access to idea's to help improve your recruitment performance.

ATS vendors - where next?

Following on from the Stepstone acquisition of Mr Ted what else may be on Mr Parkers shopping list? Is it just acquisition for growth or acquisition to expand the depth of their product offering. The likes of Amazon and Tesco have expanded way beyond their roots and Stepstone appear to be following suit. But the focus for most of the ATS vendors has been downstream of the application process into the talent management space whilst the likes of Success Factors are trying to push upstream. But I think their is a massive gap upstream for the ATS vendors.

Are you looking?

I am reading a great sales book at the, moment where the author demonstrates how around only 3% of people are actively buying at any time.

Yes, some may buy under certain circumstances, but only 3% are actively in the market right now. Some may be interested if there is a great offer. Or may be looking in 6 months. Some won't be looking right now under any circumstances. But, the key point is that if only 3% are actively buying right now, what is your strategy for survival? Cold call the 3% more often than your competition? Well, that's what most agencies do.

Create a recruiting culture right from the top

I have lots of people attend my workshops. Other people can make similar claims. But recruiters need to start at the top. Training you lot is all well and good but your boss, and their boss, and the one above them; they are better recruiters than you are. So we ALL need to be training them.

I'm glad to say in some organisations we are. We are getting the very Senior Management (C level) onto sites such as Linkedin. That great sales person would rather connect with your Sales Director than you. The senior Buyer wants to connect with your Buying Director. The potential Store Manager wants to connect with the Ops Director. You get the point. We ALL need to start at the top. Getting buy-in at the top will also get your own advanced training signed off a lot easier as well. Once results come in, the rest of your career will develop at the same rate.

Not convinced; I'll show you. Watch this space.

Convinced? Get in touch to find out more.