Hire Strategies Blog

Should the disruptor recruit from the disrupted?

This is more of an open question than an answer. Maybe a track for someone at TRU London?

If for example you are a media platform, trying to change the model from the old classified model to a performance based model does it make sense to hire sales people from the businesses you are trying to disrupt? If you hire enough of them won't you end up with replicating a similar culture?

Or is it simply that the buyer is still the same and that's what matters. The classified sales people know who they need to sell to and how to get past the same old gatekeepers and in reality a salesperson can sell whatever they are given (assume same industry different package).

It's more of a question for recruiters really but someone once told me that it's the quality of the questions you ask that matter rather than the answers you give! 

Employer Brand Marketing Guide

I launched the Employer Brand Marketing Guide just under 24 hours ago and as I had hoped it has had a lot of initial interest.

Maybe not an amount that some of the big boys would expect but just over 100 downloads in less than 24 hours is big in my little world!

But more importantly, the whole Employer Branding or EVP part of recruitment is what seems to be so underperforming for so many. But why is that?

Is it due to lack of investment or lack of understanding within the business/recruitment?

So if you want to be in the know, best you get yourself a copy of this guide and join the ever growing army of soon to be expert recruitment marketers.

You've gotta be in it to win it!

www.hirestrategies.co.uk/EBGuide 

Why Facebook Graph Search is NOT a recruitment silver bullet

Of course it's the latest social toy so everyone will think it's the next job board/agency killer but guess what, it's not!

Make IT in Ireland by John Dennehy, Zartis.com

 

Companies compete for talent at different levels. Rarely do similar companies hiring for similar positions agree to work together.

We’re betting that it’s a good thing to do. Last week we launched a project called Make IT in Ireland (www.makeitinireland.com), a website and social media campaign to showcase the careers and companies in Ireland’s tech sector.

Twitter, Facebook, Google, Microsoft, Symantec, Intel and Oracle are the companies behind it. All of them are hiring in Ireland.

Why did they do it?

To increase the size and quality of the local talent pool!

LinkedInstein

The more you cosset the monster the more you lose. Maybe you need to be thinking ahead this time?

Great candidates are NOT hard to find; you are.

If attracting the right candidates for hard to find (niche) roles is so hard, then stop hiding from them.

In-house Recruiters; burn your agency SLA's and get recruiting!

(image source)

You're either doing the recruiting yourself or you're not and if you're not then surely you are a procurement manager not a recruitment manager? But you'll protest of course that you need your agency SLA's because.....

Don't let the channel become the destination

The day you encourage your candidates to join LinkedIn to manage your entire recruitment process is the beginning of the end. LinkedIn is just a channel; it cannot be your ultimate destination. 

Recruitment landing pages that convert candidates into hires

With so many new ways of recruiting, the basics are too often overlooked. Something as unsexy and simple as a landing page can make average channels great, but get them wrong and you'll be throwing money down the drain. Oh, and they can be made sexy with a few social buttons and mobile templates!

Tesco long term success underpinned by 8,000 extra staff in stores

In amongst a digital revolution, new in-store signage and refreshing all stores, growth still requires the right people, in the right place, at the right time. That's why Tesco are putting 8,000 extra staff into stores.

Being able to attract and hire the right people is the difference between success and failure.