Hire Strategies Blog

iRecruit is almost here!

Is TribePad taking a Google Chrome approach to the recruitment market?

Google didn't purely launch Chrome to win browser market share but to force other browsers to innovate and innovate fast. By doing so it allowed Google to unleash yet more products into the market! Very smart and so far proving to be very successful. So how does this help TribePad and the recruitment industry?

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! 

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!

How career site usability testing can transform your results and reduce advertising costs

Getting agreement on the design aspects of a career site, or even the content of a landing page generally takes a lot more effort than it should because everyone has an opinion on what is best yet rarely does anyone have any evidence to back up their opinion.

The 2012 Corporate Recruiters Survey results published

The results have been compiled, they've been ran through multiple algorithms and the report has been written.

So if you'd like a copy you can get one at www.hirestrategies.co.uk/CRS2012.

I first ran the survey in 2010 so wanted to see if anything had changed in the last two years. Not so much about functional tools like mobile but more around the mindset of the corporate recruiter. 

Is the CEO focused on growth or survival?

How important is recruitment?

Can you find the people you need?

What are you doing to hire the right people?

Are you going to HR Tech Europe?

It really is conference week for HR and Recruitment. Monday I was at TRU London, Tuesday I was at the Mobile Recruitment Conference and Thursday and Friday it's HR Tech which looks like will be the monster of all events.

You can follow what's going on from the HR Tech Europe website or follow the hashtag #HRTechEurope.

 

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.