I have always loved music.  I appreciate all kinds.  I appreciate the artistry in the different genera’s.  Some music is so profound it moves me by the single strike of the chord.   I can hear some songs over and over and they never seem to get old.   Sometimes, the simplicity of the beat and the lyrics are just enough to have chills running down my spine.   Some…

This is the third time I’ve had the honor of judging the iTalent competition for new recruiting technologies in conjunction with HROToday, and I can safely say that the 3 finalists in last week’s European competition would all have trounced the competition in any previous event.  All fill a definite market need, a…

Harry Joiner, the Marketing Headhunter, was due to be the guest on the Recruiting Animal Show on November 20, 2013. However, Harry had to travel unexpectedly so I asked Perri Gorman, our last week's guest, to return and she did.

The show was spoiled initially by BlogTalkRadio's new online host call-in software. I did a five minute introduction to the show that was…

Professional Associations are great places to source candidates. You can source from both national as well as local chapters, and working with them can help build your pipeline of local talent. There are many different ways you can engage with them:

1. Piggyback. Get a colleague who is a member to help out. If your CMO is a member of the American Marketing Association (and they should be), you can use their membership to post jobs and search the resume database on their…

Passive candidates are the hard to find, and hard to get players. Whatever your particular definition of “passive” is, the idea is the same; someone who isn’t looking for a job. For recruiters and sourcers, it is the difference between reactive and proactive approaches and techniques.

Passive candidates are recruiting gold for a gaggle of…

Employee referrals. Assessment tests. Exhaustive interview processes.

These are all strategies that companies use to make sure they hire workers who are qualified AND are good cultural fits.  But many are finding these longstanding techniques are not enough and are turning to "try-before-you-buy" methods to help ensure successful hires.

This was a hot topic at a recent…

For all those curious, envious or just looking for a little fun, take a look at G2V's infographic - A Year in the Life of a Recruiter.

http://www.g2vcareers.com/g2v-real-recruitment-infographic…

Earlier today, we covered the launch of LinkedIn Talent Updates, a content sharing service which allows LinkedIn Recruiter customers the ability to post content outside of just sharing jobs directly from the LinkedIn Recruiter interface. LinkedIn’s broader commitment to content marketing was…

Last week I wrote a post talking about how candidates need to help themselves FIRST before they solicit advice from a recruiter.  You can read that article here: http://bit.ly/17j1FST  This post is focused on what you do next after you narrow down “What do…

Short selling is a term in trading. We usually invest in something that we believe will grow and increase in value. When we consider investing in candidates, we see the ROI on long-term investments in employees. When you “go long” in investing in employees, you expect the value of your employees to rise and drive the success of the…

Today, industry juggernaut LinkedIn announced the release of a new feature within its LinkedIn recruiter software called Talent Updates.  With Talent Updates, recruiters now share branded content like company blog posts, videos and news directly from…

As part of our Baby Steps in HR Tech series, we wanted to coverresume parsing and what this technology means for both candidates and recruiters.

“Resume Parsing is a technology that allows you…

Including recommendation letters into job applications can be a sticky process. If the chosen recommender fails to mention key attributes the candidate would like highlighted, the opportunity to impress the hiring manger may be drastically reduced. On the reverse side, a recommender may very well send an overly enthusiastic account of the candidate which…

Recruitment technology has largely been a laggard in both innovation and adoption, several years behind the consumer curve.  But as last week’s iTalent competition at the HROToday…

Copernic Agent Professional the ultimate metasearch!

Most of you…

All employers want to find out as much as possible about prospective employees in order to see whether they will be a good fit for the vacancy and business or not. And this is perfectly understandable! But, there are certain things that employers are prohibited from asking… Candidates are protected by several rights and there is some information that they are not necessarily required to disclose to prospective employers during the interview process.

Questions that do not relate…

Marketing and Human Resources are worlds apart as far as the type of work involved and the personalities they attract. However, you’d be quite surprised to see much both of these specializations have in common.

Working With Search Engines

Seach Engine Marketing has become one of the most important marketing channels. Whether it’s having your website or content show up organically or via paid search - you want to…

I’ve read literally hundreds of employment contracts over the years. I’ve written a fair few of them myself too.

It’s pretty common for most employers to include some kind of non-compete clause within their employment agreements in an attempt to protect their best interests.

These clauses are often referred to as a ‘Restraint of Trade’ and usually prevent an…

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about threads shaping HR’s future, SEO in 2014, measuring hiring quality, helpful sourcing tools and Microsoft’s employee review system.

Now on to our favorite articles to read this week.  Here are the articles that interested us (in no particular order), enjoy!:…

Maybe you’re in the wrong type of company, or more appropriately, maybe your competencies are better suited to a business of another size. One of my first questions to candidates is whether they consider themselves a big or a small-company person. It’s difficult to explain but a lot of people are quite rightly attracted to the branding and apparent success of larger businesses, and might think the question is there to catch them out.

A few start looking at me sideways, but the reality…