“Data-driven recruiting.” Has a nice, cutting-edge, 21st-century sound, doesn’t it?

The question is, just what is data-driven recruiting and how can you go about getting some for your company? 

• Jan 28
• 5 min read

Business process outsourcing, or BPO, is a dispersed industry by nature. As such, operations need to be agile, lean, and able to scale up to meet demands with little or no notice. When you combine those needs with the fact that the primary demographic of BPO workforce being Generation Z (18-25 years old), you start to see the complications in hiring for this industry.

• Jan 21
• 5 min read

The Star-Trek-like future...is happening today.

• Jan 09
• 9 min read

We don’t have to tell you that the HR world is ever-changing and that to keep up recruiters in particular need to be fast on their feet, able to pivot and change course mid-stream. That said, there are some constants, like putting candidates first. Or that personalized communication will always trump bland boilerplate.

• Dec 17
• 5 min read

Every recruiter, in every department, at every company on the planet thinks their situation is uniquely challenging. We’re not going to dispute those claims. Seriously, the current worldwide job market has amped up the difficulty for everyone across the HR field. 

• Dec 12
• 6 min read

A huge transformation is taking place. A shift in the talent acquisition world from being a largely reactive effort to a predominantly proactive one. This is leading to confusion across sectors, as recruiters and talent acquisition leaders struggle to find the candidates for their open positions and build sustainable talent pools for the future.

A good size piece of this confusion is fueled by a common misunderstanding of the tools available and where they fit into a strong talent acquisition strategy. Topping that list are the ATS and CRM, and working out how they work together is what this article is all about. Let’s dive in.

• Nov 21
• 7 min read

Inbound methodologies have taken the marketing world by storm over the last few years. And with RM already borrowing pages from the marketing playbook left and right, it was only a matter of time before these techniques made their way across the marketing/HR divide.

Inbound recruitment marketing is the practice of engaging with passive job seekers so that when they’re ready, and you have an appropriate opening, they jump at the opportunity to change companies. 

• Nov 19
• 7 min read

HR technology is changing rapidly. According to Crunchbase, VCs invested the equivalent of 700 million USD in recruiting software startups this year alone. The race to define the perfect HR technology ecosystem is on in full force, and there are as many potential answers as there are startups. Even amidst all of these new and exciting developments, one thing remains pretty clear: there are a lot of considerations that go into defining the right technology for any given HR team, and making that determination really requires a deep dive into the way that candidates are attracted, engaged, and converted in the modern era.

• Nov 14
• 5 min read

The labor market turned a corner when no one was looking. It’s now largely, if not completely, candidate-driven. That means HR departments and contract agencies alike are scrambling to find the best ways to attract candidates for their openings. This situation is leading to a set of problems recruiters have never had to deal with in modern memory:

• Nov 07
• 7 min read

Candidate experience has always been a primary concern for HR and recruitment marketing. That said, the current candidate-centered job market has pushed it even further into the spotlight. If a candidate doesn’t have a good experience working with you, or if your online presence doesn’t resonate with them, they’ll just walk next door to your competitor.

• Oct 29
• 5 min read

Technology moves fast, and these days so does recruitment. The introduction of recruitment marketing automation into the HR landscape, for instance, represented a big technological shift, and that's just one of a new of new concepts and ideas that are changing that ways in which businesses connect to new candidates. And of those emerging technologies, robotic process automation, or RPA, has direct applicability to the RM world. In short, RPA consists of software-based robots, or “bots,” that can be configured to reproduce formerly human-centered computer activities like clicking on a drop-down menu and making a selection. This is revolutionary, since, before now, the only way to automate a sequence of tasks was to use an API or another back-door method to connect to the software, and these frequently required coding skills. Unsurprisingly, the effects on talent acquisition can be considerable:

• Oct 23
• 5 min read

Recruitment marketing and customer experience exist in a mutually beneficial feedback loop, with each feeding and at the same time playing off against each other. That means that any change made to your RM efforts will have an impact on the way your potential candidates and applicants experience their time interacting with you. It also means that you need to be paying attention to those experiences so you can adjust and tweak your marketing to reflect what you learn.

• Oct 15
• 5 min read

Recruitment marketing has one primary goal, to reach the right potential candidates, at the right time, and in the right place. Increasingly, that means on their mobile devices. To wit, candidates now spend more than five hours a day on their smartphones, and up to 70% of web traffic happens on a mobile device (CIODive, 2018). Yet, for some reason, fewer than 1 in 10 companies say they have a mobile-friendly application process. How many awesome candidates are those other 9 missing out on? And how much would you love to have them in your applicant funnel instead?

• Oct 08
• 5 min read

Recruitment marketing is about attracting passive job seekers and making them want to search for openings at your company. What role does candidate experience (CX) play in that? Well, since CX refers to each and every touchpoint a potential applicant encounters on their way from audience member to employee, and those touchpoints are created by your recruitment marketing efforts, we’d say quite a bit, wouldn’t you? After all, 80–90% of talent say a positive or negative candidate experience can change their minds about a role or company (https://talentadore.com).

• Sep 17
• 6 min read

Of all the countries in western Europe, Germany has been the slowest to warm up to social media. Whether that’s a holdover from the Cold War era and people’s lingering concerns over governmental prying, or whether it’s due to the coming generation’s distrust for the privacy policies many social media companies have in place remains to be seen.

• Sep 10
• 5 min read

Sometimes as a startup it feels like the only way to accomplish anything is through sheer force of will. You often don’t have the resources you need to behave like a traditional company, so any time there’s a push to hire new employees you’re stuck crossing your fingers and hoping for a referral to come through. After all, when you’re a growing company it’s almost impossible to attract top candidates to your careers page without a personal connection—right? Well, it’s not quite impossible. In fact, it’s exactly what a strong employer brand is designed to help you do.

• Sep 06
• 4 min read

In 2006, HubSpot coined the phrase “Inbound Marketing” as a key part of its larger "inbound" methodology. The term refers to a proactive method of attracting, engaging, and delighting potential customers through carefully targeted and crafted web content. The idea is that by offering up educational blog posts, whitepapers, and emails that help your audience identify their pain points and understand potential solutions, you can gain the trust of your ideal buyers. Eventually, this leads to boosted sales, business growth, and happy, repeat customers.

• Aug 29
• 5 min read

In today’s hyper-competitive job market, it’s extremely difficult for a company to stand out. That’s where recruitment marketing comes in, but how to know if your campaigns are paying off? With data, of course!

• Aug 27
• 4 min read

In the world of startups, growth is good. Not just good, growth is pretty much the holy grail of startup culture. Growing a business comes with a lot of built-in risks. Most startups are working with limited cash flow, limited time, and a limited amount of built-in hiring expertise.

According to CB Insights, 70 percent of upstart tech businesses fail, usually about 20 months after first raising financing. Among the many reasons, 23% of startups cited an inadequate team as a causative factor in their failure! In this specific context,  everyone is jockeying for positions, for funding, and for people. It’s that last one that we find the most interesting since, well that’s our thing, but also because the need for talent acquisition means the HR department (or the person multitasking as HR) has to be able to scale rapidly as the company grows.

• Aug 22
• 5 min read