Whether you’re looking to hire talent with in-demand skills, women, new college grads, scientists, veterans, or international hires, you need a channel management strategy that enables you to build a database of qualified, interested, and available talent. The most effective strategy includes a mix of active and passive sourcing methods, and the cultivation of a pipeline through identification of priority roles, use of market segmentation strategies, and a database that houses future prospectives.
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Let me suggest a small but effective ploy for stirring up trouble among a group of talent management professionals. When discussing branding in the human capital space, ask which terms are most appropriate: (a) Employer brand/ing or (b) Employment brand/ing? A quick search of both sets of terms at Google.com shows a respectable 296,000 hits for the terms employment brand/ing but a whopping 2.7 million hits for the terms employer brand/ing. Despite a near internet consensus of using the employer branding term, I’d like to suggest that talent professionals have it all wrong – the proper term is employment branding. And the difference is critical.
Leading organizations are devoting more attention than ever before to Talent Mobility. This strategic focus encompasses the readiness for talent movement and the management process of shifting talent across an organization’s projects, ...Read more
The number of communications options are exploding. Knowing how and where to communicate your employment brand and job opportunities is no longer easy. Social media, mobile technologies, job boards, talent communities, groups and pages on social ...Read more
LinkedIn recently released the results of a survey detailing some of the top trends in Talent Acquisition for 2013 and comparing how those statistics vary between the United States and the rest of the globe. Exploring some of the key takeaways, we see an increased focus on developing the employer brand, social networks playing multiple roles in the process, and more firms seeking passive candidates.
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