The changing talent acquisition landscape requires a more proactive, engaging, multi-touch approach to attracting leads and converting them into applicants and hires. For modern recruiting organizations, the answer is implementing a modern Recruitment Marketing strategy to make better hires today and build a pipeline of qualified talent to nurture for the future.
The curtain has descended on IBM HR Summit 2016 in Boston, and what an action-packed two-plus days they were. Business and thought leaders from across the industry gathered together at the Hyatt Regency Boston to look at the current state and future of talent acquisition, employee engagement and listening, HR technology, how to #PowerUpHR and much more.
As the lines between recruiting and marketing continue to blur, recruiters are embracing the digital and data-driven strategies that transformed marketing. One of the biggest trends is the adoption of an inbound marketing approach, which at a high level means driving inbound prospect leads versus relying on continually pushing out messages. It starts with creating engaging and search-optimized websites, capturing leads with clear and compelling calls to action, such as signing up for an eBook, and then nurturing those prospects over time by communicating relevant and useful information that ultimately helps encourage those prospects to purchase. Talent acquisition teams are applying these same methods and using new technologies so that they can fuel the same process to build and engage their own talent pipelines.
Dave & Buster’s, a unique family friendly restaurant, bar and arcade is growing quickly. With incredible growth, Dave & Buster’s needed a partner to help them find the Fun Ambassadors they need to make sure every guest has ...Read more
Discover best practices for building and implementing a successful sourcing strategy while also learning how sourcing and recruiting align to the strategic vision set forth by a company.
McDonald's is one of the world's leading family restaurant brands in the quick service sector. The company operates more than 1,200 restaurants across the Unkited Kingdon, employing more than 97,000 people.
Business leaders and HR managers know there are both visible and hidden costs to doing business. Assuming good recordkeeping, you should be keenly aware of the visible costs such as materials, machinery, technology, payroll, benefits, and vendor contracts. Some costs are inevitable but unpredictable, falling somewhere between visible and hidden.
What can we learn from an election year? Even before candidates are officially announced, our opinions of them have been influenced by years of media appearances, interviews, social media profiles and even the opinions of trusted friends and family. This year, I challenge organizations to think about their candidate experiences as though your company is running for office and you want quality talent to vote for you. If you took a look at your company’s website, your value proposition and even your job listings, would you apply to work at your own company? If not, it’s time to reevaluate your candidate experience.