Creating a Talent Pipeline

That grocery store chain popping up all over Arizona, Nevada, and California has launched a new careers website with a good main-page video talking about jobs at the British-owned grocer.

Remember 15 years ago when the experts were scaring everyone with “the war for talent”? Saying by 2010 unemployment would be at historic lows? How about a little over a decade ago when job boards and applicant tracking systems would forever change a recruiters life (and make it simpler)? Or when 8 years ago when your corporate career site was touted as one of your most significant recruiting assets? Or 4 years ago when social recruiting was “in”.

Recently I read an interesting piece on the AdAge Digital site about a different kind of 1%, (that was an awkward transition, admittedly), specifically the 1% of a company or a brand's social media fans that seem to actively engage with said company or brand. The article, titled 'Study: Only 1% of Facebook 'Fans' Engage With Brands', recounts a recent piece of research conducted by the Ehrenberg-Bass Institute that claims to show that only about 1% of the self-identified 'fans' of a brand on Facebook, (certainly not the only social platform, but indeed the largest), actually 'engage' with the brand by commenting, tagging, sharing, etc. actively with the brand and the content.  The vast, vast majority, the other 99%, simply identify as fans, get exposed to some of the brands' content, and continue on with whatever else they were doing.