Webcast:
Attracting, energizing and engaging any community - including a talent pool - is tough. Success requires daily dedication, the right messaging, an outlet for input, and a call-to-action. Talent acquisition professionals, already saddled with their networking and administrative responsibilities, rarely have the expertise to lead this function effectively.
This is where the best marketing teams, on the other hand, succeed. They have the knowledge to create a following and a demand for their service. The happy and committed marriage of marketing and recruiting will result the ability to develop an eager and devoted talent pipeline.
Webcast on Demand
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Presenters
Pamela Fuller Selby began her career in recruiting after spending 20 years in enterprise business sales working with companies like AT&T, British Telecom, and Geotrust. Relishing in the ups and agonizing over the downs of large enterprise technology sales, Pam decided to apply her love of technology, people and sales skills to recruiting. She cut her teeth with Robert Half Technology, where she was responsible for establishing the permanent placement division in Atlanta. However, to Pam, internal recruiting represented an opportunity to become a valued member of a team which she now enjoys at the American Cancer Society.After only one and a half years with the American Cancer Society, Pam's contributions include: creating, managing and implementing the American Cancer Society's Candidate Pipeline program; managing many aspects of college and university partnership program; project managing manager development forums; writing monthly and quarterly newsletters; assisting with the development of diversity partner programs; and handling a full slate of recruiting requirement.