The worlds of marketing and recruiting are converging. Savvy talent acquisition teams are becoming more and more like the marketing team daily tapping into the consumer brand and aligning it to the employer brand.
Recruiters are learning that the market is changing along with the interests of the next generation of workforce. Effective job descriptions need to be written with a marketer’s eye and offer something different than the other countless ads for the position. What does the job description say about the company culture? Does the description explain what the candidate will actually be doing? Lou Adler, author of Hire with Your Head: Using Performance-Based Hiring to Build Great Teams, suggests, “Define the job, not the person. Define success, not the skills. It’s best to separate the job from the person. This allows for a more objective appraisal of true competency.”
The competition for top talent is always hot and it's hottest in Silicon Valley. Find out why Zynga relies so heavily on their candidate experience to stay competitive in that market.
What can the firm do to attract and engage candidates in a competitive talent pool? Jobvite CEO Dan Finnigan discusses the role innovation plays in differentiating companies from their competitors in talent acquisition.