Making The Case For Change In Order To Hire The Talent You Need

Is your organization struggling to attract and recruit talent with the skills and experience needed to remain competitive, and grow?

If so, you’re going to need to rethink your recruiting process, and explore new avenues for hiring, and recruiting globally could be one path you choose.

Click the link below for my latest post on VISANOW’s blog to understand how to successfully approach introducing a global hiring strategy in your organization:

Making The Case For Changemaking-the-case-for-change-november-8-2016

The Difference Between BEST Practices And NEXT Practices In Recruiting

Earlier this year, I gave keynote presentations at the Minnesota Recruiters Conference, and the Philadelphia CareerBuilder Roadshow on the topic: “The Challenge Ahead For Recruiters Is Clear – Which Path Will You Choose?”

The Difference Between Best Practices And Next Practices In Recruiting

My goal with this presentation is to challenge recruiters and talent acquisition leaders to think creatively about how to approach recruiting talent now – and in the future – and also to consider whether following “best practices” will lead to success if everyone else is doing the same thing.

The folks at CareerBuilder did a great job of summarizing several of the key points from the program, and have used the information to put together an informative guide titled: “From Best Practices To Next Practices: Your Guide To The Future of Recruitment”.

You can download the free 11-page resource here.

Download Your Guide To The Future of Recruitment

Topics covered in the presentation and summary guide include:

  1. Finding People For Jobs vs. Matching People With Work
  2. Recruitment Marketing vs. Relationship Marketing
  3. Employer Branding vs. Employee Branding
  4. Job Ads vs. Sales Copy
  5. External Hires vs. Internal Hires
  6. Employee Referral Bonuses vs. Employee Referral Education
  7. Talent Communities vs. Resources For Communities

Future recruitment success means choosing a path of creativity and innovation in your recruitment strategy, which is imperative as the competition for top talent continues to heat up. I believe the difference will be made based upon whether you choose to implement BEST practices or NEXT practices in recruitment.

The choice is yours to make. Which path will you choose?

 

I’m honored to be included among the 50 Most Game-Changing Influencers In Recruitment, according to devskiller.com!

If you’re interested in talent acquisition, candidate experience, employer branding and recruitment, the folks on this list are great to follow and learn from.

Date: February 16, 2016
Appearance: 50 Most Game-Changing Influencers In Recruitment [DevSKiller]
Outlet: DevSKiller
Format: Other

What Role Does Recognition Play In Recruitment and Retention Strategies?

Recently, I had the opportunity to participate in an online chat with some of my fellow Talent Advisors who write for CareerBuilder’s Talent Advisor Portal on The Hiring Site about the role recognition can play in a company’s recruitment and retention strategies.

I’d encourage you to take a few minutes to listen in, watch me futzing with my hair and bobbing in my chair, get a prediction for the Ohio State – Michigan State football game this weekend, and hear about Tim Sackett’s awesome “Pay It Forward” experiment with his team.

The illustrious panel includes:

Tim Sackett – President at HRU Technical Resources
Mary Delaney – President, Recruitment Software Solutions at CareerBuilder.com
Jennifer McClure – President of Unbridled Talent LLC
Matthew Stollak – Associate Professor of Business Administration at St. Norbert College

[Update: As of September 28, 2016, the video is no longer available. Sorry about that!]

Streamed live on Nov 17, 2015

Questions we answer during the chat:

  1. How can recognition play a central role in an organization’s talent strategy?
  2. How do you drive recognition on the corporate side for your recruiting team?
  3. Is recognizing people once a year enough?
  4. Retention has been identified as one of the top 5 challenges for companies in 2016. Hasn’t retention always been an issue for companies? Why is it getting so much attention now?
  5. Do we really feel like the younger workforce coming in only wants to work for a company for 1 – 3 years?
  6. When does “retention” actually start for an employee?
  7. How has the notion of retention changed how we think about employer brand?
  8. Who owns retention?
  9. What role does technology play in recognizing and retaining workers?
  10. What works best for recognition – money, gifts, or something else?

Unbridled Talent was recently named a Top 40 UK & International HR & Recruitment Blog by Advorto.

Thanks for including me in this great group!

Date: September 30, 2015
Appearance: Top 40 UK & International HR & Recruitment Blogs
Outlet: Advorto
Format: Other