International Talent Acquisition Explorer
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International Talent Acquisition Explorer
Sharing interesting publications on contemporary recruitment
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Recruitment life cycle model: SAAA by Alexander Crepin

Workshop Recruitment Strategy, introducing the SAAA Recruiting model
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Talent? Wat is dat? En wat is Talentmanagement? 

Talent? Wat is dat? En wat is Talentmanagement?  | International Talent Acquisition Explorer | Scoop.it
Talentmanagement in organisaties gaat uiteraard over het managen van talent. Echter, wat onder talent wordt verstaan, is zeer uiteenlopend. Uit analyses van deze diversiteit blijkt dat er grosso modo sprake is van drie vormen van talent. De manier waarop talent wordt gemanaged, hangt af van de in de organisatie vigerende vorm van talent. Ook daarin is verschil van benaderingswijze met zeven verschillende talentmanagementbenaderingen tot gevolg. Zo ontstaat er breed palet aan invalshoeken rondom het managen van talent in organisaties. Hier volgt het overzicht.
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Hiring trends to be aware of in the US | HR Trend Institute

Hiring trends to be aware of in the US | HR Trend Institute | International Talent Acquisition Explorer | Scoop.it
As hiring volumes increase and the field continues to evolve, HR managers in the United States face unique challenges. Some hiring trends to consider.
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Blind Auditions Might Prove Key to Better Hiring - Dice Insights

Blind Auditions Might Prove Key to Better Hiring - Dice Insights | International Talent Acquisition Explorer | Scoop.it
For the vast majority of companies, hiring employees works in a very rigid, time-tested way: The applicant submits a resume and cover letter, which is reviewed by recruiters or HR staffers; if the details of that resume align with the offered position, the applicant is called in for interviews; and if the applicant makes it through that process, he or she is offered the job.

The problem, at least according to a subset of pundits and recruiters, is that traditional hiring is fraught with bias. Managers (however well-intentioned) bring a collection of conscious and unconscious preferences into every candidate interview. In a 2014 interview with Fast Company, Brian Welle, director of people analytics at Google, suggested that hiring executives might counter those biases by focusing on skills rather than the individual; attempting to become more self-aware of behavior and predisposition; examining demographic data related to company hiring; and talking through decisions.
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5 keer: hoe recruitment in 2017 nóg meer marketing wordt

Recruitment wordt meer en meer een vorm van marketing. Deze 5 trends zullen dat in 2017 nog eens onderstrepen.

De juiste talenten werven is voor veel organisaties momenteel topprioriteit. Een krachtig employer brand, strakke budgetten en een creatieve, doelgroepgerichte marktbenadering staan daarbij centraal, net als – tijdens het hele proces – de beleving van de (zowel actieve als latente) kandidaat. Kortom: recruitment kan echt niet meer zonder een flinke scheut marketing. Deze 5 trends bewijzen het. Wat gaan we in 2017 nóg meer beleven dan we nu al hebben gedaan?
#1. Nóg meer: focus op Employer Branding
Als je topkandidaten zoekt, moet je meer doen dan je vacature publiceren en hopen dat iemand reageert. Je moet in deze tijd kandidaten overtuigen dat ze er goed aan doen om bij jou te komen werken. Steeds meer werkzoekenden, met name jongeren, zoeken geen baan voor het leven. Ze zoeken een ervaring waar ze veel kunnen leren en daadwerkelijk een belangrijke bijdrage kunnen leveren aan de missie van de organisatie.
Employer branding helpt je om de juiste kandidaten aan te trekken, mits je jouw Employer Value Proposition goed weet te vertalen in een creatief concept en goed over weet te brengen aan jouw doelgroep(en). Geef inzicht in de missie van je organisatie, de cultuur, de arbeidsvoorwaarden en omstandigheden, de medewerkers, de projecten, de successen, de ontwikkelingen en de uitdagingen. Stel jezelf vooral de vraag: waarom zou iemand bij ons willen werken? En laat dat vervolgens zien.

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Waarom elke recruiter zou moeten weten wat 'drip marketing' inhoudt 

Waarom elke recruiter zou moeten weten wat 'drip marketing' inhoudt  | International Talent Acquisition Explorer | Scoop.it
Drip marketing’ is een van de nieuwste buzzwoorden onder marketeers. Wat kunnen recruiters daarvan leren, zodat ze nog méér kandidaten kunnen overtuigen?

Dat recruitment steeds meer een marketingvak wordt, is bekend. Dat betekent dus onder meer dat we moeten nadenken over termen als de ‘funnel’, en de ‘touchpoints’ die een kandidaat met jou organisatie heeft. Bijna geen één kandidaat besluit na het eerste contact al te solliciteren, of anderszins contact met je te zoeken. Daar gaat meestal een heel proces aan vooraf, met allemaal verschillende kleine contactmomenten.
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Here's the Real Reason Entelo Just Got $20 Million

Here's the Real Reason Entelo Just Got $20 Million | International Talent Acquisition Explorer | Scoop.it

Entelo just raised $20 million. Party time!
I spoke to CEO Jon Bischke when it launched publicly in 2012 and was impressed by him and the company’s mission. As its website said back then, “Learn when talent is on the move before your competition does … Entelo’s patent-pending algorithm looks at 70+ variables that are leading indicators of an upcoming career change.”
The company has evolved, as it’s more about managing the data versus stockpiling data, but the vision is basically the same. As Bischke said in a Techcrunch interview this week, his priority for the company is improving the matching process that occurs behind the scenes. For instance, the company has a solution that integrates with data in your ATS to discover candidates more efficiently.

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Which of the 4 Levels of Talent Wealth Does Your Company Have?

Which of the 4 Levels of Talent Wealth Does Your Company Have? | International Talent Acquisition Explorer | Scoop.it

When it comes to success in business, one measure alone can accurately predict the future –wealth of talent. The more talent wealth an organization has, the more successful that organization will be.
We’ve all experienced the benefits of organizations that are rich in talent. These are the companies we’ve come to love. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. People are the reason why Apple, Alphabet (Google), Amazon.com, and Starbucks remain some of the world’s most admired companies. That’s why having a wealth of talent is so important for all organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great.
Just as there are levels of personal wealth, so too are there levels of talent wealth within companies.

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Hearst's Talent Team Is Honing in What Its Famous Name Stands for

Hearst's Talent Team Is Honing in What Its Famous Name Stands for | International Talent Acquisition Explorer | Scoop.it

Hearst Television, with 30 local TV stations, a couple radio stations, and about 21 million households watching, is upgrading its career site and employment brand, replacing something that was partially formed but not communicated as clearly and strongly as the company wanted.
Among the challenges: not only are Hearst TV’s employees in different locations, but its jobs are all over the board: accountant, salesperson, traffic reporter, meteorologist. To complicate matters, consumers — and thus potential employees — know their local news station perhaps, but not as much about the company behind it.
This work began in 2015.

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The 3 Biggest Misconceptions about Automation in the Staffing Industry

The impact of automation on jobs is one of the most widely debated topics in the global technology sphere, and the question of how automation will impact the staffing sector is uncertain. One thing is for sure: there will be an impact, but will it be something that staffing professionals dread or embrace?

Many recruiters fear that clients view them as commodities, and that automation will result in their jobs being eliminated. However, there’s good news: that fear is largely misguided.

According to the American Staffing Association, 77 percent of adults who’ve searched for a job in the past five years or who intend to do so soon said they prefer human interaction when job hunting. If candidates, or even clients, couldn’t interact with other humans, how deep would their conversations go?
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Do You Need a Talent Community?

Do You Need a Talent Community? | International Talent Acquisition Explorer | Scoop.it

Everyone seems to have a different opinion on what exactly makes up a talent community. Is it the contents of your CRM? Your job board resume database? The collection of people that ‘follow’ your company on LinkedIn? For me, there isn’t necessarily a single hard and fast definition – what there is, though, is an overriding theme.
The clue is in the word: community.
A talent community is a group of candidates that a company is focused on building a relationship with. The emphasis is very much on communication. Companies stay in touch with these candidates and focus on creating a two-way dialogue.
It’s a learning opportunity for applicants, who have an opportunity to ask recruiters questions and get to know the brand, while it offers companies the chance to draw out the application process and fully understand whether a candidate is a good cultural fit.
The current ‘war on talent’ is forcing companies to change the way they hire – talent communities are central to these changes. We recommend you get ahead of the curve and start your talent community right now!

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Mobile first in SEO: wat nu?

Mobile first in SEO: wat nu? | International Talent Acquisition Explorer | Scoop.it

We horen al jaren dat mobiel het internet gaat veroveren. Door een wijziging in de manier waarop Google haar zoekresultaten rangschikt, lijkt de focus op de mobiele gebruiksvriendelijkheid van websites eindelijk een vlucht te nemen.
Hoe zat het ook al weer met mobiel en desktop?
Het zal niemand verbazen dat het aandeel mobiele traffic toeneemt. Wereldwijd gebruiken meer dan twee miljard mensen een smartphone en dit aantal zal de komende jaren alleen maar stijgen. Ook het gebruik van browsers op mobiel blijft onverminderd populair. Inmiddels komen meer bezoekers op websites via mobiel dan desktop.

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127 Facts and Stats About Video Marketing [Infographic]

127 Facts and Stats About Video Marketing [Infographic] | International Talent Acquisition Explorer | Scoop.it

The use of online video is growing fast, with YouTube at a billion watch hours daily—and that's growing 50% year over year, according to an infographic by WebsiteBuilder.org.uk.
Marketers are finding the medium can be an effective way to reach their audiences at any point in the marketing funnel.
With all the hype around video, what should marketers know? When is the best time to post videos? What is YouTube's role in this phenomenon? And how are brands using video to increase engagement, conversions, and revenue?
The infographic answers those questions and more.
We couldn't fit all 127 facts and stats on this page, so click or tap on the image to see the full infographic:

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4 Storylines to Tackle That Tough Recruiting Challenge

4 Storylines to Tackle That Tough Recruiting Challenge | International Talent Acquisition Explorer | Scoop.it
Picture a hiring manager who has come to you complaining about applicant quality for the open positions on her team. She believes that her team specifically provides a unique opportunity given its vantage point within the organization, and — while she’s tried to communicate this opportunity in job description text — the messaging is not making it through to top talent.

What’s needed in this situation is some story-based content specific to the hiring manager’s team. The stories driving that content should come straight from the mouths of the people on the team, so you’ll want to sit down with them to hear what makes their team special.
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Dangers of Stereotyping People

Dangers of Stereotyping People | International Talent Acquisition Explorer | Scoop.it
Only by eliminating stereotyping in the workplace—both explicit and implicit—can companies enable employees to be themselves and behave authentically. Add to that the need to judge all individuals on their merits and their performance, not making assumptions about them based on flawed stereotypes. Then companies can create true meritocracies where men and women perform to their full potential.
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#EmployerBranding: How to craft an employer branding strategy

#EmployerBranding: How to craft an employer branding strategy | International Talent Acquisition Explorer | Scoop.it
What are the key attributes for a successful employer branding strategy?

Foremost, employer branding needs to be viewed as a strategic, integrated approach as opposed to companies assuming that it rests solely with human resources (HR) and/or marketing. It is driven from the top by the CEO and the management team; and dedicated buy-in and participation is required from every stakeholder within every functional/operational division of the business.
A defined objective, whether it be a long-term or tactical (campaign based) approach, needs to be agreed upon, with clearly defined deliverables, time-frames, measurables and more importantly, how it ties in with meeting company’s holistic business objectives and bottom line profitability.
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I’m NOT a Great Sourcer, BUT…

I’m NOT a Great Sourcer, BUT… | International Talent Acquisition Explorer | Scoop.it
I am not an expert sourcer.

That feels good to say, after so many years. I’m a good sourcer, but I’m not going to be building APIs and hacking into the back end of databases this week. This isn’t because I don’t have the curiosity to do so, but because my role expands beyond being a pure sourcer. In other words, it’s just part of my job, albeit a part of my job that I tend to love. This is mostly because nothing is more self-satisfying for me than finding gold among the internet rubble and coming out the other side with the right candidate. But time also gets in the way.
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7 dingen die recruiters direct kunnen leren van marketeers

7 dingen die recruiters direct kunnen leren van marketeers | International Talent Acquisition Explorer | Scoop.it

Recruiters moeten meer denken als marketeers, hoor je vaak. Maar wat betekent dat nou precies? 7 direct toepasbare tips maken het duidelijk.
Een ‘flinke dosis marketingdenken’ kan recruitment vooruithelpen in de slag om het beste talent, schrijft Mark Schaefer in een artikel in de Harvard Business Review. De consultant en schrijver, die zich het afgelopen jaar bezighield met recruitment bij een paar grote bedrijven, noemt daarbij 7 bekende praktijken van marketeers:
#1. Geef aandacht aan user interfaces
‘Ik kwam veel nodeloos ingewikkelde processen tegen, bedoeld om informatie in een algoritme te laten inlopen. Het recruitmentproces is nog vaak geöriënteerd op de computer, niet op de mens’, aldus Schaefer.
‘Als sollicitant wil ik een paar velden invullen en dan via een chat of zelfs een levende persoon toegang hebben via bijvoorbeeld webvideo. In klantencontact is dit heel gebruikelijk. Waarom nog niet voor mensen die voor ons willen werken en samen met ons de toekomst in willen gaan?’

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Employer Branding 2.0: Produce Better-Aligned Candidates

Employer brand goes beyond recruitment advertising—especially if connected with the organization’s consumer brand and overall HR strategy. Brand can be a powerful business tool that communicates the company’s values and sets it apart from competitors.
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European-Based Talent.io Raises $8.8 Million to Connect Employers With Techies

European-Based Talent.io Raises $8.8 Million to Connect Employers With Techies | International Talent Acquisition Explorer | Scoop.it
While investment capital is finding its way into sexy recruiting startups focused on sourcing, AI, chatbots, and deep learning, there’s still some money out there for companies just looking to bring job seekers together with employers. Don’t call it a job board; it’s a recruitment platform.

Paris-based talent.io has just raised $8.8 million (€8 million) from existing investors Alven Capital and Ventech. This is in addition to the $2.2 million it has already raised. The company is two years old and currently operates in France, Germany, and the UK. Acquiring Webcrowd and Go Digital was part of this growth.
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The Art of Writing an Inspiring Job Description

The Art of Writing an Inspiring Job Description | International Talent Acquisition Explorer | Scoop.it

How many job descriptions have you read in your life? Go ahead, make an estimate. Many people have read hundreds. How many of these job descriptions did you feel were inspiring? How many helped you understand what is special about the company or the job itself?
Most people, when asked this question, simply smile and say “very few.” Eye rolls frequently accompany the smiles!
When you post your job descriptions or send them to recruiters to use, how many competing jobs are there in your city for this type of position? In a city like Atlanta where I live, there are often hundreds of competing ads vying for the same candidates that you want. The best candidates are more selective and have more options available to them, so they are more difficult to attract.

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Recruitics Looks to Become 'Google Analytics for Recruitment' with Launch of New Tool

Recruitics Looks to Become 'Google Analytics for Recruitment' with Launch of New Tool | International Talent Acquisition Explorer | Scoop.it
Analytics in recruitment has historically been a fickle mistress. Everyone knows it’s important, but placing code on specific web pages and tracking exactly where people are coming from and making sense of all that data is tough for many marketers. So, you can imagine the herculean challenge site metrics can be for a recruiter or HR executive.

While many industry folks have access to some recruitment marketing analytics through vendor dashboards and applicant tracking platforms, it is often difficult to understand the performance of all of your job ads across multiple sources. It becomes additionally tough when job postings are being thrown around and duplicated all around the web, usually without an employer even knowing.
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Jaguar Land Rover Trying an 'Alternate Reality' for Recruiting

Jaguar Land Rover Trying an 'Alternate Reality' for Recruiting | International Talent Acquisition Explorer | Scoop.it
It’s not just for the military; Jaguar Land Rover is now using what’s called “mixed reality” or “alternate reality” to find engineers.

The 40,000-employee UK carmaker is looking for about 1,000 electronic and software engineers, and about 5,000 new hires total this year.

It’s teaming up with Gorillaz, a band which, to confuse matters, is not exactly real itself. The band was announced last year as a partner with Jaguar.

Candidates can use the Gorillaz app to do a two-part challenge. The first involves the assembly of an electric sports car.

The second part is a more intense screen. It, says Jaguar, “will focus on cracking code — there are more than 4,000 combinations … a stronger focus on skills and talents than on qualifications.”
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7 Strategies to Attract Passive Candidates

7 Strategies to Attract Passive Candidates | International Talent Acquisition Explorer | Scoop.it
Finding the right people to fill positions can be hard.

An online application process may be more convenient for you, but it also opens you up to a flood of applications that you have to wade through to separate the possible from the laughable, and that takes a ton of time.
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10 most in-demand tech skills

10 most in-demand tech skills | International Talent Acquisition Explorer | Scoop.it
HiringSolved's artificial intelligence software, RAI, aggregated data from over 10,000 public social profiles to determine which technology skills were most likely to result in a person's being hired or promoted. Based on this data, HiringSolved reveals which technology skills are most in-demand for the 2017 job market, so you can focus on the ones that will get you hired or promoted.
1. Python
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Employer branding evolution workshop overview part 1 final 2016

In-dept Workshop about the basics of Employer Branding

This workshop requires time, so take your time to have a look at it and all the examples that are being shown.


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