Jan 31, 2014
"The days of lengthy test forms with obtuse and redundant questions are coming to a close"
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"The days of lengthy test forms with obtuse and redundant questions are coming to a close"
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Compared to the extremely high levels of creativity and innovation that are found in marketing and product branding, the sourcing aspect of corporate recruiting would have to be given a grade of “F” when it comes to creativity and trying new sources.
Most Sourcing Is Painfully Dull — It’s Time to Try Some Creative Approaches - ERE.net
Creative ways of putting your company on the recruitment map!
The conventional wisdom behind talent communities is that bigger is better. But don’t confuse popularity with influence. Influence is what’s needed to convert members of a talent community into hires. And real engagement is only possible with prospects who are attracted to an employer for the right reasons — they have the skills needed and already have or can be encouraged to develop a passion for working there. These are necessary conditions for having a useful talent community. Lacking one or the other, you can have a community filled with lots of unqualified or marginally interested people — hardly the kind you want to hire. The goal of any recruiting strategy should be to build a reliable, repeatable source of hires. Getting a lot of people in a talent community does not mean that most are either qualified or really suited for the openings you’re trying to fill.
"The Weiner Talent Community" by Raghav Singh
The Bullhorn Reach team is excited to see the great coverage by John Zappe on ERE.net. A special thanks to KC Carpenter of KA Recruiting and Kim Hollenshead (and Will Staney of VMWare for facilitating the interview) for the kind words during their interviews.
For the full article, click-through the link above.
A new– and for now, free — toolset from Bullhorn is getting good marks from users who have been testing it for a few months, but what’s most impressive is that it can give recruiters an early heads-up about their connections who may be preparing to “go active.”
KC Carpenter, a healthcare recruiter and co-founder of K.A. Recruiting in Boston, says the still-in-beta Bullhorn Reach is “great. It’s a huge, huge time saver for us … What would take 10 times as long, we can do with one click.”
If automating postings to social networks and optimizing them for search engines was all the service did, “it would definitely be a site I would pay for,” he says. But Radar, the tool that tips you to the likelihood one of your connections may be starting an active job hunt, is something Carpenter sees a “great for business development.”
Like the updates LinkedIn sends out, Bullhorn Reach keeps tabs on important changes made to their profiles by your connections. You get notified when the algorithms decide that the changes and frequency are suggestive of someone preparing to job hunt. “That’s the secret sauce,” jokes Bullhorn CEO and co-founder Art Pappas, who won’t disclose the artificial intelligence behind the analysis. However, the program does routinely and quickly what recruiters and sourcers do manually.
Like recruiters, the program looks at updates, their frequency, their nature, and takes into account their timing. It analyzes “aberrations in behavior,” Pappas says, and it gets “smarter” over time.
Kim Hollenshead, a recruiter with publicly-held IT firm VMWare, Bullhorn Reach gives her online presence more currency, because she can update jobs and content quickly, and the landing pages created by its SEO component, makes it all more visible.
Radar, though, gives her “real impact,” she says. “On my front page (the Bullhorn Reach dashboard), I see what things are happening. I can send them a note,” congratulating her contacts on promotions or job changes.
It’s a way, she adds, “to check-in to see what they are doing.”