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Thursday 8th March 2pm UK / 9am EST
How to make (not break) your hiring campaign

3 types of challenges that recruitment marketing can solve for you

Modern recruitment marketing shouldn’t just be shouting about your latest job, demanding applications or pointing people at your career site.

Sometimes you need to raise awareness of your organisation, or perhaps raise your profile amongst a particular demographic or talent segment – or you could be sowing seeds for a future project that will need skills and experience that don’t exist in your organisation.

Whatever your need, just posting job adverts and giving your career site a revamp probably isn’t going to cut the mustard.

The very best hiring organisations have long understood that marketing (recruitment or otherwise) can happen on a number of levels and solve multiple challenges.

Truly sophisticated recruitment marketers are aware of the multiple challenges that recruitment marketing can help them solve, and can predict the results of each of their campaigns with a high degree of accuracy.

Luckily for you, we’ve got some friendly faces who are going to show you:-

  • What are the 3 types of challenges that recruitment marketing can solve for you
  • How to make a decision about which approach is right for your situation
  • Understand how each level compliments the other
  • How recruitment marketing can enhance your main KPI’s

Join our Editor & Host, Alan Walker, and his guest Tristan de Kooker – Recruitment Marketing Specialist from VONQ – as they discuss how you can you use recruitment marketing to solve 3 important challenges.

Register now!

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YOUR SPEAKERS
Tristan de Kooker

Recruitment Marketing Specialist

Tristan is a rising star in the recruitment marketing industry.
After gaining a master degree in international business and marketing, he specialized in consumer marketing for 3 years.
He soon realised that the same principles can be translated to candidate marketing, and has been helping employers do that ever since.
Don’t be fooled by his youthful appearance, this guy has consulted some premier enterprises and has a solid track record of educating and inspiring anyone interested in recruitment marketing related topics.
Alan Walker

Editor & Host - #ChatTalent

Alan Walker is the Editor and Host of #ChatTalent, and is focussed on bringing valuable content to anyone who’s interested in building great organisations and amazing places to work.

The post How to make (not break) your hiring campaign appeared first on #ChatTalent.

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Wednesday 28th February 4pm UK / 11am EST
How to streamline your recruiting process with data and automation

While robots aren’t taking over staffing or recruitment jobs any time soon, a host of new tech tools can help you hire better candidates with less work.

Join us for a live webinar with Glider.ai to learn easy ways to automate your tedious tasks and use data to get better results.

What will you learn from this webinar?
  • How to personalize and optimize your outreach at scale
  • How to evaluate candidates at all stages to ensure the highest quality
  • How new tech tools can move your key metrics: time to hire, candidate experience and source-to-hire

Join our Editor & Host, Alan Walker, and his guests Satish Kumar, COO & Co-founder and Leslie Tyler, VP of Marketing – from Glider.ai – as they discuss how you can you use automate the tedious stuff out of your roles.

Register now!

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YOUR SPEAKERS
Satish Kumar

COO & Co-founder

Satish Kumar is the Co-founder and COO of GLIDER.ai. He is keenly interested in removing inefficiencies in the hiring process through automation. Previously he started Snapwiz, Inc. – a premier multi-channel learning and assessment environment that is adaptive, engaging and interactive. Snapwiz products are used by world’s top publishers – Wiley and McGraw Hill and 7500+ schools in the US.

Prior to Snapwiz, he was the co-founder of GetVendors, an online marketing company that rapidly gained market traction and was later acquired byMatchPoint (a division of Connexus Corp).

Satish held senior level management and engineering positions at Oracle Corp. where he led a cross-functional team of engineers and product managers to build RFID and mobility products in supply chain and made it a market-leading product suite. He is a UC Berkeley alumni and an IIT graduate.

Leslie Tyler

VP of Marketing

Leslie Tyler is VP of Marketing at Glider.ai. She has led growth teams at Internet companies for the past 15 years, most recently at JustAnswer, an online marketplace for professional services, and ZipRealty.

In addition, she lead recruiting and training at ZipRealty during a high growth pre-IPO stage. She holds an MBA from the UC Berkeley’s Haas School of Business and an honors BA from the University of Texas at Austin.

Alan Walker

Editor & Host - #ChatTalent

Alan Walker is the Editor and Host of #ChatTalent, and is focussed on bringing valuable content to anyone who’s interested in building great organisations and amazing places to work.

The post How to streamline your recruiting process with data and automation appeared first on #ChatTalent.

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** RECORDING AVAILABLE NOW **
How to use AI to demonstrate value in your organisation

This year, CEB reported that 53% of Hiring Managers want their recruitment function to be that of a Strategic Partner or a Strategic Talent Advisor, however, only 17% feel this happens in their organisation. How can AI upgrade your recruitment function and help you demonstrate real value and strategic planning throughout your business?

This webinar will discuss the key challenges facing recruitment professionals in 2018 whilst sharing tools and data that can be used to deliver real-time actionable insights. Attendees will also have the opportunity to ask for live intelligence on specific areas of the market that they are finding challenging.

What will you learn from this webinar?
  • How AI can empower recruitment by aiding strategic thinking
  • What aids are recruitment professionals looking for
  • How to use AI to challenge your hiring managers and educate them on the real-time market
  • How to use AI to identify the expectations of candidates and how to make your team aware of them

Join our Editor & Host, Alan Walker, and his guest Mike Basnett Sandiford, Head of Partnerships for JobsTheWord – as they discuss how you can you use AI to demonstrate value in your organisation.

Subscribe now to access the recording

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YOUR SPEAKERS
Mike Basnett Sandiford

Head of Partnerships - JobsTheWord

Mike is Head of Partnerships at JobsTheWord and holds over 15 years experience delivering solutions across HR, Recruitment, Marketing, Technology and SAAS verticals.

Mike’s experience of planning, implementing and managing complex strategies and solutions on an international scale has seen him hold senior roles at Canderine, Joberate and TotalJobs Group.

Alan Walker

Editor & Host - #ChatTalent

Alan Walker is the Editor and Host of #ChatTalent, and is focussed on bringing valuable content to anyone who’s interested in building great organisations and amazing places to work.

The post How to use AI to demonstrate value in your organisation appeared first on #ChatTalent.

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Join us as InteriMarket take us through their “employers only” hybrid platform for skilled contractors

The monetary, time and efficiency costs of managing contractors have long been challenges for most organisations, particularly those with a high need for skilled contract labour.

That’s why InteriMarket was built.

For businesses who want to achieve great economies of scale, build talent clouds, be able to rehire top talent instantly, and have access to predictive analytics – away from repeated staffing agency fees – it is the perfect hybrid solution.

Hope you can join us as they show us what it can do!

Sign up for this, and future Tech Talent Tuesdays events

Throughout 2018 we’re going to be running a series of short demos of Talent technologies that we know will be of interest to our community of Talent professionals.

To make it easy for you to dip in the sessions that interest you, sign up for this event and we’ll put a placeholder in your calendar for (almost) every Tuesday of 2018 at 12.30pm (UK time).

You don’t need to attend them all, just turn up (virtually) to the ones that interest you and ignore the ones that don’t.

If you can’t attend a session that you wanted to, don’t worry – you’ll get access to the recording.

SIGN UP!

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ARE YOU A VENDOR?

If you’re keen to get in front of an audience of forward-thinking HR and Talent people, we’re keen for you to get involved.

Click the button below to learn more.

LEARN MORE

The post Talent Tech Tuesdays – February 6th – InteriMarket appeared first on #ChatTalent.

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Join us as Foresight take us through the world’s only recruitment forecasting/hiring plan technology

We’re very excited to be hearing more about Foresight, and the power it brings to hiring teams!

Foresight delivers an accurate list of hiring needs to forward-thinking Heads of Resourcing and innovative resourcing professionals.

This info is broken down into job title, grade, salary, location but most importantly WHEN.

Imagine your performance armed with that info!

Hope you can join us!

Sign up for this, and future Tech Talent Tuesdays events

Throughout 2018 we’re going to be running a series of short demos of Talent technologies that we know will be of interest to our community of Talent professionals.

To make it easy for you to dip in the sessions that interest you, sign up for this event and we’ll put a placeholder in your calendar for (almost) every Tuesday of 2018 at 12.30pm (UK time).

You don’t need to attend them all, just turn up (virtually) to the ones that interest you and ignore the ones that don’t.

If you can’t attend a session that you wanted to, don’t worry – you’ll get access to the recording.

SIGN UP!

Notice: JavaScript is required for this content.

ARE YOU A VENDOR?

If you’re keen to get in front of an audience of forward-thinking HR and Talent people, we’re keen for you to get involved.

Click the button below to learn more.

LEARN MORE

The post Talent Tech Tuesdays – January 24th – Foresight appeared first on #ChatTalent.

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Wednesday 31st January 3pm UK / 10am EST
How to use AI to demonstrate value in your organisation

This year, CEB reported that 53% of Hiring Managers want their recruitment function to be that of a Strategic Partner or a Strategic Talent Advisor, however, only 17% feel this happens in their organisation.

How can AI upgrade your recruitment function and help you demonstrate real value and strategic planning throughout your business?

This webinar will discuss the key challenges facing recruitment professionals in 2018 whilst sharing tools and data that can be used to deliver real-time actionable insights.

Attendees will also have the opportunity to ask for live intelligence on specific areas of the market that they are finding challenging.

What will you learn from this webinar?
  • How AI can empower recruitment by aiding strategic thinking
  • What aids are recruitment professionals looking for
  • How to use AI to challenge your hiring managers and educate them on the real-time market
  • How to use AI to identify the expectations of candidates and how to make your team aware of them

Join our Editor & Host, Alan Walker, and his guest Mike Basnett Sandiford, Head of Partnerships for JobsTheWord – as they discuss how you can you use AI to demonstrate value in your organisation.

Register now!

Notice: JavaScript is required for this content.

YOUR SPEAKERS
Mike Basnett Sandiford

Head of Partnerships - JobsTheWord

Mike is Head of Partnerships at JobsTheWord and holds over 15 years experience delivering solutions across HR, Recruitment, Marketing, Technology and SAAS verticals.

Mike’s experience of planning, implementing and managing complex strategies and solutions on an international scale has seen him hold senior roles at Canderine, Joberate and TotalJobs Group.

Alan Walker

Editor & Host - #ChatTalent

Alan Walker is the Editor and Host of #ChatTalent, and is focussed on bringing valuable content to anyone who’s interested in building great organisations and amazing places to work.

The post How to use AI to demonstrate value in your organisation appeared first on #ChatTalent.

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Wednesday 24th January 2pm UK / 9am EST
The recruiter’s guide to finding and hiring the best apprentices

Done right, apprenticeship programs can be the lifeblood of an organisation – providing a steady stream of talent, enthusiasm and inspiration for the wider organisation.

One of the key elements of a successful program is ensuring you hire the very best apprentices available.

In this webinar, we’ll discuss:-

  • The recent UK apprenticeship reforms
  • Effective apprenticeship recruitment tools
  • How to work with schools, colleges and universities to make the biggest impact

By the end of the session you’ll:-

  • Understand the key aspects of apprenticeship reform
  • Be able to identify how your organisation can benefit from closer links with schools, colleges and universities   
  • Be able to develop your own plan for effective apprenticeship recruitment.

Join our Editor & Host, Alan Walker, and his guest Tony Allen, CEO of Allen Apprenticeships & Skills – as they discuss how you can find and hire the very best apprentices.

Register now!

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YOUR SPEAKERS
Tony Allen

CEO of Allen Apprenticeships & Skills

Tony Allen is CEO of Allen Apprenticeships and Skills. His company provides management support to employers, training providers and colleges around all aspects of skills issues, including, apprenticeships.

Prior to setting up his own company in 2016, Tony was the Skills Funding Agency’s (SFA) Director for the Large Companies Unit, and prior to this role, Tony held a number of appointments with the SFA and Learning and Skills Council (LSC), including, Area Director for the South East.

Before joining the LSC, Tony spent 25 years in the Hospitality and Catering industry. This included 17 years with Whitbread PLC in operational, HR and strategic roles.

Alan Walker

Editor & Host - #ChatTalent

Alan Walker is the Editor and Host of #ChatTalent, and is focussed on bringing valuable content to anyone who’s interested in building great organisations and amazing places to work.

The post The recruiter’s guide to finding and hiring the best apprentices appeared first on #ChatTalent.

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Imagine the scene. Interview scenario; “Tell me about a time when you truly took one of your hiring community on a learning journey and explained what a new piece of recruiting technology actually delivers?”

How many of us would pass or fail this question? How many of us take the time to thoroughly inform and educate our hiring managers on what talent pipeline software does or how programmatic advertising works? Or even a step further, do we sit down and sell the benefits of using that new assessment tool that will cut down on time and potentially improve quality of hire?

I discussed last year the importance of solid hiring manager relationships and in this age of HR Technology taking more and more of the agenda, it is critical that we take them on our own journey as it is their hires that will be affected…hopefully for the better. Why you might ask? Buy-in, advocacy, and responsibility. Plain and simple.

Buy-in. BREAKING NEWS; hiring manager rejects new piece of HR tech due to not being consulted, not asked for an opinion or actually advised on whether it will improve quality of hire. Not rocket science, is it? They might only have 10% involvement but a noisy 10% rejection will massively affect a positive outcome.

Advocacy. In the same way that a candidate or an employee might sing the praises of your organisation, it works the exact same way if you have the support of your hiring community. Why would you not invite them to a demo of a new piece of HR Technology? Involve them, ask their opinion, build their trust in what we do. If the solution promises on what it can deliver and brings the benefits they require, they will promote and endorse…so all of a sudden when creating a business case or gaining executive agreement you have not only HR team support but a loyal and highly bought in hiring community. Win.

Responsibility. A very simple one. Hiring managers are responsible for hiring, we own and manage the machine that makes hiring possible. If they put more effort into hiring, they get better people. They get better people their team performs better. Their team performs better and it makes them look good. Not a difficult sell, is it? Hiring is not transactional it is strategic and critical to any business. It needs 101% participation from both sides of the table with a very open and transparent operating model.

So, the next time XXX is demoing, don’t make it a HR team event only. Invite everyone to the party.

BG

The post Take your Hiring Managers on your HR Tech journey appeared first on #ChatTalent.

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In this episode I was joined by Rachel Barnes, who looks after the HR & Recruitment Technology sector for business builder The Sandpit.

We discussed the Future of HR, more specifically the skills that are going to be needed by HR professionals to be successful in the future.

? and, of course, I couldn’t avoid asking Rachel about the shiny new tech that she’s working with right now and seeing coming through in the not too distant future.

If you liked what you heard, subscribe here

SUBSCRIBE!
You've subscribed. Brace yourself.

No spammy stuff. We promise.

The post Episode 2 – Rachel Barnes – The Future of HR appeared first on #ChatTalent.

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My first few days at the Bolivian Potato Company were a hardcore mix of induction training, colleague get-togethers and senior management palm pressing. Eight-hour days of back to back, non-stop, relentless walking around punctuated with systems and workflow process bombardment.

When my laptop and log in details finally arrived (week three), it was quite a relief to be left alone for 5 minutes and feel like I was actually doing some work.

Time, as it tends to, passed. I did my bit, shouldered my load and at times carried water for others. Time continued to pass; line managers came and went and I was blessed to have one, but in the main cursed with the others.

One grey morning in late March, waking to my tweety birdsong alarm, I realised I was now five years in and had gone absolutely nowhere. As I gazed deep in to my decaf latte, starting to question my dreams of potato corporation world domination, my mind drifted to a recent conversation with a well meaning friend, and a business card they had given me for their ‘weapon of choice’ recruiter.

After a couple of days soul searching I raised the subject of my lack of mobility with my line manager who assured me she’d raise it with HR. More time passed and the weeks turned to months. I turned to making that phone call and found a new job.

On handing in my notice I was immediately informed by HR (well, by a mega warm, super empathic email from HR) that the timing of my departure could not be worse. It seemed the company had started a Career Path Programme and as one of several High Potential Employees, I’d been selected to be part of the first wave. In short, big things awaited me if I could just hold on a little longer.

And once again, as it likes to, time passed.

At my half-year appraisal I reminded my new line manager about the Career Path Programme and my being a High Potential Employee. Keen to move forward I asked if there was something I should be doing?

‘Be a little patient’ was the reply and I sensed I’d caught him off guard; as if this was the first time they’d heard about the two initiatives. ‘We can hardly promote you if there are no openings can we?’ I found myself nodding in agreement, yet could not fully get my head around the implications of the statement.

In the spirit of openness I voiced a small concern regarding the point of my being on the programme and within an hour received a typo-littered email asking if I’d like to meet with my designated Programme Support HR Colleague?

Owing to ‘several conflicting priorities’ the meeting would have to be set four weeks hence, but it felt good to be moving forward again. On the day of my meeting I was informed my Programme Support HR Colleague had been reassigned to go off and support some headcount reduction scheme and my shiny new Programme Support HR Colleague would be assigned in due course.

Although an anonymous email address, I offered in reply that whilst waiting I could perhaps start to get a better insight into our operational finances, or some form of generic finance training, as I felt this to be something of a weak area. I was asked to attend a face to face meeting later that day where a stone-faced and rather not so supportive HR colleague asked ‘what possible use finance training would be to me?’

Not really sure how to answer the question, I took the opportunity to offload a little regarding my growing concerns with both the Career Path Programme and timescale to date for my achieving absolutely nothing.

‘Look at it this way’ I was reassured. ‘Your career path is not like the production line down in the factory, we can’t simply pop you on a conveyor belt and take you from one place to another. Surely it’s better that nothing happens, than we give you lots of extra tasks that in the end lead to nothing anyway, right?’

…Good talk.

I thanked my HR Colleague for the HR wisdom and career insight. By the end of that day I’d made the call to my recruiter, by the new year I had a new job, a modest pay rise, some additional responsibilities and a fairly reasonable understanding of profit and loss – which is fascinating stuff by the way!

Epilogue:

Over the past decade the business world seem to be clambering over itself to provide some kind of career path; like it’s the only way to motivate and retain talent. But it all falls down if you don’t have jobs to move people into, right? You don’t get jobs if you don’t have growth, and you won’t have growth without a strategy (or is it talent and we just loop this sucker until we lose the will to live or retire?), etc etc, blah de blah ad infinitum …

Or, you could explore a general organisation-wide learning strategy that can support and drives professional growth in line with the current and perceived future needs of the business? This in itself offers one much needed mutually beneficial outcome of a career path – more rounded, skilled, prepared colleagues, ready to make a move up (or along) when needed.

High potential employee schemes are really great, they always make for an exciting Appraisal, not to mention giving the business a cracking spreadsheet to dip in when wondering who to inflict Succession plans on. However, we are back to ‘where can you go?’ Where in the high potential psyche is ‘eleven’, if it even exists.

Of course all super-savvy HP employees must learn to accept the many real-world constraints and limitations put upon a business by those dark market forces (baaad market forces). The employer (by proxy, front line managers) should better manage expectation and everyone in the operational universe needs to be, at all and any time, fully informed and totally in sync. So, that’s all good then; brilliant!

I’m exhausted just writing it out.

Or, perhaps it’s better to have a pseudo loyalty programme and find more realistic ways of showing the love for great employee commitment? Way less admin (always a big yaaaay!) and much less room for confusion, frustration and several other nasty ‘ions’.

Putting in place an agreed, budgeted for and understood management development framework with some simplistic communicating vehicles (for all personnel, whether performing and potent, or not) before bringing those talented few on, is also highly recommend.

Quick note about all those senior managers seen shifting companies because there’s nowhere left to go, it isn’t the end of the world. Many are so far removed from day to day business activities that their contribution is generally more strategic (aka theoretical) than practical anyway.

Now your front line and second tier managers, they DO have real value and not just inwardly in terms of who and what they know and do, or all the development time invested in them (to get them to function under the aforementioned senior team).

There is also very real external, commercial value in terms of what they take away. If it’s to another industry the impact is maybe not so bad, if it’s to a competitor, big boooo and silly you for not putting some clause in their contract. Then there’s the leader-size hole they leave behind, sniffle… That hole you go and recruit externally for, leaving everyone on or involved with your career path thinking, what the… ?

When dealing with career path calibre employees, by definition you are dealing with your brightest and best (or at least you should be). It’s probably a good idea to think through the expectations you wish to set, the opportunities you have internally and overall what kind of experience you will give. Naturally this should relate to both job roles and learning outcomes.

#JustSaying #LoveEmOrLoseEm

The post Career Path (or pit): a potato-based semi-factual tale appeared first on #ChatTalent.

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