This week I was given the opportunity to share some of what I’ve learned in developing and executing Employer Brand strategies at the In House Recruitment Expo in London. Here is my presentation deck with links to the videos.
Bigger. Faster. Stronger.
Recruiting is evolving. Fast. Faster than any time in my 15+ years in corporate recruiting. There are many contributing factors: social media, the maturation of employer branding, the prevalence of mobile devices (and their ability to reach a new ‘always on’ generation), advances in HR technology – just to name a few.
These changes in the recruiting marketplace are happening at a pace most corporate recruiting teams struggle to keep up with. It’s created a new crop of consulting firms (like mine) who help them navigate these new waters. There is a lot of opportunity in this new world.
These industry shifts have also spawned a new crop of hyperbolic statements, unicorn statements, about the state of recruiting. Views I feel are beginning to become more and more disconnected with the trench recruiting realities on the ground for most companies. These unicorn views aren’t rooted in the realities most recruiting teams face.
The Resume Is Dead.
No, it’s not. One of the most popular unicorn statements is that the resume is dead. That in the age of social media the resume is a stagnant relic from recruiting’s past that has outlived it’s utility. There are three glaring flaws with this point of view.
This unicorn statement assumes all the prospects our organizations might hire are active on social media. Not just active, but so active they leave enough breadcrumbs for hiring teams to understand what they do, how well they do it, and ideally whether they’re a cultural fit for good measure. That’s just not reality for the across all industries and the universe of prospects we might hire.
Let’s assume there is enough accessible social data to make an informed decision on all prospect’s suitability (there isn’t). How are companies who hire at scale supposed to manage that approach? 50,000 global hires in a fiscal year? Super, fire up the social media aggregator!
Another point, but certainly not least in sheer sexiness of subject, is compliance.
Want to learn how to incorporate social into your recruiting workflow? Join me Wednesday 11/19 2-2:45p EST for the latest webinar in Dice’s Open Web series where I’ll be sharing proven techniques on how to increase your hiring efficiency with social media. You won’t want to miss this one!
Date: Wednesday, November 19, 2014
Time: 2 PM EST / 11 AM PST
Duration: 45 minutes
Discover social recruiting techniques that save time.
With dozens of requisitions open, you need one thing more than anything else: more time. The right social recruiting strategy can give it to you—and reduce your company’s average time-to-hire.
Register for a live webinar, featuring Lars Schmidt, Founder of Amplify Talent, to learn how to more efficiently source and engage tech talent. The fourth webinar of this series will teach you:
- How to reduce recruitment cycles with a strategy that combines branding efforts and social recruiting
- How to utilize social recruiting techniques without adding bandwidth to your efforts
- How to expedite the entire tech recruiting process by leveraging time-saving productivity apps
Last month I had an opportunity to lead a panel discussion on Talent Brand at LinkedIn’s annual conference – Talent Connect. It was a diverse panel with interesting perspectives on the topic. We covered some of the following topics:
- How to get buy-in and executive support
- Tools to help you manage your talent brand
- How to drive talent brand in regulated industries
- The role of story telling in talent brand
- What not to do – mistakes and lessons learned
You can check out the full video from the LinkedIn Talent Solutions YouTube channel below.
“Brand or be branded”
You don’t need to be a Fortune 500 company, or the latest start-up, to have a winning and engaging talent brand. These SMB recruiting leaders share the talent brand and content tips that have worked well for them.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1s8SWeG
Sharing some thoughts on what recruiting might look like if we built it from the ground up at September’s inaugural Glassdoor Employer Branding Summit.
You can find full presentation videos of all the speakers, including Josh Bersin, Stacy Zapar, Bryan Chaney, Shannon Smedstad, and more here. I definitely recommend checking them out!
The smart way to stay informed of trends, news, and developments in Recruiting and Employer Branding.
I’m excited to introduce the new Amplify Talent VIP Newsletter!
The Amplify VIP Newsletter is a carefully curated collection of news and information at the intersection of Recruiting, Employer Branding, and Technology delivered to your inbox each month. We do the research – scouring media, press, blogs, podcasts, articles and white papers to ensure our subscribers stay in the know.
- A regular digest of top news that matters, delivered right to your inbox
- Stay on top of new developments impacting the world of recruiting
- We respect your inbox – all substance, no filler
Welcome to Amplify VIP.
I recently had an opportunity to speak at Glassdoor’s inaugural Employer Branding Summit. I made the case that corporate recruiting is still rooted in dated practices, and explored what recruiting might look like if it was built from the ground up today.
One of the points we discussed was job descriptions, and the fact that they’re one of the least evolved tools in our corporate recruiting tool belt.
We’ve stuck to the script for years. Laundry list of vague responsibilities? Check. Unrealistic qualifications? Check. Compliance-driven language? Check. We’re not touching on many things that matter in today’s market. We can do better.
Job descriptions tend to be written for the benefit of the employer, not the employee.
When we write for compliance or legacy, we fail to give prospects a true sense of what our organizations are like – our culture, our teams, our perks, physical office space. We try to convey the soul of our organization in text alone. We’ve become over-reliant on our career sites as the place to share images, video, and our people.
Today’s prospect are busier (and more distracted) than ever. We have a limited window to get their attention, particularly for high-demand talent. A boilerplate JD won’t do it.
What if job descriptions looked more like this?
Candidates don’t want to rely upon boilerplate JD’s to give them a sense of whether they should explore your jobs. They want to know about things like specific deliverables, success measures, growth plans, and perks. They want to know what their desk might look like, what tools they might use, and what their colleagues are like.
Why don’t we consider things like…
- Include a 30 second video from the hiring manger about why you might want to work in this role
- Share stories of past employees in similar roles and their career growth
- Include LinkedIn/social profiles of the team
- Embed photos or videos of the office
- Include infographics and other visual mediums to convey the opportunity
- Make job descriptions text more dynamic by including hyperlinks to more content (press, awards, employee blogs, multimedia, company social links, etc.)
What are they keys to a great job description in your mind? Do you have any examples of other companies getting job descriptions right? I’d love to hear them. Leave a comment and let’s start taking steps to give prospects something better.
What if seems like a good starting point when pondering a revolution.
Think about where we are today in recruiting – our practices, our technology, our shortcomings. How’d we get here? Or more importantly, is where we are in recruiting today where we should be? Have our practices kept up with broader societal changes?
In recruiting, evolution = iteration. Our behaviors and approaches change slowly. Our practices are built upon workforce assumptions that aren’t keeping pace with candidate behaviors.
9/10 job seekers say they will use a mobile device in their job search within the next year, yet 90% of Fortune 500 career sites don’t support mobile apply. We’re not keeping pace with these changes in candidate behavior. It’s time for recruiting to evolve.
What if…we started over. What if we built recruiting today, based on current job search behaviors and expectations? What would it look like?
I’ll be diving into that topic during the opening presentation during Glassdoor’s first Employer Branding Summit on September 12th. I’ll be joined by an exceptional mix of leading Employer Branding and Recruiting minds to discuss the future of Employer Branding, and its impact on recruiting. You can view the full lineup below. I’ll be the MC for the day, so really looking forward to sharing and learning from everyone. You can too!
You can also join the conversation on Twitter at #GDSummit.
Glassdoor Employer Branding Summit Agenda
Hop On, Hop Off! Feel free to join a single session, portions of each or the whole Summit. It’s up to you—just make sure you register now for the live stream! You can also follow our live Twitter feed using the hashtag #GDSummit.
|9:00 am – 9:15 am||Welcome Intro | Robert Hohman – CEO, Glassdoor|
|9:15 am – 9:45 am||Keynote Presentation | Lars Schmidt – Amplify Talent|
|9:45 am – 10:15 am||Simply Irresistible: Are You? | Josh Bersin – Bersin by Deloitte|
|10:15 am – 10:45 am||Break|
|10:45 am – 11:15 am||3 Secrets to Employer Brand Storytelling | Bryan Chaney – IBM|
|11:15 am – 11:45 am||Content Is King, Distribution Is Queen: Content Marketing for Recruitment | Jennifer Tharp – AT&T|
|11:45 am – 12:45 pm||Networking Lunch|
|12:45 pm – 1:00 pm||New to Glassdoor! | Alison Hadden – Glassdoor|
|1:00 pm – 1:30 pm||If Seuss Was Alive in Two Thousand and Five | Arie Ball and Anthony Scarpino – Sodexo|
|1:30 pm – 2:00 pm||Infinite Possibilities, Limited Budget: Optimizing Your Branding Resources | Jen Powell – Deloitte|
|2:00 pm – 2:30 pm||Getting Your Brand Out of the Box | Stacy Zapar – Zappos|
|2:30 pm – 2:45 pm||Break|
|2:45 pm – 3:15 pm||Using Video to Share Your Company’s Story and Attract Talent | Shannon Smedstad – CEB|
|3:15 pm – 3:45 pm||Bringing It All Together: Combining Your Employer Branding Efforts on Glassdoor | Will Staney – Glassdoor|
|3:45 pm – 4:00 pm||Closing Remarks | Lars Schmidt & Robert Hohman|
|4:00 pm – 6:00pm||Cocktail Reception|
The other week I had an opportunity to chat with a friend of mine, Leela Sreenivasan from LinkedIn, about my thought process in deciding to leave the corporate world and launch a new business. She was working on a blog post for the LinkedIn Talent Blog and gathering thoughts from me and a fellow new entrepreneur from the talent world, Kara Yarnot (@klyarnot).
In reading the post, I was struck by the similarities between Kara and my paths to starting a business. Both of us had great full-time roles we enjoyed. Both of our moves were triggered in some way by internal drivers within our organizations. We both cited the influence and impact of our networks in supporting our decisions. We also shared the same sentiment about what we felt we’d miss most in making this decision – leading and mentoring teams. The similarities were quite interesting.
Kara’s company, Meritage Talent Solutions, was launched to “disrupt the talent acquisition process and marketplace by providing a blend of solutions to impact the way companies acquire talent”. She has the experience and vision to make a big impact in our space. I look forward to watching Kara and Meritage’s growth.
You can read more about Kara and my views on launching a new business in the original post below.
Have you ever considered striking out on your own? If you think you’re ready to climb out of the corporate recruiting trenches and advise your peers, read on.
In the last several months, two of my favorite corporate talent acquisition leaders stepped away from high-profile corporate roles to launch their own consulting firms. First Kara Yarnot, who previously ran the Talent Acquisition Center of Excellence for Fortune 500 company SAIC, resigned and launched Meritage Talent Solutions. Then Lars Schmidt gave up his Senior Director role at NPR to focus on his new business, Amplify Talent.
In speaking to both, I identified certain commonalities in their stories (beyond, coincidentally, both of them living in the Washington DC metro area). As they struck out on their own, our protagonists each had the following 5 things going for them:
1. The sudden impetus to go out and do it.
Both Kara and Lars were sitting pretty in their previous jobs – until a business shift made them rethink their careers. In Kara’s case, SAIC split into two separate companies, heralding change for the Talent Acquisition function. And while Lars had been mulling over the opportunity for a while, the catalyst was the departure of his VP HR and the resulting team re-alignment.
2. A powerful and extensive network.
Kara and Lars assert that who they know will be vital to their success. “Our community is incredibly supportive, even to those of us who ‘change sides’,” said Kara. “I have a large number of connections that have given me advice, sent me leads, reviewed my marketing materials and challenged my business model. I will be forever grateful for all of the advice and counsel.”
Lars agrees that “If you’ve worked hard to cultivate a network, they will be there for you.” For him, launching the business “really reinforced to me how important relationships are – a core learning for any new entrepreneur.”
3. Determination and know-how to drive wholesale change.
Whether you work in Talent Acquisition or any other function, change management is not for the faint-hearted. But apparently it’s something that both Kara and Lars run towards, not flee from. Before launching her firm, Kara did explore other more mainstream careers, “to be sure that other corporate opportunities weren’t going to meet my need for regular change and disruption.” When they didn’t, Meritage Talent Solutions was born. Having heard her speak with authority on the power of pilots and working on ‘small, manageable chunks’ to make change stick, I know she embraces that challenge.
Similarly, Lars notes how “most recruiting teams today are so heads-down with their requisition loads that they have a hard time thinking differently about how to engage and attract talent.” If your recruiting organization is ‘bogged down in transaction mode’ and needs help thinking differently, Lars says he’s your man.
You can read the rest of the post, 5 Things You Need to Form Your Own Talent Acquisition Consulting Shop, on the LinkedIn Talent blog.
Dice just released their 2014 technical salary survey results. You can download the full survey here.
The report provides insights into the current state of tech hiring across the U.S. The infographic below provides details of the top five salaries and markets for technical talent in 2013.
In today’s competitive hiring market, retaining your best technical employees is vital. Rest assured your best technical talent is getting regular calls from recruiters. Will they listen? Are you doing enough to retain them?
The chart below breaks down some of the ways organizations attempted to retain their talent in 2013. They include compensation, increased responsibilities, recognition, and work flexibility.
The full report goes into more details on the current state of technical salaries and expectations. More details below:
Dice’s Salary Survey Report for 2014 shows that salaries and confidence are rising for U.S. tech professionals, but tech powered companies are on edge as compensation satisfaction slips.
More tech professionals in the U.S. enjoyed merit raises last year, driving average salaries up nearly 3% to $87,811. Tech professionals understand they can easily find ways to grow their career in 2014, with two-thirds of respondents (65%) confident in finding a new, better position. That overwhelming confidence matched with declining salary satisfaction (54%, down from 57%) will keep tech-powered companies on edge about their retention strategies.