Posts tagged Amplify Talent
Live From Anaheim...It's LinkedIn Talent Connect!

I'll be following in the large footsteps of Ed Nathanson and Matthew Jeffery who hosted the first two livestreams last year in San Francisco and London respectively (highlight video below). They set the bar high, and I'm looking forward to continuing what they started and bringing viewers inside the Anaheim Convention Center for interviews with speakers, attendees, and other behind-the-scenes live looks at Talent Connect 2015.

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Kill Your Unicorns

There's never been a better time to be a recruiter. I believe this. There are a variety of career paths, tools, and techniques that recruiters can pursue. There’s room for “old school recruiters” who just want to make placements with their rolodex and phone. There’s room for more creative types with a marketer’s DNA who want to lead branding efforts. There’s room for analytic types who want to crunch talent management numbers, find correlation, and develop strategy. Let’s kill these unicorns and celebrate this diversity of recruiting career possibilities. There will be a time in the future when these unicorns are commonplace, but it’s not today.

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How To Increase Hiring Efficiency With Social Recruiting [Dice Webinar]

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!

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Introducing: Amplify Talent VIP Newsletter

The Amplify VIP Program 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.

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A Case For Reinventing Job Descriptions

Talent is more fluid than ever. The average tenure is shrinking. 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.

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Glassdoor Summit Preview: You Say You Want A [r]Evolution? #GDSummit

What if...we started over. What if we built recruiting today, based on current job search behaviors and expectations? What would it look like?

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