We’ve been hard at work on our Fall Release, adding several new features that are immediately available to all our clients at no cost.
Topics: hiring, cloud recruiting, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, employer branding, recruiting trends, career sites, ATS, hr technology, candidate experience, Talemetry Product News
Well I could come up with a lot more, but this would be a very long blog post and you wouldn’t read it. So here are my top four:
Topics: cloud recruiting, partners, Talemetry Today, Recruitment Marketing & Branding, talent management, Talent Trends, recruiting trends, talent generation, analytics, hr technology, recruitment marketing, big data, events, Talemetry Product News
Earlier this month Talemetry released new reporting and analytics capabilities in our software that allow companies to delve deeper into their online job application process.
Topics: Talemetry Today, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, recruiting trends, talent generation, talemetry, career sites, social recruiting, hr technology, recruiting, candidate experience, recruitment marketing, Talemetry Product News, talent acquisition
Having had a few weeks back from the OHUG Global Conference in Las Vegas, we thought it worthwhile for a short wrap up blog post. It was a really interesting event from a number of angles. Before getting into that I wanted to say how hot it was in Las Vegas this year!
Topics: cloud recruiting, Talemetry Today, Recruitment Marketing & Branding, Talent Trends, recruiting trends, talent generation, analytics, SaaS, taleo, ATS, hr technology, candidate experience, big data, events
Most modern marketers know that no single touch point will cause a lead to make an immediate purchase. It can often take a dozen or more different marketing engagements. These touch points range from emails, direct mail, events, social ads, radio, television, online marketing and others.
Topics: Talemetry Today, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, recruiting trends, analytics, Talent Networks & Sourcing, career sites, hr technology, recruiting, candidate experience, recruitment marketing, talent acquisition
How to effectively leverage past applicants
One of the biggest untapped sources of candidates that many organizations miss is their own past applicants. This is because legacy recruiting systems were never designed to search past applicants. As a result, most recruiters don’t bother to search it. This means many miss a potential goldmine of free, qualified candidates they could contact.
I recently came across a article titled My Plea to Retire the Term #SocialRecruiting by Jeremy Roberts, and I couldn't agree more. It’s time we all decided that “Social Recruiting” simply is a part of the basic sourcing and recruiting process. Here are my reasons why:
This week, the leading cloud software vendor salesforce.com announced Salesforce1. A platform designed to build applications to better support customer relationships. The concept is to think about all the different touch points you have with customers and allow them to interact with you on their terms, when they want it, how they want with the ultimate goal of generating long term, profitable customer advocates.
When we look at a typical ‘day in the life’ of a recruiter the tasks may vary, the activities may vary, and of course the results may vary. But what doesn’t change is the fundamental challenge of finding, attracting, and engaging candidates and getting them to express interest and apply for jobs.
Companies usually have a good handle on targeted marketing -- they build landing pages that are personalized, relevant, and accessible. Why, then, don’t companies build career microsites the same way?
When we work with our customers we see they often end up with expensive, unwieldy microsites that offer little more than a complex application form that good candidates often find uninspiring. The sites aren’t targeted to the role, geography, skill set, or target market. And they usually provide little information about drop-off rates, how many people are viewing the microsite, where they came from and what kind of candidates they are. As a result, the candidate experience remains one of the biggest problems in recruiting today.