High performance recruitment marketing platform provider Talemetry opened our doors for Vancouver’s first HR Unconference on October 20, 2014. Recruiting professionals from around the Vancouver area gathered for a decidedly different HR conference experience.
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
Recruiters have one of the most difficult positions in an organization as they are often responsible for filling all jobs across every department. Breaking it down into the types of jobs that need to be filled, each with different job title requirements, skills, qualifications, and experience, can make it quite complicated.
Topics: Talemetry Today, candidate sourcing, talent management, Talent Trends, recruiting trends, Talent Networks & Sourcing, social recruiting, hr technology, recruiting, recruitment marketing, talent acquisition
As a follow up to my blog on Social Recruiting vs Sourcing I wanted to talk in more detail on how to leverage social channels properly when recruiting. I will break it down into the three major aspects of recruiting: sourcing, advertising, and candidate engagement.
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.
Every day we at Talemetry collect data for hundreds of thousands of candidate application experiences, job posting spend and performance, career site and social media traffic, and more. However, as with any data, the real question that needs answering is 'what are you going to do differently as a result of the data'? If you are just gathering it because you are interested, or just think you should, you likely aren't going to get the most of your recruiting analytics.