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.
A good time was had by all at the 2014 HR Technology Conference. Talemetry was out in force with our latest generation recruitment marketing and sourcing platform.
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
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.
As the concept of “Big Data” becomes more mainstream, it’s important for hiring organizations to understand what it can do for recruiting efforts. Big Data precepts make it easy for organizations to take the vast amounts of information they have and make it work for them in new ways. Today we’ll take a look at what’s made these deeper analytics possible, and what that means for organizations that want to use them.
With the headcount freeze finally thawed and unemployment levels returning to their pre-recession levels in most industries and geographies, the strategic business need for a best-in-class talent function has never been more critical. After all, according to a SHRM survey, 73% of US organizations are currently hiring full time employees.
The bad news behind this seemingly rosy figure, however, is that this same survey finds that the majority of those employers (58%) were “hiring direct replacements of jobs lost or eliminated” since the start of the recession in 2008. Only 30% of companies, by contrast, were hiring for completely new positions necessitated by business growth or organizational demand.