Jennifer McClure`

Equipping people leaders to navigate change — and design the future — with boldness and purpose.

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The Difference Between BEST Practices And NEXT Practices In Recruiting

Earlier this year, I gave keynote presentations at the Minnesota Recruiters Conference, and the Philadelphia CareerBuilder Roadshow on the topic: “The Challenge Ahead For Recruiters Is Clear – Which Path Will You Choose?”

The Difference Between Best Practices And Next Practices In Recruiting

My goal with this presentation is to challenge recruiters and talent acquisition leaders to think creatively about how to approach recruiting talent now – and in the future – and also to consider whether following “best practices” will lead to success if everyone else is doing the same thing.

The folks at CareerBuilder did a great job of summarizing several of the key points from the program, and have used the information to put together an informative guide titled: “From Best Practices To Next Practices: Your Guide To The Future of Recruitment”.

You can download the free 11-page resource here.

Topics covered in the presentation and summary guide include:

  1. Finding People For Jobs vs. Matching People With Work
  2. Recruitment Marketing vs. Relationship Marketing
  3. Employer Branding vs. Employee Branding
  4. Job Ads vs. Sales Copy
  5. External Hires vs. Internal Hires
  6. Employee Referral Bonuses vs. Employee Referral Education
  7. Talent Communities vs. Resources For Communities

Future recruitment success means choosing a path of creativity and innovation in your recruitment strategy, which is imperative as the competition for top talent continues to heat up. I believe the difference will be made based upon whether you choose to implement BEST practices or NEXT practices in recruitment.

The choice is yours to make. Which path will you choose?

 

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5 Mistakes Successful Speakers Never Make

I make my living as a professional communicator, which means I have the honor of speaking with audiences at over 50 corporate, association and conference events each year. Whenever possible, I like to attend other sessions at these events – because I enjoy learning, and I also want to watch great speakers, so I can continue to grow and improve as a speaker myself.

Last year, I attended a conference breakout session led by a speaker with an impressive title. His bio listed many professional accomplishments and years of experience in a topic that I was very interested in learning more about. Even though his session was scheduled a few hours before my closing keynote, I made a point to get to the venue early in order to take advantage of the opportunity to learn from him.

Unfortunately, very quickly into the 75 minute session, it became clear that learning was going to be a challenge. Even though his professional experience and accomplishments related to the subject were impressive, the speaker conveyed zero excitement or passion for the findings of the case studies and research that he was sharing, and he didn’t seem to care at all about connecting with the the audience.

Pretty soon, in an effort to salvage the time investment as a learning opportunity, my note taking shifted towards capturing quotes and actions from the speaker that affected my ability to learn from him.

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Choose Your Change – Then Jump!

I’ve been in a mood lately. A little restless. A lot ready for something new. And while I now know that this is good news, I didn’t always feel that way.

I have a history of restlessness in my life. A personal life that has taken more twists and turns than the girl who grew up on an isolated Tennessee farm could ever have expected, and a career that has morphed into a life spent as a certifiable introvert, whose job is all about people.

And it’s all good.

But getting here hasn’t been without uncertainty, struggle, missteps, wrong steps and pain.

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11 Podcasts To Fuel Personal Growth and Leadership Development

I’m a voracious consumer of content in the areas that are of interest to me – specifically leadership, entrepreneurship, speaking and personal development.

Interestingly, I’m not a good book reader (fixing that is a goal for 2016). But I do buy lots of books. I just rarely read them.

So a couple of years ago, I decided to try podcasts as a way to continue learning, and to fill time that was normally spent listening to the same songs in my playlists or on the radio over and over again. Now, I listen to podcasts while driving, traveling, exercising, cleaning the house, fixing dinner, etc. Suffice it to say, I’m hooked on learning.

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Study Reveals The Key To Employee Engagement

Employee engagement is a term that’s been passed along for years now. And for those of us responsible for attracting, retaining, and getting the most out of top talent – it’s always on our radar.

Employee Engagement

What is employee engagement?

We define employee engagement as the extent to which an employee is “all in”. Meaning, they’re fully absorbed and energized by their work, and therefore exert discretionary effort in their roles.

Even though there is still much debate about how to accurately assess and score an employee’s engagement level, we can’t deny that the highest performing businesses have seemed to get it right.

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