Jennifer McClure`

Helping Leaders Leverage Influence & Create Maximum Impact.

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Don’t Let Technology Replace The Humans In Your Recruiting Process

Let’s face it. If you’re a recruiter in 2017, you’ve got it pretty good.

Just listen to any “old-timer” – say, someone who was recruiting 15 or 20 years ago – and they’ll be quick to tell you how it used to be in the not-so-good-old-days.

Paper resumes. File cabinets. Phone books. Rolodexes. Fax machines.

Look these things up online kids, and gaze upon your yesteryear colleagues in pity. I mean, how did any recruiting actually get done? It’s hard not to appreciate that it’s much easier to recruit good candidates today than it was just a few years ago – before we all learned how to use the internet – and could reach out to just about anyone by simply hitting enter on a keyboard.

[Read more…]

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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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In Search Of: The Best Human Resources and Recruiting Blogs of 2014

UT Top 25 HR & Recruiting Blogs

Today, I face something that I haven’t faced in over six years. And I’m doing it intentionally, because it’s time for growth and change. It’s time to discover something new.

This morning, I deleted all of my blog subscription feeds (I use Feedly as my RSS Reader) for Human Resources, Recruiting and Talent Management blogs.

And I feel empty.

Back in early 2008, I discovered blogs. The HR Capitalist (Kris Dunn) was my first.

You never forget your first.

As I read more, followed links to other blogs and subscribed to more, I subscribed to hundreds of blogs. I learned. I built relationships with some bloggers. Many became friends, mentors and business partners.

I’ll always be grateful for the knowledge that they so freely shared and how they helped me to grow as I stepped out of the corporate human resources world into executive recruiting and then into building my own business.

At one point, I subscribed to over 300 blog feeds. Not all of them were HR, recruiting and talent management-related, but many in those categories were definitely in my “must read” folder.

However, over the last couple of years, I’ve been slowly unsubscribing to various blogs and now my “must read” list is down to just three. Which makes me kinda sad.

Why the reduction in force?

I’m tired of reading about the same topics (engagement, performance management, culture, sourcing, onboarding, etc.) without any new perspectives. I’m tired of content marketing. I’m tired of posts that are posted just because it’s Monday (or Tuesday, or any other day of the week).

So, I’m starting over. I want your help. And I’ll share what I learn.

The 31-Day to the Best HR and Recruiting Blogs List Plan:

Here’s the Plan: Leave a comment with 1 – 3 blogs that you love and/or learn from in the comments section. (Heck, you can even nominate your own!)

I’ll subscribe to all of the HR/Recruiting-related blogs mentioned during the period of July 1st – July 31st, and I’ll read (okay at least seriously skim) every post. I’ll share posts that I think are great with my social networks (LinkedIn, Twitter, Twitter and Facebook) to spread the word and share the goodness. I’ll also keep track of how many posts I share from each blog over the course of the month.

In August, I’ll share on this blog my Top 25 Human Resources & Recruiting Blogs of 2014 list, which will be compiled primarily based upon my shares, but also a little bit of magic pixie dust (i.e. personal opinion).

Want to help me out?

Please nominate 1 – 3 of your favorite Human Resources or Recruiting blogs in the Comments below to get them in my Feedly Reader for the month of July 2014 for evaluation.

With your help, I’d love to find some new voices, recognize some old ones and also help you connect to some great resources in this process!

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LinkedIn Recruiting Trends 2011 – United States [Slideshare]

Recently, I came across this presentation on slideshare.net summarizing LinkedIn’s Global Recruiting Trends 2011 survey for the United States and I thought I’d share it with you.

Some interesting stats from this report include:

  • Over 6 in 10 companies in the US plan to hire more professionals in 2011 than in 2010.
  • Although 63% of US respondents expect hiring to increase in 2011, only 45% expect their hiring budget to increase.
  • Finding better ways to source passive candidates is the top recruiting trend in the US, while using social and professionals networks is a close second.
  • 59% of companies in the US report social professional networks are a minor source in their recruiting efforts, while 29% indicate it is a major source.
  • 35% of companies are worried that their competitors will learn to use social networks and social media more effectively than they will.
  • LinkedIn is the most popular social network for recruiting, used by 96% of respondents.
Check out the presentation uploaded by SBG Media Group below.
LinkedIn Global Recruiting Trends

Report Summary:

  • Hiring is expected to increase in the US, but budgets are not keeping pace.
  • Social professional networking is seen as one of the most important, long- lasting recruiting trends in the US and most companies are already using it to some degree.
  • Sourcing passive candidates is a key trend.
  • The use of talent community-building and employment branding tools is expected to increase.
  • Employee referral programs are anticipated to grow.

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Sign Me Up For “The Recruitment Revolution”

Thanks to the good folks at Talent Management Magazine and MediaTec Publishing, Inc. I’ll be sharing some of my insights and ramblings a couple of times each month on their new recruiting and talent management blog!

My first post – “Three Investments To Make In Future Recruiting Success When Hiring Takes a Break” – was published on the site yesterday and if you like what you see here on Unbridled Talent, then I’m hoping you’ll also like what you see there.

So head on over to the Talent Management website and check it out. And while you’re there, be sure to subscribe to the Talent Management Magazine blog to stay informed about “The Recruitment Revolution”!

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Here’s a taste of my first post to get you started…

Three Investments To Make In Future Recruiting Success When Hiring Takes a Break

With recent reports of zero job creation in August 2011 and a still struggling economy, it’s clear that many companies have either shuttered their recruiting function until things improve or are throttling back their efforts heading into the final months of the year. As a result, more than a few recruiters may find that they have some extra time on their hands and need to find ways to continue to add value within their organizations.

Three high-impact opportunities to focus on include:

1. Review your careers site through the eyes of a potential applicant

2. Use social media to build virtual (and real) relationships with potential candidates

3. Volunteer for cross-functional teams and spend time with hiring managers

Click here to read the full post…

 

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