It’s Friday—take a lunch break and catch up on the best perspectives of the week in recruitment marketing. First, we’re highlighting the content and tweet of the week.
Content of the Week
Check out the “5 Essential Roles in the Modern Recruitment Marketing Team,” featured on RecruitingBlogs.
Tweet of the Week
Gerry Crispin of the Talent Board, Kevin Grossman of PeopleFluent and our own Chris Brablc (what a trio!) will discuss how to improve candidate experience based on real-life examples from CandE winners in a webinar on June 4. Of course I’m sitting in—are you? Register.
— Kevin W. Grossman (@KevinWGrossman) May 28, 2015
Articles of the Week
As always, in no particular order:
Sign of a Strong Employment Brand? Candidates Doing the Recruiting by Matthew Stollak (@akaBruno)
Matthew aligns sports recruiting with talent acquisition with one key similarity: your current team is your strongest recruiters. For more on referrals, check out the published results from our recent survey on employee referral programs.
Should All SaaS Leaders (Not Just Sales) Have Variable Comp? by Jonathan Crowe (@jonathanscrowe)
Is the secret key to 100% year-over-year growth making sure every single leader in your company, no matter what department, has some form of variable comp? Jonathan answers.
How To Create Candidate Personas To Recruit Talent by Andy Headworth (@andyheadworth)
If you don’t really who you’re trying to attract, how can you succeed? Andy offers 10 points of data to look at when crafting candidate personas. Our Dir. of Marketing also discussed the importance of candidate personas in our recent webinar with HireVue, “How to Be the Amazon of Recruitment.”
This is a prevalent topic right now. We’ve written on it when talking about improving communication throughout the candidate experience, and Bersin just held a webinar on recruiter/hiring manager collaboration. Bottom line: Hiring manager and candidate experience are BOTH important, but it seems the hiring manager most often takes the back seat. Read Nicole’s 10 steps to a better relationship—and invite them up front.
A very honest perspective I thoroughly enjoyed reading, but more importantly, some very sound lessons recruiters can learn from inbound marketing. As Katrina notes, everything seems to be obvious when talking about how to build a relationship with a candidate—so seriously, why aren’t we actually DOING it?