Global Talent Identification

Wow, that’s been a while, me writing a post on something… I think other platforms got a hold on me.

In the meanwhile the economy started to become more positive and finally the moon seems to be able to cover the sun… So time to write again.

The reason why I wanted to post this blog is, I just wanted to let you know how things are going.
Another turn in my career path has taken place.

Still recruiting, yes.

Still sourcing, yes.

Still scouting for the best talent out there, yes.

Still doing cool internet and mobile things in recruitment, yes

Oh and the all the other stuff, like training and speaking as well.

A lot of the work I – no – We do, since I run a Crew nowadays, working on all of the above, the People Sourcing Crew, has to do with Global Talent Identification.

The work we do is like talent mapping (mapping out where people live that do what you like them to do) but a little more specific:

Global Talent Indentification

Gaining insight of who is doing what we like them to do, where do they do that now and most importantly how do we get connected with these persons.

So once you start telling people what People Sourcing Crew is doing: Global Talent Identification – you get clients in who like talent to be identified, no matter where the live on the globe.

That’s it for now,

 

People Sourcing Crew banner 01 def

Copy content, copy blog .. OAO!

This post is about a wonderful new Recruiting Buzzword, The Online Audience Optimization (OAO)

I don’t tend to do this very often, but sometimes, I
Copy the complete content, creating one copy blog.
You might have gotten this content already via the newsletter HireDaily has sent.
If not, check it out, originally all the way from the Unites States of America, written by Ryan Stene, The Arland Group Here we go:

One of the biggest recruiting buzzwords that has dominated our space for the last decade has been a three letter word—search engine optimization (SEO).

[Are you a little bit behind the times? SEO was the art and science of creating web pages that generated traffic and high rankings in the search engines. It relied heavily on links, keywords and site structure.]

If you were a recruiting leader and didn’t have a SEO strategy you were considered behind the times. If you were an earlier adopter, you maybe purchased tools that optimized your job postings or indexed thousands and millions of pages for you to build your own search rankings. Or maybe you stuffed your postings with keywords. It also was something that the job boards lacked, thus resulting in other emerging players to dominate the space.

But then Google and other search engines changed the game by altering the search algorithms and moved to a secure search—meaning that you can no longer obtain keyword data on how people came to your site. So what does that mean? It means SEO is more dead than my Michigan Wolverines’ chances of making it to the Rose Bowl. (I won’t get started on that rant.)

So, who is the next big player to make an appearance? Online Audience Optimization (OAO).

OAO simply is content distribution. It allows companies to leverage their greatest assets—the wealth of high-quality content to create a steady web-wide presence—and to generate consistent new and repeat visitors. OAO uses the best practices of SEO, along with social media, content sharing and branding, to build and elevate loyal and targeted audiences.

I have to give credit to some of the leaders at The Arland Group who have used their crystal ball to see this coming for several years and thus kept TAG in a position to be a leader in this space. On an hourly, daily and weekly basis we are curating high-quality and meaningful content. We then help our employers distribute that content to their audiences through various mediums such as social media, blogs, eNewsletters and building that within the current career site structure. This resulted in more engaged candidates, faster connections and decreasing the time to fill roles.

Thinking about getting started with this strategy?
Here are some things to get you started:

  • Brand Focus – Leverage your brand and existing company tag lines and phases to build meaningful content or themes. Involve other departments to share in the messaging and give it a dual purpose. For example: candidate engagement and driving sales.
  • Be Precise and Have a Plan – Creating a plan and having a content calendar will keep you on track but also can help you leverage internal themes that occur during that time.
  • Cast a Wide Net – Know where you are going to distribute this content. Send it to candidates who have already applied to previous roles, give them option to sign up for the newsletter and use social media. Right now, social media provides one of the clearest connections with high search engine rankings. Build out your presence on social media and content sharing sites, but focus especially on the big five: Facebook, Twitter, YouTube, Google+ and Pinterest.
  • Encourage Audience Participation – Use polls, sharing, comments, reader-submitted content and contests to increase interaction. You can measure this by time on your site and bounce rate.
  • Integrate Your Mobile Strategy – It is important to optimize your experience to be both mobile and desktop friendly. Mobile content consumption is the highest platform for consuming content.

FUN FACT: 70 percent of desktop interactions lead to an action within one month and 70 percent of mobile (including tablets) interactions lead to an action within one hour. Source: Modern Marketer Universe

At the end of the day just have fun and learn from your experiences. Every company is different on how audiences engage and interact. The key is to make an effort. The effort will enable to you to reduce costs and rely on vendors to drive and engage your candidates. <<

Well was I right, wasn't this useful content to copy from TAG?

Sourcing the next evolution in your Recruitment department?

I already told you about SourceCon in the United States, a few years back,
Also Australia has got it’s Sourcing sorted out, where as #SOSU (Sourcing Summit) started in Sydney in 2011. The aim of the event is to highlight the growing importance of talent sourcing, promote and spread new trends and thinking, and bring together practitioners to network and learn from each other.

But this year another big part of the world, Europe, is spreading the love for sourcing: SOSU EUROPE! Sourcing Summit Europe..#SOSUEU
#SOSUEU will focus on hands-on learning. Speakers from different backgrounds will share their insights in presentation, workshop, unconference and panel discussion format. #SOSUEU offers two days of intense discovery, learning and networking.

Order your SOSU Europe tickets NOW!

Speakers from all over Europe will share their knowledge and get you miles ahead of where others think they are…

Sourcing explained:
when Recruiters start talking about sourcing:

“we mean people sourcing”

when Sourcers start talking about sourcing:

“how to think in a different way about what recruiters need to fill their vacancies and than just find that for them”…

Add some serious sourcing knowledge to your recruitment department and you will see things start changing… If you don’t believe me, come and experience the “sourcing love” at at #SOSUEU

#SOSUEU will be held at the Randstad HQ in Diemen, Amsterdam

Linkedin Contacts Cool Feature

Reading booleanstrings.com, one great blog about sourcing, curated by Irina Shamaeva

Okay, so Linkedin came up with a renewed feature including app, in US store only btw, so that is annoying. Linkedin Contacts
Also to get your linkedin contacts synced with the new feature you have to refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh and at some point you think everything is synced.

No, it says all your contacts are now synced, but the actual contact list is not.. not yet.

Linkedin contacts sync.jpg

So if you go back to contacts, only a few are in there..
To solve that you have click connections in the side menu: again and again and again and again and again and again and again and again at some point it will only add another 40 per refresh. Funny thing is during this process of synchronizing you’ll see next to “all contacts a different number presented that on top of the contact list… usually a difference between 10-14 connections… Btw if you just wait the machine keeps on running his sync, it is just not as quick as me hitting the refresh button, expecting to get it all at once.

And in the end, when you think it’s done and the numbers are right, I still notice my Linkedin homepage tells me I have even more connections than added to the Linkedin contacts feature…

In other words Irina you wrote this: (albeit still very buggy) between brackets, but you can leave the brackets for now :)
Having all this said. Now exploring the feature: big plus, Tagging possible per group of people, finding people in your network based on email addresses, like e.g. give me all that has listed ebuddy.com email or have a hotmail account etc.

The nicest thing about this, I can finally work through my 30K contacts again in a quick and efficient way.

Thank you Linkedin :)

I wrote this long comment btw on booleanstrings.com..  that is why I thought I could also repost this on my blog :)