For all the commentary and coaxing, it is the user that will determine the direction of the technology landscape.
Far too many hiring managers fail to recognize passion when they see it in the hiring process.
After nearly a decade of big rhetoric about mobile being the ‘next thing in recruiting’, why is it that only 5% of the Fortune 500 have a effective mobile recruiting presence?
In recruiting, there is always some “light rain” that ends up deluging you with changes and frustration.
Famous writers like David Mamet know how to hold an audience’s attention like few others. Good dramatic writing is to effective business writing as coffee is to closers.
The reason that Direct Marketing techniques generally have a bad name is that they tend to treat people like objects as a precursor to a deeper form of relationship.
Not all investments made by early adopters pay off. Anyone who is early to mobile recruiting knows what it feels like to go out on a limb. Without the right infrastructure, nothing succeeds.
Each communications channel implies a different mode of recruiting and a different cost per hire. Imagine a spectrum that ranges from active at one end to passive at the other.
Tech Recruiting depends on two variables: the organization’s size, and the competence/connectedness of the recruiter.
The number of communications options are exploding. Knowing how and where to communicate your employment brand and job opportunities is no longer easy.
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