Each one of these articles should cause you to scratch your head. The world is changing fast and these ideas are at the forefront of the change. How the outside sees your labor practices, man-machine integration, democratic big data, brain drain is good, build a utility with your brand. Enjoy.
Recruiting rule number 1 is that you can always solve your skills shortages with enough money. At that point, it becomes someone else’s problem. Growth in that arena is only possible with an investment of some sort. The question is “Who makes it?”
Deloitte listed Gamification as one of its key tech trends in 2012. The talk about the anbility to solve business problems in game environments. There’s a video and a white paper. “Gamification allows for the more rapid solving of problems“.
In a recent study, the CareerXRoads team uncovered some startling data. It turns out that while the industry buzz is all about passive candidates, we hire active candidates nearly eighty percent of the time
It’s really simple. Having a big brand acts as a discount on the cost of acquiring talent. Managing that big brand takes time and energy but it doesn’t come out of the recruiting budget.
The power of social technology enters the organization from the outside. Candidates and employees bring it in with them. Being candidate-centric is a survival strategy for companies looking to survive the coming demographic transitions.
Referral programs harness the energies of a few very specific types of people. While automation can reduce the complexity of referral programs, it is unlikely to significantly increase the yield of those programs.
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