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Manny Medina

Manny Medina is the CEO of GroupTalent, a platform that developers and designers use to connect with employers based on preferences and availability. Find him on Twitter @medinism or https://grouptalent.com/blog/

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Why Cold Outreach Will Always Prevail Over the ATS

by
Manny Medina
Oct 18, 2013, 6:45 am ET

response time - dials to leads.jpgApplicant tracking systems are wonderful. They help you post a job to your own site and to many job boards, track submissions, and bring up those candidates again for new job searches. They also allow you to figure out who is where in the hiring pipeline, and keep things neat and organized. Some of them even intelligently pick the most relevant resumes that are submitted directly to the company or from third-party job boards such as Monster or CareerBuilder. However, when it comes to finding real talent that is a perfect match for the position, the ATS falls short compared to the good old-fashioned sourcing and recruiting process.

When filling a position using an internal ATS, it comes down to one of these two scenarios: keep reading…

Let’s Be Honest: You Can Automate Sourcing

by
Manny Medina
Sep 17, 2013, 6:40 am ET

When the “as-a-service” concept launched, it caused a major disruption as it took tasks that are common within an industry vertical and offered it in a way that leveled the playing field for all. By standardizing all common back and front office components, software-as-a-service vendors (such as Salesforce, Marketo) have freed sales-driven organizations from the drudgery of lead tracking, qualification, and sales pipeline management processes and allowed them to focus on honing in on the art of selling. Can this same model be created to level the talent sourcing playing field? keep reading…

What Great Job Postings Have in Common

by
Manny Medina
May 29, 2013, 6:41 am ET

job descriptions.jpgToo often company job descriptions are filled with hyperbole and trite sound bites like “work-hard, play-harder” and focus more on details such as lunch and snacks than the job itself. A job description is your critical first impression when recruiting, and if you lose them before they even apply you’re operating at a steep disadvantage. Too often, generic, lackluster descriptions fail to communicate some pretty cool opportunities.

In order to get the talent you want and need at your company, sharpen your job descriptions to attract the most qualified candidates. I’ll tell you how do to that, but first I’ll start with what not to do. keep reading…