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No Words Were Needed in This Intense Police Recruiting Video

by May 21, 2014, 6:59 pm ET

midlandThis new video starts off slow, with soft music, a smiling police officer, and a children’s cartoon character.

What comes next are handcuffs, drugs, high-speed chases, and explosions.

It’s all for jobs in the Midland, Texas, police department. The video is below.

keep reading…

Predictions for the Future of Digital Talent Acquisition: Social Media (Part 2 of 3)

by May 21, 2014, 12:06 am ET

Screen Shot 2014-05-06 at 5.12.46 AMThis is the second part of a three-part series on the future of digital talent acquisition. In part one, I looked at content. Content will be the watchword of the next few years and there are some very specific ways talent acquisition professionals can ride that wave. But content is a spark waiting for gasoline in the shape of social media.

It has only been a few years since social media escaped the dorms and became the communication and financial powerhouse we see today. To some extent, we’ve seen social media complete its maturation process to compete with TV and display ads. No longer is social media a means for people to talk to each other that happens to have ads on it. Now, it is a medium for ads that happens to allow you to connect with friends.

If you don’t believe it, take a look at your Facebook feed. If you stripped out updates for games like Farmville and Candy Crush, updates from brands, links to other websites and videos, and updates from other social media channels like Instagram, Pinterest and Spotify, what’s left? Not much. Not much at all.

But that doesn’t mean social media is dead. It means that it is changing and evolving. Maturation of the content channel coincides with a maturation of the business model: many of the feed updates are paid for. It used to be if you were a fan of Coke or Bucky Badger, their updates would show up on your feed because you are a fan. Now, only about 1 percent of all brand updates organically (read: free) make it onto peoples’ feeds. Everything else gets paid for.

So look at your Facebook feed again. Think about how many of those updates were paid for and what they cost. Think about how much time and effort goes into all those Upworthy, BuzzFeed, and Huffington Post “articles” that flood your feed. Think about the amount of actual conversation that is taking place on your Facebook feed and you’ll agree: Facebook has changed a great deal in just the last four years. This means that in the near term, any Facebook campaigns you’re considering will be more expensive just to maintain the same reach. This means that in the long term, maybe Facebook isn’t a social media platform as much as it’s an ad platform. This should change your thinking of if and how to use it. keep reading…

Predictions for the Future of Digital Talent Acquisition: Content (Part 1 of 3)

by May 20, 2014, 12:41 am ET

Screen Shot 2014-05-06 at 5.10.16 AMThere’s a Zen saying that you can never step into the same river twice. The same is true for technology. It changes every day, not just by adding new channels and platforms, but by suggesting new strategies, new tactics, new messaging, new touch points, and entirely new ways of thinking about our own jobs. What worked yesterday will not work tomorrow as you are stepping into an entirely new river.

This is as true for talent acquisition professionals as it is anyone. All of your prospects and targets have become tech savvy in their pursuit of better positions, while you are just trying to keep your head above water.

As they say, you want to skate to where the puck will be. So the better you understand how technology is changing, the better you can plan for the future. Over the next three articles, I’ll be presenting predictions on what is changing and what you should be doing about it. Today, I focus on the power of content.

Content online has been growing exponentially since its inception, but I’ve seen an explosion in the last two years. This trend is expected to continue as the amount of content will double in the next two years. As brands realize that every company is now a media company and start to build content shops in house, talent acquisition has been furiously following suit, building content around the company and various jobs. But creating content is not the same as executing a content strategy. Here are trends I think will be shaping everyone’s strategy very soon. keep reading…

Our Recruitment Marketing Is Kinda Unreal

by May 6, 2014, 5:27 am ET

photo 3At ASB Bank in New Zealand we wanted to do something different. Our talent acquisition team has a social media mantra of #leadnotfollow, and we wanted to make some noise in the market.

In brief the goal was:

To stand out from the crowd and to attract the best people, to create a first within the New Zealand recruitment industry, a 3D interactive digital experience designed to capture the attention of job seekers and that could be shared within professional networks.

I had an idea when watching marketing videos on YouTube. One particular video marketing fruit juice caught my attention. From this research a recruitment campaign was born. keep reading…

Playing Xbox? Maybe You Want to Teach

by Apr 28, 2014, 7:11 pm ET

Screen Shot 2014-04-28 at 3.54.02 PMMicrosoft — as I mentioned last fall — is involved in a teacher-recruiting campaign. In the U.S., with so many teachers in their 50s and 60s, the education department is using TV, social media, print, radio, and more to spread the word about the profession.

Now, there’s more out about Microsoft’s role.  keep reading…

Small Santa Monica Ad Agency Trying Social Media/Pitch Hiring Campaign

by Apr 9, 2014, 3:25 pm ET

tiny rebellionA 30-employee advertising agency near Los Angeles is trying to find a potential new employee by asking people to make a video about a charitable cause and post it on Twitter with the hashtag #TakeMyJob. keep reading…

Pigeon Wi-Fi, Emojified Email, Speedier Typing: April Fool’s From the Big Brands

by Apr 1, 2014, 12:28 pm ET

pigeon wi-fiAlready tired of the same old April Fool’s gags that get pulled in the office every year? Then get inspired by the pranking from some of the world’s best known brands, rounded up by the folks at Pocket-lint.

BMW, Google, Domino’s and Samsung have all weighed in this April 1st with videos and products, some of which we wish were real, and others which almost could be believable. (Into that latter category falls Samsung’s plan to outfit pigeons with wi-fi routers. Not as weird as it first seems when you consider Google is flying blimps over cities for that same purpose.) keep reading…

This Is What Iowa Looks Like

by Mar 5, 2014, 1:34 pm ET

Screen Shot 2014-03-05 at 10.15.32 AMAn Iowa City company has put up two webcams to show potential employees that Iowa is a bit more than just cornfields. keep reading…

Guess Who’s Going to Quit Sunday Afternoon?

by Jan 31, 2014, 5:35 am ET

Go Daddy teaserLast week, Roundup informed you of the “Quit Your Job” app from The Ladders. Who knew then that Go Daddy would up the ante just a week later?

Sunday, around 4:15 p.m. PST / 5:15 p.m. MST (you centralians and right coasters figure out the time yourselves), some gal (this is a Go Daddy production after all) will quit her job before a TV audience that will be somewhat north of 111 million. The teaser video is here. keep reading…

Unless You Segment Your Recruiting Messaging, You Won’t Attract Top Performers and Techies

by Jan 20, 2014, 5:45 am ET

Screen Shot 2014-01-16 at 10.35.36 AMUnless you tailor your bait, you’ll never attract the very best prospects

It might sound silly on the surface, but fishing and recruiting have a lot in common. Any seasoned fisherman or woman would tell you without hesitation that the same bait that effectively attracts small fish simply would have no impact on attracting the harder-to-land big fish.

In recruiting, the need to match your “bait” or attraction features to your target is no different. The job and company features that would attract the average Joe to a job (I call them “paycheck jobs”) would barely get the attention of top performers, techies, and innovators. For example, the average Joe might be excited about the fact that you have good benefits while an innovator may be more interested in how often you take risks and fund innovative ideas.

There lies the problem in corporate recruiting. Almost all the information provided by corporate recruiting is designed to be general to meet a larger audience. But unless there is a separate message on your site or external to it that has “bait” that is tailored to attract this more desirable and harder to land target, they will never view your firm as desirable. keep reading…

Guerilla Warfare in Recruiting

by Jan 9, 2014, 5:29 am ET

Screen Shot 2014-01-02 at 3.27.53 PMThose of us who have been recruiters in the healthcare industry always find challenges competing with the big companies. When I was a more clinically focused recruiter in the home infusion industry, it was very frustrating. Every time I go to campus pharmacy recruiting events, there are always the huge displays from CVS and Target pharmacies, enticing the students with their lavish bobble-heads, squish balls, and overly inflated sign-on bonuses to join the wonderful world of retail pharmacy. All I had was a message of practicing a more advanced level of pharmacological science, and the ability to make admixtures that would directly save someone’s life the day you mix it.

Then I started thinking about how I could slay Goliath, how I could beat the Big Dawgs to capture the best and brightest candidates, without having to compete with those huge retail sign-on bonuses, and beautiful bobbleheads they gave out at the campus events. (For full disclosure, I did take one home. C’mon, it’s a bobble head, how could I resist).

So, I benchmarked guerilla tactics. keep reading…

Time to Step Up to the Marketing Plate

by Jan 2, 2014, 5:45 am ET

Screen Shot 2013-12-19 at 3.44.24 PMI recently led a session at a recruiting conference in which I asked how many of the talent acquisition professionals present had to give an account of or provide a forecast for their budget– which was on average between $75,000 and $100,000 per year. Almost no one raised their hand!

Surely there are some organizations that are more ROI-focused and demand more from their recruiters, but this is clearly not the norm. The norm is comprised of vague projections, with little to no accounting for the return on those budget dolloars.

Can you imagine any other department in a business having zero accountability for how it spends its money? How would it go over if, for instance, the sales department said, “We don’t think it’s necessary to explain what we spent our budget on. We spent it, and we need more next year. Thanks.”? It would go over about as well as a lead balloon. The typical budgetary process does not support dart-throwing.

So, why is this allowed in the recruiting function? There are several culprits behind these low expectations. keep reading…

Creative Excellence Awards: the Best Recruiting Ad Campaigns

by Dec 18, 2013, 5:12 pm ET

Screen Shot 2013-12-18 at 1.33.45 PMTMP Worldwide, for its work for Walmart, ESPN, TD Ameritrade, and a NASA contractor, is one of the big winners in the Creative Excellence Awards. Among other winners are Bernard Hodes Group for its work for NYPD and Barclay’s, and CareerBuilder for its work for Six Flags.

The annual awards are broken up into categories: multimedia; interactive media (social media, mobile, career sites); print media; college communications; employee/internal communications (retention, referrals); global communications; diversity, and more.

A grand prize called a Dansker is also given (that’s what TMP won).

Here’s a look at the winners.

This Recruiting Ad’s Aimed Squarely at the Harried Working Mom

by Nov 21, 2013, 1:11 pm ET

Screen Shot 2013-11-21 at 9.58.25 AMPlenty of recruiting ads and career sites are targeted specifically at female candidates, but not a ton of those are aimed at women with children.

This one sure is. The copy in the ad is focused on people who want to return to work after having kids, but who don’t want to sacrifice motherhood.

The ad runs at Tonbridge Station for two weeks, starting this week. The company running it is called E2W, which is involved in services to the financial sector. The ad agency behind it is called Out of Home International.

Here it is, below. keep reading…

As U.S. Teachers Near Retirement, Education Department Steps Up Recruiting Campaign

by Nov 15, 2013, 7:20 pm ET

Screen Shot 2013-11-15 at 2.08.46 PMYou can tell by the Twitter account of the Education Secretary in the United States that the education department is preparing for half the teachers in the United States to hit retirement age over the next 10 years.

Arne Duncan has stepped up his tweets about the potential approaching shortage of educators. The recruitment marketing campaign looks to be taking many forms, including: keep reading…

Your Job Listings Are Trying to Tell You Something

by Nov 7, 2013, 1:50 am ET

Screen Shot 2013-10-30 at 10.16.22 AMPut yourself in your prospective employee’s shoes. What would make you apply for the job you’re listing? Are you looking for a title, more money, or career advancement? Most people want these things, and most companies claim they can offer all of them and more. So, why is it so difficult to find highly qualified candidates for your open position among the hundreds of resumes you receive from online job postings?

The answer may lie in the content and quality of your online job listing, which has to not only reflect what you want from a candidate, but what a superstar candidate would want from you. keep reading…

‘Damning’ Report Says Facebook Marketing Doesn’t Work

by Oct 29, 2013, 2:51 pm ET

facebookDescribed as “damning,” “scathing,” and “brutal,” a Forrester report says Facebook is all but useless as a marketing tool, bluntly declaring “Facebook is failing marketers.”

“Don’t dedicate a paid ad budget for Facebook,” advises Forrester. “Marketers tell us Facebook ads generate less business value than display ads on other sites. It’s time to make decisions based on facts, not on faith or fascination. You’re just buying display ads!”

In a blog post addressed to Facebook CEO Mark Zuckerberg, the author of the report says,”While lots of marketers spend lots of money on Facebook today, relatively few find success … Facebook ads were less valuable than any other marketing tactic (marketers)  could use on your site.” keep reading…

Six Considerations for Powering Your Content Strategy

by Aug 27, 2013, 6:22 am ET

stock_photography-2Advertising open positions on static company websites is no longer enough to attract top talent and raise awareness of employment opportunities. Candidates want to find content when they comb the Internet for employment and professional development opportunities and when they interact with their network. Although content marketing remains a challenge for many recruitment marketers, some simple steps can shift your content strategy into high gear.

If you’re just getting your content strategy off the ground or looking at ways to enhance its performance, here are six considerations for boosting your content: keep reading…

Help Wanteds for Truck Drivers, Nurses, Retail Staying Online Longer

by Aug 19, 2013, 3:17 pm ET

Wanted Job posting timeBased entirely on how long a job stays online, truck drivers and nurses are the toughest jobs in the nation to fill.

The latter is not much of a surprise. Newspapers, blogs, and healthcare networks are full of reports about how tough it is to to fill nursing jobs, particularly in such specialties as surgical, critical care, and emergency.

However, the difficulty in hiring truck drivers has gotten far less publicity even as recruiting experienced drivers has become tougher.

keep reading…

Wanted: Good Looking Musicians For Flash Mob Performance In Unemployment Office

by Aug 16, 2013, 5:54 am ET

Toptal adCan geeks be good programmers and developers and network admins, and also be good looking?

Everyone in The Social Network was, but that’s Hollywood and Facebook. LinkedIn thinks no, and so did a bunch of IT and hacker-types, who, we are lead to believe, complained about the good looking women Toptal used in its job ads.

Now, this is the same group that rushes to download games like SoulCalibur, whose central character is the very busty, not to mention anatomically improbable, yet stunningly iconic Ivy Valentine. But never mind that. The harrumphing over the use of “suggestive” models in Toptal’s ads prompted LinkedIn to block the ads and lock out Toptal, creating a public kerfuffle when the developer networking site’s CEO blasted the action on the company blog. keep reading…