Did you see the contest to get a free trip to the #socialrecruiting summit? If you haven’t checked it out,
Here’s what’s going on in the ERE community this week:
Courtney Claiborne writes about the difference between transformative and temporary change saying, “We all agree that change is necessary … that in order to survive in the ever-changing landscape of our chosen professions, we MUST change and adapt — it’s the only way true performance breakthrough can happen. Yet why is it that even though we recognize the NEED to change, so many of us so often (and please forgive me for sounding harsh here) absolutely STINK at making change happen?
How do you encourage transformative change in your organization?
Jill Heineck posts a piece on how relocation plays a huge part in your overal talent attraction program: “In the day and age of the war on talent and cost containment, companies are challenged with continued business growth in a volatile economic climate.Incenting top talent to make a move in Today’s real estate market in an effort to take the business to the next level requires creativity, planning, and a strategic approach.
What are your thoughts on relocation as a recruiting differentiator?
Sarah Welstead has some interesting tactics for sourcing that don’t require a lot of money. “Remember when having a job to fill meant spending $500 to post it on a job board somewhere? Well, these days, $500 (or less) can buy you a lot of sourcing — and without having to wade through the masses of unsuitable candidates that job boards can deliver. Here are five you may not have thought of.
Take a look at some ideas and see if any appeal to you.
A forum member asks if recruitment mailings are considered commercial solicitation, “I work for a large veterinary company. We order lists of licensed veterinarians from various states to populate our CRM database. Occasionally we get flack from a state that warns us against using their information for “commercial solicitation.” Can recruitment mailings (with actual employment offerings) be considered commercial soliciations?
What do you think? Have you experienced this before?
Another forum member asks, “After reading the article on DaVita, i was interested to know more about using Vacancy Rate as a perf metric. I would like to more about your experience with vacancy rate. Is it a reliable performance indicator? Is it more applicable for a specific type of recruiter and/or recruiting situation (IE. exempt vs non-exempt, high volume, Executive)? Is there anything else I should know?”
I am featuring some of the groups we are looking to find leadership and increase activity for and our TOOLS group is a popular one for finding information about software, training, and other tools used to improve in recruiting.
If you have a discussion or question about selecting or using tools in recruitment, this is a great place to start!
To see what else you’ve been missing, check out the ERE community.