The future of talent, today. The show that takes you inside the minds, behind the scenes, coolest tools, and best practices of some of the coolest people in the talent industry. The Inside Talent Podcast is an Allegis Global Solutions and AGS IGNITE Consulting production.
Hey, it's Craig Fisher, host of inside talent. In this episode I speak with Diana Meisenhelter who is the former head of talent at FedEx office. And we're going to discuss job searching during the COVID 19 pandemic. This is a great episode for both recruiters and job seekers to understand how to communicate properly through the hiring process during a situation like this and always and how to avoid being the ghost in the machine. And I think this is a, some really valuable stuff. So enjoy.
On this episode of Inside Talent, Craig Fisher talks with Jerome Ternynck about how recruiters can reinvent themselves and be change agents when the world needs them more than ever. Jerome is the Founder and CEO of SmartRecruiters and Published Author of "Hiring Success: How Visionary CEOs compete for the best talent", Lioncrest Publishing (February 11, 2020) - http://hiringsuccess.com/book
You can view the video at https://youtu.be/azTpiEFA6nY
*What Talent Acquisition leaders should be thinking about right now
*How recruiters can be change agents for themselves and society during the COVID-19 epidemic
*Hiring people and hiring great talent isn't always the same
*Most employers don't measure hiring success properly
*Quality metrics for hiring
*Now might be a great time to plan your ATS upgrade
*Lessons from Jerome's new book, Hiring Success
*Jerome's time leading paratrooper boot camp in the French Army
Jim D'Amico is a globally recognized TA Leader, specializing in building best in class TA functions for global organizations.
He's a speaker, author, and mentor, with an intense passion for all things talent acquisition. He's currently Global Head of TA for Celanese and President of ATAP. He's also a military veteran as well as a stand-up comedy veteran of Second City.
In this episode, Jim and Craig Fisher discuss what happens AFTER this new normal.
Future of work - is remote work or choice the way of the future, more freedom of schedule, back to BAU?
Future of Talent Acquisition - What happens to recruiters and TA professionals, video interviews, gig shifts, candidate experience and how ATAP in the community is helping
Best lists / challenges from social media
Ultimate podcast list (Jim and Craig's favs), Quarantine music list
Side hustles and gigs to get us through this
Warhammer, craft beer, and comedy
In this episode Allegis Global Solutions' Craig Fisher talks with Kerry Noone, Head of Employer Brand and Recruitment Marketing at CVS Health.
Employer branding and candidate communications in COVID19 crisis mode.
-What types of things do we want to communicate at a time like this?
-Do we stop the culture marketing and focus more on being part of the solution?
-Should we look at our job descriptions with a more critical eye?
-If we are hiring, how do we get the word out?
We also discuss CVS' role in distributing healthcare to those in need through this crisis, how CVS is helping it's employees and new hires to stay healthy, and avoid disruption.
Finally we talk about programs that partner with client companies like Hilton and Marriott to fill some many of CVS Health's 50,000 recently announced openings with furloughed employees from those companies. https://local21news.com/news/nation-world/cvs-to-hire-50000-employees-provide-benefits-in-response-to-covid-19-pandemic
In this episode Craig talks with Lars Schmidt, The man behind the #CoronaVirusHR Comms & Resources Guide for HR and Employers.
The link to the #CoronaVirusHR Comms & Resources Guide for HR and Employers is: https://bit.ly/CoronavirusHRComms
The video and transcript for this podcast are on the Inside Talent blog: https://insidetalent.org/coronavirushr-craig-fisher-with-lars-schmidt-podcast-inside-talent/
You can find information about the guide and how you can help on Twitter. Just search #CoronaVirusHR or click here: https://twitter.com/hashtag/coronavirusHR
The #CoronaVirusHR Comms & Resources Guide for HR and Employers includes:
-Coronavirus Response Plans
-Articles & Resources
-How Companies Are Responding w/Remote Work & Children @ Home
-Employee Support Resources
-Remote Work Resources
-Coronavirus Legal & Employment
-How Recruiting is Adapting Law Resources
-HR Communities and Support
-Hosting Virtual Events
-Activities with Kids at Home
-Podcasts: Coronavirus Business Response Coverage
-Alternatives to Layoffs
-Companies That Are Hiring
-How You Can Help
-Case Tracking & Statistics
-Retail, Service, and Hourly Employee Updates
-Companies Giving Back/Supporting Community
-Publicly Announced Hiring Impact
-Conferences, Travel Restrictions + more
In this episode, Craig Fisher discusses social media advertising with Melissa Van Dyke, social media marketing strategist from Recruitics, a data-centric recruitment marketing agency. Whether you're trying to build your brand or attract prospects, social media advertising should be an essential part of your strategy.
Craig an Melissa break down the basics and advanced practices of targeting and messaging in social advertising as well as recent issues with Facebook and vertical advertising.
Melissa will join Craig and 20+ thought leaders at the upcoming TalentNet Austin conference at Vrbo HQ. Join them by registering at www.talentnetlive.com.
Recruitics and Allegis Global Solutions recruitment marketing team, IGNITE Consulting, partner to bring AGS customers amazing best practices in programmatic advertising and the analytics behind it. To learn more about Recruitics, check out www.recruitics.com
Here's what we discussed:
- What should we know about the differences between organic social and paid social ads?
- How can we use social ads to target candidates and get more applications?
- Are there "best" social channels when it comes to recruitment marketing?
- What kind of content should I promote via social ads? (could also be a question about types of campaigns to help recruitment efforts - lead gen, informational content pages, etc).
- What are some of the best practices for social advertising for recruitment marketing & employer branding?
- How do we measure performance on social recruiting campaigns?
- How can you use social ads to help support high volume hiring vs specialized roles?
- Should my company invest in careers-focused social channels?
- How can we get employees & recruiters involved in our social recruiting efforts?
- How has Facebook's targeting restrictions on employment ads impacted recruitment marketing efforts?
I chatted with Matt Plummer, VP Product Strategy, ZipRecrecruiter. ZipRecruiter is a premier sponsor of the 2019 TalentNet Live Recruiting conference taking place at Toyota North America HQ in Plano, Texas on December 6th. With over 40 speakers and a total of 300 participants, this will be TalentNet's largest event yet. It's fitting as TalentNet Live is celebrating 10 years of hosting these rather intimate yet highly impactful recruiting events. It is one of the largest and longest running regional recruiting events in America and the largest in Texas and the Southwest. ZipRecruiter's Brian Carillo will join me on stage at TalentNet this year to chat with the audience about the state of job boards and ZipRecruiters innovative AI approach. Below are excerpts from my conversation with Matt Plummer. Matt, catch us up on ZipRecuriter Two thousand and ten is when we got started. And then about twenty fifteen, we started to really look at some of the problems with that model are the sort of post and pray model if you will. And a lot of it came down to discover ability. We've really just learned that for the most part job seekers aren't really good at searching for jobs. They don't understand skill transfer ability too. Well, and then recruiter spent much time trying to do Boolean based searching to find people with the right skills and everything. So that's when we set about, to build sort of our first real major technology innovation around our base, matching built out a great team. And Tel Aviv Israel, so to build that up. So our second way, it was really more discovery based recommendations. If you think about like a Netflix model, where you can sit down and fire up your Netflix app on your Apple TV or whatever it is. And you're recommended content, and a lot of the Netflix consumption comes from that model. So we kind of took a queue from that. And then we really think about the third wave that we're getting into, not just discovery on the jobs at your side, but really creating human connections between recruiters and job seekers or candidates. Because right now, both sides of the marketplace are complaining about effectively a black hole. We've always known about the job seeker, black hole where they apply, and they never hear back. But now a lot of recruiters are complaining about not being able to get a hold of job seekers. So they find a good candidate in their. They try and reach out and they're not getting anything back. So we look at that is real material problem to try and solve for. And we think that using oddly enough using a artificial intelligence, we can actually create more sort of actions between recruiters in candidates and that's what we're really excited about. And I think we continue to sort of keep that differentiation between the, you know, traditional job board model. Yeah, so I I think the the regular communication that a little bit of automation can help employ on the candidate communication side is is a game changer. It really does assist in sort of the human connection. And it's because recruiters are are too busy and active job seekers are are really busy and it's difficult without a massive spreadsheet or some sort of. You know, really good system to even keep track of all the jobs that you're applying for when you're active. Passive job seekers, you know, they have jobs. Right? I mean, so it's very difficult for them to even respond in real time most of the time. And so, you know, a little bit of that automation goes a long way when you start to understand and learn Windows passive job, seekers are responsive. Yeah, totally agreed. And there's this whole process that happens today. That is pretty transactional. Right? You've got maybe a recruiter posting a position a job seeker discovers that applies to it, but there's no real connection there. And then the recruiter's back in their eighty s, and looking at a list of candidates and so we
By Craig Fisher
According to Jobvite's 2019 benchmark report, job candidates are less willing to change jobs than ever. In 2018, the average number of candidates per open requisition was the lowest ever, at just 29 (down from 36 in 2017 and 52 in 2016). This might seem counter-intuitive to the job-hopping free-for-all stories we've told ourselves over the last few years of this growth market.
The reality is, although employers often receive a plethora of applications for many job requisitions, many highly skilled and niche positions are still a struggle to fill. And as organizations attempt to flatten, yet still grow, more middle managers are created. I have a theory that these managers, who often find themselves in a position where they, themselves, need to hire for difficult roles, are ill-equipped to do so.
Managers end up managing because they were good at their old jobs, which often were individual contributor roles, not because they are particularly good managers. The hope is that a high percentage of new managers will be naturally good at managing. It would be some pretty sweet icing for those in recruiting and talent acquisition roles if those managers also turn out to be good at hiring. But since most organizations don't give new managers much training in either managing or hiring, the odds are probably on the low side.
I posited this theory a group of recruiting experts at the recent LAX TechRecruit conference in Los Angeles. You can listen to the conversations I had with Lou Adler, Dean Da Costa, Alan Fluhrer, and Amy Miller. We debated whether good leaders are born or taught (or both). We asked if "hiring managers" are even a real thing. And we discussed how best to help managers by being good partners in recruiting.
View the experts top tips for managing your relationship with hiring managers here: https://insidetalent.org/5-expert-tips-for-hiring-managers/
Craig Fisher chats with Mike "Batman" Cohen about some of the sourcing tools in his utility belt. His recent research compares some of today's top sourcing, A.I. (artificial intelligence), and recruiting tools like HireTual, HiringSolved, EngageTalent, Seekout, ZapInfo, HumanPredictions, and more.
You can view the video version of this podcast on our Youtube channel at https://youtu.be/4dGRWkCKfnE
In this episode, Talent Insider Craig Fisher talks with Bob Lehto, HP HR of the largest decentralized bank in the world, BRD. We talk Crypto, Bitcoin, HR for startups, Fortnight and other multiplayer games and how they relate to the crypto world, digital natives, what keeps a VP HR up at night, the complex nature of remote work (1/3 of BRD employees are remote), onboarding, Summer vacations, and Unleash 2019 Las Vegas.