The Journey from Candidate to Hire Touches Every Aspect of the Employer Brand

It’s no secret that talent acquisition is evolving faster than it ever has and much of it has been due to candidate expectations of employers what we like to call the “consumerization of the candidate experience.”

Candidates expect an experience on par with the consumer experience and when they make purchase decisions (and what is a career choice other than “our most important purchase decision”), they want an experience that is transparent, relationship-based, personalized and flexible.

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Zombies Do Not Make Good Employees! [infographic]

Having a warm body fill that vacant seat in your office may seem like a better option than nothing, but beware: Your new hire could be a zombie.

No, not the living dead type. More like the deadbeat variety.

A bad employee could cost you upwards of $50,000 when all is said and done. While salary makes up part of the figure, to really calculate the full cost, you have to factor in recruiting, lost business, training and possible legal action. [Mashable]

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Become an Employer of Choice by Recruiting from the Inside Out

Original source: Inside Out Recruiting, Recruiter.com

The job of the recruiting department today has become somewhat of a business generalist role.  They are measured in terms of typical recruiting metrics, but they really have to be astute in every facet of the business.  Marketing is one of those skill sets that a progressive recruiting department must add to their list of skill sets.  You’re no longer just recruiting for the marketing department, but you are literally doing marketing for your company in order to attract and retain top talent.

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Hire Good People So You Can Operate As a Good Company

I consider myself very philosophical. But I do not like the proverbial chicken and egg question. And I get asked this a lot: What do you think comes first? A great company to work for or great people who work there?  To me it’s just an exercise in futility because, at the end of the day, one doesn’t exist without the other. That is, without good people, it’s extremely difficult for an organization to be great. And vice versa. In 2009, employee turnover cost U.S. businesses an estimated $300 billion. The staggering cost of employee turnover can be viewed as simply the cost of doing business, however, additional damage occurs when turnover is compounded by poor hiring and management practices. (The Real Cost of a Bad Hire, TEK Systems)

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Talent Communities: Incorporate Social Networking into Your Recruiting Strategy

Original post: Developing a Social Media Strategy, By Ryan Leary, Kenexa

Workforce Magazine’s 2010 Integrated Talent Management Software Providers

As the saying goes, the more things change, the more they stay the same. For corporate recruiters, the need to attract qualified talent in an effort to build a talent pipeline is the same. But how recruiters build talent communities and connect with both passive and active candidates is changing. There’s no denying that recruiting is experiencing a powerful paradigm shift powered by Web 2.0 technology. Web 2.0 is a new category of Internet tools and technologies that includes blogs; social networking sites such as Facebook, LinkedIn and Twitter; and content communities such as YouTube and Flickr that encourage collaboration and communication. According to a recent McKinsey & Company survey on Internet technologies, two-thirds of respondents view Web 2.0 as an important part of maintaining their company’s market position, either to provide a competitive edge, match the competition or address customer demand.

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