Jan 6, 2019
This episode of RecTech is sponsored by WorkHere.com and
Emissary.ai - please support our sponsors.
Welcome to the first episode of
RecTech for 2019, todays show is just a solo episode to kick off
the year and get you ready for what lies ahead. It is the first
monday in january and so I am proud to announce that the
2019 recruiting season is officially open for
business!
For many of you 2018 was a
daunting year to recruit and this year is shaping up to be just as
challenging.
So i will give you some thoughts
on how to handle the new recruiting season and also how me and my
RecTech Media team can help.
Show notes: In the coming weeks
you’ll hear interviews with Aley Brown from outplacement firm
CareerMinds on SEO for HR as well as an interview with The Mom
Project, a job site for moms returning to the workforce.
One thing I want listeners to
know is that when it comes to sponsors I only seek to promote
companies that I know and trust. When i look at a sponsor i only
take on ones that are useful to my audience and also have a track
record of success and people that I know.
That’s important to me to have
trusted vetted HR tech companies---I would never promote something
just because they paid me ...my reputation is important.
Alright, as you start your
recruiting plans this year here are some things to keep in
mind;
- Candidate experience...speed of apply...speed
on interviewing...automation....communications even rejection
process are all important. From the Recruitee
blog...“I just wish more
companies would make the experience less painful for candidates. I
am sure there will be software that comes out to do that. But the
more companies can be real and human and upfront the better. I hear
from friends searching that companies still interview them 5 times,
lead them on and then send a templated email rejecting them. Brand
is everything these days. The minute your company gets a bad rep
the best talent leaves. Facebook is going through this right now.
These bad experiences while talented leaders are trying to join
leaves a bad taste, and talented people hang out with other really
talented people. Word of mouth travels [quickly], and soon you’ve
turned an entire community sour to your opportunities. Next thing
you know the best in the industry [are] joining your competitor and
helping them scale. Just be real and honest and human as much as
possible. You can’t hire everyone but work on scaling the
unscalable as much as possible.” – Kameron Kales
- Recruitment marketing...fb and google,
geofencing, billboards, open houses….“I believe video will become an even more
important component of recruitment marketing. Telling your
company’s story through your employees is incredibly powerful and
can be very compelling. Video content must be a part of your
strategy in 2019”----see JobStories.com
- Your
messaging and content...EVP, job descriptions...
- Talent to manage it all...HRIT----“There has
never been more technology than today. So 2019 will be another year
of struggle for HR departments especially when it comes to
implementing HR technology to recruit or engage. The smart
companies would be wise to hire more technologists to help
implement new software. The profession now requires a digitally
savvy worker, so be prepared for what’s to come.”
- HR
technology continues at a frenetic pace...expect to see a lot of
mergers, acquisitions…and some companies going into the deadpool
too.
Things I’m looking forward to:
Facebook job board changes, Uber staffing, more gig economy news,
will indeed get back to innovating or just acquiring? Less hr
tech,
So how can RecTech Media help
you with all this?
As we enter our fourth year of
operations I want to first tell you about all the no cost ways you
can leverage our tools and information...the following are all free
ways that we can make you and your team better at
recruiting.
When it companies to our paid
services and tools I’ll just mention a few of those that I am
excited about for the coming year.
- Jobstories.com - webinars for jobs,
$895 per event
- EVP
consulting, starting at $5k - https://www.rectechmedia.com/employer-value-propositions/