Bob Iger, CEO of Disney, once said: “The heart and soul of the company is creativity and innovation.” And I’m proud to say that I work for an organization that is founded on those two elements.
Not long ago, companies relied solely on their ATS providers or their job boards to manage recruitment. Today, the choices seem endless. As a result, many companies are making uninformed or impulsive decisions that could prove to be costly and damaging to their overall talent acquisition strategy. This confusion is leading to dissatisfaction, as organizations struggle to create a seamless candidate experience using disparate solutions. In fact, two out of five companies are either dissatisfied or indifferent to their current provider.
It’s November, and if you’re anything like me, your social media feeds are full of people sharing their #30DaysofGratitude in honor of Thanksgiving this month.
People are mysterious and, at times, unpredictable. Things like feelings, preferences and life experiences have a profound effect on decision-making. For those reasons, talent acquisition strategy can feel incalculable. In reality, though, nothing could be further from the truth.
When it comes to recruitment marketing, it’s possible to have a secret weapon at your disposal: data-driven analytics. However, insight into your hiring strategy is only as useful as you allow it to be.
While it’s easy to get stuck in a creative rut, getting out can be a challenge. For content marketers, creative ruts are a looming threat. To stay relevant, you need to be quick. You need to be on top of platform updates (see trends below), responding to community users, optimizing your paid promotions, and recommending new concepts daily, with the goal of going viral. No pressure!