This week’s post will focus not on why your job ads suck, but instead what we can do to turn them from verbose lists of required qualifications into compelling calls to action designed to appeal to your most ideal candidates.
Right now I’m going to exercise whatever modicum of executive privilege is available to me and turn this week’s column into a rant that has been a long time coming.
Innovation is the future of work. As the U.S. adapts its competitive advantages to the 21st Century, innovation and re-invention are more and more the everyday reality for American companies.
Data-driven recruitment places emphasis on collecting and analyzing data to inform recruiting and workforce strategies in order to attract better candidates and retain them for longer.
The candidate never calls back. Maybe they send a one-sentence email saying they’ve taken another position, but most of the time they ghost you like a teenager ghosts their crush from summer camp. It’s hard not to feel a little jilted. It’s impossible not to wonder why.
It’s the bane of every hiring manager. You’ve spent hundreds of hours reviewing and interviewing candidates, hours when you could have been napping instead of engaging in the elusive task of deciding which of these fine folks is going to make the best addition to your team.