VIP Treatment for Hiring Managers and Recruiters: College Campuses
How to tap into young talent today…tips for hiring organizations
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How to tap into young talent today…tips for hiring organizations
Let’s talk about recruiting, hiring and talent strategy. It’s all happening at Recruitfest!
Marketing advice from drug dealers? Why not? There are lessons learned here, for anyone who needs to sell anything. Yo, recruiters and job candidates, listen up…
Today’s guest post is by our friend Parna Sarkar-Basu. Parna is a communications and innovation marketing professional as well as a ghostwriter. Parna designs award winning programs for small and medium businesses and global companies, from enterprise software and robots to retail and consumer products. She is passionate about technology and is familiar with the innovation scene. Her articles have been published in various technology and business media outlets. You can find Parna on LinkedIn and follow her on Twitter at @ParnaSarkar. Boston is ranked number one on 2thinknow Innovation Cities Global 256 Index. In America’s Top States for Business, Massachusetts
Much has changed in how companies find talent and how people find jobs. With the seismic shift in employment sourcing that is the Internet, why would a company seek out the services of a recruiter or talent acquisition strategist? Why would a job seeker trust one person or firm to guide a career? It may seem that I’ve been a bit abstract on the TalentCulture blog lately, talking about intent, emotional intelligence, and one of my very favorite topics = personality/culture fit. But the root of my thinking comes from a core competency: recruitment and talent acquisition strategy. I’ve spent most of
Today’s guest post is by our talented colleague, and friend Cathy Taylor. Cathy is a social media expert who helps businesses develop comprehensive communications strategies to achieve business goals and objectives. More of Cathy’s insightful articles can be found on her blog. Flexible, adaptable and innovative companies require a different kind of leader, those with a passion for discovering how to do what no one else is doing and doing it better than anyone else. twenty-first century leadership is one in which all the power to make change is no longer concentrated at the top. The command-and-control style of management is
In social communities, intent is more than interest, more than commitment, more than an informed notion. It’s the true power behind the community, because people come to communities with a purpose, an intent. They are looking for a place to be, a place to learn, a place to grow and interact in a meaningful way.
Today’s guest post is by our talented colleague, and friend Cathy Taylor. Cathy is a social media expert who helps businesses develop comprehensive communications strategies to achieve business goals and objectives. More of Cathy’s insightful articles can be found on her blog. It appears the economic recovery will not be as anemic as experts originally predicted. From all indications, consumers are beginning to wander back to shopping malls and restaurants to spend money. Earnings reports from major companies are showing signs of improvement and the stock market soared past the 10,000 mark for the first time since 2008. While the recovery
Culture has always fascinated me. In the TalentCulture community we like to think of it in two ways (thanks to www.Dictionary.com): first, as the quality in a person or society that arises from a concern for what is regarded as excellent; and second, as the behaviors and beliefs characteristic of a particular social, ethnic, or age group. Clearly culture has many complex dimensions (why it interests me so much), particularly organizational culture, as Chris Jones, our community member who is interested in complexity and change, points out in his interesting series of posts that begin here. I help companies build a
Today’s post is by our guest blogger, and friend, Jeff Wilfong. Jeff has assisted with web 2.0 and business strategy for a number of large-scale organizations like Conoco-Phillips, the City of Sacramento and a multinational conglomerate based in India. Jeff is currently earning his PhD in Organization Development with emphasis in Web 2.0 management. Learn more by visiting his site, E2.0 Pros. I have been pondering lately about how we can measure, quantify, or understand whether we are getting value from a social technology. If we are going to move organizations into networked structures with all the latest and greatest tools
Today’s post is by our guest blogger, and friend, Jeff Wilfong. Jeff has assisted with web 2.0 and business strategy for a number of large-scale organizations like Conoco-Phillips, the City of Sacramento and a multinational conglomerate based in India. Jeff is currently earning his PhD in Organization Development with emphasis in Web 2.0 management. Learn more by visiting his site, E2.0 Pros. The old adage: “If you build it, they will come,” does not seem to work as a strategy for the roll-out of social media tools in organizations. A vast majority of users will simply go about working the same
Welcome to TalentCulture, one voice of our eclectic community. My team of contributors will launch conversations about the issues of career, culture (workplace, digital lifestyle, trends, popular, alternative, arts) talent acquisition, branding, sustainability, social causes, motivation and innovation. I hope you will join us as we explore these topics through the lens of new media, with reference to the social and geopolitical pressures that will affect our careers and lives in the near and long-term. Job seekers and hiring leaders– from Gen Y to Gen X and baby boomers – are concerned about a broad range of issues, and deeply passionate
