Selling the Recruiting Process Isn’t a Gamble

“Wheel goes round, landing on a twist of faith
Taking your chances you’ll have the right answers
When the final judgment begins
Wheel goes round, landing on a leap of fate
Life redirected in ways unexpected
Sometimes the odd number wins
The way the big wheel spins…”

—Rush, The Big Wheel


Step right up and spin the HR technology Conference career wheel – a winner every time!

Well, not quite, but the nostalgia of the all my previous HR Technology & Exposition conferences overcame me at the latest one when I realized that all my best and worst career incarnations and near misses are collectively linked to this conference.

What’s fascinating about going to the HR Technology & Exposition (or any industry event that you’ve consistently gone to year after year for well over a decade), is what goes on in the sidebars. I’m not talking about the straight networking, or analyst or influencer briefings, or the marketing and PR agency pitching, or the investor pitching, or the parties or the shows or the gambling (when the HR Tech conference is in Las Vegas as it has been for the past three years). I’m talking about the targeted sourcing and recruiting that goes on and on and on.

First and foremost, it’s a personable recruitment marketing and sourcing gold mine for all happy or unhappy perpetual candidates (which we all are) in software sales, marketing, customer service, product management and even software development and engineering. It’s also a potentially diamond-studded referral pool for any and all HR and recruiting technology companies as well as all the attendee companies that are there shopping for HR tech and talking HR tech shop. I witnessed it all around me while I was at this year’s show.

But companies are only a winner only when these investments pay off. Unfortunately, beyond the rush of the front-end schmoozing and selling, companies can neglect to share enough information about the overall recruiting processes and pre- and post-hire expectations, leaving the candidates feeling like a loser.

My reminiscing morphed into the related recruiting and candidate experience data analyses we’re going through now at the Talent Board. Talent Board is a non-profit organization focused on the promotion and data benchmark research of a quality candidate experience. Tired of hearing the same old stories of poor candidate experience, the Talent Board co-founders set out to elevate the mission of a creating and sustaining a better recruiting process and business performance through research.

There were 200 companies and 130,000 candidates that participated in the 2015 North American Candidate Experience Awards, and we’ll round out all of this year’s research in our research report due out in January 2016.

What’s not a surprise from the research surveys over the past four years is the fact that one of the top ways companies engage with potential candidates who haven’t yet applied for any openings are employee referrals. This year, for both CandE winners and non-winners alike, nearly 55 percent of companies consider it a differentiator and another 35 percent consider them a part of their regular recruiting processes.

While I only anecdotally took in the what and how of personable recruitment marketing and sourcing delivered in the sidebars at the HR Technology Conference, we did discuss the bigger picture on the TalentCulture #TChat Show live from the conference.

According to this year’s CandE research candidates found these top five types of marketing content the most valuable prior to them applying for a job:

  1. Company Values – 41.81%
  2. Product/Services Information – 36.59%
  3. Employee Testimonials – 34.89%
  4. Answers to ‘Why’ People Want to Work Here – 30.78%
  5. Answers to ‘Why’ People Stay Here – 23.68%

This is all well and good to the current kinds of recruitment marketing that most companies engage in. But when there’s a misunderstanding (or no understanding) of the entire recruiting process, candidates end up in the “black hole” application process.

For example, according to this year’s CandE data, the types of job and employment content potential candidates found most important while learning about career opportunities included:

  1. Job Descriptions (duties, skills, requirements) – 74.08%
  2. Salary Ranges/ Compensation Structure – 38.97%
  3. Benefit Details – 33.48%
  4. Successful Candidate Profile for the Job – 24.61%
  5. Career Path Examples – 22.89%
  6. Overview of Recruiting Process – 17.53%

Now, when you compare this year’s non-winners and winners on the types of recruiting process content they make available prior to potential candidates applying, it’s clear why the winners win (based on this category):

CandE Non-Winners

  1. Employee Testimonials – 73.78%
  2. Details of Application and Next Steps – 67.68%
  3. Events – Career Related Listings, Dates and Locations – 62.80%
  4. Overview of Recruiting Process – 56.71%
  5. Frequently Asked Questions – 54.88%

CandE Winners

  1. Events – Career Related Listings, Dates and Locations – 76.74%
  2. Details of Application and Next Steps – 72.09%
  3. Employee Testimonials – 72.09%
  4. Overview of Recruiting Process – 72.09%
  5. Frequently Asked Questions – 60.47%

That’s a 15% difference between winners and non-winners, which is more than enough to have a competitive edge in today’s highly complex and competitive hiring economy. Companies shouldn’t worry about revealing their recruiting processes and exposing their hiring weaknesses. Candidates want to be valued and have an engaging and transparent experience and how companies treat them has a direct impact on whether they’ll invest their time or not – that’s the winning combination. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business and translate to millions in lost revenue annually.

Today’s savvy job seekers want career development opportunities, a great company culture, a positive candidate experience, and a complete understanding of their potential suitor’s recruiting process – before they ever apply. Transparent marketing and selling the recruiting process isn’t a gamble, it’s a prize investment that pays off every single time.

Our Storied Lives: One Little Melodic Career Tale at a Time

“Begin the day with a friendly voice
A companion unobtrusive
Plays that song that’s so elusive
And the magic music makes your morning mood.”

—Neil Peart (Rush, “Spirit of Radio”)

The Viennese composer from London had vanished. For the nearly two years he worked for me prior to that, he had raised thousands of dollars for the university. One day he asked me to read his manuscript, The Dramatic Music of Henry Purcell, and then shortly thereafter he was gone.

His eviction final, he had no choice but to find another place to live, which wasn’t easy caring for more than a dozen cats and living on such a fixed income, no matter how well he performed at work. The landlord of his studio apartment had received too many complaints about the smell and the howling late at night.

“Kevin, I’m going to go feed my cats before tonight’s shift,” he’d say to me nearly every single day after the afternoon shift, loaded plastic shopping bags of cat food and other staples in both hands.

We ran two three-hour fund-raising sessions Sunday through Thursday. I loved listening to his voice when he called alumni, parents or friends of San Jose State University. His proper English accent conveyed a honey-laced maturity and polite confidence. He was the only older non-student at the time making fund-raising calls for the annual fund I managed while I attended SJSU.

“Hello, this is Gerhart Reichlin calling from San Jose State University, and I’m reaching out to our esteemed alumni today to help us maintain our quality academic programs…”

He never talked much with the other student callers, just basic pleasantries, and usually the others distanced themselves from him unless the call room was completely full.

Over time his voice betrayed confusion and instability, like spider cracks in a windshield, but I could never discern what if anything was wrong. He was my dad’s age, born in 1932, but with much more hair than him: thick and gray and always unkempt underscored by briar patch eyebrows and wiry hairs that sprouted here and there on his face. He owned one pair of beat-up loafers, two sports coats, two pairs of slacks, and a few perpetually stained off-white dress shirts.

And he smelled. Really bad. All the time. A cross between cats, body odor and the musty air from rooms sealed for decades, which is why everyone in the room wanted their distance. No matter how many complaints I received, and the manager before me had received, he never changed his hygienic behavior for the better. I was such a naïve young manager, just wanting everyone to get along and like me, praying they’d all perform well regardless.

I ended up buying him soap, shampoo, deodorant, toothpaste and a toothbrush (his teeth were stained and crooked, with a few missing, like a dilapidated fence). He always thanked us graciously and took the supplies home, but the next day, he always looked and smelled the same.

Gerhart actually had two college degrees in music, a bachelor’s and a master’s. Sometimes I’d see him take an ratty accordion file folder out from a paper bag he brought once in a while, and compose on coffee-stained music sheets. He was also a writer, and my own aspirational goal of being one was the impetus for him opening up to me somewhat. He shared some of his life with me – snapshots of his travels from the UK to New York to San Jose, to the odd jobs he kept in between, to his socialist sentimentality, to his taking care of his cats, but other details were sparse; he was a disheveled, smelly, cat-owning, highly intelligent but slightly off, fund-raising enigma.

However, he had written a manuscript decades earlier about a 17th-century English composer I had never heard of named Henry Purcell, which wasn’t a stretch considering Baroque composers weren’t on my top-10 list. Or top 100. Or any composers for that matter. Only rock and roll and R&B soul.

Regardless, he really wanted me to read through it and give him my honest feedback. I was honored, this request coming from a man whose life experience was akin to a fine red wine left too long unopened, while I was only 22 years old, my own writing as immature as freshly squeezed grapes. Plus, he had read a few of my short stories with valuable feedback.

I had his manuscript for weeks before I read beyond the cover page. Every day he asked me and every day I told him I was just too busy; at the time I had been reading The Chronicles of Thomas Covenant, the Unbeliever, by Stephen R. Donaldson, about an anti-hero with leprosy being thrust into another world.

Finally, I got beyond page one, and I read his deadly dry prose as far as I could, but what was clear between the lines was the passion he had for this composer, his life and his body of work. I realized that he wrote this homage when he was my age at that time, and decades later he still praised this man’s work – just as I have done for decades with “composer,” writer and musician Neil Peart of the band Rush, now celebrating over 40 years of magic music making morning moods.

I still gave Gerhart a kid-gloves review, keeping his fragile ego in mind, and of course wanting only to be liked. He thanked me repeatedly, holding the manuscript close to his chest like a long-lost friend. A few weeks later, he was gone. Once I finished my college degree and moved on from SJSU, his memory slipped away from me.

Until the TalentCulture #TChat Show when Christoph Trappe talked about authentic storytelling in the workplace. That’s when I started thinking about Gerhart’s life and his impact on mine today, which is why I wrote this piece. I again did a little online research and found that he died in 2004, with no other insight into his life other than when I knew him.

The world shares so much today online about how our work and personal lives are intertwined and combined like continuously mutating DNA; how many of these stories are now transforming recruiting, hiring, continuous development and feedback, leadership development, employee retention, that little-known buzz word called employee engagement, and of course marketing and customer acquisition. Yes, these are the perennial feedback loops on work-life integration itself in the 21st century.

But remember, the workplace merry-go-round ain’t ever slowing down, and the economist reality of creative destruction is upon the world yet again. Whether the wealthy “one percent” and/or the robots completely take over may be a wishbone of contention, but what’s fairly clear is that abstract thinking, creativity, adaptable communication, empathy, storytelling and the unique musicality of being human are the sought-after skills of today and at least the immediate tomorrow.

People may pay more attention to economists, analysts, influencers, the marketplace, and marketing in general (and the robots yet to take over), but they should take a beat and pay even more attention to the storied lives that inspire and sustain individuality and community, that give us something to aspire to or rise above. They are made up of those who share their positive purpose freely, and those who can relate to it, flaws and all, and that which ultimately defines the future for each one of us, one little melodic career tale at a time.

About the Author: Kevin W. Grossman co-founded and co-hosts the highly popular weekly TalentCulture #TChat Show with Meghan M. Biro. He’s also currently the Product Marketing Director for Total Talent Acquisition products at PeopleFluent.

photo credit: liza31337 via photopin cc

#TChat Preview: How Authentic Storytelling Impacts Talent Strategies

The TalentCulture #TChat Show is back live on Wednesday, January 28, 2015, from 7-8 pm ET (4-5 pm PT). The #TChat radio portion runs the first 30 minutes from 7-7:30 pm ET, followed by the #TChat Twitter chat from 7:30-8 pm ET.

Last week we talked about how to manage the softer skills of your personal brand.

This week we’re going to talk about how authentic storytelling in the workplace impacts talent strategies.

Content marketing will no doubt be a 2015 buzzword. You create content to connect with customers, employees, and potential future employees and everything will be just dandy. Right?

But while content is important, it’s not just about sharing content. It’s about sharing meaningful stories.

People don’t pay attention to most marketing messages. They pay attention to authentic stories, however. Authentic stories build community (think the TalentCulture #TChat community). And community includes people who tell stories by sharing their experiences, their purposes (or lack thereof) and by dreaming about a goal for the future.

Authentic storytelling from leadership and employees impacts recruiting, retention and of course customer acquisition.

Join TalentCulture #TChat Show co-creators and hosts Meghan M. Biro and Kevin W. Grossman as we learn about how authentic storytelling in the workplace impacts talent strategies with this week’s guest: Christoph Trappe, career storyteller and journalist.

Sneak Peek:

Related Reading:

Christoph Trappe: Podcast: When To Curate And When To Create Unique Content

Meghan M. Biro: Is Your Brand Telling Meaningful Stories? 

Tim Clark: The War On Authenticity

Ishreen Bradley: How Managing Our Inner Diva Helps Us Shine And Not Shrink At Work

Kathi Kruse: The Power Of Storytelling To Connect, Build Trust And Close Sales

We hope you’ll join the #TChat conversation this week and share your questions, opinions and ideas with our guests and the TalentCulture Community.

#TChat Events: How Authentic Storytelling Impacts Talent Strategies

TChatRadio_logo_020813#TChat Radio — Wed, January 28th — 7 pm ET / 4 pm PT Tune in to the #TChat Radio show with our hosts, Meghan M. Biro and Kevin W. Grossman, as they talk with our guest: Christoph Trappe.

Tune in LIVE online Wednesday, January 28th!

#TChat Twitter Chat — Wed, January 28th — 7:30 pm ET / 4:30 pm PT Immediately following the radio show, Meghan, Kevin and Christoph will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:

Q1: What’s the difference between content marketing and authentic storytelling in the workplace? #TChat (Tweet this Question)

Q2: How has storytelling in the workplace evolved with the Internet and social networking? #TChat (Tweet this Question)

Q3: How does storytelling impact talent strategies and the business bottom line? #TChat (Tweet this Question)

Until the show, we’ll keep the discussion going on the #TChat Twitter feed, our TalentCulture World of Work Community LinkedIn group, and in our new TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions. See you there!!

photo credit: Het Nieuwe Instituut via photopin cc

How To Step Up Your Content Marketing

Spreading the word about your content can be a difficult task if you don’t have a strategy in place. This is why it’s important for marketers to create a content amplification strategy to build awareness of their content.

Amplifying content is the most important element of any marketing strategy. Regardless of how amazing your content is, the only way you can reach your target audience is if you amplify your content. Whether it’s a blog post or video, make sure you have a documented strategy in place to help you spread the word about your content.

Now you’re probably wondering, why do I need to amplify my content? Well, there are at least 4 billion Facebook shares and nearly 500,000 WordPress entries every day. If you fail to amplify your content, it’ll be impossible for you to stand out from other brands and voices.

There are a number of ways to amplify your content; however, the most important step is to create a goal and identify your target audience. When creating your goal, determine if you want to increase leads, boost sales, drive traffic to your website, or build awareness to your brand. After you create your goal, identify the audience you’re going to reach and how you’ll reach them with your content.

Once you’ve established your goal and target audience, connect with influencers who will spread the word about your brand. These people and brands will share your content and help you amplify your content. To find influencers within your niche, use tools such as Twello or Topsy to find influential people and brands.

Finally, it’s important to think about your content amplification tactics. There are a number of tools available that can help you build awareness of your brand such as blogging, social media, paid social advertisements, and targeted LinkedIn posts. By using these tools, you’ll be able to reach more people and accomplish your marketing goal.

As you can tell, content amplification is critical to the success of any marketing strategy. To learn more about content amplification, check out the infographic below.


About the Author: Jennifer Landry is a web journalist based in Malibu, California. She specializes in articles about business management and the current social media landscape, which are inspired by her own small business experience.

photo credit: Incase. via photopin cc

Passive To Active In Less Than 90 Seconds

Yes, you do it, too. Don’t deny it.

When you’re gainfully employed, happily or not so, and you actually make the time to update your LinkedIn profile, for whatever reason, you uncheck the box in your account settings that reads:

Let people know when you change your profile, make recommendations, or follow companies.

LinkedIn even adds a footnote for you that calls out why you would uncheck the box:

Note: You may want to turn this option off if you’re looking for a job and don’t want your present employer to see that you’re updating your profile.

There you go. Sure there are valid reasons as to why you’re updating your profile that don’t relate to job seeking. Maybe you received a new certification, or you want to list a recent volunteer stint.

And the converse value of wanting to be found online, having a peer-vetted public profile, is the fact that is it public and you can be found when you don’t really want to be. Again and again I’ve heard from sought-after professionals who get hit on more often via LinkedIn than at a hip new nightclub.

“Hey, do you come here often?”

So they don’t update their profile. Or they mask it with false information. Or then pull it down completely.

But mercy me if you’re socially savvy and know how leverage the Wild West Interwebs and have pivotal skills companies need and don’t call yourself a thought leader while others do, you’ve got to pull down a lot more than the LinkedIn profile if you don’t want to be riddled with spray-and-pray pitch pellets from virtual sawed-off shotguns.

And if you haven’t done it already, social profiling sites like Entelo and TalentBin have most likely already aggregated all your online exhaust and profiled you for the big game hunters. We make ourselves big ol’ targets with our data – created by us and distributed by us – some clean, vetted and valid, and much of it not so much.

Plus, according to 2013 Candidate Experience Award data, “active” candidates are clearly using a few sites quite extensively in their job search activities, which means we’re quite visible on them including (of course) LinkedIn (55%), Glassdoor (21%), Google+ (17%) and Facebook (14%) – all of which were probably underreported and will surely to spike higher in the 2014 CandE data.

But the operative word above is “active,” and during a recent conversation with a PeopleFluent colleague, a long-time recruiting and ATS veteran who works everyday with large global talent acquisition teams, he scoffed at the proverbial “passive” candidate myth.

“Passive, schmassive.”

Okay, he didn’t actually say that, I did, but you get the idea. That’s when we talked shop around the public profile conundrum outlined above, especially for those who don’t want to be found.

Invisible is not the same thing as passive. People are either looking for jobs or they’re not; they either want to be found, or not.

And that’s when the visceral snap of a simple epiphany hit me right between the eyes. Bryan Chaney, sourcing executive at IBM, told us on the TalentCulture #TChat Show “the difference between a passive and active candidate can be less than 90 seconds.”

Damn straight. Less than 90 seconds, which is why we need:

  • Relevant Content. Happy or unhappy, opportunity in the form of smarter and engaging content and storytelling, personable and professional, can remove even the most elusive engineer’s invisibility cloak. In fact, after Bryan conducted a 90-day case study on social media content, conversation-based content increased response rates by 54%. Stories rock and that’s immersive marketing 101 these days anyway.
  • Makes for Relevant Conversations. Savvy marketers can and should educate recruiters and sourcers how to engage prospects in real conversations. Whether it’s on a forum, user group, blog, simple email or any social network, or the old-fashioned phone call or at a live event, the relevant conversation should always be the goal.

Not easy to do when you’re a global company dealing with hundreds of applicants per open req and hundreds of thousands per year, but the recruiters who hit their marks always know their market and the talent they’re targeting. Recruiting (and marketing) are only human and all about relationships and the tipping points of interest can come in a [enter city here] minute.

Passive schmassive indeed. Wait, you can’t really see me, can you?

Content Marketing Freshness Comes With True Relevance

On the morning of the vernal equinox, the crazy cool converged. Actually, according to my mother-in-law, the vernal equinox is equivalent to at least four full moons, which means the crazy isn’t necessarily cool and only falls from trees like overripe fruit that children can’t help but to throw at one another.

That’s an appropriate analogy if you compare it to the way too many companies and candidates still market to one another. A spoiled twist on the spray and pray approach to the recruiting pitch (have you ever been hit with an overripe peach, for example?).

Content marketing best practices are as ubiquitous as the over-pollenated buzzwords that coat them these days, and yet, marketers, recruiters and applicants alike are still tossing leaky, bruised hand grenades over the fence to see whom they hit, and who cries out.

You know who you are.

Hey, I’m not judging; I’ve been there, too. So before we get back to the best practice, let me cover my crazy cool convergence from this week first:

First, I found that the 2013 Candidate Experience Awards eBook is now available for download! The third annual North American “CandE” Awards program has grown with overwhelming participation from both the employers seeking to benchmark their processes and job candidates who are eager to share their feedback on their recruitment experiences. Lots of great data in the latest eBook, including the top six content themes employers make available to potential applicants before they apply:

  • Values (i.e., ‘Fit’)
  • Answers to ‘Why’ People Want to Work Here
  • Community and Sustainability Initiatives
  • Answers to ‘Why’ People Stay Here
  • Product Information
  • Diversity – Culture

The 2013 CandE Awards indicate the emerging importance of communicating a company’s culture as a key point of differentiation, while there’s a decreased emphasis on job benefit details (among many other valuable insights). That’s a good sign. Download the CandE eBook and read it. Trust me. And if your company wants to participate this year, please do register here. There’s still time.

Second, LinkedIn is becoming a crazy content marketing tool, which I kinda knew and have tinkered with, but learned more succinctly after talking on #TChat with Viveka von Rosen, CEO of Linked Into Business and co-founder of LinkedProspecting. Since its launch, LinkedIn has been known as a recruiter and job seeker professional networking site, but has been extremely under-utilized as a recruitment search and marketing resource, to continually attract, find and engage with their ideal candidates by leveraging content marketing, influencer relations and so much more. (That last part is key for whatever “platform” you use.)

Third, I just received my LinkedIn publishing invite on the first day of spring! Sure, spring represents renewal and new beginnings, but the little gray pen thingie appeared magically in my status update box, and I’m not even really sure what it means yet. I’ve been told it’s a big deal for regular content creators, of which I am one, but now I can share real and relevant “fruits of my labor” with my “targeting” network. Good for me, good for business, hopefully good for readers. Right on.

Now, back to the best practice

If I’ve said it once, I’ve said it a thousand times – I recommend that apply these two rules when enraptured with the sweetness content marketing can bring:

      1. Keep it real. Because good story is the human experience, but it’s not so simple to tell – or, more appropriately, retell. Sixteen years ago an editor told me that, “You haven’t quite found your voice yet; you haven’t fallen through the center of the earth and back again. It takes experience and practice to find your inner voice, and not everyone gets there.” True indeed. Practice, practice. Read and read some more and then read even more inside and outside of your immediate professional realm – and then write, write, write to find your voice. Write with regular frequency and remember your voice will come with time. And keeping it real keeps it authentic and you’re more likely to find a “buying” audience this way, whether on LinkedIn, your career site, your blog or whatever your publishing platforms of choice are. Candidates want the transparency with your company, just as much as you want from them.
      2. Keep it relevant. Because finding your audience means you’re creating and sharing relevant content with them (think of the CandE example above when it comes to attracting the right talent). The good stuff they want to consume regularly, whether they take action or not (over time, they might). Maybe they want a little humor, maybe they want to be schooled, maybe they want to be moved, but regardless, they want it to be meaningful and relevant to their lives as “customers” – buyers or candidates. This goes for content you curate as well as create. If you’re targeting product managers, then create and/or share software/hardware agile development articles, go-to-market strategies, building business cases, marketplace trends and innovations, and so on. Vice-versa if you’re a product manager prospect targeting specific companies and industries – share your insight and keep it focused.

The only forbidden fruit in my garden is that which rots in my field. Content marketing freshness comes with true relevance.


Photo courtesy of Big Stock

If It Ain't Broke…Well, Maybe it IS Broke: #TChat Recap:

“Any change, even a change for the better, is always accompanied by drawbacks and discomforts.” — Arnold Bennett

Not really what we want to hear when we don’t think anything’s broken. Leadership is one key to driving innovation “buy in”. It’s critical for us to stay close to the rapid developments happening in the social marketplace.

Take marketing for example. You’re in business selling magical whizzie-whigs and you need to generate visibility and leads in order to sell them. And that’s what you do — brand marketing, content marketing, direct marketing, media buying, public relations, social media marketing — a complete integrated marketing strategy.

Those new leads that are generated are then passed over to sales to follow up on and eventually close. Some of them at least. Those in the lead pipeline may be nurtured and marketed to so as to inch them along to close.

Then what? Those that do close become customers and are handed over to account management and customer service folk and then —

A year later when it’s time to upgrade their magical whizzie-whigs, a percentage say thanks but no thanks. “Just wasn’t the right product/service for us.”

User adoption correlates tightly with customer retention, and yet, marketing gets them to the door and sales closes it, then marketing and sales sit on the porch and have a few beers. You’d think that an integrated marketing strategy include a retention investment, but it’s not.

Same with recruiting talent, regardless if we’re talking contingent, retainer, corporate, RPO — but the argument is that, after the final candidates are presented, even closed, “management” leadership takes over and whatever happens 3, 6, 12 months down the road, ain’t recruiting’s problem. Humans, Leaders, People are fallible and ain’t nothing I can do about that. This is a complex story.

But I’d argue that insightful leaders understand that reducing turnover, increasing team retention and improving overall quality of fit with workplace culture are huge initiatives in an ever-changing and highly competitive social talent economy. That means everybody pre- and post-onboarding on your team plays a role in “user adoption.” The recruiting technology and service industry may worth over $124 billion, but if inefficient talent acquisition and management keep bleeding me out, well, you do the math.

Recruiting IS marketing and sales. Are we on to something here? Marketing and sales should be customer service, but it’s not. Marketing and sales should be partners in retention. The models must change. Leadership must want to change first and the rest will follow. Let’s keep moving forward.

Thanks for being in our #TChat Community – We appreciate each of you. 


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