Millions of young Americans are experiencing a “quarter-life crisis.” They understand that the economy and the nature of work have changed forever. Talent today want more bang for their buck. They want to leave a mark, make a contribution, have a purpose. In short, they’re seeking a calling more than a career. They crave meaning, autonomy, and exploration. Managing one’s vocation successfully is no different than managing a business. And that’s why the contingent workforce has the power to[...]
In today’s workforce, the evolving role of recruiters is becoming even more pivotal. Candidates aren’t attracted, sourced and recruited the same way they were a decade ago. The transactional tactics of matching skills, work experience and compensation to job descriptions no longer bear the same fruits. As the industry moves toward predictive analytics, digital ecosystems and on-demand talent pools, the best recruiters are confronted with the challenges of casting wide yet targeted nets. And the question becomes: where do they find the right talent, and who are those candidates? We wrote recently that the most effective sourcing processes are beginning to mirror business development and marketing mindsets. By borrowing a page from the inbound marketing playbook, we can retool the notion of buyer personas to create talent personas that uncover the top candidates we need -- for any client.
Although technology may rule the modern economy, the wheels of commerce turn when savvy professionals design, deploy, administer and maintain the machine. Our growing reliance on automation and the push to conquer digital frontiers has instilled in professionals of all roles an equally increasing desire for humanization -- social interactions, personal engagement, cultural fit, the employee experience and, of course, meaningful relationships. This need transcends frontline workers. It’s also expressed by hiring managers, contingent workforce program managers and staffing providers. As we shift toward technology centric recruitment ecosystems, it's critical to include a human touch in the digital intelligence.
The world needs no introduction to Google. Across the globe, its brand signifies the most ubiquitous search engine the Internet has ever known. Google also offers businesses and individuals a wide array of useful products, such as Drive, Calendar, Gmail, Maps, YouTube and more. However, the company’s platform is more robust than some may imagine. There are services devoted to education, scholarly research, group collaboration, fine arts, virtual reality and a sort of “Slack Lite” social communications hub called Spaces. Recently, we even covered Google’s foray into the world of staffing with its machine learning API for hiring. At its core, though, Google is one of the world’s largest repositories of analytics. Some people may be familiar with Analytics, AdSense and Hot Trends. Yet its newer service, “Think with Google,” could be a hidden boon to recruiters who want to think like Google and drive their recruitment marketing to unparalleled heights. Let’s take a look.