Tracey Barrett, Managing Director at BlueSky PR presented at Recruitment Leaders Connect: The Year Ahead on 8th March.
“It’s expensive…it’s a cost…we can’t measure it“.... Three things I hear a lot of from recruitment leaders. This presentation will show you how to set measurable KPIs that will deliver inbound leads for your agency.
At our Startup Hiring Bootcamp in London, our audience walked away with metrics to help them benchmark their success, new sourcing strategies, and more!
"You need to hire a marketer, increase your budget, get more social, implement more processes, spend cash!"
Sound familiar? Lately it feels like recruitment marketers and leaders are bombarded with lots of new things they must do to improve. We're seeing a lot of this with our clients – and they’re so busy trying to improve that they don’t see all the things holding them back.
Tracey and Lisa are known for their expertise in recruitment PR, digital marketing and social recruiting. They’re delivering this webinar to show you the 5 things you can STOP doing in 2017 to become more successful and profitable.
In thirty minutes we'll reveal how you can get back more time, be happier and increase lead generation (and profit!) by focusing on what really works and have a truly successful 2017!
See more at: http://www.barclayjones.com/blog/social-media-for-recruiters/5-things-you-need-to-stop-doing-with-your-recruitment-marketing/
Swoon is a recruiting firm that takes an unconventional approach to technology and professional recruiting. Rather than just finding jobs, Swoon connects people to companies where they will thrive. Swoon recruits top talent and ensures candidates are a strong fit for available positions. They focus on long-term relationships and a 98% client satisfaction rate.
Oceans group & digital talent transformation sgSean Garvey
This document discusses the impact of digital transformation on leadership and talent. It argues that digital technologies like social media, mobile devices, big data and cloud computing have fundamentally altered how companies interact with customers and operate. To successfully navigate digital transformation, companies need leadership at all levels with digital skills, including the CEO, board of directors, functional leaders, and business unit managers. The author's company assists other organizations by advising them on the type of leadership required for digital transformation and how to identify, recruit and retain digitally savvy talent.
The document discusses how most remodelers are not getting leads from their websites. It explains that remodeler websites often look outdated, do not get enough traffic, and lack conversion opportunities like phone numbers and calls to action. The presentation then provides solutions on how to fix these issues by updating website designs, increasing traffic through blogging, social media and SEO, and adding compelling offers and landing pages to convert more leads. It emphasizes that inbound marketing is an ongoing process of constant improvement.
The YWCA is looking for a volunteer market analyst to analyze their potential client and employer markets in San Francisco and Marin. Specifically, they need documents outlining the size of the market of women over 50 seeking employment, where they are located, their demographics, and what occupations and employers the YWCA should target for job placement. They also want an analysis of their competition in both areas. This information will help the YWCA set program goals and assess their ability to expand.
WebBharat Network is looking for an online sales and digital marketing representative. The full-time position offers competitive pay, benefits and bonus. Key requirements for candidates include deep knowledge of digital marketing, Google Analytics, data analysis skills, and experience with SEO, SMO and SEM campaigns. Candidates should have an intermediate degree and strong communication skills. WebBharat Network is a startup focused on B2B marketing through web design, development, and online marketing services like SEO, SMO and analytics.
At our Startup Hiring Bootcamp in London, our audience walked away with metrics to help them benchmark their success, new sourcing strategies, and more!
"You need to hire a marketer, increase your budget, get more social, implement more processes, spend cash!"
Sound familiar? Lately it feels like recruitment marketers and leaders are bombarded with lots of new things they must do to improve. We're seeing a lot of this with our clients – and they’re so busy trying to improve that they don’t see all the things holding them back.
Tracey and Lisa are known for their expertise in recruitment PR, digital marketing and social recruiting. They’re delivering this webinar to show you the 5 things you can STOP doing in 2017 to become more successful and profitable.
In thirty minutes we'll reveal how you can get back more time, be happier and increase lead generation (and profit!) by focusing on what really works and have a truly successful 2017!
See more at: http://www.barclayjones.com/blog/social-media-for-recruiters/5-things-you-need-to-stop-doing-with-your-recruitment-marketing/
Swoon is a recruiting firm that takes an unconventional approach to technology and professional recruiting. Rather than just finding jobs, Swoon connects people to companies where they will thrive. Swoon recruits top talent and ensures candidates are a strong fit for available positions. They focus on long-term relationships and a 98% client satisfaction rate.
Oceans group & digital talent transformation sgSean Garvey
This document discusses the impact of digital transformation on leadership and talent. It argues that digital technologies like social media, mobile devices, big data and cloud computing have fundamentally altered how companies interact with customers and operate. To successfully navigate digital transformation, companies need leadership at all levels with digital skills, including the CEO, board of directors, functional leaders, and business unit managers. The author's company assists other organizations by advising them on the type of leadership required for digital transformation and how to identify, recruit and retain digitally savvy talent.
The document discusses how most remodelers are not getting leads from their websites. It explains that remodeler websites often look outdated, do not get enough traffic, and lack conversion opportunities like phone numbers and calls to action. The presentation then provides solutions on how to fix these issues by updating website designs, increasing traffic through blogging, social media and SEO, and adding compelling offers and landing pages to convert more leads. It emphasizes that inbound marketing is an ongoing process of constant improvement.
The YWCA is looking for a volunteer market analyst to analyze their potential client and employer markets in San Francisco and Marin. Specifically, they need documents outlining the size of the market of women over 50 seeking employment, where they are located, their demographics, and what occupations and employers the YWCA should target for job placement. They also want an analysis of their competition in both areas. This information will help the YWCA set program goals and assess their ability to expand.
WebBharat Network is looking for an online sales and digital marketing representative. The full-time position offers competitive pay, benefits and bonus. Key requirements for candidates include deep knowledge of digital marketing, Google Analytics, data analysis skills, and experience with SEO, SMO and SEM campaigns. Candidates should have an intermediate degree and strong communication skills. WebBharat Network is a startup focused on B2B marketing through web design, development, and online marketing services like SEO, SMO and analytics.
SmashFly Transform Keynote: Transforming Recruitment Marketing Starts With YouSmashFly Technologies
Mike Hennessy, Founder & CEO of SmashFly, gave this opening keynote at the first-ever Recruitment Marketing Conference, SmashFly Transform. He outlines the future of work, the talent acquisition landscape and the roadmap to making recruitment marketing a discipline.
Atomic Design of Rochester, NY is an Internet marketing service provider that provides exceptional web design, SEO, and graphic design. Our digital agency has been providing search engine optimization and website development since 1996 by blending strategic, creative, marketing, and technical expertise to generate more leads and ultimately grow your business. We service Rochester, Buffalo, Syracuse, Batavia, Canandaigua, and Geneseo.
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
G2G is a Marketing Communication and Resource Augmentation Enterprises. We do business development, communication and lead generation for our clients of varied verticals. Our HIGH OCTANE team is our strength and our strong network with different section of the industrial verticals substantiate who WE ARE?
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acqu...LinkedIn Talent Solutions
Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Gaining clarity in a confused world: Streamlining the recruitment process | ...LinkedIn Talent Solutions
Oliver Harris and Kelly Patterson will share how Resource Solutions, a global RPO firm, was able to deliver efficiencies for Nomura US including: Improved direct sourcing, Streamlined vendor engagement/management with agencies, Robust weekly reporting driven by MI analysts to HR business.
Solomon Amar “How to build a network that sells ICT to Giants As Intel, Motor...Lviv Startup Club
This document provides tips for building a network to sell information and communication technology (ICT) products and services to large multinational companies. It advises to first define the target customer, gather resources for a long-term effort, focus on quality, service, and time to market to increase business value, attract top talent to reflect the quality of services, and build stable long-term relationships rather than focusing solely on short-term income. Flexibility, availability, and a bit of luck are also recommended. The overall message is that strategic planning, focusing on customers and talent, and building quality long-term relationships are key to success in this competitive market.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
This document summarizes a panel discussion on gathering feedback to improve hiring and retention strategies. The panel addresses four topics: 1) Screening and sourcing talent quickly, 2) Leveraging candidate survey feedback, 3) Curating employee feedback to refine sourcing, and 4) Creating an exceptional onboarding experience. Panelists provide tips on using close-ended survey questions and avoiding absolutes to gather feedback that can be incorporated into sourcing strategies. They also discuss how to gather employee recommendations and prioritize onboarding to differentiate the new hire experience.
ClicksGetsIT is a specialist IT recruitment firm that helps companies find the best technology talent to meet their business needs. With over 25 years of experience in IT recruitment, Clicks has built a reputation for truly understanding IT and providing expert advice that reduces risks and costs for clients. Clicks takes a personalized approach and offers flexible engagement options to suit each client's recruitment needs.
This document discusses an IT recruitment company called Teksystems that helps businesses recruit and optimize their IT workforce. It provides IT recruitment solutions to quickly build high-performance teams. It begins by understanding a client's business needs and workforce gaps. Teksystems then develops a strategy to close those gaps with the right skills. It consistently delivers qualified candidates by leveraging a global network of over 3,000 recruitment specialists and building talent pipelines.
This document contains summaries from various sponsors at a Marketplace Speed Pitch event. It includes short descriptions from different companies promoting their products and services integrated with Bullhorn, including tools for communications, data analytics, candidate sourcing and matching, back office management, and training and support. The companies emphasize how their solutions help improve recruiter productivity, gain insights, and make more placements when used with Bullhorn.
Arc HR Services aims to bring growth and stability by helping people find better careers through their one-stop HR solutions. Their mission is to fulfill requirements by finding the right candidates for their clients in industries like BPO/ITES, e-commerce, media, IT, banking, and telecom. They offer recruitment and selection services, including salary negotiations, shortlisting candidates, orienting and evaluating resources, and assessments.
Birn + Partners is an executive search and talent management firm that helps companies find, develop, and retain top talent. They use their extensive network and search process to identify candidates that are the right fit. Their services include executive search to fill positions, an onboarding program to help new hires succeed in their first 100 days, and career advisory to help managers transition to new roles or find new opportunities. Their goal is to match companies with insightful, talented individuals and support both throughout the hiring and employment process.
How we calculated the $ value of candidate experience and transformed the per...LinkedIn Talent Solutions
Graeme Johnson, Virgin Media
This session will provide talent acquisition leaders with a refreshingly honest assessment of how one of the UK’s most in demand employers were failing on candidate experience, and losing customers as a result. Graeme will explain also how Virgin Media then put a $ value on candidate experience by presenting an undisputable business case for positive change.
At Virgin Media, this work has led to a mind-set shift in the entire organisation including becoming friends with the CFO, and put their TA function on the map! Find out how you can do the same.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to make money and win business using PR Tracey Barrett, Managing Director...TALiNT Partners
This document discusses how public relations and marketing can help recruitment, HR, and talent management companies make money. It suggests that PR and marketing are often seen as costs rather than investments and should be used to generate leads. The document provides examples of unique selling points for different companies and emphasizes the importance of engagement. It also discusses developing a media relations strategy and shaping messages around the "people agenda" through tools like data, surveys, events, and advice. Measuring the success of PR and marketing efforts through outputs, outcomes, and business results is also covered.
Tracey Barrett, Managing Director, BlueSky PR How to Make Money and Win Busin...TALiNT Partners
The document discusses how PR and marketing can help recruitment, HR, and talent management firms make money. It suggests using PR to generate familiarity, attract consultants, and create value for clients. However, PR and marketing are often seen only as costs rather than investments. The document provides tips on developing a PR strategy including identifying your USP, engaging stakeholders, using media relations in business development, creating shareable content, and measuring outputs, outcomes and business results to determine ROI. Integrating PR into the business development cycle can help lead to new clients and assignments.
Think you can’t make money from PR? Think again!Stephanie King
BlueSky PR's Head of Recruitment Practice Stephanie King's presentation slides from the #EdgeRecruit Marketing Conference that took place at Club Tropicana, London on 7th March 2018.
Learn how your recruitment firm can make money from PR.
Think You Can’t Make Money from PR – Think Again! Tracey Barrett, Managing Di...TALiNT Partners
This document discusses how public relations can benefit recruitment, HR, and talent management. It begins by addressing myths about PR, such as the need to schmooze or drink excessively. The bulk of the document then presents case studies of companies that achieved returns on investment from their PR work. For example, one company secured an opportunity in a targeted publication that resulted in new business. Another increased its CEO's profile and assisted overall business objectives. The document emphasizes measuring PR outputs and outcomes, and integrating PR into business development cycles.
Our Rising Stars Programme takes raw talent, giving them a structured programme to build their skills and the foundation for a future in the recruitment industry.
SmashFly Transform Keynote: Transforming Recruitment Marketing Starts With YouSmashFly Technologies
Mike Hennessy, Founder & CEO of SmashFly, gave this opening keynote at the first-ever Recruitment Marketing Conference, SmashFly Transform. He outlines the future of work, the talent acquisition landscape and the roadmap to making recruitment marketing a discipline.
Atomic Design of Rochester, NY is an Internet marketing service provider that provides exceptional web design, SEO, and graphic design. Our digital agency has been providing search engine optimization and website development since 1996 by blending strategic, creative, marketing, and technical expertise to generate more leads and ultimately grow your business. We service Rochester, Buffalo, Syracuse, Batavia, Canandaigua, and Geneseo.
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
Don’t just hire great people… turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. We’ll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
G2G is a Marketing Communication and Resource Augmentation Enterprises. We do business development, communication and lead generation for our clients of varied verticals. Our HIGH OCTANE team is our strength and our strong network with different section of the industrial verticals substantiate who WE ARE?
Demonstrate Your Impact & Inform Your Strategy with Moneyball for Talent Acqu...LinkedIn Talent Solutions
Create your Moneyball moment. Hear how talent acquisition leaders can use LinkedIn data to gather talent pool insights, focus their teams, assess talent brand strength, and better manage pipelines.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Gaining clarity in a confused world: Streamlining the recruitment process | ...LinkedIn Talent Solutions
Oliver Harris and Kelly Patterson will share how Resource Solutions, a global RPO firm, was able to deliver efficiencies for Nomura US including: Improved direct sourcing, Streamlined vendor engagement/management with agencies, Robust weekly reporting driven by MI analysts to HR business.
Solomon Amar “How to build a network that sells ICT to Giants As Intel, Motor...Lviv Startup Club
This document provides tips for building a network to sell information and communication technology (ICT) products and services to large multinational companies. It advises to first define the target customer, gather resources for a long-term effort, focus on quality, service, and time to market to increase business value, attract top talent to reflect the quality of services, and build stable long-term relationships rather than focusing solely on short-term income. Flexibility, availability, and a bit of luck are also recommended. The overall message is that strategic planning, focusing on customers and talent, and building quality long-term relationships are key to success in this competitive market.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
This document summarizes a panel discussion on gathering feedback to improve hiring and retention strategies. The panel addresses four topics: 1) Screening and sourcing talent quickly, 2) Leveraging candidate survey feedback, 3) Curating employee feedback to refine sourcing, and 4) Creating an exceptional onboarding experience. Panelists provide tips on using close-ended survey questions and avoiding absolutes to gather feedback that can be incorporated into sourcing strategies. They also discuss how to gather employee recommendations and prioritize onboarding to differentiate the new hire experience.
ClicksGetsIT is a specialist IT recruitment firm that helps companies find the best technology talent to meet their business needs. With over 25 years of experience in IT recruitment, Clicks has built a reputation for truly understanding IT and providing expert advice that reduces risks and costs for clients. Clicks takes a personalized approach and offers flexible engagement options to suit each client's recruitment needs.
This document discusses an IT recruitment company called Teksystems that helps businesses recruit and optimize their IT workforce. It provides IT recruitment solutions to quickly build high-performance teams. It begins by understanding a client's business needs and workforce gaps. Teksystems then develops a strategy to close those gaps with the right skills. It consistently delivers qualified candidates by leveraging a global network of over 3,000 recruitment specialists and building talent pipelines.
This document contains summaries from various sponsors at a Marketplace Speed Pitch event. It includes short descriptions from different companies promoting their products and services integrated with Bullhorn, including tools for communications, data analytics, candidate sourcing and matching, back office management, and training and support. The companies emphasize how their solutions help improve recruiter productivity, gain insights, and make more placements when used with Bullhorn.
Arc HR Services aims to bring growth and stability by helping people find better careers through their one-stop HR solutions. Their mission is to fulfill requirements by finding the right candidates for their clients in industries like BPO/ITES, e-commerce, media, IT, banking, and telecom. They offer recruitment and selection services, including salary negotiations, shortlisting candidates, orienting and evaluating resources, and assessments.
Birn + Partners is an executive search and talent management firm that helps companies find, develop, and retain top talent. They use their extensive network and search process to identify candidates that are the right fit. Their services include executive search to fill positions, an onboarding program to help new hires succeed in their first 100 days, and career advisory to help managers transition to new roles or find new opportunities. Their goal is to match companies with insightful, talented individuals and support both throughout the hiring and employment process.
How we calculated the $ value of candidate experience and transformed the per...LinkedIn Talent Solutions
Graeme Johnson, Virgin Media
This session will provide talent acquisition leaders with a refreshingly honest assessment of how one of the UK’s most in demand employers were failing on candidate experience, and losing customers as a result. Graeme will explain also how Virgin Media then put a $ value on candidate experience by presenting an undisputable business case for positive change.
At Virgin Media, this work has led to a mind-set shift in the entire organisation including becoming friends with the CFO, and put their TA function on the map! Find out how you can do the same.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to make money and win business using PR Tracey Barrett, Managing Director...TALiNT Partners
This document discusses how public relations and marketing can help recruitment, HR, and talent management companies make money. It suggests that PR and marketing are often seen as costs rather than investments and should be used to generate leads. The document provides examples of unique selling points for different companies and emphasizes the importance of engagement. It also discusses developing a media relations strategy and shaping messages around the "people agenda" through tools like data, surveys, events, and advice. Measuring the success of PR and marketing efforts through outputs, outcomes, and business results is also covered.
Tracey Barrett, Managing Director, BlueSky PR How to Make Money and Win Busin...TALiNT Partners
The document discusses how PR and marketing can help recruitment, HR, and talent management firms make money. It suggests using PR to generate familiarity, attract consultants, and create value for clients. However, PR and marketing are often seen only as costs rather than investments. The document provides tips on developing a PR strategy including identifying your USP, engaging stakeholders, using media relations in business development, creating shareable content, and measuring outputs, outcomes and business results to determine ROI. Integrating PR into the business development cycle can help lead to new clients and assignments.
Think you can’t make money from PR? Think again!Stephanie King
BlueSky PR's Head of Recruitment Practice Stephanie King's presentation slides from the #EdgeRecruit Marketing Conference that took place at Club Tropicana, London on 7th March 2018.
Learn how your recruitment firm can make money from PR.
Think You Can’t Make Money from PR – Think Again! Tracey Barrett, Managing Di...TALiNT Partners
This document discusses how public relations can benefit recruitment, HR, and talent management. It begins by addressing myths about PR, such as the need to schmooze or drink excessively. The bulk of the document then presents case studies of companies that achieved returns on investment from their PR work. For example, one company secured an opportunity in a targeted publication that resulted in new business. Another increased its CEO's profile and assisted overall business objectives. The document emphasizes measuring PR outputs and outcomes, and integrating PR into business development cycles.
Our Rising Stars Programme takes raw talent, giving them a structured programme to build their skills and the foundation for a future in the recruitment industry.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
This document provides an overview of employer reputation management. It discusses:
- The importance of managing perceptions as an employer through both actions and communications.
- Why reputation is important, including attracting talent, retention, and competitive advantage.
- Key aspects of a good reputation including values, culture, corporate reputation, and people policies.
- How to manage reputation through understanding goals, senior leadership buy-in, creating the right environment internally, and developing communications to showcase these efforts.
The document is intended as a guide for HR, communications, and business professionals on developing an employer brand and reputation. It is based on research with leading employers on their approaches.
What are the key building blocks when building out your business and brand? Learn how to build a business plan to achieve change, gain internal alignment and manage a digital transformation’s impact on your brand. This session will take a look at what works, what doesn’t and the core lessons learned from recruitment leaders at the top of their game.
Award winning agency Impression shares advice, tips and guidance for online marketing for charities. Including:
The Not For Profit Environment - Introduction with Adam Bly
How to Use SEO to Drive Audience Engagement - Chloe Fair
Social Media Advertising for Not For Profits - Charlie Byrne
Purpose-Driven PR: How Not-For-Profits Are Leading The Way - Jess Hawkes
Using a culture of creativity to deliver brilliant customer experiencesKin + Carta Connect
This document discusses using a culture of creativity to deliver brilliant customer experiences. It highlights that the company has over 1,500 technologists, strategists, and creatives working in specialized "tribes" to bring solutions directly to customers. It then outlines five steps to accelerate a company's customer experience: 1) align the organization around a consistent vision, 2) identify pain points to turn into opportunities, 3) agree on metrics and what success means, 4) create a unified view of the customer journey, and 5) plan to pivot to stay ahead of competition.
P&G has been recognized as an innovative and professional leader in recruiting. They aim to attract and recruit top talent globally through practices like their online application form and campus recruiting. P&G believes recruiting is critical to their success. Their recruitment philosophy focuses on developing talent from within, recruiting the best people worldwide, and recognizing people as their greatest asset. P&G conducts a thorough recruitment process, assessing candidates on key competencies and success drivers like intellectual curiosity, leadership, and adaptability to change.
The document discusses challenges in the marketing industry like high CMO turnover and reduced budgets. It introduces Brick House Partners as an executive search firm focused on cultural fit that uses assessments and an immersive process to find candidates for marketing roles. The firm promises fast work, candor, and an accountable compensation model requiring successful placements.
The document discusses challenges in the marketing industry like high CMO turnover and reduced budgets. It introduces Brick House Partners as an executive search firm focused on cultural fit that uses assessments and an immersive process to find candidates for marketing roles. The firm promises fast work, candor, and an accountable compensation model requiring successful placements.
This document summarizes the current challenges facing marketing executives and agencies, and introduces Brick House Partners LLC as a boutique executive search firm focused on cultural fit. Key points:
- Marketing budgets, tenures, and staffing levels are at historic lows with no clear return to past levels expected.
- Cultural and skills fit between organizations and talent is increasingly important for success.
- Brick House Partners focuses on finding "great talent that fits" through a process emphasizing understanding the client's culture and defining the key attributes for the role.
- They aim to break the mold of traditional executive search through a consultative approach and track record in marketing/advertising.
The competition for talent has gone global, turnover is rising and employee engagement is stagnant at best. Companies have never had a greater need to understand with precision what it takes to recruit, retain and motivate employees. As a result, never before has HR had such an opportunity to move the needle for the business it supports.
As highlighted in a recent Harvard Business Review paper, “HR Joins the Analytics Revolution,” “a growing number of corporate boards, CEOs and CHROs understand that by applying data-driven solutions to improve decisions about talent, they can improve revenues and profits.” But what does this datafication of HR mean for the HR business partner and practitioner?
In this webinar, analytics expert Dave Weisbeck will provide direct examples of actions HR can take to:
Improve recruitment success and more efficiently find the skills and expertise needed at the right time for the best price.
Retain star performers more cost-effectively
Decode workforce planning and “dollarize” the people strategy.
Demystify diversity to develop a workforce that is more innovative, performs better and helps expand the company’s pool of customers.
Join Dave Weisbeck, Visier's chief strategy officer and an expert in statistical analysis and HR metrics, as he presents on this important topic.
Brick Force Consulting Services Pvt. Ltd. is an IT consulting, HR solutions, and staffing firm based in Bangalore, India that was established in 2016. The company aims to be a trusted partner for its clients in delivering people and technology solutions. It is committed to driving business value across industries through expertise in IT consulting, HR solutions and services. The company strives to empower clients through user-friendly solutions that enhance productivity, processes, and employee retention while reducing costs.
BRICK FORCE Consulting Services Pvt. Ltd. is an IT consulting, HR solutions, and staffing firm established in 2016 with headquarters in Bangalore, India. The company aims to be a trusted partner for clients across industries and sectors by providing innovative and personalized HR and IT solutions. BRICK FORCE works with clients to empower them through user-friendly solutions that enhance productivity, processes, and staff retention. The company's vision is to be a progressive leader in HR and IT consulting through unconditional client support and anticipating future needs. It offers services including recruitment, training, HR compliance, infrastructure management, and software testing to help clients succeed.
Join Uniting Ambition | Careers With AmbitionUniting Cloud
Uniting Ambition is a UK-based recruitment firm seeking new talent. They specialize in technology recruitment and have an award-winning culture. They offer a defined career progression path from entry-level to executive roles, supported by proprietary technology and best-in-class training. Their collaborative culture and generous incentives reward high performers.
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
10. 10PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
One article – assignments worth £100k
11. 11PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
One FOI Request – 10 new contracts
12. 12PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
One Campaign – Resource partner for new power plant
13. 13PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
Look at your content
Media
Coverage
Blog
LinkedIn
Podcast
YouTube
SlideShare
Instagram
Twitter
Client
Comms
18. 18PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
The people agenda
The
hook!
Public info
piggybacking
Opinion &
advice
Dataevents
surveys
Human
interest
19. 19PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
How can you measure success?
“We had a consultant who earned a
17k fee from a client who had
‘called up out of the blue’. When we
tracked it we found that the client
had downloaded a thought
leadership article we had in the
press from the website – and that
the link had come from Twitter
“When I joined, we were making most
of our placements from Accountancy
Age – which was odd given that we
hadn't advertised there for 2 years – it
was simply the first option on the drop
down menu!”
20. 20PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
Getting ROI
You can start with…
…community sizes, web traffic and shares…
…but you have to know what you are measuring against
21. 21PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
Measurement – The Holy Grail?
• Outputs – getting read – getting shared
• Outcomes – what is happening to…traffic/social
shares/LinkedIn profile views
• Google Analytics!
• Business Results - Building PR into the BD cycle
22. 22PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
……And finally
A recent article for one of our clients in European Oil
and Gas magazine prompted a new client to give
them assignments worth more than £100,000 in
potential fee income
…..who wouldn’t want that ??
23. 23PR & COMMUNICATIONS FOR RECRUITMENT, HR & TALENT MANAGEMENT
Questions?
Download our free white papers at:
www.bluesky-pr.com
Follow us on Twitter at:
@BlueSkyPR
Notas del editor
Intro
We help recruiters develop great content for their blog. For their marketing channels. For the press – and then we help them communicate that great content to get them leads. Today I want to talk specifically about PR – why so important and how you can absolutely get ROI
So why bother – why does it matter. Why do you need brand building through PR
Purple Cow – Seth Godin
Its about differentiation – being that purple cow in all that other noise – ask yourself if you really have a USP – or are you just talking about the sake things as everyone else – and then ask yourelf if the way you go about he process – or the value that you add to the process is the thing that sets you aparty
He says before advertising – there was word of mouth – products and services that could solve a problem got talked about and eventually got purchased. Then there was advertising – if you advertised directly to the potential consumer – sales would go up
We’re now at after advertising – so back where we started – but instead fo that word of mouth moving slowly, we have an explosion of channels and platforms through which word of mouth starts to broadcast it . Often your target are just too busy to take any notice of advertising – but they are still desperate to find something that solves their problems
Maybe that value that you add is through your market intelligence – or your thought leadership – and how is that going to be communicated?
And this is Why. The Edelman Trust Barometer – anyone heard of it?? annual trust and credibility survey, measuring trust across a number of institutions, sectors and geographies. The Trust Barometer surveys more than 33,000 respondents across 28 countries.- so pretty robust . The survey found that social media companies have lost the trust of most of the public, with only a quarter of the UK population now saying that they trust social media as a source for news and information. Now that’s not to say that social media isn’t important – it is clearly a fantastic way to broadcast your message – the important thing is that the message you are broadcasting actually has some credibility about it t
So that credibility might be because you have appeared in the press - There has been a huge increase in trust in traditional media (61 percent), reaching levels not seen since 2012. But there has also been a rebound in trust in experts and leaders
So all these people – which is why thought leadership really matters
Social not trusted for news anymore
So – lets look at why people sometimes don’t do PR – hear this all the time
Seen as a cost rather than as an investment . Seen as a vanity project rather than something that feeds into business devpt and deliver leads. Seen as something that is never measured – when it should be. No consultant buy in because they cant see how it will make them money
Now here's a guy who had his head screwed on. Because it can deliver ROI – the trick is using it properly.
I’d like to give a few egs of campaigns that we have run that have delivered direct ROI to the rec firm.,
BlueSky engaged with one of Rethink’s energy experts and spoke with him at length to uncover some of the more problematic positions to recruit for.
From our discussions it became apparent that the role of process safety engineer was both critical to the running of a successful energy extraction project and also worryingly uncommon in the oil and gas market. Despite the position being absolutely crucial, there were very few experts available in the sector meaning firms had to pay significantly over the odds for this expertise.
After speaking with the consultant, BlueSky engaged with one of the specialist publications in the oil sector and secured a feature opportunity to discuss the role, why it was in such short supply and the benefits of working in these positions. BlueSky also gathered all the information required for the article and drafted the piece.
After the article was featured in the magazine we received a call from the consultant who reported that he had been to a new business meeting where the client had a physical copy of the magazine Rethink’s article was featured in. This gave the client the confidence that the consultant knew what they were talking about and ultimately meant they were given the task of filling these roles.
What that meant for them
The positions resulted in upwards of £100,000 in fees for Rethink providing a true return on their PR investment. By highlighting the consultant’s expertise in the sector, the client had confidence that they were dealing with a true specialist and ultimately meant they were given their business.
n early 2016, the national media was packed with stories of ‘rip-off’ recruitment agencies capitalising on the NHS’s desperation to maintain front-line services by charging extortionate rates. We were already working with MSI Group when government legislation was introduced to reduce spend on agency staff and, consequently, the company’s CEO, Nick Simpson, was already a regular contributor to articles in the healthcare sector press.
This new legislation offered us an ideal opportunity to shout about the fact that MSI Group is an ethical recruiter which works within NHS approved frameworks, differentiating the brand from ‘rogue’ agencies.
To achieve this, we sent FOI requests to each individual NHS trust requesting data on agency staff usage. This gave us unique data on levels of compliance – 81% of NHS trusts were being forced to use ‘off-framework’ staffing agencies.
What that meant to them
This data was shared in a press release which resulted in 31 pieces of coverage – including the front page of the Times.
In addition, this data also fed into the company’s business development strategy – six months after the data was collected, MSI Group had won 20 contracts with trusts which had been found not to be complying with NHS Improvement guidelines.
Since beginning its partnership with BlueSky PR in February 2015, MSI Group has achieved 184 pieces of quality coverage across recruitment, regional, national, business and health sector press. This represents over 10 pieces per month on average, with a combined circulation of over 12 million.
Girls allowed campaign – profile of one of placed candidates = project manager
So lets look at how else you can use that coverage to widen its reach A piece of coverage can just be the start
You can repurpose it into a blog post for your website linking to the coverage
You can turn it into a LinkedIn publisher post
You can post it as a status update on Linkedin
So it gets posted through all your channels but still has that mark of credibility
Bit also – look at it the other way round – look at your content – can any of that be used to create great stories for the press?
Our client, Alexander Mann Solution, won Gold at the Corporate Content Awards in the ‘Best long-term use of content’ category. The star submission outlined how content-driven marketing strategy is being deployed by the organisation to not only build brand awareness, but also generate a sales pipeline to drive ROI. For example, the 20-plus business wins which can be directly attributed to marketing activity and a 607% increase in web traffic to the assessment consulting portal following a targeted marketing campaign. Following the win, Alexander Mann Solutions’ Marketing Manager commented: “Thank you!!!! Couldn’t have done it without your constant efforts (and patience) to build the brand externally”.
The people agenda
That’s what your organisation knows about so talk about what you know – not what you do because that’s what you a really qualified to talk about – pay going up/down/skill shortages – what's driving those skill shortages – talent pools and puddles – global comparisons – diversity in the workplace – the future workplace – employability – lots and lots to talk about.
And people are interested – PWC Survey annual CEO report – things that keep the CEO awake at night – always attracting and retaining the right people
And YOU are in a really [powerful position to be able to comment on and answer those questions
So don’t talk about what you do – talk about the issues
So what are the tactics we can use to effect that
Use your data – You all have loads of data – how can you slice and dice it to compare skills/pay/gender/regions/countries
Events – if you run an event why not run a snapshot survey among the attendees to give you some data fro a press release. Or run a round table and turn the outputs into a white paper – gives you marketing collateral – and PR fodder
Advice pieces The top five soft skills needed by accountants
Opinion – What is the effect on talent? Brexit/legislation/
Piggybacking – what is in the news GPS last week, EU, budget, - set up a calendar of newsworthy events. Reactive stuff – Steve Jobs!
Public Information - FOI requests can be great – we did one for Health Trusts to find out what agencies they were using – on or off framework? ONS Stats
Human interest – interesting placements make great case studies – Bunjee jump
Surveys – Do some – the one thing you take on holiday each year
So.. How can the benefits of all these great press coverage be measured. Often PR is seen as fluffy and a nice to have rather than a bd tool but it can be measured. Its about having a robust process. Unfortunately these quotes ( which are from real marketing people) are all too familiar. Sles people will always see leads s coming from them – they just called in
First – there are longer term metrics that are hard to measure – a passive candidate is just that and the added value you give them in terms of thought leadership and content is what keep them engaged with your brand.
The other thing top bear in mind is that before you start to measure – you need to know what your goals are …and this is another thing I hear all the time
Measurement continues to be the holy grail but my top tips would be:
Look at your outputs – are they getting shred – how often – by whom – does that provide you with a lead. And make sure all the consultants are liking and sharing – its not just about appearing in the media – its also about increasing the reach
Are your LI page followers going up – whoa re they – what's the follow up engagemt strategy. What's happening to consultants LI profile views and what a re they doing about it . What's happening to blog/website traffic when you post about a piece of coverage
Business Results – what are your people doing with the coverage?
Have some form of process where your candidates are aske if they saw you in the press – some form of survey that can measure sentiment