It’s an ugly truth — in the traditional applicant tracking system-friendly world, recruiters hold the power. Emboldened by technology that allows them to view resumes faster than a grocery store clerk scans a can of vegetables, recruiters typically spend five seconds or less evaluating each resume for a “fit” to the job in question. Could it get less personal?
But wait. Payback, as they say around the neighborhood, is, well, it’s full of retribution. Great candidates are increasingly making quick judgments about recruiters and the companies for which they work, often before a recruiter can pitch the job in question. What’s going on?
Join us for this webcast hosted by Kris Dunn of the award-winning recruiting blog “Fistful of Talent,” and we’ll give you the 411 on:
- How social media and third-party sites like Glassdoor are creating transparency related to which companies are “employers of choice” for great talent.
- How the best recruiters are starting to think like marketers, proactively nurturing passive candidates and truly building an employment brand.
- Why that employment brand matters in today’s world and what branding elements are present in employers that are viewed as authentic by star candidates.
- The top five marketing techniques recruiters must know to find and hire top talent.
- How the right technology helps you survive the new rules for how great candidates judge and treat recruiters.
Impress them or you’re dead. Recruiters used to have the power, and maybe they still do with average talent. But if you want to land the best talent as a recruiter, you’re also being judged and evaluated by candidates. Join us for this Workforce webcast, and we’ll show you what your company can do to be successful and what you have to do to deliver great talent.
Kris Dunn - CHRO and Partner - Kinetix
Kris Dunn is the chief human resources officer for Kinetix, a national RPO/recruiting firm based in Atlanta. He has led HR practices in Fortune 500s and venture capital-held startups. He believes that the key to great business results is to get great people, then do cool stuff to maximize their motivation, performance and effectiveness once you have them in the door. He believes that all forms of HR administration should be squeezed down to the smallest amount of time possible, giving you more time to do stuff that matters.
Dunn has three degrees and holds a SPHR that has been recertified twice. He has started two blogs (www.hrcapitalist.com and www.fistfuloftalent.com) with the goal of building a community he could learn from.