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Oldie but Goodie: The Time for Talent Analytics in Recruitment is NOW


On occasion we will share these posts to show how far we’ve come and how far we still have to go with recruitment marketing as an industry. Talent Analytics is one of the biggest trends in today’s HR. And while I could write more about this, I think it’s a better use of our time to point to Josh Bersin’s great article before we begin, “Big Data in Human Resources, Talent Analytics Come to Age”. Why Recruitment Marketing Analytics?

7 Essential Recruitment Marketing Tools (and How to Use Them)

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That’s because I work in the world of recruitment marketing where my goal is to help companies use marketing strategies—think job ads, paid media, social media, etc.—to to attract top talent. It’s only by looking at data and results from each marketing activity that I can understand candidate behaviors and make decisions that will optimize what companies are investing in. Use Google Analytics to understand exactly where your candidates are coming from.

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Do We Lose the Human Element with Recruitment Automation?


The other day I read an interesting post by Ken Forrester on LinkedIn, “Recruitment Automation Is The New Headhunting” It elicited a lot of great comments, some positive and some skeptical, on the use of marketing automation tactics in recruiting. One belief that I want to address is the thought that recruitment automation would take the “human element” out of recruiting. How Has Automation Affected Sales and Marketing?

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