The Expectation Economy, what this means for talent acquisition (and a great video that brings it all to life!)
Faye Walsh, Director of Innovation from Resource Solutions delivered an excellent session at the In-House Recruitment Expo (Feb 2017) around trends for 2017.
Emerging talent - Early Careers and Graduate Marketing – social mobility, technology, influencers, renege rates and more…
Insights from five great early in career experts about what to expect in 2017.
ThirtyThree hosted a really interesting morning of presentations last Thursday, 9th February, around insights into graduate and early careers marketing and what we should expect to see in 2017. There were a number of speakers from the world of agency, client and media who all talked about their thoughts and predictions. Below is a summary of some of what was discussed.
One of the most frequently asked questions when we start working with new Meet & Engage clients is around chat themes. Whilst clients know that using chat and creating a dialogue is an authentic way of bringing their employer brand to life, what they’re keen to find out is if there is a standard list of chat topics they should schedule to help them achieve their engagement aims. Our answer to them is always that ...
What place does a bot have in the world of recruitment?
Bots, particularly chat bots.. These are interesting and on the wider tech radar more now with large businesses getting behind the idea (Microsoft bot framework etc). The problem is the natural language and intent parsing aspects of the technology – instead of Iron Man’s Jarvis AI we actually get Siri googling the things you say verbatim because it can’t figure out what you’re on about.
What will it mean for women in the workplace?
With May or Leadsom joining the likes of Merkel and Sturgeon, and potentially Clinton coming on board later in November, we have, for the first time, the reality of women concurrently at the helm of the leading economic powers in the Western world. In fact, on a national level, if Eagle does topple Corbyn, all major political parties in the UK will be led by women for the first time in history. The potential of a ‘feminoc...
Purpose, vision and hope
Recfest 2016 was a great event – the day was jam-packed with knowledgeable speakers passionately providing insight into their areas of expertise. The festival theme shone through from the Glastonbury-inspired wrist bands to a ‘rec-event first’…a silent-disco (actually silent speakers – we could chose who we tuned into!) Unfortunately, I couldn’t stay for the evening party but from what my colleagues told me the Brazilian dancers and free cockta...
RecFest 2016, what we took away from the Sam Ramsay, House of Fraser presentation
Sam Ramsay from House of Fraser energetically led the Reconverse delegates through a thought-provoking session around a massive transformation project to deliver VIP customer service to hiring managers and candidates. It was a great session, Sam’s a fun presenter and I am sure her common sense / no brainer approach left many of the in-house delegates buzzing with ideas.
The case for improving communications and engagement through the recruitment process
Neil Millet from the marketing team at Reed.co.uk gave a great presentation at a recent FIRM event showcasing some of their research into what candidates expect from the recruitment process and the impact if their experience isn’t what they expect.
How can employers ensure their recruitment process is fair?
Meet & Engage were in London’s Borough Market on Tuesday 7th June to attend this year’s annual RecFest. A hugely enjoyable day full of interesting speakers and topics (as well as yummy food and beverages) and a great chance to catch up with lots of familiar faces. Amongst the discussion topics was a talk by Suki Sandhu, the founder and CEO of Audeliss and OUTstanding, and co-founder of UPstanding, on...
Five ways to create candidate engagement through connecting your candidates with your people
I am fortunate to be able to speak with many different businesses about how they manage relationships with candidates. Often there is an aspiration to be less ‘process’ and more ‘experience’ when it comes to recruitment, but teamed with a frustration around the tools available and often a lack of resource.