About This Blog

This blog has been a long time in coming, but I have finally started it.

I dream of what recruiting can be, because what we are doing today is mostly what we have been doing for the last 20 years.  What we do is recruiting from the last century; and I believe recruiting should change for the 21st century.

I believe that Talent Acquisition, Employment Brands, & Leadership can be so much more (than it is) and I believe in challenging the status quo & sacred cows to find better ways of recruiting and retaining talent…based on research, testing, & metrics.

I believe Talent Acquisition should use modern marketing (using direct marketing theory with metrics), copywriting, & transparency. I believe employment branding should use Whys (causes) & USPs (Unique Selling Propositions). I believe leaders should have the employees’​ backs, create a tribe, give up control and empower employees to think & decide, and treat employees like volunteers (and showing appreciation that they choose to help us out by working for us).

This blog was started to share my ideas about talent acquisition, employment branding, and leadership.  The blog will be no less than bi-weekly (two or three posts a month).  I may post more articles from time to time.  I will be trying to cover the whole gambit of recruiting (cradle to grave), but there will be quite a bit about various marketing aspects of recruiting.  That being the job ad/post, our emails, and other things that are found or sent to potential applicants.

There will also be a fair amount of content that is created after reading or seeing things on other blogs or news that I see about recruiting.  So what I happen to read will influence what is posted.  I enjoy TED Talks and I may refer to some of the good working and recruiting related TED Talks.

In a way, what I hope to do is share good ideas for talent acquisition and question to create debate and conversations around potentially outdated methods and beliefs.

I have a lot to say about recruiting, so there will be pieces on various topics that I am passionate about.  I hope that the articles are thought provoking and entertaining.  There are many things we should be doing as a recruiting professional that we are not.

My articles will be short.  I just don’t like long articles – reading them or writing them.  My goal is to keep them between 600 words to 800 words per article.  This entire introduction page is about 350.

I know that pictures enhance the experience and break up the blocks, so I will try to find pictures to include in my articles.  These will be photos with a creative commons license or public domain.  My blog is copyrighted, but the images are creative commons with links to the pages where I got them.

I hope you enjoy reading my blog.

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