The most important question a candidate has is: “Why should I work for you?” The operative word is “why”. That’s why it’s surprising that the 4 most common sections of a job description focus almost entirely on answering the question “What?” Examples: Overview/Summary of Job — Most JDs use this to say “what” the position… Read more »
When it comes to your employer brand, there’s a disconnect between what the candidate really cares about versus what you employers think they care about. That’s one finding from Hinge Research Institute’s recently-released terrific Employer Brand Study where they surveyed 800+ employers and job seekers. The study is full of great employer branding research but this one graphic below really stood… Read more »
VPs of Talent Acquisition can pull down $185K to $300K per year salary, according to Glassdoor and some anecdotal chats with people I know. But I’ve got TA friends who make 7 figures per year (or the annual equivalent over a 5 period (e.g $5 million+ over 5 years). How do they do it? Here… Read more »
I look at a lot of careers pages and wanted to pass along seven ideas I ran across lately that might help you move the needle on driving candidate experience. 1) Use a Headline Qualcomm grabs your attention with a simple and eye-grabbing headline: “Get Your Mobile On”. Reason this is important: Copywriting is key… Read more »
[This is a guest-post from Brian Kerr] It was the start of October and I was stuck commuting to work in traffic for 1 hour both ways. Oh yes, and I was working 8am to 6pm…this meant I woke up at 6am and got home at 7pm if I was lucky.