Thursday, July 31, 2008
Wednesday, July 30, 2008
It was an excellent way to stir up attention on the street and allow Monster to reach out to their target in a non-traditional manner. This took place around the end of December 2007 and January 2008.
What positions within your own industry could take shape in this kind of campaign?
Monster.com Wrong Job - Surgeon
Monster.com Wrong Job - Air Traffic Controller
Monster.com Wrong Job - F1 Racecar Driver
Monster.com Wrong Job - Hockey Players
Monster.com Wrong Job - Referee
Tuesday, July 29, 2008
The newest demographic in the job market is the “Millennials” (those born between 1980-2000). This young generation is being analyzed now more than ever and it is important to find out what makes them unique and what they are seeking from employers. This article highlights key things that this generation can contribute to your company, such as their loyalty, ability to multi-task and confidence. In order to reach the younger generation is it important to keep these tips in mind when developing your recruitment strategy.
Monday, July 28, 2008
This reflection and evaluation can also play into gaining strength in the bond between your company and the younger generation by building this exchange between the two. As noted on various blogs, Generation Y / Millennials are actively seeking to have their voice heard and this is one of the many potential ways to meet that need.
Does your company currently have a system like this in place?
What actions are taken following these evaluations?
Friday, July 25, 2008
Thursday, July 24, 2008
(Perhaps The Zimmers, whose average age is 80, are a little too busy recording to apply...)
Though the late Silent (1925-1945) & Baby Boomer (1946-1964) generations are retiring from their lifelong careers, they are not necessarily leaving the workforce. Some don't always have the money to stop working and some are looking to continue learning or are simply unwilling to remain idle in their retired days. This is opening up a work force that may not be solely focused on money but the social aspects of their jobs. More websites are popping up online that are specifically targeting the older generation but don't limit yourself to an online approach!
With the ability to target households with direct mail and with researching specific geographic demographics you have the potential to find this older generation and approach them with traditional media. Get your message into their hands with invitations to career fairs and open houses, slip into the mailed coupon envelopes or reach out to them with a postcard direct mail detailing what your company can offer them.
Certain industries have seen a decline in applicants from the younger generation that they had been pulling from up until now; though once redefining their target candidates they opened up a door to a whole new applicant flow. While some industries are having problems with key employees retiring, turn this to your advantage and seek out this potential workforce.
Wednesday, July 23, 2008
Tuesday, July 22, 2008
This is another great example of reaching out directly to your targets in an involving manner that develops a connection while possibly weeding out candidates that don't have the passion towards their work that you are searching for.
London's Lunar BBDO agency posted these in their hunt for dedicated typographers. The text is a mix of Zapf Dingbats, Webdings and Wingdings. Upon the release of these ads, they received 30 responses. By approaching their recruitment in this manner they were able to dramatically shorten their search and found their candidate.
Monday, July 21, 2008
Friday, July 18, 2008
Thursday, July 17, 2008
Wednesday, July 16, 2008
Tuesday, July 15, 2008
Run your own search:
Monday, July 14, 2008
Friday, July 11, 2008
HEB created a video to explain what to expect of their leadership program along with the benefits that the program offers. This video uses a variety of levels of employees including the Houston and San Antonio President and those on the retail level of experience.Using this testimonial design in combination with the youthful layouts and music really helps the video break away from some of the traditional videos that are produced for internal distribution. This video assists in showing the diversity of the company both in jobs available and the employees working there.
There are two main ways we have come across videos being displayed. They include embedding the video on your website or uploading to a site like YouTube and then embedding the link that them connects to YouTube.
Using YouTube to help display your video has the potential to give you needed feedback. Allowing people to post comments gives them a voice and a discussion can be started. You have the potential to have added testimonials in your comments section. YouTube does allow for comments to be screened before being posted allowing you to eliminate spam or inappropriate comments. If constructive negative comments are submitted, whether you allow them to post or not, you are able to use information like that to better improve programs.
Younger generations want to be heard and interact with their employers, begin this conversation now.
Thursday, July 10, 2008
This is an example of an alternative interview an agency held. I am going to try and give an overview of Second Life sometime soon. (It is kind of like The Sims but on a massive interactive scale.)
Wednesday, July 9, 2008
The Houston Police Department currently has an excellent example of a blog in which they update frequently and respond to comments quickly and consistently. The Houston Police Department has done a great job allowing an inside glimpse at what is going on in training and letting new recruits to post their experiences.
In some cases, it is the lack of awareness of what is to be expected of them that drives candidates to resist applying or quit soon after getting themselves into a job. By creating videos/blogs/forums and opening a conversation with your candidates, there is a crucial exchange of information that helps candidates to make an informed and more powerful decision. With this informed decision, you help to eliminate the candidates that run through training and quit shortly after because the job turns out to be more than they expected. Let your candidates make the decision to apply after viewing all the angles they can and help to save your company time and money.
Tuesday, July 8, 2008
Perhaps this is a little bolder than most HR departments would place...
This was for a McDonald's campaign in Sweden.
Headline: We don't hire Turks, Greeks, Poles, Indians, Ethiopians, Vietnamese, Chinese or Peruvians.
Body Copy: Nor Swedes, South Koreans or Norwegians. We hire individuals. We don't care what your surname is. Because ambition and determination have nothing to do with your nationality. McDonald's is one of the most integrated companies in Sweden, with as many as ninety-five nationalities working for us. Join us at mcdonalds.se
Monday, July 7, 2008
Thursday, July 3, 2008
Wednesday, July 2, 2008
Here is a description of the car wrap program:
Tuesday, July 1, 2008
I really like the bagged soldiers ambient and would love to see how these were distributed.