HR - A look at the past...

In all of its hilarious and offensive glory... I stumbled across this a while ago.

Here's to looking towards the future and laughing at the past!

Have a Happy and Safe New Year!

LAW - 'Change' Employers Can Expect

This is an interesting article with overviews on all the aspects that are projected to change due to the presidential election. What are your thoughts on the projections? Do they seem accurate or exaggerated?

http://www.hreonline.com/HRE/story.jsp?storyId=158474425

Happy Holidays From Patriot

Have a great week! Stay safe and stay warm!

VIDEO - Bad Elf Bailout

It's the season for agency videos, cards and games, and while hunting around I came across this one that touches on recruitment... Happy Holidays! We will be posting on Monday of next week but we might not update after that until December 30th. Stay safe, stay warm and enjoy the holiday season!


Bad Elf Bailout from White+Partners on Vimeo.

GENERATION - what millennials really want to know

This is a short and sweet post on the three things that are at the forefront of candidate's minds when meeting at job fairs and recruiting events. The questions cover Facebook, follow-up and whether the first time they encounter representatives will influence their application process. What would your response be about the application process and how much that intial meeting weighs on getting an interview?

Check out the article at Cheezehead.com:
http://www.cheezhead.com/2008/12/12/what-millennials-most-want-to-know-3-questions-for-entry-level-recruiters/

PRINT - Countess Mara Interview Tie

Although this isn't directly recruitment related, I thought it was an interesting reflection of the times. I stumbled across this at wheresmyjetpack.blogspot.com this morning. Have you spotted any other ads out there that hint towards job hunting to sell their product?

via: http://wheresmyjetpack.blogspot.com/

NON-TRADITIONAL - Recruiting Strategies — Proximity Recruiting Using a Taco Truck

I found a rather bold article on ere.net today that talked about Tokbox recruiting from Yahoo by setting up a taco stand across the street from the building and offering a free lunch to anyone wiling to have a quick chat. The speed that they talked to these potential recruits was helpful in that the quick conversations helped to keep the employees from becoming too nervous. Some might consider a campaign like this in bad taste, but then again, who is losing and gaining the employees?
What are your thoughts on a bold move like this towards your competitors?

Read the article at: http://www.ere.net/2008/12/15/recruiting-strategies-%e2%80%93-proximity-recruiting-using-a-taco-truck/#more-5345

via: ere.net

VIDEO - Singapore Navy - Anyone ordered a missile?

This is an ad for the Singapore Navy that took on a different approach to defining what it takes to be part of their Navy. The approach is particularly different because while many campaigns reach out to candidates saying how easy it could be to become part of the group, this one instead points out that it takes a particular type to be able to join and succeed. This also takes a humorous approach while retaining the seriousness at the end when it comes to the real situation. Thoughts on this style of placement?

VIDEO - How Much of a Typical Video Online Is Actually Watched?

A recent study posted their findings about time length spent on watching videos.
Although this holds some weights particularly for those advertising with Youtube when their ads fall past that first ten seconds, this is also important to note when developing recruitment videos as well. When you are developing your message to be displayed to all you candidates, maybe keep in mind that the most important message, whatever will sell your company best, needs to be in the first ten seconds. It needs to stop your candidates and urge them to continue, whether to find out more about that point of points that may fall under similar interests.
When creating online videos, it would seem, based on the number that the best amount of time to display a video while hitting at least half of your viewers would fall between 30 seconds and 45 seconds.
What are your thoughts?
via: http://www.tubemogul.com/research/index.php?r=18

PRINT - New Recruiting Campaign - Keyword "Google Killer"....

Fistful of Talent found a placement for the European branch of Microsoft (joinmicrosofteurope.com) that used what you sometimes see on blogs called a tag cloud. It gives an idea of what tags are the most common and what you see most listed on a blog. It basically lets you know what the page is all about. In the way that the ad is put together, the tag cloud lists out words decribing the company and what is needed for the position. If something were to show up in the classifieds, it would probably stand out rather nicely.
via: http://www.fistfuloftalent.com/2008/05/new-recruiting.html

INTERNET - 100 tips to find a new job

I stumbled across this today while hunting for different types of video campaigns done by companies hiring. This is a site called 100 Cheer Girl that was created by Soft Bank Human Capital in Japan (yes, it seems that I have been on an Asia recruiting kick lately...) and the videos show 100 girls offering advice with how to find success in your career and finding a job. So far I have only found this offered in Japanese.
The campaign consisted of it's own web page along with a youtube.com page that contains all the videos. http://www.youtube.com/user/100cheergirl
Evidently there was a quiz that popped up that tackled the videos and what they covered. Granted, in America this might not have been quite so politically correct but the idea kind of reminds me of an extended version of a coal companies website that had videos about the facts of mining and the company's history that candidates were then offered a pop quiz over. Developing something like this that tackled various positions within your company and then offering some kind of way to quiz followers and display results and maybe ranking could be a great way to involve your candidates.

INTERNET - Recruitment advertising campaign IKEA

These are some placements done for Ikea by Standards Group for the Chinese market.
They held focus groups to determine what would be the best way to approach their targets, from what language to how to properly convey the desired tone. They wanted to show the playfulness and sense of teamwork through their ads.
By running with the campaign and dealing with a sense of face to carry through the copy they are able to reach out and tie everything together with a simple line of wanting to meet face to face. The use of the silloette helps to keep the ad open and let anyone imagine themselves in that place.
Thoughts on this campaign? The English translation has been included.

Via: http://www.recruitmentadvertising.cn/news/20.html

ONLINE - Mote Job, attractive work for attractive young women

Evidently a new job site has popped up for the women of Japan concerned about their appearance both socially and visually. The site is called "Mote Job" after the word "moteru" which pretty much means attractive. The site primarily displays jobs related to beauty, medical care, cafes and apparel. It would be similar to a magazine like Cosmo opening a job site to broadcast the glam jobs of industries. It is important to note that a big thing about the site is that the jobs listed are considered safe in that they will not detract from a woman's desirability. The site went live in October.

Via: http://www.cscoutjapan.com/en/index.php/mote-job-attractive-work-for-attractive-young-women/

NONTRADITIONAL - Advertising Trends: “Search me” ads pop up in Tokyo

This is an interesting campaign for Docomo that ran in Japan. They are a temporary work staffing company and this was one of their recruitment placements. The goal is to urge people to just search for them on the internet and find them. This is a quick campaign to grab attention from those passing by quickly, who might not have time to scan codes or dial a phone. Simply being told, search for "blank" and finding their website is a quick and easy way for people to grab the information, whether they do the search when they get home, hit a bookstore or hop on the train. A simple campaign for those whose target is always on the move.

via: http://www.cscoutjapan.com/en/index.php/search-me-ads-in-japan-from-docomo/

VIDEO - Bellevue Police Department Recruiting Video 2008

This is a recent addition onto Youtube.com. I came across it today while looking for new recruitment videos that had been uploaded. They did a nice job showing variety, keeping it upbeat and simple. They have a nice high quality video available from their main website. http://www.bellevuewa.gov/police_jobs.htm

PRINT - www.mbrworldwide.com

This is a series of ads released for MBR World Wide that reach out to candidates to urge them to use their services to help their CVs reach out further than they might be able to do alone.
This is more about using their service, so not so much on recruiting efforts but the overall visuals may be how candidates are going to be thinking of their CVs and resumes right now due to the times. Placing a personal message, one that reaches out to candidates explaining your process of selection, may help to open that initial conversation.
via: adsoftheworld.com

PRINT - Syntax Recruitment

Here is a unique ad for Syntax displaying the diversity of their workforce in an off beat way. It reaches out to potential candidates requesting that they draw themselves into the ad. The images of the other people kind of helps with that first spark between a person and their company, the first sense of being part of a group.
Their wording is straight to the point and simple without overwhelming viewers. What are your thoughts? How could you apply a similar layout towards your field? Would it be photographs of the different characters that are part of your teams?

HAPPY THANKSGIVING

Have a wonderful Thanksgiving from all of us at Patriot Advertising, Inc.

NONTRADITIONAL - Second Life used for virtual recruiting by State of Missouri

I've had this bookmarked for a while and decided to go ahead and post it.
It is a nice overview about the State of Missouri using Second Life to recruit IT professionals. What are your thoughts on virtual job fairs? I'm somewhat mixed, it really depends on the industry. As far as Second Life goes, I wonder where it falls when it comes to it's current growth and how other online networks compare.

NONTRADITIONAL - Twitter for Recruiting (Hiring) - Bryan Starbuck

Well, I was hunting around to see what I could find about Starbuck's Recruiting but stumbled across this video instead.
This is an excellent video by Bryan Starbuck explaining Twitter and how you can apply it towards your recruitment.

http://www.vimeo.com/2246261

Evidently it was part of a post for cheezhead.com on Wednesday.

http://www.cheezhead.com/2008/11/19/twitter-waste-of-time-or-real-recruiting-benefits/

It covers 3 basics of Twitter: What is it? How do you start using it? And is it a waste of time? All of the explanations are very well displayed and this is a great source if you have never considered using Twitter to find candidates.

NONTRADITIONAL - Meet America’s Top Guerilla Marketer

This may not be recruitment, but it is an excellent interview with Sam Ewen, a leader in alternative marketing.
via Fast Company:
Interference Shakes Up Traditional Marketing - Sam Ewen - General Electric

Just because this is all more geared towards product sales doesn't mean you can't take anything away from it. They make and excellent point of finding innovative ways to jump out from the standard advertising noise that assaults your targets every day. It is important to reach past that clutter but not make yourself a new annoyance. Even once you do find a way to step out there, it won't be long before others take hold of the idea and start building to it as well. From there the challenge begins again towards finding something different that is able to stand out. It is a long and grueling battle but in the end that is where you find the real gems of marketing and advertising be it recruitment or otherwise.

LAW - The new FMLA: Top 10 changes you must comply with

The HR Specialist makes another great post detailing the changes made to the FMLA since being enacted 15 years ago. These changes take effect January 16, 2009.

http://www.thehrspecialist.com/hrs_articles/homepage_featured/25016/The_new_FMLA__Top_10_changes_you_must_comply_with.hr

Topics cover military caregivers, notice obligations and rights, health conditions, attendance and several more topics.

Additional information available at: www.wagehour.dol.gov

GOVERNMENT - Candidates in Reserve

ERE reports on a program where 48 companies have signed an agreement with the US Army Reserve that guarantees interested reservists an interview to those beginning or ending their duty or who may be looking for a career change. Even training is being developed to better suit the active employers. This is an excellent source of new potential talent. What kinds of relations does your company have with the government armed forces?

via ERE.net: http://www.ere.net/2008/11/12/candidates-in-reserve/

LAW - New president, new Congress: 5 new employment laws could reshape HR

HR Specialist made a great post today: Here is an excellent article on 5 new laws that could change HR with the new president.
Have any thoughts/comment on any of them in particular?

http://www.thehrspecialist.com/hrs_articles/homepage_featured/24922/New_president__new_Congress__5_new_employment_laws_could_reshape_HR.hr

GENERATION - Can't the 'We' campaigns all just get along?

It certainly appears that this up and coming generation seems to be collecting quite a variety of nicknames. Although this video has a definite political skew, it is the tone that is important to notice. No matter what you call the generation to describe it, the empowerment of their choice and their ability to make a difference with their decisions seems to be at the forefront of their values.
Take this into account when developing your recruitment strategies and programs you make available for them. With the recruiting atmosphere seeming to tighten a bit with the coming months, it is important to engange and actively display how much you value your employees, both for the general tone of your company and for the eyes of the potential candidates.

Check out the article/video from Adweek.com!

http://adweek.blogs.com/adfreak/2008/10/cant-the-we-campaigns-just-get-along.html

INTERNET - Navigaya Multimedia Platform

I have always wondered what the internet would look like within the next few years. Navigaya is an amazing multimedia platform that I came across tonight on Brand Flakes for Breakfast that enables users to browse a series of search engines, customize playlists, listen to music, stay in tuned with events of interest, and best of all connect with others.

Research • Connect • Relax - Nice huh?

WARNING! You are at high risk of addiction - Navigaya

RECRUITING - The Future of Recruiting is in the Cloud

With the advances in technology, it is important for recruiters to get ahead of the game. Businesses have to compete with one another on two different fronts, one being products and services, and the other being employee recruitment. Most graduating college students are on social networking websites. Wouldn't it be great to have your business in the back of their minds as they enter the job market? Businesses should consider starting an e-blast which sends updates to interested candidates. This makes it easier on the potential future employees, because they do not need to search your website for news and updates. This video discusses the recruiting power of web 2.0.

NON-TRADITIONAL - NEWS UPDATE! Ninja Cats Invade Australia!

On top of sales in Australia, Toyota Corolla takes a bold approach in advertising with an awesome use of cinematography in their latest commercial. Toyota does a great job appealing to a passive audience by creating a unique concept that grasps the viewers' attention until the end by implementing a story line. Toyota elevates the Corolla to a new class by enhancing the audio and visuals giving the Corolla a sleek action packed character.

Check out Toyota Corolla's interactive website dedicated to this campaign - Corolla Packed With Action

INTERNET - Professional Networking through Twitter

As the world advances in the new internet age so do advertising markets. New avenues to advertise begin to emerge. Most recently is the social networking boom. Millions of people are logging on to see what their friends are doing at any given moment. Everyone has heard of Myspace and Facebook; but there is a another networking site much more basic than these that both individuals and businesses are beginning to make the most of. The social networking website Twitter allows people and businesses to give quick, immediate, painless updates. You may begin to wonder, who cares if John is downtown at a coffee shop? Well, John could be downtown at a coffee shop enjoying a break from a conference that may interest you. If utilized properly to benefit professional needs, Twitter can actually become a very powerful tool to track events in your profession or increase your network with individuals who may be able to assist with business decisions. I came across this audio on The Recruiting Animal that talks about the opposing viewpoints of Twitter between friends as to professional use. This may be a bit lengthy but in a comical tone provides some useful information.

Listen! - Twitter's Professional Advantages

What's great about Twitter is that you can search for an event or industry "tweets"(status updates) that can put you in contact with others in your industry who are attending a field related conference or event. Twitter can be found at - Twitter - Social Networking

UPDATE: EVENT PROMO - Starbucks Free Java Violates Election Law, State Says

Don't sweat it! Every customer is now entitled to receive a free cup of joe in celebration of election day. According to Washington state officials, Starbucks will be violating election laws if they choose to follow through with an election day "voters only" promotion. Federal law prohibits any gift to those who vote; there is no difference between a free cup of coffee and a bribe to vote. Ben & Jerry's has also avoided the election conflict by offering a free scoop of ice-cream to anyone for three hours in the evening who comes into their stores. This is a great little reminder for companies and their advertising agencies to look into and follow the laws before approaching a new campaign idea. Don't forget your free cup of joe!

Read more.
Election Day Violation

EVENT PROMO - If you vote, Starbucks buys your coffee

Now is a great time for businesses to take advantage of the hottest topic in America, the Presidential Election. Tomorrow, Starbucks is celebrating the importance of voting by rewarding voters with a free cup of coffee. This approach will appeal to those non-traditional Starbucks consumers by drawing them into the store, while increasing the chances of add-on sales. This allows customers to become more aware of the food and drink items available. Consumers appreciate generosity and will in turn; reward Starbucks by returning as a paying customer.

RECRUITING - Building the Right Team, With the Right Stuff, in the Right Way

This is a great article that touches on the steps that should be considered when searching for a new candidate to join your team.

Read more - Power Team

The problem recruiters run into by expediting the hiring process is basing decisions primarily on hard skills and job description, that is, hiring the resume instead of the candidate. Key elements should be considered when selecting an addition to your team. This includes performance objectives, behaviors, values, character traits, and soft competencies. When it comes to the hiring process it is important that recruiters evaluate the company and its employees. This could include benchmarking the top performers or key traits of the company's best performers. Gathering this information puts you in control of the hiring process and improves your company's chances of developing that "dream team"-one that you specifically targeted due to the results of your company performance research. Have you found these steps to be successful in your hiring process? Let us know your experiences.

INTERNET - The Candidate's Virtual Experience

Elaine Rigoli has a blog posted on ere.net that I came across the other day. This is an excellent article on how your company can better present itself to candidates. It covers virtual/interactive approaches, your career site, internal employee movement and job expectations. This also offers up some very good examples of what companies have running right now.

Read More - The Candidate's Virtual Experience

I do agree with the statement on virtual job fairs being without value unless new information is being introduced to candidates. To defeat this in a real-time interactive way, why not host online Q&A session between candidates and current employees. Let the questions be asked and answered fully. Topics might come up that you never realized held so much interest for your candidates. It offers a learning tool for both your company and your candidates.

BRANDING - The Recruiting Animal: Your Communications Need A Consistent Tone

This is a short and direct post about the importance of maintaining your brands image. It makes a good point about the branding of a company carrying over to those who act as the companies voice.

What are your thoughts? Have you ever been surprised by a company because of one face they display and being met with something completely different?

Maintaining the overall company environment is extremely important when recruiting and retaining candidates. Make sure requirements are clear and the atmosphere of the company is clearly displayed to help eliminate the short term turnover.

Read more - Brand Consistency

ONLINE - YouTube tosses 10-minute limit to show full TV episodes

Read more - Don't Bore Your Audience

This might not reach out to recruitment yet, but I wanted to offer a word of warning for those creating recruiting videos should the 10 minute limit be eliminated for general postings.

Just because the time limit is there doesn't mean your candidates have the patience to sit through a 20 minute recruiting message.

Keeping the videos short and focused help to drive points home without losing the attention of your audience. Most candidates are looking for a straight forward delivery of information reviewing who the company is, what they can offer them and how the candidate can contribute. Think more along the lines of TV commercials and don't try to shove too much information into one video. Split the topics up and let candidates choose what to watch based on what is important to them. If you are interviewing people, let each have their own one minute video and in the video description leave a clear explanation of who they are and what they do. This lets your targets have a clear path to the information they are seeking and helps to cut back on the amount of people who give up half way because they have to sift through loads of information to find what they want.

It is a little different once you have your candidates in the door and sitting with you as you display an employee video, though it is nice to try and limit those to 10-15 minutes so they don't get distracted.

GENERATION - Keep Pace with Older Workers

I came across this great article about working with the older generation and what an asset they are to a company and it also offers things to keep in mind when they are a part of your workforce. The article also covers how to work with challenges encoutered as well. Is it a great write up and well worth the time spent reading.

Read more - Keep Pace with Older Workers

ONLINE - Great online post - Want Ads Don’t Have to Be as Dull as Dirt

I came across this posting today:

Want Ads Don’t Have to Be as Dull as Dirt
Here’s a want ad for a coder we’re looking for at iFractal. Skills are the price of entry; but interviewing is all about fit.

Funky Code Medina
You know how to rock rapid development. You know PHP, MySQL, CSS, HTML, and Javascript. (And you know all the rest of the letters of the alphabet.) You know the difference between group programming and group think. You think about users, and not the Kurt Cobain type. Server-side means more to you than “May I take your order.” You like clients and client-side code, too. You know Web 2.0 user interface like the [you know the cliche...and we're not looking for cliche].
You know versioning. You get teary-eyed when you hear the words “I’m a Mac.” You’re a code freak, but not a freak. And by that, we mean you can have all the tattoos and piercings you want. You just can’t wear a beret and act like a coding artiste. You like to work fast, but meticulously. You know web standards, coding style standards, and the old standards like “That’s Amore.”
You learned all that tech weenie stuff at a prestigious school. Or in your parents’ basement. It doesn’t matter…but you know that stuff like some people know their favorite pair of jeans. Dogs and small children like you. You have friends beyond your guild in World of Warcraft. You’re curious, you’re smart, and gosh darn it, people like you.
We’re looking for you. If you know why we titled our request, that’s bonus points. If you don’t know why, that’s equally great. What we want is a really great coder who will fit here.
We have a consulting firm in Rittenhouse that does stuff for companies that you know. Companies that advertise on your TV (or on Hulu, if you’re more into that). We think things up, we build them, and they like it. We don’t mess around and we don’t delay. We like to see our ideas get used right away.
Now we have a big idea that we’re rolling out. Seems like a crazy time to be expanding, right? Not us. We thought up a big idea and we’re gonna rock the market. And you’re gonna rock the code.
So, get on your fixie, stuff your Mac into your Timbuk 2 messenger bag, and roll on over. We’re gonna ask you some hard questions. But if you are able to snatch the pebble from our hands, Grasshopper, we can guarantee that you’ll be working with some of the smartest people you know.

Oh. We pay for lunch, too.

If you know someone who fits the bill, here’s the link to get to us.
Posted on October 17, 2008 by Frank Roche Filed Under Recruiting

via: http://www.knowhr.com/blog/2008/10/17/want-ads-dont-have-to-be-as-dull-as-dirt/

VIDEO - Kid Rock Warrior Video - National Guard

INTERVIEW - Y Bother? A Look At Generation Y

ERE interviewed leading professionals in the recruitment industry about recruiting Generation Y. What are your thoughts towards recruiting Generation Y?

via: ere.net

PRINT - Driving a Concrete Truck for A&A Ready Mixed Concrete Inc.

Headline:
DRIVING A CONCRETE TRUCK
IT'S NOT FOR EVERYONE
Sub Head: TOUGH ENOUGH? CALL (760)415-9997 TO APPLY.
WWW.AAREADYMIX.COM

This is a more aggressive way of reaching out to the target audience by separating them from the average person. While some previous ads mentioned on the blog pursue candidates with puzzles and in jokes this is a much more aggressive approach by actively separating your candidates from other people by make a strong statement.
I do wonder if these ads changed the perception of the company after running though.
Have your ever run something quite so bold? What kind of response did you receive from your candidates? What about current employees?

PRINT - Client Services and Copywriters needed for www.mbrworldwide.com

These are a few more advertising and marketing agency recruitment ads.

This is for the agency: http://www.mbrworldwide.com/.

The ads really tailor themselves to humor within their specific job need.

If you were hiring for engineers, talk with them and find out what day to day things pop up and how you might be able to put some of their humor into your ads. What do your RNs encounter daily that are part of the job? Finding a slice of life that people can relate to can really jump into creating a connection with your intended targets. If general job seekers don't get the joke? They aren't supposed to and you can divert your focus to those that are real potential employees.

PRINT - Pivana Dubai Copywriter

Here is a different approach for a copywriting ad from Pivana Dubai. The simple design helps the small amount of copy hold quite a bit of weight. I will post another copywriter posting tomorrow.

PRINT - Creative JWT Art Director and Account Handler in Alternative Display Ad Layout

In an effort to grab eyes with a non-traditional help wanted ad, the ad agency JWT created their ads to look like personal classifieds. The style of the placement seems to jump a little more with the art director placement but either way, those perusing the general classifieds might have a little enjoyment at the surprise waiting to catch them off guard. Even small ads have the power to catch your audience and make them pause for a moment to grab a double take and take in your message a little slower and more attentively. What are your thoughts?

PRINT - www.8rewardsroad.com Classified Ad

I stumbled across this tonight and thought I would share it. Though the ad is old it is still a unique approach in the design and layout of the ad. It is more risque than most would be willing to display but perhaps in the market they run in and for the industry it fits the market. This is a great take for a perspective on recruitment ads. The text is a bit fuzzy and I will keep looking for a clearer version.

From the best I can read, here is the text:

MEMO

8rewardsroad.com

From: Big Boss Man

To: Miss Lee, HR

Subject: Creative Suite (account Executives) Multinational Bank & PNCG for ball-breaking clients

---------------------------------------------------

Miss Lee,

(??) your memo on the shown subject.

Please:

• Refrain from referring to us as a "largely singles - interactive agency". We are Singapore's Top 10 Interactive Agency"
• Remove "9ish till late-ish" under "working hours".
• DO NOT refer to our clients as "ball breakers".

Do mention under "Employee Benefits":

• Flexible working hours.
• Free beer, pizzas (?) & cab rides home (when working late).
• Free "Clients from Hell, vol. 1" DVD and (??)selling Handbook.

Important!

Minimum 2 years' experience in an interactive or ad agency

Excellent multi-tasking Project Manager

Creative and resourceful thinker

All applicants must e-mail resumes to: Ichang@8rewardsroad.com

Applications close 17 February 2007.

Top 10 Interactive Agency

*Voted by Clients in Marketing Magazine's Agency of the Year 2006 Rankings

PRINT - Sony Ericsson

I found the placements online a while back and meant to post them earlier. These placements were created for Sony Ericsson. It is a nice way to connect the product closely tied to the employees and connect them to it in an engaging and visual manner.

What kinds of products do you produce that could be used to form a connection between your company and potential candidates? What conversations could be spurred?

Come see us at HR Southwest 2008 : Reach for the Stars of HR!

Are you attending the Ft. Worth HR Southwest 2008 trade show?

Stop by booth #404 and visit with members of our Patriot Advertising team on October 14th-16th.

From 9am-5pm on Wednesday Patriot Advertising will be available for questions. Find out more about who we are, what all services we offer and how we can help you in your recruiting needs.

Put a face to our blog!

We are going to be attending the after hours sponsored by the Dallas Morning News. Sit back and relax; tell us what you are needing and let's figure out a plan to find the quality recruits you are hunting for.

If you miss us during those times we will also be around on Thursday from 9am-1pm.

Come find us and see how we can help you!

Patriot Advertising, Inc. @ HR Southwest 2008

Booth #404

Wednesday 9am-5pm

Thursday 9am-1pm

INTERNET - Zurich Financial Services Group recruitment website

http://www.bsrecruitmentsolutions.com/bsrecruitment/video.htm

This is a recruitment site that utilized video in a little bit of a different manner than I have seen so far. (I came across this a while ago but had been having difficulty viewing the video. It seems to run much smoother now.)


You start up by meeting a recruiter at a cafe and they display different types of humorous jobs and after you make your way through the videos you meet with a recruiter from their company and it takes on a bit more serious and informative role.


Take a look and let me know your thoughts.

PRINT - PerceptGulf adds a little twist to the recruitment ad when hiring for multiple positions

Perceptgulf came up with a nice way to seperate the different divisions that they were hiring for by taking a product integral to their industry and dividing the areas out that make the item up.

Visually it is a nice way to convey all the positions are equal coming together to create something great. If you find yourself running laundry lists for recruitment ads, why not think about different ways to represent your openings?

It might mean setting aside a little extra money to run larger more noticable ads (but not as often) and in the end it will probably be worth it by being more notable than a smaller text list of positions. Try to remain consistant when sending your message out but don't be afraid to reach out with new direction.

This was a nice fresh and new direction taken to display divisions for:

• Copy - writer, proofreader
• Art - art director, graphic designer
• Production - co-ordinator
• Client Servicing - (can't quite make out the first one...), account manager, account executive

What are your thoughts on this approach?

NONTRADITIONAL - SAIT Polytechnic - "Knack for finding money"

This was a great nontraditional way to really reach out to candidates, active and passive, in an unsuspecting way. One side of the card looks like a Canadian bill while the other carries the message that equally reaches out to candidates and remains consistent with the brand of employer. What innovative ways can your company reach out to people that stay within the boundaries of your industry or field but still reach out beyond the traditional methods?

PRINT - Creative Non-Traditional Resignation Letter for IKEA

Click to enlarge the image.

I came across this the other day and it really stood out. It is an upbeat and informative move taken by IKEA in a fun non-traditional way. They created a fill in the blank resignation letter. When a candidate comes across it, they really can't help but read through the ad as they fill in the blanks for themselves. They clearly learn some of the benefits IKEA offers and have an active participation with the placement. There are also multiple forms that this could take in a campaign. What are your thoughts on approaching candidates in this manner?