Wednesday, March 31, 2010

VIDEO - "The World's Greatest Salesperson" Ogilvy Recruitment

CREATIVE - Development Process "Less Talk More Rock" made a post on March 25th linking to a post/discussion on the creative process of video game development. Yes it is specifically about video games but I believe there are aspects that could easily be applied to any creative process. It discusses how often there is an idea conception stage, a planing/development stage and an execution stage. They then diver into what would happen if you flipped the second and third stage and just dive right into the execution of the idea without all the extra hands getting involved in the project to water down the original concept.
It is an interesting perspective and though I don't completely support the viewpoint there are aspects of it that warrant taking into consideration in the aspect of developing a recruitment advertising campaign.
Check out the article at:

Tuesday, March 30, 2010

SOCIAL MEDIA - Facebook, Twitter, MySpace, LinkedIn … Somebody Stop the Music! -

There is a great article on today that talks about the steps and how they are managed towards having a company start into social networking. They cover time, understanding, preparation, show-and-tell and evaluation.

Wednesday, March 24, 2010

NONTRADITIONAL - Twitter Recruitment Tool Launched at SXSW

The tool comes as a result of the new ability to geotage your tweets. Right now it is just available for the USA.

Users can track down where Twitter employees are at SXSW and talk to them about a job at Twitter. Your thoughts on this approach?

PRINT - MTV's "Kick-Ass" Recruitment Posters

Although they are not real recruitment posters I thought I would pass these on.
The posters are available at this years SXSW.

Tuesday, March 23, 2010

PRINT - London Ambulance Service

I stumbled across this through Google. It is for the London Ambulance Service. It certainly shows a difference you might see between what you hear at your current job and what you might experience with them.
What are you recruiting for right now and what do they encounter out of the norm in their day to day life? What makes this position so different from others? Keep that in mind when you work up your ads. It is not just the company you can differentiate but what candidates gain from the position at your company.

Monday, March 22, 2010

VIDEO - Scrolling Text Ads

This is one of the newest videos produced by Dorling Kindersley Books. It makes a nice statement about how print is still alive.

These are previous pieces made by other groups with the same format:

Friday, March 19, 2010

VIDEO - Healthcare Recruitment Videos

This is just a collection of some of the healthcare recruitment videos I stumbled across on

Wednesday, March 17, 2010

MILITARY - Navy SEAL Recruitment Sets Sight on Athletes

A recent Gallup study commissioned by the US Navy SEALs revealed that water polo players were twice as likely to successfully complete the SEAL training. Recruiters in turn are turning their focus towards the athlete types that became most prevalent in the study. They have a goal of recruiting 500 new SEALs by 2013, it is around a 5% increase in their recruitment goals.

Check out the articles here:

Monday, March 15, 2010

JOB POSTING - Wanted: Social Media Guru Ad writer—the problem with social media help wanted ads.

Make the Logo Bigger made a nice post about things to address when a company is hiring for a social media position. Most of the job descriptions out there are rather broad and generalized in their nature and I really like his idea about tossing out a problem for the candidate to identify and offer solutions to on the spot. It really would give you more information than reading through a resume and seeing where they worked for the past couple years. They also addressed the understanding that a person developing a social media campaign needs to know the brand and industry well enough to know whether that brand even belongs within a certain network.
It was a nice, short and sweet article that brings up a few things to keep in mind when you are developing your job postings and even when it comes to what you are looking for.

CANDIDATES - Hey Facebook, Hire Sarah Sultan for the All Online Operations position!

The way candidates are reaching out to their potential employers is increasing in their visibility. Sarah Sultan created a Facebook Group in order to call attention to her proactive nature in vying for the All Online Operations position. Before her, there have been a few other that have taken the route of creating a website to help bolster their efforts. chronicled Eric Romer's campaign to be hired and continued updating upon being hired to keep his following involved in his company's activity. When it comes to Sarah's approach she is also involving her following by allowing others to offer up support and reviews of her on the wall of the group. It almost seems like she is taking the attributes of LinkedIn (like former employer and coworker reviews) and applying it to Facebook in an alternative manner. I'm interested to see if any other pages like this pop up for more of the Facebook positions.
Check out her group here.

Wednesday, March 10, 2010

HR - Male police officers 'face discrimination because of female recruitment drive'

The posted an interesting article about a female recruitment drive that in the end is believed to be feeding discrimination towards male applicants. In the last 10 years their number of female officers has jumped around 10% in England and Wales. Check out the article below. What are your thoughts?

Tuesday, March 9, 2010

PRINT - AllJobs Print Ads

I stumbled across this nice ads for a job board AllJobs.

Monday, March 8, 2010

HR - One-to-One Recruiting: The Importance of Personalizing All Aspects of Recruiting posted an interesting article about approaching recruiting on a 1 to 1 basis and how personalizing an approach may help attract the positions that tend to be a little on the hard side to fill. They start off by referencing a university that took this approach in a rather bold manner by creating billboards, mall posters, TV commercials and more and including specific people and details about these people and calling out to them to come to their university. Check out the article and let us know your thoughts!

Friday, March 5, 2010

Nintendo's Recruitment Book

The book is based around shots of messy desks of employees with concept art and design layouts spread on the desks. It has generated a bit of buzz around the Nintendo fan base, with copies of the recruitment book even making it onto eBay for auction. In addition to their recruitment, the book also places emphasis on what fans and candidates love, a behind the scenes look at the development of some of their favorite works.
How are you approaching your candidates in your recruitment books?

The original forum post. (Scroll through the forum post for pictures from previous books.) (article)

Thursday, March 4, 2010

MOBILE - Smart Phones and Senior Positions just posted an article about the use of smart phones and their demographics. This is a great opportunity to take SMS marketing and senior position recruitment into consideration.
Senior positions are notoriously difficult to recruit for but if you are able to get your foot in the door and start a dialogue and building a bond with them or even just keep them posted to your activities and let them know of the opportunities available to them, you liken your chance for that of a transfer.
It takes a lot to get them to take that first step away from a company they have been with for a while. You have to address their frustrations with their current company but in a way that they will not jump in to defend it, offering a sympathetic voice, possibly one of other employees that left others to come to your company.
Then take a chance to address the opportunities and your unique selling points of your company in contrast to their current frustrations. Show them what they have to benefit by coming to your company.
Time, investment and a lot of effort go into building a career within a company and it is important to understand everything that the candidates have done to achieve their position. A simple $2,000 sign on bonus on top of what they are already making doesn’t really compare to 15 years of experience and loyalty.
It is not just the aspects of the job that should be addressed, but also the location and ways it can benefit their family. You are not just selling a job with your company but a chance for a lifestyle change.
Much of this depends on more than a simple SMS text, but it is the text that potentially opens the door for the rest of your message by drawing on a willing and interested audience.

Wednesday, March 3, 2010

MOBILE - The danger of mobile recruiting? Not doing it.

Kristine Rhodes, blogger and a member of the ERE Community, posted a great article about the importance of mobile recruiting. She addresses some of the top myths about mobile recruitment including cost, audience and the idea of it being invasive. Check the post out at: