Demo: How to Find & Hire Top Talent in 2022
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Let's Findem If you're having trouble attracting world-class, hard-to-find, must-have talent to grow your company, you're not alone. Pretty much every company is struggling right now to build a high-quality and diverse talent pipeline. If your recruiters spend more time rejecting talent than closing candidates, then you need a better way. So how do you find the talent you’re missing and no one else is sourcing? Findem helps companies like RingCentral, Google, and Booster find and hire talent in a whole new way. Watch Findem CEO and Co-founder Hari Kolam in this recorded demo, and learn how Findem transforms workforce planning, sourcing, engagement and recruitment analytics with people intelligence and automation. YOU’LL LEARN HOW TO: Search for talent no one else can find Increase diversity in your talent pipeline by 5x Boost recruiter productivity from search to hire by 9x The typical recruiter spends almost a third of their workweek sourcing candidates. Take a quick hour to check out an awesome tool that could honestly help save you time and money.
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Specifically:
Understanding yourself and where you need to enhance your strengths and/or shore up your weaknesses
Interpret your team’s alignment, how they collaborate, how the workflow works or doesn’t with regards to your team
Outlining your processes, how they’re linked or not, how to effectively audit said processes, how to continually make workflow and quality the responsibility of everyone and of course…
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“Oh No… I Got a…”
Can you finish the line? (we’ll ask on the webinar for a free swag give-a-way)
I can.
And it’s not because I’ve got 3 amazing girls at home completely addicted to Tik Tok.
Well, maybe it is.
Or I may just be that much more hip than you.
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Anyhow…
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What does Bing have the power to do that Google cannot?
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Materials Required
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I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring ManagersRecruitingDaily.com LLC
The Sweet Art of Persuasion
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Motown really knows relationships, so of course it stands to reason that Motown is hiding the holy grail of influencing hiring between its funky lines (i.e., they know how to work with hiring managers).
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We asked Steve O'Brien - an especially groovy dude who just so happens to be President of Staffing at Job.com - to go on a mission through Motown. What he found was pretty far out, and that (you guessed it) is why we're here.
Motown’s 6 Principles of Persuasion
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Track List
Reciprocity, Reach Out (I'll Be There), Four Tops
Scarcity, Needle in a Haystack, The Velvelettes
Authority, Super Freak, Rick James
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BONUS B-SIDE: Lean on Me, Bill Withers
Hey - We're all sensitive people...
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3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...RecruitingDaily.com LLC
Recruiters are really bad at marketing.
Yeah, I said it. And I’ll say it again.
Here’s the deal.
I (Ryan Leary) will be hosting this webinar along with my pal Mike “Batman” Cohen to help bring marketing back to recruiting.
Wait, it left?
That depends on who you are talking to.
Some might say, “It was never a thing.”
Recruiters are Marketers. Ryan Leary RecruitingDaily
So… Here’s what we are going to do
We communicate for a living, but when it comes to communicating with prospects and candidates, we often fail.
Strike that. We FAIL at communicating and connecting.
Using a combination of personal experience, recruitment community education, and scientific research – let’s talk about 3 best practices for each stage of the recruiting process (top and middle of the funnel).
Sourcing.
Messaging.
Qualifying.
What are the industry-agnostic best practices during each stage? And why? Who says?
The Takeaways:
3 Sourcing
3 Messaging
Qualification Call
Best Practices with data and market research validation and (of course) abdominal exercise (from laughing – Batman’s pretty funny).How to hire 1,000 Software Engineers & Does the Market Actually Hate You
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
12 Days of Sourcing Recap (2020)
It’s Over.
It Came. It Went.
Now, we DEMO.
Hours spent sourcing with the same half-baked strategies and tactics. The frustration. The head banging insanity feeling that you get trying to fill the same slate of candidates over and over with little success.
Is this how you want to source?
Nope. (at least I don’t)
We’ve put together what we consider to be the absolute best sourcing webinar in the history of sourcing webinars.
The 12 Days of Sourcing delivered 12 days of hard hitting tips and tricks in December. On this webinar we are going to wrap up the 12 Days of Sourcing, demo the tips, and talk sourcing with some of the best contributors we’ve had this year.
What to Expect:
We’ll be demoing and reviewing all 12 tips that we’ve shared
Brian and I (Ryan Leary) will be taking questions and answering live, classroom style.
Here’s what we are going to cover:
The single biggest networking or business development opportunity of this decade – Instagram DM.
Brian’s favorite search engines and WHY.
Ryan’s box of hacks. Hello, ingenuity.
Tools, chrome extensions, tricks.
The whole bag of gifts and more…
How to "Actually" Do Diversity Hiring?
Out with the old.
Diversity recruiting does NOT start with sourcing women or gay or (insert minority here) candidates.
Instead, it starts with the company understanding their place in the world. Which minorities are the significant members of the company's local (and global) society? Moreover, which groups and sub-groups are considered a minority within the company?
Only after this acknowledgment will companies start targeting and attracting members of the various minority groups.
And In with The Balazs.
Balazs Paroczay is the Global Sourcing Strategist for Balazs.com and a world-wide diversity authority.
He's agreed to hand you 60 minutes of live training and Q&A targeted at moving you into the modern era of naturally diverse hiring. To sum up, he's going to show you how to Do Diversity Right.
The Balazs is on Facebook, Twitter, Instagram, and LinkedIn, and we highly recommend you hop on over and take a look. In other words, if you're not already following him, you're missing out - he's kind of a big deal.
What You Will Learn
We're going to cover some serious ground, including this:
The start and the actual hard work of D&I recruitment
Tons of real recruiting and sourcing best practices
Honest, down-to-Earth words from a D&I practitioner
And a whole lot more...
And hey, if you can't make the live webinar, we'll send you a copy of the slide deck and recording just for registering.
What do you say?
The State of College Recruiting: What The Emerging Workforce Really Wants.
Who are YOU hiring?
A Deeper Look at Gen Z
For years, much of the talk about how to engage, recruit, and retain talent has centered around Millennials, also known as Gen Y.
This group is now the largest cohort in the workforce but no longer are they the youngest. The oldest members of Gen Z are currently entering the workforce. They’re full-force ahead with competencies, interests, and values of their own.
We know their demands and necessities differ from Gen Y & Gen X, even wildly so from Baby Boomers.
So, how do we distinguish between generational vs. age-based differences?
What strategies do leading employers use to better engage with these young adults (Gen Z), the oldest of whom are entering college – and your workplace.
Who’s Talking?
Steven Rothberg, Founder of College Recruiter, has made a living out of not only understanding what the emerging workforce needs and wants, but helping the youngest of our society enter the career field.
College Recruiting is kind of his thing. And we think that’s really cool.
He’s agreed to join us for 60 minutes of live training and Q&A, giving you the insider’s knowledge you need to win extremely valuable, in-demand talent.
The Answers
This is what you’re going to learn:
Generational Differences vs. Age Differences
Honing in on Gen Z attributes, goals, and tools: what they bring to the job and a look at the future.
Gen Z priorities in the workplace, ethics, marketing, and life in general
A heck of a lot more…
The Evolution
Means learning. Action. Movement. Understanding. Adaptation.
Join us here.
Film School for Recruiters: Video Content & Visual Storytelling Best Practices
Film School for Recruiters: Video Content & Visual Storytelling Best Practices RecruitingDaily.com LLC
Time to pull out your thinking cap…
We want you to take a moment to picture your current job postings.
Does this sound familiar?
Long text document with 20 to 30 beneficial traits or skills you’d like in a candidate
A few paragraphs (for appearance’s sake)
Some bullet points
Required EEOC language
The word “ninja”
Now, imagine that same post scrolled in quill pen, gently floating away via carrier pigeon.
Sound a little outdated? You can do better than medieval, and we’re going to show you how.
This is Where Video Comes In
Elena Valentine, CEO & Co-Founder of Skill Scout, has dedicated her entire career to modernizing the Talent Acquisition through video content and visual storytelling.
Elena is an expert in leveraging video stories in the workplace. With the motto “you cannot be what you cannot see” Elena started filming jobs as a way to get young people excited about the world of work. Since then, her team at Skill Scout has built a world class media company. Their films have helped clients like Nike and American Airlines engage candidates and employees alike.
She was recently named “HR Superhero of the Year” by DisruptHR Chicago. She is also the co-founder of Mezcla Media Collective. A non-profit that elevates women filmmakers of color. Next up for Elena and her team is the Humans@Work documentary series that shares stories of people who find passion and meaning in their work.
Her daily mission is “Helping Teams Attract, Engage, and Retain Talent Through Workplace Media.”
Her mission for this webinar: To take to you through a step-by step-process that will create candidate engagement and help you snag your best talent (and also get rid of those boring old job posts).
What you’re going to learn:
How to use photos and video to take your job postings from “Bland to BAM”
How to improve your company’s image
Using video and photo to entice qualified candidates who want to work with you
More…
These are tools you have at your fingertips and can be utilized to promote you from Carrier Pigeon to Magnificent Job Posting Magician.
Convinced? Yeah, so are we, along with the entire TA industry.
Video is a must if you’re going to stay on top of your game. Elena will teach you how.
And no worries, if you can’t sit for the webinar, simply register – we’ll send you the video and slide deck so you can learn on your own time.
What do you say?Bridging the Gap Between Sourcing & Recruiting
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
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How To Optimize Your Tech Recruiting Stack
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We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
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Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
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What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
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Buying TA technology can be complex and often daunting.
We feel ya.
For this special occasion, we're pulling out our "Short-List of Things That Annoy the Heck Out Of Us When Trying to Find TA Tech."
Long title, yes, but it fits.
Variety of tools.
Infinite categories of tools.
Burning bridges TA Leaders face on a near-daily basis.
An explosion of solution providers.
Over-marketing of tools.
Sound familiar? We thought so.
As a buyer, you need a way to approach the market and find the right tools at the right time.
This webinar is here to help.
Martin Burns is VP of Consulting Services for HireClix, founder of the Facebook TA tech group “Talent Product Plays”, and an experienced practitioner in corporate talent acquisition. He has led multiple recruitment organizations, selected, purchased, and implemented technology for firms ranging from 50 employees to over 50,000, as well as built products for the industry.
He brings a practical, informed view of TA technologies to the table and a rational blueprint for what can seem an overly complex challenge.
Consumer Technology & Recruiting: How To Use Tech That's NOT HR Tech
We hear Houdini was a Recruiter.
Image result for magician gif funny
Okay, not really. We made that up.
Joking aside, it is possible. Yes – you can (and should) utilize tech that wasn’t created for HR…for HR.
Sound like magic? You decide.
Craig Fisher, Head of Recruiting Innovation at Allegis Global Solutions, has been using everyday consumer tech to hack recruiting for over 25 years.
He’s got the rabbit and the hat. All you have to do is sit back and watch the show.
In only 60 minutes, Craig will unveil some invaluable tips and tricks that tech marketers use to attract consumers, then he’ll teach you how to apply those to recruiting.
Can you say, “WOW?”
Craig will also share both paid and free tools you may already have that will help you build funnels and attract the right prospects.
Just some of what will materialize before your eyes:
The Amazing things your phone can do.
Mailchimp and other mail campaign tools.
Extensions, Extensions, Extensions!
What B2B and B2C marketers can teach you about your prospecting.
Much, much more…
Those who have seen one of Craig’s webinars in the past know this is something you won’t want to miss.
Get your pencils (and your awe) prepared, because Craig is going to drop jaws.
(RecruitingDaily.com does not endorse the use of rabbits or hats during our educational webinars. And Craig, if anyone disappears from the audience, that’s on you, man.)
How Do You Solve The Problem of Recruiting Gen Z?
It’s the Age-Old Question.
Okay, so maybe it’s only 8 to 23 years old, but it’s an important one.
Hiring Gen Z has become a conundrum many recruiters are struggling to grasp.
We’ve almost got the toe-in on Millennials (the older of whom will retire in about 25 years). But Gen Z is a whole new can of worms to tackle.
William Tincup, President of RecruitingDaily.com, has worked hand-in-hand with the generational divide, and he’s agreed to give you 60 minutes of live training and Q&A that will drive you into the wilds of Generation Z.
So what do we REALLY understand about Gen Z ?
That they’re an entire generation of folks who have been tech savvy since the day they rode home in their ergonomic car seats, complete with Baby Genius VR Headsets , of course.
They are also the future.
Gen Z = incredible human beings. We dare you to wait and see.
And as they grow, we will live under an umbrella of rules foreign to the Millennial generation before them.
They don’t answer their phones.
They thrive on individualistic concepts.
A 10-year-old Gen Z’er probably understands your business plan better than you do.
What you’re doing now will not work very soon.
They are brilliant for business.
We’ve got more.
Who are they? What do they want?
How do they think? What makes them tick?
And how the heck are you supposed to recruit them?
Don’t worry – Gen Z doesn’t bite (most of the time).
And William has a few answers that will make your job a lot easier in the decades to come.
See you on the webinar.
Solving the mystery of sourcing in code repositories, dev sites, and tech com...
Solving the mystery of sourcing in code repositories, dev sites, and tech com...RecruitingDaily.com LLC
We know it's time...
You have a hankering only a dose of Tools, Tips, and Tricks with Dean Da Costa can fix, right?
Sourcing is a sly game, after all.
Information overload, countless hours spent grueling over questionable extensions, finding free tools that are actually useful, and searching for something - anything - that will make your life easier.
Oh yeah, and finding candidates. That part is pretty darn important, too.
Lucky for you, we have just what you need.
A secret sourcer, who is (NOT) Dean Da Costa, has offered up 60 minutes of his extremely valuable time.
We're not sure who the fellow in the picture above is...
...but he's got fantastic facial hair, and he promises to show you how to Solve the Mystery of Sourcing in Code Repositories, Dev Sites, and Tech Communities.
At first, we weren't sure if we should carry on without The Master Dean, but this guy seems legit.
He's got a seriously impressive bag of tricks.
And an even more extensive answer book in case you mustache him a question as he guides you through the mysterious underworld of head hunting.
So tell us, are you ready to unveil the secrets (Not) Dean has to share?
Or are you happy sourcing in the dark? For the rest. of. your. life.
You have to click to get the real down low, but we'll give you one clue:
It actually is Dean Da Costa - we put a cartoon mustache on him. We're not sure why.
Almost got you, didn't we?11 habits of highly successful tech recruiters
There are a million places to find advice.
Personal development? Amazon.
Parenting? Magazines.
Medical? Doctor Google, anyone?
But a REAL-TIME, executed game plan from a professional who can give you ACTUAL solutions wins.
Every.
Single.
Time.
So what about Tech Recruiting?
Todd Davis
Senior Sourcer, Talent Attraction – Leadership, at Indeed (AKA, “The First Internet Recruiter”) is a true master of tech recruiting.
He’s ridden this block so many times that the corners are rounded, and he’s giving you 60 minutes of LIVE TRAINING and Q&A.
WHY?
Because there’s nothing more metal than helping your fellow recruiters, except for Todd himself.
Only SOME of what you’ll take home:
Controlling the Intake Meeting and Driving the Recruiting Process from the Start
The Sourcing Plan Development/Recruiting Plan Development
Excellence in Plan Execution: How to run the plans you developed, sprints, and checklists.
Why TIME Kills Deals
Hey – we can’t list all 11. You have to click to get the goods.
What you won’t need for this session:
Enlightenment – no guru here, just raw experience.
A note pad – we’ll send you the slide deck and copy of the video JUST for registering.
Coffee – trust us, this is information overload. You will stay awake.
What’s better? Random articles you find on the internet, or learning PROVEN habits from one of the most successful recruiters in the industry?
You decide.
Move your passive candidates to active opportunities in 6 steps
In just 6 steps, Mike "Batman" Cohen will share how to locate, reach out to, attract, and build a meaningful rapport with Passive Candidates.
We all know the best candidates are usually the ones who are still employed and not necessarily looking - the elusive "Passive Candidate."
We've all heard of this phenomenon - but do they really exist?
Having recently given up on his search for Big Foot, we have Batman joining us to discuss not only his sightings of these "Passive Candidates," but also how to capture one with minimal collateral damage.
Like any potential myth, we must first understand how to identify a Passive Candidate so as to not confuse them with the other candidates who look the same.
But we assure you, they are are, in fact, very different.
This is what you'll take home with you.
Build a persona of who would make sense in this role (Career Trajectory Planning)
Targeted Messages - beyond the Job Description
Get Creative - maybe Tweet? FB? Video? Memes? GIFs?
Understand How to Communicate with Your Candidates (DeepSense, Humantelligence, DISC persona building)
Be Yourself
Learn to Automate!
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...RecruitingDaily.com LLC
You’re here because you’ve done everything right.
…but you STILL haven’t penetrated the market.
Your brand is lacking.
Your pipeline is clogged.
Can you afford to lose the talent fight? No?
We didn’t think so. So why d’ya keep doin’ that?
Will Staney, Founder of Proactive Talent & Co-Founder of Talent Brand Alliance, is going to teach you how to embrace your underdog.
You are the Challenger.
If you keep playing Follow the Leader, you’ll come in second. Every. Single. Time.
In this webinar, Will is going to show you:
The importance of understanding your candidates’ “Why” motivation.
How to create your unique Challenger Brand.
His 6-Step tactical process to building your Talent Attraction Strategy.
“THE CHALLENGE” and defining your (and your candidates’) motivations.
More…
Bonus – some really awesome slide deck graphics you get to download and stare at as LONG as you want. Woah…
Step into the ring, Recruiters.
Your candidates are waiting.Global Talent Acquisition: Metrics that Matter and Metrics that Mean NOTHING
Talent is an Unfair Game.
You need to know how to play.
Nick Mailey, VP of Talent Acquisition for Intuit (top-shelf industry-leading TA organization) has the playbook, and he's agreed to join ranks with RecruitingDaily for an hour of training and Q&A to guide you through the field.
Understanding which Recruiting Metrics Matter and which are a waste of your time is essential to your success - you already know that.
Nick is going to teach you what you don't know.
And you're going to want to take notes.
Here's what we're going to cover:
The Curse of Talent in an Unfair Game
Understanding Vanity Metrics
Learning and Utilizing Empathy
Community Metrics
Closing Passive Candidates
A whole lot more....
We're not going to feed you basic knowledge you can find on Google.
You're going to take home actionable plans, real-time tools, and informative, common-sense data that will increase your workflow.
So, what do you say?
Do you want to win at the talent game?
Jobvite, Recruitics, Beamery, RolePoint
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices with Innovative Technology & Data-Driven Recruiting
Jared Bazzell
Optimizing all channels effectively to attract and engage top talent.
Improving and personalizing the candidate experience through a new, engaging career site.
Increasing application completion rates to more than 83% completion, far surpassing the typical 30 – 40% industry standard.
Leveraging integrated channels, including outbound email campaigns, where CDW averages an impressive 72% open rate and 42% click through rate.
Incorporating AI machine learning with Talemetry and Google Cloud Job Discovery.
Reducing external spend by increasing the number of candidates in its talent database and filling future demand for positions with proprietary talent pipelines.
Gaining new insights into candidate behavior with Talemetry Visitor Pool.
Talemetry
CDW
RecruitingDaily
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition Today
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition TodayRecruitingDaily.com LLC
Nobody has time for fake trends, especially recruiters.
Jonathan Kestenbuam, Managing Director of Talent Tech Labs, is here to separate myth from reality. More Related Content
More from RecruitingDaily.com LLC
Don't Be a Hack (That's a punny) 11 Tricks Sourcers Need to Know For 2020
Straight to the Source
Sarah Goldberg (She/Her), Sourcing Engagement Lead at Objective Paradigm, owns the master-list of sourcing hacks. 2020 has thrown us some curveballs but we’ve learned a lot, and we’re still sourcing! Sarah has agreed to share what you need to fill your toolbox for the rest of the year.
This means live training, take-home materials, and open Q&A.
(Please enjoy this hilarious but totally unrelated GIF)gif-hacker
The Plan
Simple. Sarah is going to show you things you actually need to know when sourcing. No BS.
What this is:
Essential
Useful
Time-Saving tricks that will make your life and your job easier and more fun. Plaintext.
What this isn’t:
Fluff
Clutter
Pointless, waste-of-space tools and extensions that make you question what it is you’re really doing with your life and toss your laptop through the window.
Yeah. Don’t do that, okay?
Take a deep breath.
Here’s a taste of the takeaways:
Remote work survival kits
How to look for people, not candidates
X-ray searches & how URLs actually work
How does data scraping add value, and how do you actually do it?
Build your own boolean library with a free spreadsheet.
Editing tools (yes, you need these)
How do you validate your outreach?
Chrome extensions (plus when to use each one and when not to)
Useful templates for…ha. You have to join to find out.
Keyboard shortcuts
Last but not least, the one free tool Sarah cannot source without.
Materials Required
Your brain
A pat on the back for committing to an incredibly valuable learning session that will fill your toolbox with tried and true sourcing hacks, tips, and tricks.
We’ll do the rest.
I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring Managers
I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring ManagersRecruitingDaily.com LLC
The Sweet Art of Persuasion
6 Authoritative Hits for Recruiters
Motown really knows relationships, so of course it stands to reason that Motown is hiding the holy grail of influencing hiring between its funky lines (i.e., they know how to work with hiring managers).
"Why does that stand to reason?" you ask? I dunno. I don't have time to explain it to you.
We asked Steve O'Brien - an especially groovy dude who just so happens to be President of Staffing at Job.com - to go on a mission through Motown. What he found was pretty far out, and that (you guessed it) is why we're here.
Motown’s 6 Principles of Persuasion
You want to work on requisitions that are actually approved? More hires? Feedback!? Here's the thing: You gotta rule The Man...or The Man rules you.
We're going to take a deep look at your relationships with your hiring managers and what it takes to be an advisor instead of a paper-pushing, interview scheduling, support role.
Here's what you're going to learn.
Track List
Reciprocity, Reach Out (I'll Be There), Four Tops
Scarcity, Needle in a Haystack, The Velvelettes
Authority, Super Freak, Rick James
Consistency, Keep on Truckin', Eddie Kendricks
Liking, What Does it Take (To Win Your Love), Junior Walker and the Allstars
Consensus, Let's Get it On, Marvin Gaye
BONUS B-SIDE: Lean on Me, Bill Withers
Hey - We're all sensitive people...
...with so much to give. Just think of how sweet and wonderful life can be if you take the lead with your manager.
We don't want to push, but...see you on the webinar.
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...RecruitingDaily.com LLC
Recruiters are really bad at marketing.
Yeah, I said it. And I’ll say it again.
Here’s the deal.
I (Ryan Leary) will be hosting this webinar along with my pal Mike “Batman” Cohen to help bring marketing back to recruiting.
Wait, it left?
That depends on who you are talking to.
Some might say, “It was never a thing.”
Recruiters are Marketers. Ryan Leary RecruitingDaily
So… Here’s what we are going to do
We communicate for a living, but when it comes to communicating with prospects and candidates, we often fail.
Strike that. We FAIL at communicating and connecting.
Using a combination of personal experience, recruitment community education, and scientific research – let’s talk about 3 best practices for each stage of the recruiting process (top and middle of the funnel).
Sourcing.
Messaging.
Qualifying.
What are the industry-agnostic best practices during each stage? And why? Who says?
The Takeaways:
3 Sourcing
3 Messaging
Qualification Call
Best Practices with data and market research validation and (of course) abdominal exercise (from laughing – Batman’s pretty funny).How to hire 1,000 Software Engineers & Does the Market Actually Hate You
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
12 Days of Sourcing Recap (2020)
It’s Over.
It Came. It Went.
Now, we DEMO.
Hours spent sourcing with the same half-baked strategies and tactics. The frustration. The head banging insanity feeling that you get trying to fill the same slate of candidates over and over with little success.
Is this how you want to source?
Nope. (at least I don’t)
We’ve put together what we consider to be the absolute best sourcing webinar in the history of sourcing webinars.
The 12 Days of Sourcing delivered 12 days of hard hitting tips and tricks in December. On this webinar we are going to wrap up the 12 Days of Sourcing, demo the tips, and talk sourcing with some of the best contributors we’ve had this year.
What to Expect:
We’ll be demoing and reviewing all 12 tips that we’ve shared
Brian and I (Ryan Leary) will be taking questions and answering live, classroom style.
Here’s what we are going to cover:
The single biggest networking or business development opportunity of this decade – Instagram DM.
Brian’s favorite search engines and WHY.
Ryan’s box of hacks. Hello, ingenuity.
Tools, chrome extensions, tricks.
The whole bag of gifts and more…
How to "Actually" Do Diversity Hiring?
Out with the old.
Diversity recruiting does NOT start with sourcing women or gay or (insert minority here) candidates.
Instead, it starts with the company understanding their place in the world. Which minorities are the significant members of the company's local (and global) society? Moreover, which groups and sub-groups are considered a minority within the company?
Only after this acknowledgment will companies start targeting and attracting members of the various minority groups.
And In with The Balazs.
Balazs Paroczay is the Global Sourcing Strategist for Balazs.com and a world-wide diversity authority.
He's agreed to hand you 60 minutes of live training and Q&A targeted at moving you into the modern era of naturally diverse hiring. To sum up, he's going to show you how to Do Diversity Right.
The Balazs is on Facebook, Twitter, Instagram, and LinkedIn, and we highly recommend you hop on over and take a look. In other words, if you're not already following him, you're missing out - he's kind of a big deal.
What You Will Learn
We're going to cover some serious ground, including this:
The start and the actual hard work of D&I recruitment
Tons of real recruiting and sourcing best practices
Honest, down-to-Earth words from a D&I practitioner
And a whole lot more...
And hey, if you can't make the live webinar, we'll send you a copy of the slide deck and recording just for registering.
What do you say?
The State of College Recruiting: What The Emerging Workforce Really Wants.
Who are YOU hiring?
A Deeper Look at Gen Z
For years, much of the talk about how to engage, recruit, and retain talent has centered around Millennials, also known as Gen Y.
This group is now the largest cohort in the workforce but no longer are they the youngest. The oldest members of Gen Z are currently entering the workforce. They’re full-force ahead with competencies, interests, and values of their own.
We know their demands and necessities differ from Gen Y & Gen X, even wildly so from Baby Boomers.
So, how do we distinguish between generational vs. age-based differences?
What strategies do leading employers use to better engage with these young adults (Gen Z), the oldest of whom are entering college – and your workplace.
Who’s Talking?
Steven Rothberg, Founder of College Recruiter, has made a living out of not only understanding what the emerging workforce needs and wants, but helping the youngest of our society enter the career field.
College Recruiting is kind of his thing. And we think that’s really cool.
He’s agreed to join us for 60 minutes of live training and Q&A, giving you the insider’s knowledge you need to win extremely valuable, in-demand talent.
The Answers
This is what you’re going to learn:
Generational Differences vs. Age Differences
Honing in on Gen Z attributes, goals, and tools: what they bring to the job and a look at the future.
Gen Z priorities in the workplace, ethics, marketing, and life in general
A heck of a lot more…
The Evolution
Means learning. Action. Movement. Understanding. Adaptation.
Join us here.
Film School for Recruiters: Video Content & Visual Storytelling Best Practices
Film School for Recruiters: Video Content & Visual Storytelling Best Practices RecruitingDaily.com LLC
Time to pull out your thinking cap…
We want you to take a moment to picture your current job postings.
Does this sound familiar?
Long text document with 20 to 30 beneficial traits or skills you’d like in a candidate
A few paragraphs (for appearance’s sake)
Some bullet points
Required EEOC language
The word “ninja”
Now, imagine that same post scrolled in quill pen, gently floating away via carrier pigeon.
Sound a little outdated? You can do better than medieval, and we’re going to show you how.
This is Where Video Comes In
Elena Valentine, CEO & Co-Founder of Skill Scout, has dedicated her entire career to modernizing the Talent Acquisition through video content and visual storytelling.
Elena is an expert in leveraging video stories in the workplace. With the motto “you cannot be what you cannot see” Elena started filming jobs as a way to get young people excited about the world of work. Since then, her team at Skill Scout has built a world class media company. Their films have helped clients like Nike and American Airlines engage candidates and employees alike.
She was recently named “HR Superhero of the Year” by DisruptHR Chicago. She is also the co-founder of Mezcla Media Collective. A non-profit that elevates women filmmakers of color. Next up for Elena and her team is the Humans@Work documentary series that shares stories of people who find passion and meaning in their work.
Her daily mission is “Helping Teams Attract, Engage, and Retain Talent Through Workplace Media.”
Her mission for this webinar: To take to you through a step-by step-process that will create candidate engagement and help you snag your best talent (and also get rid of those boring old job posts).
What you’re going to learn:
How to use photos and video to take your job postings from “Bland to BAM”
How to improve your company’s image
Using video and photo to entice qualified candidates who want to work with you
More…
These are tools you have at your fingertips and can be utilized to promote you from Carrier Pigeon to Magnificent Job Posting Magician.
Convinced? Yeah, so are we, along with the entire TA industry.
Video is a must if you’re going to stay on top of your game. Elena will teach you how.
And no worries, if you can’t sit for the webinar, simply register – we’ll send you the video and slide deck so you can learn on your own time.
What do you say?Bridging the Gap Between Sourcing & Recruiting
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
Master Technical Recruiting Workshop: How to Recruit Top Tech Talent
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
11 steps you must take before purchasing talent acquisition technology
Buying TA technology can be complex and often daunting.
We feel ya.
For this special occasion, we're pulling out our "Short-List of Things That Annoy the Heck Out Of Us When Trying to Find TA Tech."
Long title, yes, but it fits.
Variety of tools.
Infinite categories of tools.
Burning bridges TA Leaders face on a near-daily basis.
An explosion of solution providers.
Over-marketing of tools.
Sound familiar? We thought so.
As a buyer, you need a way to approach the market and find the right tools at the right time.
This webinar is here to help.
Martin Burns is VP of Consulting Services for HireClix, founder of the Facebook TA tech group “Talent Product Plays”, and an experienced practitioner in corporate talent acquisition. He has led multiple recruitment organizations, selected, purchased, and implemented technology for firms ranging from 50 employees to over 50,000, as well as built products for the industry.
He brings a practical, informed view of TA technologies to the table and a rational blueprint for what can seem an overly complex challenge.
Consumer Technology & Recruiting: How To Use Tech That's NOT HR Tech
We hear Houdini was a Recruiter.
Image result for magician gif funny
Okay, not really. We made that up.
Joking aside, it is possible. Yes – you can (and should) utilize tech that wasn’t created for HR…for HR.
Sound like magic? You decide.
Craig Fisher, Head of Recruiting Innovation at Allegis Global Solutions, has been using everyday consumer tech to hack recruiting for over 25 years.
He’s got the rabbit and the hat. All you have to do is sit back and watch the show.
In only 60 minutes, Craig will unveil some invaluable tips and tricks that tech marketers use to attract consumers, then he’ll teach you how to apply those to recruiting.
Can you say, “WOW?”
Craig will also share both paid and free tools you may already have that will help you build funnels and attract the right prospects.
Just some of what will materialize before your eyes:
The Amazing things your phone can do.
Mailchimp and other mail campaign tools.
Extensions, Extensions, Extensions!
What B2B and B2C marketers can teach you about your prospecting.
Much, much more…
Those who have seen one of Craig’s webinars in the past know this is something you won’t want to miss.
Get your pencils (and your awe) prepared, because Craig is going to drop jaws.
(RecruitingDaily.com does not endorse the use of rabbits or hats during our educational webinars. And Craig, if anyone disappears from the audience, that’s on you, man.)
How Do You Solve The Problem of Recruiting Gen Z?
It’s the Age-Old Question.
Okay, so maybe it’s only 8 to 23 years old, but it’s an important one.
Hiring Gen Z has become a conundrum many recruiters are struggling to grasp.
We’ve almost got the toe-in on Millennials (the older of whom will retire in about 25 years). But Gen Z is a whole new can of worms to tackle.
William Tincup, President of RecruitingDaily.com, has worked hand-in-hand with the generational divide, and he’s agreed to give you 60 minutes of live training and Q&A that will drive you into the wilds of Generation Z.
So what do we REALLY understand about Gen Z ?
That they’re an entire generation of folks who have been tech savvy since the day they rode home in their ergonomic car seats, complete with Baby Genius VR Headsets , of course.
They are also the future.
Gen Z = incredible human beings. We dare you to wait and see.
And as they grow, we will live under an umbrella of rules foreign to the Millennial generation before them.
They don’t answer their phones.
They thrive on individualistic concepts.
A 10-year-old Gen Z’er probably understands your business plan better than you do.
What you’re doing now will not work very soon.
They are brilliant for business.
We’ve got more.
Who are they? What do they want?
How do they think? What makes them tick?
And how the heck are you supposed to recruit them?
Don’t worry – Gen Z doesn’t bite (most of the time).
And William has a few answers that will make your job a lot easier in the decades to come.
See you on the webinar.
Solving the mystery of sourcing in code repositories, dev sites, and tech com...
Solving the mystery of sourcing in code repositories, dev sites, and tech com...RecruitingDaily.com LLC
We know it's time...
You have a hankering only a dose of Tools, Tips, and Tricks with Dean Da Costa can fix, right?
Sourcing is a sly game, after all.
Information overload, countless hours spent grueling over questionable extensions, finding free tools that are actually useful, and searching for something - anything - that will make your life easier.
Oh yeah, and finding candidates. That part is pretty darn important, too.
Lucky for you, we have just what you need.
A secret sourcer, who is (NOT) Dean Da Costa, has offered up 60 minutes of his extremely valuable time.
We're not sure who the fellow in the picture above is...
...but he's got fantastic facial hair, and he promises to show you how to Solve the Mystery of Sourcing in Code Repositories, Dev Sites, and Tech Communities.
At first, we weren't sure if we should carry on without The Master Dean, but this guy seems legit.
He's got a seriously impressive bag of tricks.
And an even more extensive answer book in case you mustache him a question as he guides you through the mysterious underworld of head hunting.
So tell us, are you ready to unveil the secrets (Not) Dean has to share?
Or are you happy sourcing in the dark? For the rest. of. your. life.
You have to click to get the real down low, but we'll give you one clue:
It actually is Dean Da Costa - we put a cartoon mustache on him. We're not sure why.
Almost got you, didn't we?11 habits of highly successful tech recruiters
There are a million places to find advice.
Personal development? Amazon.
Parenting? Magazines.
Medical? Doctor Google, anyone?
But a REAL-TIME, executed game plan from a professional who can give you ACTUAL solutions wins.
Every.
Single.
Time.
So what about Tech Recruiting?
Todd Davis
Senior Sourcer, Talent Attraction – Leadership, at Indeed (AKA, “The First Internet Recruiter”) is a true master of tech recruiting.
He’s ridden this block so many times that the corners are rounded, and he’s giving you 60 minutes of LIVE TRAINING and Q&A.
WHY?
Because there’s nothing more metal than helping your fellow recruiters, except for Todd himself.
Only SOME of what you’ll take home:
Controlling the Intake Meeting and Driving the Recruiting Process from the Start
The Sourcing Plan Development/Recruiting Plan Development
Excellence in Plan Execution: How to run the plans you developed, sprints, and checklists.
Why TIME Kills Deals
Hey – we can’t list all 11. You have to click to get the goods.
What you won’t need for this session:
Enlightenment – no guru here, just raw experience.
A note pad – we’ll send you the slide deck and copy of the video JUST for registering.
Coffee – trust us, this is information overload. You will stay awake.
What’s better? Random articles you find on the internet, or learning PROVEN habits from one of the most successful recruiters in the industry?
You decide.
Move your passive candidates to active opportunities in 6 steps
In just 6 steps, Mike "Batman" Cohen will share how to locate, reach out to, attract, and build a meaningful rapport with Passive Candidates.
We all know the best candidates are usually the ones who are still employed and not necessarily looking - the elusive "Passive Candidate."
We've all heard of this phenomenon - but do they really exist?
Having recently given up on his search for Big Foot, we have Batman joining us to discuss not only his sightings of these "Passive Candidates," but also how to capture one with minimal collateral damage.
Like any potential myth, we must first understand how to identify a Passive Candidate so as to not confuse them with the other candidates who look the same.
But we assure you, they are are, in fact, very different.
This is what you'll take home with you.
Build a persona of who would make sense in this role (Career Trajectory Planning)
Targeted Messages - beyond the Job Description
Get Creative - maybe Tweet? FB? Video? Memes? GIFs?
Understand How to Communicate with Your Candidates (DeepSense, Humantelligence, DISC persona building)
Be Yourself
Learn to Automate!
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...RecruitingDaily.com LLC
You’re here because you’ve done everything right.
…but you STILL haven’t penetrated the market.
Your brand is lacking.
Your pipeline is clogged.
Can you afford to lose the talent fight? No?
We didn’t think so. So why d’ya keep doin’ that?
Will Staney, Founder of Proactive Talent & Co-Founder of Talent Brand Alliance, is going to teach you how to embrace your underdog.
You are the Challenger.
If you keep playing Follow the Leader, you’ll come in second. Every. Single. Time.
In this webinar, Will is going to show you:
The importance of understanding your candidates’ “Why” motivation.
How to create your unique Challenger Brand.
His 6-Step tactical process to building your Talent Attraction Strategy.
“THE CHALLENGE” and defining your (and your candidates’) motivations.
More…
Bonus – some really awesome slide deck graphics you get to download and stare at as LONG as you want. Woah…
Step into the ring, Recruiters.
Your candidates are waiting.Global Talent Acquisition: Metrics that Matter and Metrics that Mean NOTHING
Talent is an Unfair Game.
You need to know how to play.
Nick Mailey, VP of Talent Acquisition for Intuit (top-shelf industry-leading TA organization) has the playbook, and he's agreed to join ranks with RecruitingDaily for an hour of training and Q&A to guide you through the field.
Understanding which Recruiting Metrics Matter and which are a waste of your time is essential to your success - you already know that.
Nick is going to teach you what you don't know.
And you're going to want to take notes.
Here's what we're going to cover:
The Curse of Talent in an Unfair Game
Understanding Vanity Metrics
Learning and Utilizing Empathy
Community Metrics
Closing Passive Candidates
A whole lot more....
We're not going to feed you basic knowledge you can find on Google.
You're going to take home actionable plans, real-time tools, and informative, common-sense data that will increase your workflow.
So, what do you say?
Do you want to win at the talent game?
Jobvite, Recruitics, Beamery, RolePoint
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices with Innovative Technology & Data-Driven Recruiting
Jared Bazzell
Optimizing all channels effectively to attract and engage top talent.
Improving and personalizing the candidate experience through a new, engaging career site.
Increasing application completion rates to more than 83% completion, far surpassing the typical 30 – 40% industry standard.
Leveraging integrated channels, including outbound email campaigns, where CDW averages an impressive 72% open rate and 42% click through rate.
Incorporating AI machine learning with Talemetry and Google Cloud Job Discovery.
Reducing external spend by increasing the number of candidates in its talent database and filling future demand for positions with proprietary talent pipelines.
Gaining new insights into candidate behavior with Talemetry Visitor Pool.
Talemetry
CDW
RecruitingDaily
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition Today
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition TodayRecruitingDaily.com LLC
Nobody has time for fake trends, especially recruiters.
Jonathan Kestenbuam, Managing Director of Talent Tech Labs, is here to separate myth from reality. More from RecruitingDaily.com LLC (20)
Don't Be a Hack (That's a punny) 11 Tricks Sourcers Need to Know For 2020
Don't Be a Hack (That's a punny) 11 Tricks Sourcers Need to Know For 2020
I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring Managers
I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring Managers
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...
How to hire 1,000 Software Engineers & Does the Market Actually Hate You
How to hire 1,000 Software Engineers & Does the Market Actually Hate You
The State of College Recruiting: What The Emerging Workforce Really Wants.
The State of College Recruiting: What The Emerging Workforce Really Wants.
Film School for Recruiters: Video Content & Visual Storytelling Best Practices
Film School for Recruiters: Video Content & Visual Storytelling Best Practices
Master Technical Recruiting Workshop: How to Recruit Top Tech Talent
Master Technical Recruiting Workshop: How to Recruit Top Tech Talent
11 steps you must take before purchasing talent acquisition technology
11 steps you must take before purchasing talent acquisition technology
Consumer Technology & Recruiting: How To Use Tech That's NOT HR Tech
Consumer Technology & Recruiting: How To Use Tech That's NOT HR Tech
Solving the mystery of sourcing in code repositories, dev sites, and tech com...
Solving the mystery of sourcing in code repositories, dev sites, and tech com...
Move your passive candidates to active opportunities in 6 steps
Move your passive candidates to active opportunities in 6 steps
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...
Crank Up Your Recruitment Marketing: The Steps Recruiters Need to Take to Clo...
Global Talent Acquisition: Metrics that Matter and Metrics that Mean NOTHING
Global Talent Acquisition: Metrics that Matter and Metrics that Mean NOTHING
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition Today
The Truth About Cats & Dogs: What You MUST Know About Talent Acquisition Today
Demo: How to Find & Hire Top Talent in 2022
- 2. Housekeeping ● You are in “Listen-Only” mode. ● Please use the Q&A panel to ask questions. If you see a question you would like answered, please use the “thumbs up” button to let us know. ● We are recording! You will receive on-demand access to this demo and slide deck.
- 3. Build tomorrow’s company today ● 9x recruiter productivity ● 5x candidate diversity ● 3x pipeline, 3x as fast ● Make amazing hires
- 4. We help talent teams hit CRUSH their hiring goals, at record speeds…
- 5. Findem - a single AI platform that delivers results across the entire TA lifecycle
- 7. Today you’ll see how to: ● Search for the talent no one else can find ● 5x the diversity in your talent pipeline ● 9x your recruiter productivity from search to hire
- 8. Demo
- 9. Thank You! For more information: moreinfo@findem.ai www.findem.ai