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https://anchor.fm/s/bbe557c/podcast/play/12763607/https%3A%2F%2Fd3ctxlq1ktw2nl.cloudfront.net%2Fproduction%2F2020-3-22%2F66640934-44100-2-36cd0f707b014.m4a Jim D’Amico is a globally recognized TA Leader, specializing in building best in class TA functions for global organizations. He’s a speaker, author, and mentor, with an intense passion for all things talent acquisition.  He’s currently Global Head of TA for Celanese and President of ATAP.  He’s also a military veteran as well asRead more

Listen to the podcast: In this episode Allegis Global Solutions’ Craig Fisher talks with Kerry Noone, Head of Employer Brand and Recruitment Marketing at CVS Health. Employer branding and candidate communications in COVID19 crisis mode. -What types of things do we want to communicate at a time like this? -Do we stop the culture marketingRead more

In this podcast and video I’m talking with Lars Schmidt who is building a database of resources of employers’ corporate communications about the current crisis and how they’re dealing with it, listings of companies who are hiring and several other #COVID19 crisis resources for both employers and job seekers in a document linked just below.Read more

In this video I share the lighting, camera, and microphone set up I use to look and sound great on remote meetings, webinars, and demos. These tips and products (I give several options) are easy to acquire (thank you Amazon) and very easy to set up. https://www.linkedin.com/posts/wcraigfisher_video-remoteworkers-workfromhome-activity-6645455024992374784-CNRv I’ll show you how to arrange your lightingRead more

  In this episode, Craig Fisher discusses social media advertising with Melissa Van Dyke, social media marketing strategist from Recruitics, a data-centric recruitment marketing agency.  Whether you’re trying to build your brand or attract prospects, social media advertising should be an essential part of your strategy. Craig an Melissa break down the basics and advancedRead more

I recently chatted with Matt Plummer, VP Product Strategy at ZipRecruiter, to kick off Conversations with Craig, a new feature we’re launching here on InsideTalent that I’m really excited about. I enjoyed talking shop with one of the smartest product guys in the business, and hope you learn as much as I did from Matt aboutRead more

  According to Jobvite's 2019 benchmark report, job candidates are less willing to change jobs than ever. In 2018, the average number of candidates per open requisition was the lowest ever, at just 29 (down from 36 in 2017 and 52 in 2016).  This might seem counter-intuitive to the job-hopping free-for-all stories we've told ourselves over the last few years of this growth market. The reality is, although employers often receive a plethora of applications for many job requisitions, many highly skilled and niche positions are still a struggle to fill.  And as organizations attempt to flatten, yet still grow, more middle managers are created.  I have a theory that these managers, who often find themselves in a position where they, themselves, need to hire for difficult roles, are ill-equipped to do so. Managers end up managing because they were good at their old jobs, which often were individual contributor roles, not because they are particularly good managers.  The hope is that a high percentage of new managers will be naturally good at managing.  It would be some pretty sweet icing for those in recruiting and talent acquisition roles if those managers also turned out to be good at hiring.  But since most organizations don't give new managers much training in either managing or hiring, the odds are probably on the low side. I posited this theory to a group of recruiting experts at the recent LAX TechRecruit conference in Los Angeles.  You can listen to the conversations I had with Lou Adler, Dean Da Costa, Alan Fluhrer, and Amy Miller here.  We debated whether good leaders are born or made (or both).  We asked if "hiring managers" are even a real thing. And we discussed how best to help managers by being good partners in recruiting. You can hear the entire conversation on the podcast here.  It's a great debate. And here are the suggestions by our expert panel on how to best help hiring managers with the clearly difficult task of filling roles on their teams.

1. When opening up a new job requisition, start with these two questions:
   1) Why would a top person who's not looking want this job for non-monetary reasons?
   2) What does the person need to accomplish in the first 6-12 months to be considered a top performer in this role?  -Lou Adler, CEO, Performance-based Hiring Learning Systems
2. Working with hiring managers is best when you both respect, listen and pull towards the same goal. Being respectfully candid, and open to new ideas. -Alan Fluhrer, Talent Acquisition Manager at W.E. O'Neil Construction
3. BRING DATA. You MUST have a good sense of your pipeline, labor market data, etc. Never come to a meeting with NO information. You may only have a little, but be ready with questions to help fill in the gaps you don't know. We are expected to be the "recruiting experts" -we prove that by having and sharing information THEY DO NOT POSSESS. -Amy Miller, Senior Tech Recruiter at Google
4. Take control and have facts to back you up! -Dean Da Costa, Enterprise Sourcing Practice Lead at Lockheed Martin
5. Be a true partner.  You and the hiring manager are peers.  He or she is the expert for their team, and you are the expert in recruiting.  You should hold each other accountable.  And you should bring the level of professionalism to each search that you would expect from your most respected peers and partners. -Craig Fisher, Head of Recruiting Innovation at Allegis Global Solutions

Thanks to Stacey Broadwell, founder of TechRecruit.io for inviting me to speak at their events in 2018 and 2019.  The conversations have been stimulating and the company good. Are you a hiring manager or recruiting professional?  What are your thoughts and suggestions?  Let me know in the comments below.

https://anchor.fm/s/bbe557c/podcast/play/4424697/https%3A%2F%2Fd3ctxlq1ktw2nl.cloudfront.net%2Fproduction%2F2019-7-30%2F22085538-44100-2-14760cfb9011f.m4a According to Jobvite’s 2019 benchmark report, job candidates are less willing to change jobs than ever. In 2018, the average number of candidates per open requisition was the lowest ever, at just 29 (down from 36 in 2017 and 52 in 2016).  This might seem counter-intuitive to the job-hopping free-for-all stories we’ve told ourselvesRead more

Is Getting Work Done Your Company's Primary Focus?

A couple of weeks ago I had the pleasure of sitting down with Lorne Epstein to record an episode of his eponymous podcast.  Lorne and I dive deep into about the latest innovations in recruitment and total talent, as well as the first Twitter chat for recruiters.  We recorded this in anticipation of my appearance at the upcoming Social Recruiting Strategies Conference in Philadelphia August 6th, 7th, and 8th. I've posted some excerpts from the first part of our conversation below.  But, trust me, there's much more.  And we say “so” a lot.  So I hope you enjoy the listen.   [caption id="attachment_910" align="alignnone" width="960"] HR and recruiting tech talk with Craig Fisher on the Lorne Epstein Show.[/caption]

Welcome to another episode of the Lorne Epstein Show.  I am your host Lorne Epstein.  Today we have with us a special guest who you have seen and heard from at many recruiting events. Welcome Craig Fisher!  CF: Lorne, thanks for having me here. LE: Craig leads recruitment marketing, employment branding and recruitment innovation at Allegis Global Solutions. His digital branding methods have been adopted as best practices by many companies including LinkedIn, which is pretty cool. Craig has been listed as one of HR and recruiting’s top influencers and most engaging conference speakers. And I can say he is incredibly engaging when you hear him talk. CF: Thanks LE: How's it going? CF: It's going really well.  How are you LE: I'm very well. So, you know I don't really like starting with a plug. But I didn't know that you had your own conference in Texas.   CF: Correct. Yeah so it's the largest recruiting conference in Texas, and longest-running. LE: Since when? CF: This is our ten-year anniversary. LE: Wow. You know that's funny because I helped start recruit DC and it's our 10th year anniversary. CF: Awesome. Yeah that did happen about the same time.  So, our conference is the TalentNet Live conference.  You can get details at talentnetlive.com. LE: you know our conference is bigger.   CF Well it depends on the year.  So, we always host at an employer’s headquarters.  And depending on the size of the room that's how big our conference is. So, when we were at Capital One we had close to 300 people and when we're at Whole Foods headquarters in Austin for our spring event we can only fit about 175. Our next event is at Toyota's headquarters in Plano Texas on December 6th and we'll have between three and four hundred people for a one day event with 25 speakers and all of the original TalentNet folks from year one when we hosted at PepsiCo's Frito-Lay headquarters. LE: I wanted to ask you about what's been on your mind.  I mean there's a lot going on in recruiting as you know, you've been in the field for a while, and the space is changing. What is on your mind now - like top of mind? CF: So, this is interesting. I've been working on a product at Allegis Global Solutions.  We're a big RPO company and we've been working on a product that ties systems together from both our RPO and MSP sides of the employment business to see all your possible talent for any type of work in one view. LE: Explain what MSP means for the audience. CF: So that's a managed service provider. When you have a large organization, you might have dozens or even hundreds of staffing firms that do business with you.  They all must use a system called a VMS (a vendor management system) to put their candidates in and get their jobs from.  And then that is sometimes managed by a management company which is the MSP and that's what we do for many large companies. And we’re also the outsourced recruiting team (the RPO) for several Fortune 500 and Fortune 100 companies like Amex, MetLife, Staples, CVS and many more. This product we've been working on aggregates the data from both a VMS and an ATS (vendor management system and the applicant tracking system), plus a CRM and all of your other data stores where you might have records of, or access to, talent resources to do different kinds of work that can now be viewed in one screen, one dashboard. LE: So, what's the value of that?  Because I've never used that kind of outsourcing. CF: So, this system overlays rather than replaces any of those systems or sources. It augments. But right now, to understand what your workforce would look like for a given piece of work over the next quarter, or even the next project, you'd have to go to ten different systems to find all the people that you have access to in your organization - plus job boards, plus LinkedIn, etc. to find what your available talent pool is. This system gives you visibility into that total talent pool all in one spot. It’s called QuantumWork and launched Monday, June 24^th, 2019.  It’s very exciting.  You can check it out at https://Quantum.Work. So, you know in our space we've been talking about total talent for a long time. And that means all your available workers to get work done and that might be, you know, gig economy workers just doing bits and pieces, and might be contractors or might be full-time employees, or any combination of those.  There's just no way to visualize that all in one place - but now there is. The cool thing about it is it also shows you in a graphical representation where your talents availability is on each HR system, candidate database, and everywhere else, so you can see where your money and effort should be spent. So if you're constantly hiring this kind of worker for these kinds of projects you can plug that in against a job and the system will go find all the available people for that job – from all your available systems - and stack-rank them vs. the work you need to get done. LE: That's really interesting – and it shows you where all your talent is, in which system or repository, or job board? CF: Right LE: So, IBM did an interview with us - one of the heads of talent at IBM, and they're doing something really cool. They look within their organization for folks to replace jobs they have open. So, they'll find like a, you know, financial analyst and they know that a financial analyst has 80% of what it takes to be a blockchain developer, and they need a blockchain developer.  So they'll reach out to that person.  Again this is completely passive. And they'll get that person in that blockchain seat. That is incredibly powerful because if you think about it, it really democratized his work...

Hear for yourself how companies like IBM are focusing on internal mobility:

Check out the rest of our conversation about the future of how you can program your work strategy and get work done in the podcast.  

https://anchor.fm/s/bbe557c/podcast/play/3736113/https%3A%2F%2Fd3ctxlq1ktw2nl.cloudfront.net%2Fstaging%2F2020-02-17%2Fab9aa66f12a08c0f9829c9931540833b.m4a  Craig Fisher chats with Mike “Batman” Cohen about some of the sourcing tools in his utility belt.  His recent research compares some of today’s top sourcing, A.I. (artificial intelligence), and recruiting tools like HireTual, HiringSolved, EngageTalent, Seekout, ZapInfo, HumanPredictions, and more.  You can view the video version of this podcast on our Youtube channelRead more

OK. I get it. You’re probably tired of hearing about Millennials by now. I can’t say I blame you, if we’re being honest. But as much hiring hype as Gen Y has received in recruiting over the years, the fact is that no employer can afford to ignore a group that’s grown into about 35% of theRead more

The thing about recruiting is that it’s cyclical. This makes sense, since those cycles closely follow the same general pattern as the larger job market. When hiring is hard, as happens in a bull market, it’s because the demand for candidates generally outpaces supply – and so too does the demand for recruiters and talentRead more