exaqueo's employer brand blog featuring insight from our team, industry news and trends, our research, client work and lessons learned.
Shining a spotlight on a diverse group of organizations that collectively have more than 1,200 jobs open in the United States right now.
COVID-19 took us by surprise, leaving millions and millions of people unemployed – including several of my own family members.
When you think of recruiting, do you think of sales or marketing? In my career, I’ve worked in and with marketing, sales, recruiting, and communications. As an employer brand consultant, I’ve spoken with even more departments, across industries. And what I know is that most people don’t think about
So, there’s word of a new kid on the block. Someone else moving in on your organization’s talent turf. It’s big news. It’s a very well-known company. And, they bring the promise of hundreds—perhaps thousands—of competitively paying jobs and a shiny new employment experience. Your executives are frea
Imagine if all certifications in talent acquisition were in one place. No Googling, no asking around, no scouring the depths of the Internet. The Association of Talent Acquisition and Professionals (ATAP) made that vision a reality. On November 7, the association officially launched its Talent Acqui
Recruiting can sometimes feel like a thankless job—and we know all about the time, effort, and heart that goes on behind the scenes into finding and keeping talent. Now, for the first time ever, there is a day set aside to celebrate recruiters, hiring managers, sourcers, and everyone who makes an im
For more than a decade, I worked in university recruitment -- at a Washington, D.C. area staffing firm and for one of the largest auto insurance companies in the United States. Each fall and spring semester, I’d pack up our career fair booth, ship boxes of brochures and swag (stuff we all get), and
In an era of talent shortages and skill gaps, organizations are continuing to face the same hiring challenges they did ten years ago: how to find talent that stays and performs.Trends have continued to drive potential solutions to the process, such as trying new hiring technologies, the expanding pr
Fall is sneaking up on us. Halloween decorations are hitting the grocery store shelves. And before we know it, sweaters and boots will be the daily uniform. As always, this time of year gets many people—parents, students, teachers and recruiters—thinking about back-to-school. At exaqueo, we are pass
Recruiting has fundamentally changed with the rise of the social web and technology. Candidates expect to easily access information about your company through a variety of resources, as well as more personalized communication, interaction and transparency. Candidates scrutinize your company in new w
There is a pervasive thought among technical candidates these days that the recruiters who are contacting them for opportunities haven't got a clue as to what they are doing. And, by and large, they are absolutely correct. After all, we're recruiters, and we're in a profession that has little to no
It all comes down to marketing. When a political candidate is lobbying for votes, he’s campaigning. I would argue he’s marketing. When a lawyer makes it to partner, she’s no longer practicing law, she’s marketing the firm’s services to bring in new business. When a recruiter is seeking out candidate
Most job seekers don't brag about the application process. They hate it--the black hole of recruiting, the time it takes to hear back from recruiters and the length and complication of the process. But they don't always have insight into recruiters' woes either: heavy requisition loads, corporate p
This post originally appeared on Talemetry's Blog Talemetry Today. Advertise job, receive resume, email candidate, process offer — our recruiting processes have become more transactional than ever. That’s not a bad thing! We have more tools than ever to source, track and manage candidate, and that t
I'm back at it again on HRExaminer, this time with the fabulous Lars Schmidt, director of talent acquisition for NPR. Lars and I were talking about how hard it is to be in-house with companies while so many consultants, headhunters and others look inward and wonder "why can't they do more" and "the
HR Examiner's John Sumser recently invited me to join the amazing group of folks on the Editorial Advisory Board. I'm thrilled to be in their company and to share my first post: Solving the Jobs Problem the Wrong Way. If you're in HR and/or recruiting, and you don't know John or HR Examiner, you’ve
Recently, we moved from Bethesda, MD (one side of Washington, DC) to the historic district of Old Town, Alexandria, VA (the other side of DC). My commute promptly went from 15 minutes to 45 minutes (on a very good day). But instead of driving past a few strip malls and office parks, every day on my
Attention companies: this post's for you. In September, The Conference Board predicted that salary increases for 2010 would only be 3% (lowest in 25 years). In Canada, increases are projected to be only 2.8%. Unemployment hit an all-time high in October. But manufacturers and retailers are predictin