Hire Learning (.io) @HireLearning_io
Hire Learning improves recruiting and sales prospecting through advanced data analytics + hyper-targeted marketing. hirelearning.io Boston, MA Joined April 2018-
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The most-effective #recruiters apply best-in-class marketing principles to the #talent funnel, allowing firms to nurture a brand-aware candidate pipeline. Here's how we do it. buff.ly/2PYfN0U
Why is #HR addicted to contingent #recruiting? Is there a smarter approach? buff.ly/2MrkVwi
Sick of the 15-20% response rates to #recruiting outreach? buff.ly/2w5n3Qc
Why #consulting #whitepapers are unlikely to generate your next client buff.ly/2LmvJHy
A downside of contingent #recruiting: all outreach to candidates is masked, limiting opportunities of your brand--not just your job--getting in front of relevant folks buff.ly/2MrkVwi
If response rates are low to qualified candidates for an open role, it may be time to #RecruitLikeAMarketingAgency buff.ly/2KO68XC
In a recent report, @databoxHQ polled dozens of marketers that were getting double-digit response rates to their prospecting emails. Hire Learning was included in this report. Here's what we (and others) are doing: databox.com/get-double-dig…
Creativity & horsepower would be much better applied to #engaging with candidates and prospects rather than identifying them. Learn how analytics can #Automate intuition, freeing up your time to do what you do best buff.ly/2KO68XC
One major downside of contingent #recruiting: the recruiting company retains info on all candidates that have been pre-qualified for a role except the select few that are introduced to the hiring firm buff.ly/2MrkVwi
#Recruit like a marketing agency: leveragiea multi-channel approach that highlights a hiring company’s culture, history, and differentiators, not just open roles buff.ly/2MrkVwi
Aside from a successful contingent #recruiting effort being expensive over time, there are other downsides firms should consider before leveraging a contingent recruiting partner buff.ly/2MrkVwi
Having #AI learn from human judgments to further refine the universe of likely candidates or buyers in a few hours certainly is a better use of time than having your team #prospect or #source those universes in days/weeks buff.ly/2m9qiS2
#Recruit smarter, not harder, with data science buff.ly/2KO68XC
There is a more collaborative model on which more #talent acquisition partnerships should be built --> why it's important to #recruit like a marketing agency buff.ly/2MrkVwi
Contingent #recruiting may appear great b/c 1) risk & responsibility is shifted from internal HR to 3rd parties and 2) the hiring team pays $0 if an ideal candidate isn't found, but there are downsides to consider buff.ly/2MrkVwi
If #LinkedIn is your tool to identify qualified resources, you don’t have to click through profiles one-by-one to find your ideal candidate or buyer buff.ly/2KO68XC
Smart #hiring orgs will realize that – irrespective of the outcome of any one search – #recruiting efforts should result in nurturing their brands to qualified candidates buff.ly/2MrkVwi
Why contingent #recruiting is not in the best long-term interest of an org with a long-term hiring horizon buff.ly/2MrkVwi
No amount of social media ads can deliver the brand equity of a Google or a McKinsey, but if it can improve the effectiveness of outreach, your recruiting or inside sales team will spend more valuable time on engagement and less on outreach buff.ly/2w5n3Qc
Automate intuition & limit monotony; how to #source faster and #prospect smarter using analytics & data science buff.ly/2KO68XC
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