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Brand New, Unread Copy in Perfect Condition. A+ Customer Service! Summary: ATTN: RECRUITERS, SOURCERS, TALENT ACQUISITION MANAGERS and HR LEADERSHIP!There is talent out there. Good talent. Talent you desperately want to hire but, guess what? They are hiding from you, do not have their resumes posted online or are rarely open to new opportunities. So, how do you reach people like that? You get them to come to you. How? Content. That's what this book is about. In this follow-up to his book, "Resume Forensics," Jim Stroud discusses a marketing approach to sourcing passive candidates. Although boolean search string and keyword strategies are explored, this piece delves more into attracting candidates via a psychology and personalization methodology.SOME OF THE IDEAS AND STRATEGIES INCLUDED IN THIS WORK ARE: # Content is the new sourcing and that is good for recruiting. # Content is the new sourcing and that is bad for recruiting. # Some people do not want to be found by recruiters and here is the proof. # How to attract the people you want to hire while outfoxing your competition at the same time. # How to find quality content to share with your audience # Lots and lots of strategies for developing content when you don't have the time to do so # How to gauge your employment brand # How to monitor your competition's employment brand # How to make your sourcing team more efficient # How to engage passive candidates so they'll call you back # What to do with the people you do not hire RECRUITERS & SOURCERS: If you search for talent that is online, you risk bombarding the same candidates your competition is trying to recruit. However, if you can manage to lure them to you then there is less competition and you are speaking to those you most want to hire. TALENT ACQUISITION MANAGERS: If your recruiting team is solely focused on reacting to the needs of your clients, you are missing out on the "A" players trying their best to ignore you. The strategies herein make a compelling argument on why a proactive strategy is best for long-term and continued recruitment success. HR LEADERSHIP: Sourcing is not wholly separate from marketing. Ideally, it is an extension of it. Read this book and see why you should be marrying the recruitment function to your marketing team. Implement the ideas herein and gain a strategic advantage over your business rivals. Buchnummer des Verkäufers

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Inhaltsangabe: ATTN: RECRUITERS, SOURCERS, TALENT ACQUISITION MANAGERS and HR LEADERSHIP! There is talent out there. Good talent. Talent you desperately want to hire but, guess what? They are hiding from you, do not have their resumes posted online or are rarely open to new opportunities. So, how do you reach people like that? You get them to come to you. How? Content. That?s what this book is about. In this follow-up to his book, ?Resume Forensics,? Jim Stroud discusses a marketing approach to sourcing passive candidates. Although boolean search string and keyword strategies are explored, this piece delves more into attracting candidates via a psychology and personalization methodology. SOME OF THE IDEAS AND STRATEGIES INCLUDED IN THIS WORK ARE: # Content is the new sourcing and that is good for recruiting. # Content is the new sourcing and that is bad for recruiting. # Some people do not want to be found by recruiters and here is the proof. # How to attract the people you want to hire while outfoxing your competition at the same time. # How to find quality content to share with your audience # Lots and lots of strategies for developing content when you don?t have the time to do so # How to gauge your employment brand # How to monitor your competition's employment brand # How to make your sourcing team more efficient # How to engage passive candidates so they?ll call you back # What to do with the people you do not hire RECRUITERS & SOURCERS: If you search for talent that is online, you risk bombarding the same candidates your competition is trying to recruit. However, if you can manage to lure them to you then there is less competition and you are speaking to those you most want to hire. TALENT ACQUISITION MANAGERS: If your recruiting team is solely focused on reacting to the needs of your clients, you are missing out on the ?A? players trying their best to ignore you. The strategies herein make a compelling argument on why a proactive strategy is best for long-term and continued recruitment success. HR LEADERSHIP: Sourcing is not wholly separate from marketing. Ideally, it is an extension of it. Read this book and see why you should be marrying the recruitment function to your marketing team. Implement the ideas herein and gain a strategic advantage over your business rivals.

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Buchbeschreibung CreateSpace Independent Publishing Platform. Paperback. Buchzustand: New. This item is printed on demand. Paperback. 102 pages. Dimensions: 9.0in. x 6.0in. x 0.4in.ATTN: RECRUITERS, SOURCERS, TALENT ACQUISITION MANAGERS and HR LEADERSHIP! There is talent out there. Good talent. Talent you desperately want to hire but, guess what They are hiding from you, do not have their resumes posted online or are rarely open to new opportunities. So, how do you reach people like that You get them to come to you. How Content. Thats what this book is about. In this follow-up to his book, Resume Forensics, Jim Stroud discusses a marketing approach to sourcing passive candidates. Although boolean search string and keyword strategies are explored, this piece delves more into attracting candidates via a psychology and personalization methodology. SOME OF THE IDEAS AND STRATEGIES INCLUDED IN THIS WORK ARE: Content is the new sourcing and that is good for recruiting. Content is the new sourcing and that is bad for recruiting. Some people do not want to be found by recruiters and here is the proof. How to attract the people you want to hire while outfoxing your competition at the same time. How to find quality content to share with your audience Lots and lots of strategies for developing content when you dont have the time to do so How to gauge your employment brand How to monitor your competitions employment brand How to make your sourcing team more efficient How to engage passive candidates so theyll call you back What to do with the people you do not hire RECRUITERS and SOURCERS: If you search for talent that is online, you risk bombarding the same candidates your competition is trying to recruit. However, if you can manage to lure them to you then there is less competition and you are speaking to those you most want to hire. TALENT ACQUISITION MANAGERS: If your recruiting team is solely focused on reacting to the needs of your clients, you are missing out on the A players trying their best to ignore you. The strategies herein make a compelling argument on why a proactive strategy is best for long-term and continued recruitment success. HR LEADERSHIP: Sourcing is not wholly separate from marketing. Ideally, it is an extension of it. Read this book and see why you should be marrying the recruitment function to your marketing team. Implement the ideas herein and gain a strategic advantage over your business rivals. This item ships from La Vergne,TN. Paperback. Buchnummer des Verkäufers 9781496100597

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Buchbeschreibung Createspace Independent Publishing Platform, United States, 2014. Paperback. Buchzustand: New. 228 x 152 mm. Language: English . Brand New Book ***** Print on Demand *****.ATTN: RECRUITERS, SOURCERS, TALENT ACQUISITION MANAGERS and HR LEADERSHIP! There is talent out there. Good talent. Talent you desperately want to hire but, guess what? They are hiding from you, do not have their resumes posted online or are rarely open to new opportunities. So, how do you reach people like that? You get them to come to you. How? Content. That s what this book is about. In this follow-up to his book, Resume Forensics, Jim Stroud discusses a marketing approach to sourcing passive candidates. Although boolean search string and keyword strategies are explored, this piece delves more into attracting candidates via a psychology and personalization methodology. SOME OF THE IDEAS AND STRATEGIES INCLUDED IN THIS WORK ARE: # Content is the new sourcing and that is good for recruiting. # Content is the new sourcing and that is bad for recruiting. # Some people do not want to be found by recruiters and here is the proof. # How to attract the people you want to hire while outfoxing your competition at the same time. # How to find quality content to share with your audience # Lots and lots of strategies for developing content when you don t have the time to do so # How to gauge your employment brand # How to monitor your competition s employment brand # How to make your sourcing team more efficient # How to engage passive candidates so they ll call you back # What to do with the people you do not hire RECRUITERS SOURCERS: If you search for talent that is online, you risk bombarding the same candidates your competition is trying to recruit. However, if you can manage to lure them to you then there is less competition and you are speaking to those you most want to hire. TALENT ACQUISITION MANAGERS: If your recruiting team is solely focused on reacting to the needs of your clients, you are missing out on the A players trying their best to ignore you. The strategies herein make a compelling argument on why a proactive strategy is best for long-term and continued recruitment success. HR LEADERSHIP: Sourcing is not wholly separate from marketing. Ideally, it is an extension of it. Read this book and see why you should be marrying the recruitment function to your marketing team. Implement the ideas herein and gain a strategic advantage over your business rivals. Buchnummer des Verkäufers APC9781496100597

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Buchbeschreibung Createspace Independent Publishing Platform, United States, 2014. Paperback. Buchzustand: New. 228 x 152 mm. Language: English . Brand New Book ***** Print on Demand *****. ATTN: RECRUITERS, SOURCERS, TALENT ACQUISITION MANAGERS and HR LEADERSHIP! There is talent out there. Good talent. Talent you desperately want to hire but, guess what? They are hiding from you, do not have their resumes posted online or are rarely open to new opportunities. So, how do you reach people like that? You get them to come to you. How? Content. That s what this book is about. In this follow-up to his book, Resume Forensics, Jim Stroud discusses a marketing approach to sourcing passive candidates. Although boolean search string and keyword strategies are explored, this piece delves more into attracting candidates via a psychology and personalization methodology. SOME OF THE IDEAS AND STRATEGIES INCLUDED IN THIS WORK ARE: # Content is the new sourcing and that is good for recruiting. # Content is the new sourcing and that is bad for recruiting. # Some people do not want to be found by recruiters and here is the proof. # How to attract the people you want to hire while outfoxing your competition at the same time. # How to find quality content to share with your audience # Lots and lots of strategies for developing content when you don t have the time to do so # How to gauge your employment brand # How to monitor your competition s employment brand # How to make your sourcing team more efficient # How to engage passive candidates so they ll call you back # What to do with the people you do not hire RECRUITERS SOURCERS: If you search for talent that is online, you risk bombarding the same candidates your competition is trying to recruit. However, if you can manage to lure them to you then there is less competition and you are speaking to those you most want to hire. TALENT ACQUISITION MANAGERS: If your recruiting team is solely focused on reacting to the needs of your clients, you are missing out on the A players trying their best to ignore you. The strategies herein make a compelling argument on why a proactive strategy is best for long-term and continued recruitment success. HR LEADERSHIP: Sourcing is not wholly separate from marketing. Ideally, it is an extension of it. Read this book and see why you should be marrying the recruitment function to your marketing team. Implement the ideas herein and gain a strategic advantage over your business rivals. Buchnummer des Verkäufers APC9781496100597

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Buchbeschreibung Buchzustand: Brand New. Book Condition: Brand New. Buchnummer des Verkäufers 97814961005971.0

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