You have a trained hiring operation.

[Arzina699]

Many people think that they always have to publish new content. The result is that in the summer, due to lack of time, no or less content is created and published. Because of the holidays, this is often on the back burner anyway. That is a shame, because during the year you often have created all kinds of content that you can easily reuse during the summer. Below you will find three ways to do this:

1. Create micro-content
Cut your content into small pieces. There are personal brands like Gary Vee and Richard Branson who do this in a smart way. For example, Richard Branson publishes 'previously made photos' on his timeline. Sometimes with a quote or a short piece of text.





Unlike a normal article, this is an interactive piece. After all, it is about ideas that I (we) like to share with the rest of the world. This article is about innovation in recruitment, trends that may or may not break through and ideas to improve your recruitment operation. Recruitment is an absolute top sport in this market, so share knowledge!

[Update 11-30-2018: I have received input from the crowd , thank you very much! It has been added to the text.]

Before you start with recruitment innovation, your recruitment foundation must literally be rock solid.

The foundation of recruitment
Just to refresh your memory, what do we mean by 'the recruitment foundation'? This is my formula:

1. You have a crystal clear recruitment strategy.
2. You have a clear employer value proposition , employer brand and
labour market communication plan.
3. You have a converting 'Work at' site.
4. You have the best recruiters.


You can read more about the recruitment foundation in this article that I previously wrote for Frankwatching. If you don't have your recruitment foundation ready (yet) then don't bother with innovation or wild ideas. The foundation must be in place first. You don't start cycling before you can walk.

Innovations & trends in recruitment
For convenience, I divide all innovations and korea telegram data trends in recruitment and ideas about the field into three categories:




Vision
Technology
Marketing
1. Vision
In my opinion, most companies look at recruitment the wrong way. People who know me have heard this story a hundred times. They can safely skip this part.

Don't look for an ICT sales manager if you are looking for an ICT sales manager!

What do I mean by the above? Suppose a company is looking for a sales manager in ICT. What do 95 percent of all organizations do? Create a vacancy profile that explicitly asks for someone with at least two years of experience in a similar position as a sales manager in ICT. What is wrong with this approach? Just about everything.