Recruitment Marketing Practices and Their Impact on Organizational Performance

As principal analyst for Talent Acquisition at Brandon Hall Group I am really looking forward to finding out the results from our Recruitment Marketing Practices Survey. We want organizations of all sizes to share with us how they are implementing their recruitment marketing practices and technology. Many providers have developed innovative technology solutions to help organizations recruit qualified candidates externally. But to what extent are organizations implementing those technologies and are those technologies making an impact on the quality of candidates, reducing time-to-hire, and increasing new retention? shutterstock_454219495

Even more intriguing to me is the process by which organizations find quality candidates for hard-to-fill positions. Have practices really changed from the automatic posting of positions to job boards? Or are organizations moving forward with email campaigns, social media campaigns, and other strategies? And which of those practices are most used by high-performing organizations? I can’t wait to blog on this topic.

I invite all HR, Talent Acquisition, and Talent leaders and professionals to participate in this survey by clicking on this link. Your responses will be confidential and by completing the survey you will receive a summary report of the findings, an immediate download access to a recent research report: Linking Performance and Engagement Drives Key Metrics, and more.

One of the key benefits of participating in a Brandon Hall Group survey, is that the summary report can help you compare your practices to the practices of other organizations. This can be very helpful when you are looking to convey to management that your approach is on par with high-performing or similar organizations, or that you need to change your strategy, or that other organizations are using a specific technology that can help improve performance.

At Brandon Hall Group we help solve business problems and empower excellence in organizations by providing actionable insights, relevant industry data, and leading best practices from high-performing organizations. All this is done through our research. Be part of this effort and complete our Recruitment Marketing Survey. It will take less than 15 minutes to complete and you will get a research summary that could be beneficial to your organization. I look forward to reporting on the 2017 State of Recruitment Marketing Practices!

 –Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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