Talent Hubs and the Future of Sourcing

Replay of the Webinar and Downloads Coming Soon

Talent Hubs are at the center and forefront of ways to engage and build a relationship with the elusive, passive candidate. It’s important not to skip this component, as a part of your overall strategy, when driving talent from media and direct marketing tactics.

If you’re only posting to job boards, or have begun using some social and emerging media but your candidates are landing onto your corporate careers site—or worse yet—an ATS application page—you’re losing them. That’s the equivalent of a scenario on a Survivor type reality show. You’re air dropping candidates into the middle of a jungle to navigate on their own to the nearest water hole—assuming they even want water in the first place. If they’re truly passive, they’re not going to be ready to “apply” to your company (or any one else’s) when your message reaches them through passive marketing and advertising tactics.

Without critical thinking and strategy each step of the way, your best-laid plans will only cost you money, time, and brand equity.

The ability to market specific opportunities to highly-targeted audiences by delivering content relevant to their interests is just now catching up to the vision. True to the precepts of Web 2.0, Talent Hubs dedicated to “dialoguing” with the passive talent market can now measure their level of engagement with that content through robust analytics. Web analytics behind your Talent Hub allow companies to adjust specific content on-the-fly to meet the varying interests of those elusive, prospective candidates. This will give you the edge you’ll need to advance the conversation about your company and your opportunities.

On October 14, Christine Johnson-Director, Global Client Management-at Shaker Recruitment Advertising & Communications in collaboration with Lou Adler, presented “Talent Hubs and the Future of Sourcing.” Through the replay of this webinar, you will: