You have about 14 seconds to grab a candidate’s attention with your job posts. But the uncomfortable truth is, many job posts are not worth a second glance.
“People are straight up guessing,” says Katrina Kibben, CEO and founder of Three Ears Media. “We have never been taught how to write job postings. Honestly, most of us have never been handed a decent example.”
Katrina’s company is dedicated to helping recruiters write better job posts. After spending years helping Fortune 100 firms shape their brand content, she decided that every company deserves the tools to tell their story in a way that connects with candidates in a more human way.
“There are few things we can control when it comes to hiring,” Katrina says. “But the one thing we can control is how we ask.”
Read more on the LinkedIn Talent Blog here.
Get some quick advice on writing better job posts from Katrina Kibben on the New Yawk HR show.
Here are 100 individuals who have shaped the world of HR technology—and are helping to determine its future.
Employees themselves can be an excellent source of recruitment-marketing content, says consultant Katrina Kibben.
“There’s a lot you could share from every department in your company that would be super-interesting to your hiring demographic,” she says. “You wouldn’t be giving away trade secrets, and you’d attract a whole lot of people.”
Candidates want to be “enchanted” with the idea of working on a particular team, says Kibben. This can be addressed via short questionnaires filled out by employees, such as “I’m excited to come to work every morning because of ‘fill-in-the-blank,’ ” she says.
“Videos, blog posts and social media posts that profile company leaders, or show what a day in the life at the company is like, can be used as a starting point to build engagement with your talent network,” says Michelle Armer, chief people officer at CareerBuilder.
Candidates are especially interested in information that’s useful, says Kibben. This can include emails offering helpful tips on preparing for an interview, she says.
Dawn Burke brings new online training and workplace solutions offering to Three Ears Media
BOULDER, January 29, 2019 -- HR veteran and industry thought leader Dawn Burke has joined Three Ears Media as COO and Partner. With the addition of Dawn, Three Ears Media will expand its offering to help hiring teams redefine their hiring cultures and improve end to end candidate experience with training, candidate experience assessments and custom strategy creation. In addition, she will help companies identify, understand and strategically leverage their overall corporate cultures to differentiate from their competition.
Dawn brings practical, real-world experience that will give Three Ears Media client a unique advantage. “This is an exciting opportunity to change the way our clients build their corporate cultures and hiring culture - from the moment of candidate click on a careers page all the way to on-boarding. I’m looking forward to growing the Three Ears Media team and offering,” said Burke.
Dawn will immediately be joining the team and launching the following offerings.
To book services and custom training with Dawn or the rest of the Three Ears Media team, go to https://www.threeearsmedia.com/contact.html
About Three Ears Media
Three Ears Media, founded in 2018 and led by Dawn Burke and Katrina Kibben, helps modern talent leaders redefine and evolve their hiring culture to build better teams and make better hires. Through training, candidate experience assessments and custom strategy creation, they have helped over 30 companies create compelling candidate experiences and strategic content to attract highly qualified talent in a tight labor market. To learn more go to ThreeEarsMedia.com.
“Just go get a client.” Dawn Burke, innovative human resources professional turned consultant shares her journey from corporate life to consulting. She discusses how she didn’t initially self-identify as an entrepreneur, the need to do business bigger than herself, taking time to think and breathe, and the importance of admitting what you’re failing at.
Dawn Burke never thought HR would be her career. After tiring of the irregular schedule that comes with working in retail management, she decided to make a change – and eventually rose from administrative assistant to director of HR. After a decade at one company, she accepted a VP of people role at a tech organization in Birmingham, Ala.
About 18 months ago, Dawn began her own consulting business, where she teaches people about modern HR practices and how to work in a more human way.
"The way you tell a story matters."
Katrina Kibben discusses the importance of good writing for increasing the quality of responses – whether for recruiting new employees or marketing products and services. She also shares two key approaches for entrepreneurial success, the importance of evolving the vision for the business, and two big downsides to venturing on your own.
In this tight job market, companies are being forced to approach the candidate experience in a new way.
Katrina Kibben, CEO and founder of Three Ears Media, which seeks to help brands improve the candidate experience, explains it this way: “Right now the candidate experience is like a one-way mirror, where all these candidates are walking by the glass. You're seeing them, but they aren't seeing you.”
To compete for top talent, especially in industries like healthcare with significant shortages of qualified candidates, employers need a different approach — a more open approach that connects with candidates in a real way. That human connection is crucial to compete for top healthcare talent.
Here’s how healthcare organizations can put the human element back in their recruiting process.
CEO, Katrina Kibben, was recently mentioned in an article on Forbes. Here's a snippet of the article:
"...as Kibben notes, AI is not a panacea. It should be a strategic complement to the human aspects of the process, including the one element that will likely always rest with people—deciding, or not, to make the hire."