Around 2009, some companies got a great idea that they would create unique job titles. Witty, right? These job titles would be ultra-unique and use hip buzzwords to differentiate their company from another company down the street with the same idea and open requisition.
Katrina spoke with students about the power of storytelling to transform best in class practices into strategies that are best for their unique hiring situation.
With COVID-19 vaccines finally rolling out to essential healthcare workers and at-risk populations, and eventually the general public, there’s a new hope for hiring in 2021. And not a moment too soon — in December 2020, the U.S. alone lost 140,000 jobs. Join #TheCandEs virtually on March 17th and 18th for two days of great speakers and sessions talking about Employer Branding, Recruitment Marketing and Targeted Sourcing in 2021.
Want to increase your job post engagement with candidates from diverse backgrounds? Sure, but how? First, we have to change the way we've always done things. Job post strategies haven't changed in the last 100+ years, leaving us with 100-year-old biases.
This hands-on presentation will provide examples of why many job postings fall flat, particularly regarding inclusion, and four ways you can refresh this content. You'll walk away with tactics to increase qualified candidate engagement by as much as 300%, and you'll reach many more qualified candidates from diverse backgrounds. Bonus: we'll show you the search strings you might be using every day that are actually making things worse.
You'll learn how to:
- Break the trends with better tactics for talking about skills and education in your job postings
- Avoid creating psychological barriers that send candidates from diverse backgrounds running away
- Recognize what works and what doesn't about your current job posts
- Hone your writing to improve response rates, including from those hard-to-find candidates and passive job seekers from diverse backgrounds
Here are a few of the subject-line lessons I learned as an email marketer to create automated candidate outreach emails that get read
Katrina Kibben joins Arena Analytics AI Ethics Advisory Board - the first of it's kind - on January 12, 2021. Arena's independent Advisory Board brings together human resources leaders and experts from academia, the technology industry, and ethics. The advisors are focused on developing thoughtful and practical guidance on managing ethical questions as Arena deploys novel technologies into the workplace and the labor market. They also seek to break down the silos between the national spheres that touch questions related to technology and workforce—academic, policy, practitioner, and scientist.
Monster and a select group of talent acquisition experts, including our own Katrina Kibben, joined an interactive webinar to explore how to conduct a brand audit, where to promote your company’s diversity and inclusion initiatives, as well as tips for unbiased recruitment writing to share with your talent acquisition teams.
One such missed opportunity is that of spotting a job’s or a company’s red flags—whether you’ll wear too many hats, feel excluded, etc. I spoke to an expert in writing job descriptions, Katrina Kibben, CEO at Three Ears Media, to identify common job description red flags that job seekers should be looking out for when searching for the next role.
If you work in the recruiting industry, that means you’re getting bombarded with ways to upgrade and update your LinkedIn profile. While the overhaul tactics are useful, most recruiters incorporate them selectively or ignore the opportunity to take them and make them their own.
Katrina talks to ERE about the fart test, how augmented writing tools can affect hiring bias, and the variables you can actually control when writing job postings.
Three Ears Media