Did you miss this week’s broadcast of SAP Radio? No worries, the live show is available on demand for your listening pleasure here. Today’s panel discussed “Finding the Right Talent: Recruiting Best Practices”. Panelists Included:
- Herb Greenberg, CEO and Founder of Caliper
- David ‘Selly’ Selinger, CEO and Co-Founder of RichRelevance
- Kris Dunn, Editor of the blogs Fistful of Talent and HR Capitalist, and Partner at Kenetix
- Will Staney, Director of Recruiting and Strategic Programs at SuccessFactors, an SAP company
About Herb Greenberg (@CaliperCrop)
Herb believes that “in life – as well as in business – we’d be much more successful if we judge people in terms of who they are, instead of what they may have done in the past.” In his 50 years of experience Herb, has found that hiring primarily based on experience is often a major mistake. Herb advocates for job matching, in his opinion, the best insurance policy for hiring success. Time and time again Herb has seen that by matching personalities with the functions of a job, employees are more satisfied, feel more valued, and will stay longer at a company as they are in roles that play to their strengths.
About David ‘Selly’ Selinger (@daveselinger)
David believes that “the business war of the 21st century will be fought then won or lost solely on the battlefield of talent.” Selly transformed the way he recruits for his company by utilizing the principles of marketing, focusing his efforts on defining the brand, measuring the every step of the candidate experience using metrics and sourcing candidates’ cost effectively. Through executing multiple internal and external MeetUps per month, a 4-month multi-faceted outdoor and Pandora advertising campaign, and monthly happy hours, in one quarter the traffic to Selly’s careers/open positions page increased by 424%.
About Kris Dunn (@kris_dunn)
Kris believes that transparency and authenticity is the best competitive advantage that’s available to all companies, but less than a 1% actually do it at all. Thus Kris has found that candidate trust is at an all-time low related to the companies that are trying to attract them. Kris feels that ability to innovate, drive change and add true value separates drones from hires that truly drive results. Kris believes that it is well worth it for companies to use assessments to gauge a candidate’s ability to innovate.
About Will Staney (@willstaney)
Will believes in the importance of leveraging the corporate brand to enhance the employer brand. Will feels that the recruiting industry is changing from utilizing an inherently automated process to being driven by the business results as companies are moving from “silo’ed recruiting” to “integrated recruiting.” Will believes that “companies need a multi-channel marketing strategy for their jobs that uses analytics to measure the effectiveness of those channels so they can adjust their strategy in real time.”
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