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Matt Charney: “Me Too” Messaging Does Not Attract People to Join Your Company

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It all comes down to your messaging in everything from your job descriptions to how you contact people. Today we are tackling this issue!

Today's Quote:

"Words empty as the wind, are best left unsaid" -Homer

The problems with messaging, specific to recruiting

  • Hard part is getting a response
  • How to not be boring
  • *** Messaging.
  • Pure copyrighting... translating HR speak into people speak
  • Getting your message right
  • Job Descriptions are taken from compensation documents - messaging is not getting people to convert
    • why?
  • Positioning
    • zig when everyone else zags. learning agility.
  • Move in the opposite direction
  • Key is getting someone to opt in to communication.
  • Client: the two most effective searches were billboards & radio.
  • Another was linkedin.

    • Framework for fixing your messaging

    • Marketing perspective
  • Turn hr speak to plain English.
  • Targeted messaging.  *** 1 shot to attract a person.
    • crafting 121 communications.
  • Headline & lead matter most... read the first 140 characters.
  • Topic header- Twitter
  • Text messaging - sms automation tools!
  • Use of Humor
  • ***Opening a wound
  • Performance metrics
  • The actual content of the work (Uniqueness)
  • Call to Action
  • Pick up the phone and call- differentiator!
  • Managed perception on both side
  • Tools: Spokeo, Icims, text recruit
  • Takeaway- volume is not a good thing.
    • Talent trends are real

    Matt Charney is the Executive Editor and Partner for Recruiting Daily and the Chief Content Officer at Allegis Global Solutions, the largest staffing and recruiting firm in North America. Matt focuses on the intersection of human capital and technology; his blog, Snark Attack, was named one of the top 20 business blogs in the world by WordPress, and his work has appeared in publications such as The Wall Street Journal, Wired.com, The Harvard Business Review, Outsourcing Magazine, HR Magazine.



     

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