VoiceFirst Tech is where we're heading folks. 

You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Instagram @Hashtagrecruiter

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

Inversions and sub-ultra low employment - What does it mean for you as a Recruiter in the coming years. 

You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

Keep your eye on the ball. If you don't you're going to miss your shot. How will your Recruiting business change and become nimble in the coming years as the landscape, talent pool and world of work change between now and 2030? Consider the talent pool of 2030.

75% of the workforce in 2030 will be made up of Generation Y with the remainder being Generation Z and the remaining Generation Xer's. 

Hey, if you find this podcast helpful and valuable and you think your peers might enjoy it as well then I would love it if you’d share with your network and on LinkedIN. I started this to add value and the more people that hear it the more I hope I’m helping other people. 

You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

Sources:

https://www.mckinsey.com/featured-insights/future-of-work/jobs-lost-jobs-gained-what-the-future-of-work-will-mean-for-jobs-skills-and-wages

http://reports.weforum.org/future-of-jobs-2016/chapter-1-the-future-of-jobs-and-skills/

On todays episode we discuss my world of executive search and how we need to be thinking about the future of work and how that will change the game for us. 

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Hey, if you find this podcast helpful and valuable and you think your peers might enjoy it as well then I would love it if you’d share with your network and on LinkedIN. I started this to add value and the more people that hear it the more I hope I’m helping other people. 

You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

We have to do more than just sell a candidate on a job we must start advocating for our clients and internal customers. In the coming future this will become even more crucial.

You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

Candidate Experience in 3 Easy Steps:

           Engage

          Simpligy

         Communicate

You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

If your organizations product, service or "job" is the same as all of the other comptitors in your industry then this means that no one is paying attention to you. You are invisible. You can not simply rely on your "job opening", benefits, PTO, Medical or Dental or even a unique benefit to capture the attention of the masses. You have to stand out.

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You can follow me on:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

Job seekers look to an average of 10 to 12 sources (Google & Inmar) and 7 to 8 reviews before they make a decision to apply (Glassdoor). No one simply just goes to a job board, LinkedIN or a referral anymore. They go to those three and about 5+ other places along the candidate journey. 

The old single source of hire or apply is actually the last source a candidate touched before appling to there job.

You have to go all in on your EVP or Employment Value Proposition. Determine what it is  your company does best and focus there and track how and where you’re communicating with that group of people.

Without tracking source of influence, you’ll never know where you really reach the total candidate pool and that includes active and passive Candidates.

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Where to find me:

LinkedIN https://www.linkedin.com/in/jgordoncollier/

Twitter - @HASHtagrecruitr

Pipleline Search Solutions https://pipelinesearchsolutions.wordpress.com/

You can also see what I’m up to on Amazon Alexa by adding the Flash Briefing “The Pipeline Search Post”

Be the "Purple Cow" (Seth Godin). Do not pawn off your responsibilities on to other people within your organization. Put yourself on the front lines of your hiring manager or clients business. 

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Remember to subscribe, rate and comment on the podcast you just heard wherever you listen to the quotely podcast. And remember you can also follow me on:

 Twitter: @HASHtagrecruitr

https://www.linkedin.com/in/jgordoncollier/

Pipleline Search Solutions

https://pipelinesearchsolutions.wordpress.com/

Staying ahead of the game

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You can follow me on LinkedIN at 

https://www.linkedin.com/in/jgordoncollier/

Pipleline Search Solutions

https://pipelinesearchsolutions.wordpress.com/