Talentry

We’ve brought together some of the brightest marketing minds to shine a light on the techniques that will change the way that you engage with talent forever. Register now for the RecruitingCONNECT Masterclass!

On-Campus Recruitment: The early bird catches the student

AI developers, electrical engineers, computer scientists, biochemists, agricultural biologists, nurses, and lawyers are some of the professionals in short supply on the German labor market. Because this is not expected to change within the next few years, companies should start recruiting in good time. Our partner Mercer | Promerit knows how to successfully manage relationships with students and graduates.

Sourcing Talent: You need to know the candidate in order to convince them

People in highly sought-after groups such as IT experts or sales professionals, in particular, are often inundated with interchangeable job offers every day. Their reaction to such impersonal approaches – if at all – is often an annoyance. Before you proactively approach a candidate, you should know exactly how you wish to inspire them.

The journey continues: why the candidate journey does not end once the job is filled

From the job ad to the employment contract: companies that still regard the candidate journey as a start-finish race are throwing away valuable potential and slowing down their recruitment.

Alumni Programmes: You never know when you’ll meet again

“Alumni“, former “pupils” of the company is often overlooked as a target group in recruitment. Yet employers would do well by maintaining and nurturing contact with former employees, trainees, apprentices, and freelancers. They not only remain influential ambassadors for the employer brand; if the timing is right, they can also become of importance once again as candidates, with one significant …

More than a virtual intermezzo: integrate digital recruitment events into your talent management in a meaningful way.

Virtual recruitment events have been an interesting alternative for everyone involved since well before lockdown. But employers only really benefit from them once digital events have been integrated into their talent relationship management in a meaningful way.

Start small, think big: Candidate Relationship Management for Beginners

Recruitment processes that start by approaching the candidate and end with hiring them have become inefficient – regardless of how creative the content and how diverse the touchpoints. The bottom line: you end up starting from scratch again each time. Candidate relationship management, on the other hand, focuses on nurturing long-term relationships that consistently put the candidate at the very center, connect relevant HR systems, and automates processes. …

Internal Gig Economy:

Economic crises promote freelancing and project work – that has always been the case. But even regardless of pandemic circumstances, the gig economy is on the rise. The concept can also be applied to the internal talent market. Here we explain how companies can benefit from an Internal Gig Economy not only in times of crisis but in the long …

Internal Recruitment: “The key issue is the mindset”

Internal mobility has been identified as one of the most important trends in people management. In reality, however, the transfer of internal know-how and the promotion of high performers remain stuck in a quagmire of stubborn reservations. Only with the right mindset and smart technology as an enabler can companies exploit the full potential of a functioning internal job market.

Team Incentives: Strengthening motivation and cohesion through gamification

Referral programs such as Talentry’s Employee Referrals are among the most promising measures in HR because, through the gamification approach, they have a positive effect not only on recruitment but also on employer branding and employee retention. Team incentives are particularly popular in this respect. In times of mandatory social distancing, they can a valuable motivational aid.

Saving in the right places with proactive sourcing

Candidate sourcing is like any good relationship: it needs nurturing. If both sides are to benefit, it requires attention, appreciation, and constant exchange. This however costs a lot of time and, as we know, money. It is an issue that still makes companies reluctant to use proactive sourcing in the sense of serious relationship management between employer and candidate. But with the right technology, optimization potential …

Get to know our partners: SmartRecruiters

Seamless integration with complementary technology is one of our major goals to deliver a first-class user experience to our customers and their talents alike. This is why Talentry is partnering with market-leading vendors we are introducing to you in this new interview series. Our kick-off partner: SmartRecruiters. Our interview partner: Stanislaw Wasowicz, Regional Director Alliances EMEA at SmartRecruiters.

Recruit like a Marketer: Why you need personas – and how you get there

We all agree that the first step to attracting the right type of talent is knowing your target group. Marketers have been dealing with this challenge for ages – which is why recruiters can benefit a lot from their expertise. And why we have invited Adele Revella, author of the best-selling book Buyer Personas and founder of the Buying Persona …

Employee communication: getting the internal message across

Many of our customers have approached us in recent months and emphasized how difficult it is to keep their employees adequately informed via existing communication channels (such as the classic intranet or email). After all, this is where various departments and stakeholders compete for the attention of employees with their current issues. The intranet in particular often resembles a melting pot for corporate content of all kinds. And …

Internal Mobility: How to Use Your Employees as Promising Sources of Talent

Internal recruitment may be one of this year’s key HR trends, but it often fails due to common mistakes: a lack of coordination, no structures, and little transparency. With an internal job board and easy, discrete ways to apply, you can encourage your employees to follow individual career paths, improve staff retention, and benefit from recruitment that is both fast …

Cultural Fit and the Talent Pool

If there are no urgent vacancies to fill, companies also tend to do without employee referrals. But these recommended applicants, in particular, can be a good cultural fit and valuable addition to your own talent pool. When required, recruiters can then quickly contact these suitable candidates directly, without first having to incur significant time and cost in advertising the job. …

Why TA needs a new game plan…

No doubt many of you are now asking: what does an HR professional know about football and game plans? I was 10 years old when football fever gripped me; and, some years later, I’ve now made it into the Bavarian Women’s League with my local club in south-east Germany. During this time, I’ve also followed the success story of Borussia …

It’s the candidate experience, stupid!

Historically, the vacancy has been in the driving seat in identifying suitable candidates. As the recruiting world has evolved, so has the perception of the candidate with the emphasis on placing the candidate first now critical.

Recruitment and Employer Branding: Opportunities in Times of a Pandemic

HR is currently facing particular challenges. At Talentry, we have also closed our office – all staff is currently working from home. Thanks to the many digital collaboration tools such as OneDrive, Slack, and Zoom – for file sharing even when working from home, group chats and video conferences – as well as flexible working hours, virtual working is already …

How to make recruitment everyone’s business

I’ve been a Liverpool FC supporter since the early 1980s. As with any Football Club, there are highs and lows. Right now, we’re experiencing a significant number of highs. Top of the premier league, European and World champions, Liverpool owes a lot to Manager Jürgen Klopp. Many say his approach toward player recruitment is one of the main reasons behind …

Why Candidate Relationship Management is the key to GDPR compliance

Many recruiting organizations are still struggling to achieve full compliance with the General Data Protection Regulation (GDPR). It doesn’t come as a great surprise as their fragmented recruiting systems are preventing good governance, and dashing all hope of achieving full tracking.

The Evolution of Employee Referrals

Employee (social) advocacy is a hot topic in recruiting–but some people are questioning its efficacy. Does it really improve candidate quality and boost diversity? I think the answer is a resounding “yes”. And it’s all down to evolution.

ATS vs CRM – and how not to get lost in those recruiting acronyms

Most HR organizations I have worked with are moving away from “post and pray” and towards a more proactive, candidate-centered recruitment strategy. They are also considering additional software to support this journey – including a Candidate Relationship Management (CRM) platform to accommodate the rising complexity of recruitment marketing and candidate nurturing activities. But purchasing a CRM raises a lot of …

Hiring software developers: strategies and Talentry best practices

Whenever I talk to recruiters or HR professionals from my network about the challenges of modern tech recruiting, they always reach the same conclusion: “Traditional, reactive recruiting is history. Be proactive and creative! Build relationships and candidate networks with (mostly) passive candidates!”

Does your recruitment team have the software tools it needs?

According to Capterra, 75% of hiring and talent managers use recruiting software and/or applicant tracking software when hiring. Chances are you are one of them. But are you using the right tool? The market for recruitment software is growing by count, diversity, and approach—and each year Josh Bersin publishes new trends in the HR tech world. But is this the …

Success stories — meet the leaders in digital employee advocacy

This is the last of three blogs about employee advocacy and recruiting. Part 1 addressed the concept of employee advocacy. Part 2 explained how technology enhances it. Now, part 3 takes a look at some outstanding success stories.

Omni-channel experience in the talent world

As consumers of a new product or service, we expect the buying experience to be positive and engaging at every touchpoint. We want a webchat to segue seamlessly to a contact center agent before being concluded in store. We get terribly frustrated if we have to ‘describe the want’ again and again, at each stage of the journey.

Gamification for more referrals

How do you keep employee referral programs alive? Many fizzle out pretty quickly because employees are often not sufficiently motivated to share jobs in their network over the long term. The easiest route to success: the so-called gamification approach.

Inbound vs. Outbound Recruiting

What’s the difference and is one better than the other? Would you rather attract talent with SEO-optimized content or write to them directly on LinkedIn? Would it be better to focus on the pull effect of brand ambassadors in social media or invest the money in job ads?

Tech to the rescue – how digital can enhance employee advocacy

Last week we were digging into employee advocacy, explaining its power as a recruitment tool in today’s markets. This week it’s time to take a look at how digital technologies can help make employee advocacy even more powerful.

Trusted voices – the key to a great recruitment strategy

This is the first of three blogs about the foundation of employee advocacy (Part 1), how technology can enhance advocacy programs (Part 2), and how it all works out in practice (Part 3). Are you paying recruitment agencies a premium and still not finding the talent you need? Are your traditional recruiting challenges losing impact? Are you attempting to create …

Goodbye, Recruiting Funnel!

Every recruitment team has one. The much-loved Recruiting Funnel has accompanied us to many board presentations, greets us from office walls in the morning, and shows us the hard-won success of our recruiting efforts on a dashboard in the evening. That’s why what I’m about to say could be a bit painful for many recruiters and employer branding experts.

Sales strategies for recruiting:

“You work in sales?” When I tell friends about my job, they often raise their eyebrows. Sales have a certain image, and it’s not always positive. The vacuum cleaner representative sends his regards, that sort of thing. Why then should recruiting, of all activities, look to sales for inspiration? Because outside perceptions are not necessarily accurate. In fact, some sales …

Employee referrals: A global trend

From pushchairs to universities, restaurants to banks, the opinions, and recommendations of friends and colleagues matter to us. And it’s a similar story when it comes to employers. In fact, employee referrals are becoming a way of life globally—through with significant local differences, as a new white paper explains.