For the past decade, I’ve worked in business development for media companies, the bulk of which was spent with a Recruitment Marketing Media outlet based in New England. During my tenure, our site outperformed Monster and Hot Jobs Combined (interesting considering the subsequent merger of HotJobs and Monster), and doubled the performance of CareerBuilder, in terms of state-specific traffic, volume of advertisers, and year over year growth. My path also lead to deep research into Employer Branding as a business initiative, and the impact on this area to overall organizational success, having written and delivered a number of HRCI-certified seminars and workshops related to Employer Branding, Staffing Management, and Recruitment Marketing.
I’ve also had the opportunity to spend a few years devoted to outreach and education in the recruitment space, having developed the largest employment-related event marketing program in New England and the Gulf Coast markets, where outreach efforts included training and outreach for both job seekers and employers. Through these programs, I had an opportunity to speak face to face with thousands of job seekers from all walks of life, hearing their frustrations, fears, hopes, and desires in the realm of job hunting. I’ve also had the good fortune to engage with hundreds (maybe thousands) of employers directly in a frank and candid way to hear about the issues facing them with respect to the hiring, employee retention and engagement, and the labor market in general.
I started this blog with the idea of sharing the volumes of qualitative data I was collecting. Data that didn’t fit nicely into any report. Data that when viewed as a whole, provided an amazing perspective for the issues facing both employers and job seekers with respect to the job hunting and recruiting paradigm. Over the past several years, however, my focus has turned more toward the strategies, business processes, and mechanisms/technologies that inhabit the talent management ecosystem.
Very recently, I was able to join an organization that I have respected and admired for many years, the Bernard Hodes Group, where I am able to put to work my passion and experience with Employer Branding to work. We focus on the entire Talent Lifecycle, and help our clients define, communicate, and leverage their Employer Brand across all customers- Candidates, New Hires, Employees, and Exiting Employees.
The economy is coming back, and it’s going to be a better ride this year than it was last year!