Voice of Lumesse

We read a lot about innovation these days, and how companies have to develop new products and services to stay a step ahead of the competition. Innovation is also high on the list in the recruitment sector. The latest online recruitment trends and ideas were discussed at the Emerce Event for e-recruiters in Amsterdam. But after listening to a number of inspiring presentations, I still had to wonder: is the e-recruitment sector innovative enough?

Tips and tricks from the best recruiters

Recruiters from a variety of large and small organisations discussed their personal e-recruitment experiences during the Emerce Event. They answered questions such as: what trends are we seeing arising in the market? And how can we deploy the ongoing digital developments productively within our own field? The following trends were considered:

There’s a problem rumbling when it comes to social recruiting, writes recruitment expert Bill Boorman. Talent professionals are asking whether - after several years of increasing adoption - it is worth continuing investing time and money in social recruiting, or to return to more traditional, tested methods.  And crucially, what metrics do you actually need to get an answer to this conundrum?

The problem is that people have changed. They’ve changed the way in which they connect with companies, and what they are looking for before they commit to applying for an opportunity. They are looking for influence before application, but what influences decisions is a hard thing to measure.

"I feel particularly proud that we are both a Leader* and a Visionary. I believe we have demonstrated our ability to produce truly great products but we are always hungry to continue to innovate and do more."

Lumesse has been recognised as a market ‘Visionary’ by leading research and advisory company, Gartner, in its recent Magic Quadrant for Talent Management Suites.* Gartner positions Lumesse based on its ability to execute and completeness of vision. We believe this new report underlines the value of Lumesse to organisations struggling to manage talent in an increasingly complex world.

In the first of a series of Top Tips Guides for resourcing professionals, we're taking a look at social media recruitment and the access it offers to the world's largest talent pool.

1. Communication is key
To utilise social media successfully, frequency is crucial, with studies suggesting that over half of the clicks a shared link on Facebook or Twitter will receive will be received within the first three hours of posting. Think of your page like a TV channel, with regular updates and varied content.

2. Understand why you're using social media 
Like any other recruitment medium, having clear objectives is vital.  Ask yourself what your employer brand looks like. How might you reflect that using social media? Who do you want to meet online? What are your target audience of candidates looking for? How do you want social media activity to influence what potential recruits think of you?

How often do the people responsible for recruitment, compensation or any other key HR function actually work with succession experts in a co-ordinated way which can deliver the agility a functional succession plan needs?

Writing in Human Resources Executive Online, Daniela Porr examines the challenges and opportunities presented when developing a succession strategy.

The recently published HRO Today Baker’s Dozen customer satisfaction rankings for Talent Management software have once again placed Lumesse in the #1 position.  It’s the second year in a row Lumesse has topped the HRO Today rankings list, which are compiled from user feedback across three key categories including, scope of product features, market environment and quality of service.