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We talk about best practices and emerging channels all the time at HR or recruiting conferences. So when you grow in your recruiting or HR career and simply grow as business leader… it’s no longer about the new technology. And here’s one last bit I’m stuck on after a question that was posed to me recently at a conference – how do you know when it’s time to make a career change? Jessica Lee is a VP of TA at Marriott International where she leads a team that enables the company to think big, broad and boldly about all things talent acquisition and in effect, keeps them relevant and ahead of the curve in how they attract and acquire top talent. Don't anyone go panic, but I believe we've reached a critical mass in healthcare recruiting. Don't be fooled by that fancy pants title and description though, she's still an everyday HR gal in the trenches at the core. I would personally love more talks on consulting skills, how to be great HR Business Partner, asking thought provoking questions to build your HR strategy, how to design organizations for today and tomorrow, executive development.


I’m so focused on the day to day at hand, the work in front of me that I can’t pop out a blog post to save my life. I’m also thinking about this 3-day weekend ahead of us. If someone didn’t know your company existed, if someone didn’t know you were hiring for certain kinds of roles… but they knew they wanted jobs in a particular geography in a particular vertical, could they find you? All those eyeballs and all that traffic on your website – what percent of that converts to actual applications?
Your competitors will be doing something maybe a little bit before you, maybe at the same time, maybe after you but they’ll do it better than you. Candidates are scoping out your company but you as well to see if you stack up as a great boss. Sure you could source like crazy and find them, and hope they may be open to making a move at this moment… but what about them finding you? But are best practices and emerging channels what you want to go talk about at a conference though?


Your job is to sell culture and if the koolaid has dried up for you, you can’t be the face for your culture anymore. And if you could change the whole HR and recruiting conference experience, what would you change? But that aside, we’re fed case studies, we then regurgitate what we “learned.” But where’s the real learning? Which means it’s also really about being a terrific communicator – to many different kinds of audiences.



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