It all comes down to your messaging in everything from your job descriptions to how you contact people. Today we are tackling this issue!
Today's Quote:
"Words empty as the wind, are best left unsaid" -Homer
The problems with messaging, specific to recruiting
Hard part is getting a response
How to not be boring
*** Messaging.
Pure copyrighting... translating HR speak into people speak
Getting your message right
Job Descriptions are taken from compensation documents - messaging is not getting people to convert
why?

Positioning
zig when everyone else zags. learning agility.

Move in the opposite direction
Key is getting someone to opt in to communication.
Client: the two most effective searches were billboards & radio.
Another was linkedin.
Framework for fixing your messaging
Marketing perspective
Turn hr speak to plain English.
Targeted messaging.  *** 1 shot to attract a person.
crafting 121 communications.
Headline & lead matter most... read the first 140 characters.

Topic header- Twitter
Text messaging - sms automation tools!
Use of Humor
***Opening a wound
Performance metrics
The actual content of the work (Uniqueness)
Call to Action
Pick up the phone and call- differentiator!
Managed perception on both side
Tools: Spokeo, Icims, text recruit
Takeaway- volume is not a good thing.
Talent trends are real

Matt Charney is the Executive Editor and Partner for Recruiting Daily and the Chief Content Officer at Allegis Global Solutions, the largest staffing and recruiting firm in North America. Matt focuses on the intersection of human capital and technology; his blog, Snark Attack, was named one of the top 20 business blogs in the world by WordPress, and his work has appeared in publications such as The Wall Street Journal, Wired.com, The Harvard Business Review, Outsourcing Magazine, HR Magazine.