As Director of Association Partnerships at Career Co, Maryellen develops and manages the company's relationships with trade and industry association partners on both the state and national levels.
As a trusted association partner, Maryellen offers her expertise in employee recruitment strategy to associations in all industries; providing their members, both small and enterprise level businesses, an array of staffing and recruitment solutions.
Maryellen is a frequent guest speaker at industry association trade shows and conventions. She has presented educational workshops and webinars on topics including; Performance-Based Recruitment,Best Practices in Attracting, Hiring and Retaining Talent, Recruiting Next Generation Talent To Drive Future Success,Motivating and Managing “Millennials” in the Multi-Generational Workplace ;Adjusting Your Culture to Improve Job Satisfaction and Employee Retention.
Maryellen holds a Bachelors Degree in Finance from Fairfield University in Connecticut. She is based in New York and can be reached at firstname.lastname@example.org.
There’s no doubt that going outside of your travel plaza to attract new hires with great skills and fresh ideas is essential for growth. But isn’t it time you began cultivating and “home-growing” your own talent? When you focus on attracting entry-level hires that are eager to learn the ropes and ambitious about possible advancement opportunities, you’re leveraging a tactic that will set you apart from your competitors and significantly grow your company’s talent pool.
According to a report from iCIMS, recruitment marketing to potential job candidates is said to be the latest and greatest hiring mechanism. By utilizing the vast online space, HR recruiters can open their candidate pool to a community not reachable in the past. iCIMS notes that candidates are now considered “consumers,” and 86 percent of HR professionals believe that recruitment marketing is a useful way to attract and discover the best people for roles within their company. More
When we’re ordering a product or checking out a new hot spot, if the website isn’t up to par, we’re most likely going to bail. It’s not rocket science: Let us down in the first few quick clicks around a URL and it’ll be nearly impossible to win us back.
The same goes for employees exploring new companies and opportunities. If your website lacks information, appeal, personality, and purpose, what do you think he or she will assume about the career paths there?
Step back from your own website for a moment and let’s assess if it’s actually one that’s applicant-friendly, or if it’s doing your hiring efforts more harm than good.
Here’s what you really need to attract top-notch employees to help your business grow: More