For decades, marketers have been in overdrive to keep up with fast-paced innovations in marketing technology. In the beginning, an impersonal email blast to cold leads might have brought marketers results. However, consumers evolved and so did marketing technology. Prospects, bombarded with digital advertising, wanted more personalized communications and thus, marketing automation was born. It allowed marketers to migrate from an impersonal “one-to-many” strategy to a personalized “one-to-one” approach, without devoting more time to the effort.

Jayne Kettles is the Chief Product Officer and Co-Founder of gr8 People. She has pioneered HR technology solutions that have shaped and changed the way talent acquisition leaders look to technology for performance, agility and results. She also played the leading role in developing VirtualEdge’s industry-leading software that delivered scalable, world-class value for enterprise organizations until the company’s very successful acquisition by ADP. As a technologist, operator, thinker and innovator, Jayne looks back on her career’s journey that led to founding gr8 People and shares thoughts on how tech will continue to have a positive impact on talent acquisition.

Jack Coapman is the Chief Strategy Officer for gr8 People. A change agent, skilled marketer and enterprise technology innovator for talent acquisition, Jack shares how and why Candidate Relationship Management is so transformative and impactful today.

Patrick Amaral is the Chief Customer Officer of gr8 People, the enterprise platform that brings CRM, recruitment marketing, hiring and onboarding together. His extensive operations experience has helped facilitate smooth implementations for gr8 People customers in more than 30 countries around the world. Patrick’s knowledgeable insights on GDPR are worth a read for those in talent acquisition looking for valuable and timely information.

An incredibly successful entrepreneur, technology innovator, coach and athlete, Diane Smith, CEO and Co-founder of gr8 People, talks about the importance of quiet confidence and her vision in today’s Talent Experience Economy.

In the wonderful world we live, many of us believe most things are possible. Possibility is part of the American psyche. It is one of the reasons we get out of bed in the morning. However, there will always be some things in life that unfortunately, do not go in our favor. Let’s face it, the moment you are told by your vendor that they have decided to ‘retire’, ‘sunset’, ‘discontinue’, or wait for it, ‘have a new upgrade coming shortly’ for your current already out-of-date platform – can be frustrating, disruptive, costly and result in a big competitive disadvantage. Your head may spin at the thought. Your normal questions and concerns may somehow escape. But sooner or later, you must ask yourself the question “is it time to say Uncle?”

Congratulations! You did it! You finally jumped in with both feet and implemented a Candidate Relationship Marketing Platform. You’ve got pipelines and communities; you have lots of interested leads, and you have no idea what to do with them. Don’t worry, you are not alone!

A dear friend, who is also a published author, would tell me on a weekly basis, “It’s easier to write a novel than a postcard.” Sounds strange, I know, until you try to write a really good short piece. As we know novels are long, short stories are… well, short. But in today’s information overload world, and to keep readers interested, we need to sail away from the shore and explore some ‘snackable’ content. What we need to remember when creating short, delicious, snackable marketing content is ‘Simplicity’. And luckily for this post, the sages of the ages have 3 key thoughts on marketing simplicity that we can borrow and build on.

Over the past couple of months, gr8 People has been busy. We are coming off a great 2016 and are now hitting the ground running in 2017! There are so many gr8 and exciting things to be said about the trends emerging in the Talent Acquisition space. In fact, we feel that all of the components involved in the recruiter and candidate experience are important to highlight. Typically, gr8 People showcases all things recruiting (from source to onboard and everything in-between), hence our “One-Experience” Talent Platform. This year, in addition, we wanted to highlight and extend our innovative thinking surrounding automation. We want to focus your attention on something that can weave throughout the important elements of the hiring process, and something that can make the lives of recruiters a little easier - or should I say…a lot easier. Recruiting Robotics.

It never occurred to me that my job in recruiting technology and my husband’s in critical infrastructure security would cross paths. But it has. Kind of. I spend most of my day thinking and talking about talent pipelines, hiring processes, and onboarding strategies. While my husband, on the other hand, is more concerned with ensuring the safety of the people and environment associated with thousands of miles of natural gas pipeline. We’re both concerned with keeping a pipeline functioning smoothly.