Cathy Y. Taylor

There are two ways to view recruitment: The old school perspective, whereby a full cycle recruiter is solely responsible for filling job requisitions without any regard as to whether the candidate will be successful, much less be a solid contributor to the success of the company. Or you can view it from the new school perspective in which a strategic sourcing model is one of active participation in marketing career opportunities to the most qualified candidates.

That is precisely what I do: provide resources for goal-driven talent acquisition teams to implement strategic recruitment marketing initiatives that attract and recruit top talent to the organization.

How do I accomplish this? It's all about the candidate experience. Working in partnership with marketing AND talent acquisition we collaborate to build a strong foundation of communications that is supported by:

1. Creation of a strong employer brand
2. Removal of the barriers to manage the candidate experience
3. Digital technologies to enable effective communications, and
4. Analysis and reporting to measure alignment with strategic business goals

What I have described here is a proven recruitment marketing concept built on a foundation of communication and digital insights to equip any talent acquisition team with a working tool kit to enhance the sourcing and recruiting function. I have successfully implemented a sourcing model for talent acquisition and provided KPIs to expand the HR function to a strategic level within the organization.

I welcome the opportunity to collaborate with open-minded folks in marketing (yes marketing!) and talent acquisition to move the humans in human resources further along towards business success.

Let's do this!