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The panel had an animated discussion about their vision for dance as well as challenges facing dance in the Caribbean, including the absence of publishing opportunities, and the need to take the form more seriously. After the discussion, the JDU paid homage to Barbara Requa for her numerous years of contribution to the Jamaican dance landscape.

The second dance dialogue featured a solo performance by Catherine Denecy, of Guadeloupe. The Company continues their trend of using very dramatic music which often threatens to overshadow the dance. The colour coded, simple costuming allows the choreography which makes heavy use of geometry to speak volumes. The duet, performed by Janelle Stephenson and Robyn Lee makes an intriguing statement about perspectives as you have to watch the dancers through dangling window panes which often present that view of fragmentation.

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Through A Glass Darkly: And with that comes the need to hire a different set of skills and competencies that may not have previously existed within these organizations. Create effective employer brand messaging With top talent getting more offers, they are in a position to pick where they want to work. This is why a compelling brand message is necessary when it comes to enticing people to work for you. We see this challenge first hand, especially when trying to recruit talent to remote locations.

To this end, employers should push out their message to targeted and engaged audiences using social media sites like Twitter, Facebook, and LinkedIn, along with more traditional advertising tools like online job postings.

Many recruiters are using the same tactics to source candidates: You have to cut through all of the noise to make sure you get noticed. Step up your talent acquisition strategy by taking the time to tailor your communications to potential candidates. One of the best ways to elevate your candidate experience is to keep up with regular market research.

This clearly shows that recruiters need to be more in tune with how potential candidates behave, their preferences inside and outside of work and where they want to take their careers. Bridging this gap is crucial in creating better and more personalized candidate experiences. Build great partnerships The stakes have been raised — A-level talent is, on average, only actively on the market for 10 days; yet companies are taking longer than ever to hire. If you really want to hire top talent, you need to go further than your usual recruitment strategies to tap into passive candidates.

This is where a reputable, experienced search firm can be useful. Strategize your recruiting efforts around these trends and stay prepared for the changes coming this year and beyond.

With candidates wielding the power in the current job market, companies are having to work a lot harder than before to recruit and retain top talents. In the words of Dr. John Sullivan, a globally recognized thought-leader in the field of HR and talent management:. Here are some ways you can shake up your recruitment approach.

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Conduct extensive research in order to have a good understanding of who your ideal candidate is, which universities are in the area, who the largest employers are in the area, and the workforce you have around you in the surrounding towns.

Once you have a good understanding of who you are trying to hire and where you may find them, experiment with new and innovative ways to lure potential candidates, such as:. LinkedIn can be overused for InMail blasting, but is still the best research tool around. They may not be perfect, but with a little training they will be. If a candidate was willing to relocate once for an opportunity, it may not be far-fetched for them to consider moving again.

But think about how hard it is to entice a current director in Denver to move to Topeka, KS for a lateral move. You may have better luck reaching out to current managers to position this role as a great opportunity for upward mobility in their career.

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After the discussion, the JDU paid homage to Barbara Requa for her numerous years of contribution to the Jamaican dance landscape. The second dance dialogue featured a solo performance by Catherine Denecy, of Guadeloupe. The Company continues their trend of using very dramatic music which often threatens to overshadow the dance. The colour coded, simple costuming allows the choreography which makes heavy use of geometry to speak volumes. The duet, performed by Janelle Stephenson and Robyn Lee makes an intriguing statement about perspectives as you have to watch the dancers through dangling window panes which often present that view of fragmentation.

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Through A Glass Darkly: Caribbean Writers Making the List: This is where a reputable, experienced search firm can be useful. Strategize your recruiting efforts around these trends and stay prepared for the changes coming this year and beyond. With candidates wielding the power in the current job market, companies are having to work a lot harder than before to recruit and retain top talents. In the words of Dr. John Sullivan, a globally recognized thought-leader in the field of HR and talent management:.

Here are some ways you can shake up your recruitment approach. Today when going by the old rulebook no longer applies, it calls for experimenting with new and innovative ways to lure potential candidates.

As Recruiters we have to be better at understanding the business and understanding the competitive landscape. For starters, in order to be effective at sourcing, you need to do your homework. Conduct extensive research in order to have a good understanding of who your ideal candidate is, which universities are in the area, who the largest employers are in the area, and the workforce you have around you in the surrounding towns.

Once you have a good understanding of who you are trying to hire and where you may find them, experiment with new and innovative ways to lure potential candidates, such as:.

LinkedIn can be overused for InMail blasting, but is still the best research tool around. They may not be perfect, but with a little training they will be. If a candidate was willing to relocate once for an opportunity, it may not be far-fetched for them to consider moving again.

But think about how hard it is to entice a current director in Denver to move to Topeka, KS for a lateral move. You may have better luck reaching out to current managers to position this role as a great opportunity for upward mobility in their career. We often have success targeting strong managers for director level roles. This gives people the ability to move up when moving to a new company. Introduce New Benefits We all know relocating employees comes at a cost.

Companies have become very sophisticated when it comes to paying people. With compensation groups using industry survey data, people are essentially being paid the same from company to company. So if you are trying to get someone to move, you will more than likely have to pay more than the typical th percentile. Another area to look at is your benefits package. For example, can you offer corporate housing to use for a period of time? However, you can also go beyond attractive packages and relocation expenses to introduce benefits that not many employers are providing.

But of course, this works for those people who are willing to commute long distances once or twice a week. Some companies like Facebook follow yet another strategy. They pay their employees a monthly stipend to encourage them to live closer to the office.

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