HR practitioners and researchers alike agree that employee referral programs are an excellent source-of-hire. Cost-effective, yet sporting a significant ROI, referral programs enable corporate recruiters to leverage their employees’ networks to reach quality talent pools. With a faster time-to-hire than average, referred applicants are recognized as more productive additions to the workforce.
Employee Referrals Make for Better Employees
Added by Assaf Eisenstein on April 17, 2013 at 8:18am — No Comments
The time to start attracting top Millennials, a.ka. Gen-Y, to your organization starts with the candidate experience. Developing a standard process aimed towards keeping Gen-Y candidates informed and aware of your jobs and employer brand cements a positive reputation vis-à-vis the company. Understanding…Continue
Added by Assaf Eisenstein on January 29, 2013 at 10:00am — No Comments
Leads present an excellent opportunity for corporate recruiters to garner more qualified candidates via their employee referral programs. Permitting employees to do their own initial qualifications and refer names and contact details without resumes opens the door to a wider group of top talent who don’t necessarily have updated CV’s ready and available to submit.
However, many corporate recruiters are hesitant to dive in and forego resumes at the referral stage. Reasons range from…Continue
Added by Assaf Eisenstein on January 3, 2013 at 9:17am — No Comments
The relationship between corporate recruiters and candidates has witnessed a shift in the information available to the two parties. The widening use of the Internet, particularly social media, has opened up access to data on both sides, ushering in an age of transparency and a heightened potential of mutual communication. In other words, candidates are now in a better position to take the initiative and interact with organizations. This means that corporate recruiters have to step up…Continue
Added by Assaf Eisenstein on November 27, 2012 at 9:12am — No Comments
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. In this article, we’ll be talking about candidate courtesy, Halloween, Goldman Sachs, recruiting experience and active candidates.
Here are the articles that interested us this week (in no particular order), enjoy!:
Added by Chris Brablc on October 26, 2012 at 3:10pm — No Comments
I was recently chatting with some HR professionals regarding the age-old question over whether active or passive candidates are better recruits. In my opinion, the recruiters preferring passive won the debate. Their argument was simply a matter of control. Sourcing for passive candidates puts the recruiter in the driver’s seat as they look for candidates with specific experience and/or skill sets.
Obviously there were other reasons why recruiters prefer passive candidates, but this…Continue
With the development of social recruiting come increased points of engagement with your company’s talent community. This collective of potential candidates needs to be cultivated and maintained, and social media tools and activities make it easy to do so.
Members of your talent community…Continue
Added by Assaf Eisenstein on September 13, 2012 at 9:00am — No Comments
In our previous two articles on the candidate experience (read Part 1 and…Continue
Added by Assaf Eisenstein on August 15, 2012 at 9:00am — No Comments
An oft-discussed recruiting topic is the candidate experience. Maintaining an excellent relationship throughout the recruiting process, from the candidate’s initial exposure to the company and jobs through the…Continue
Added by Assaf Eisenstein on August 6, 2012 at 8:36am — No Comments
Publishing your job openings as pay-per-click (PPC) ads on LinkedIn offers an extensive reach to a career-centric audience (earlier this year, its user-base reached the 150…Continue
Added by Assaf Eisenstein on July 31, 2012 at 7:10am — No Comments
Amidst all the hubbub over targeting the best talent for your organization through social media recruiting, developing your …Continue
901,000,000 people have entered the world of Facebook, and that number is increasing daily. How do we ensure that we are maximizing every ounce of our potential in the social recruiting space? How do we adapt accordingly?
Having an effective tool for sourcing passive candidates is key to successfully using Facebook for recruitment.
As Facebook continues to shift and change, the transition of using it as a means for recruiting is definitely a gradual one. The…Continue
Added by Lizzie Bluestein on July 4, 2012 at 9:00pm — No Comments
Employer branding is quickly transforming into a key element of the recruitment industry. Today it’s not enough to simply advertise open positions and wait for…Continue
Added by Assaf Eisenstein on July 4, 2012 at 3:30am — No Comments
With so many social sites out there to use for sourcing candidates, you will find that some work better than others for certain types of positions. For example, we wrote a post a few weeks ago about using Pinterest and Instagram to find creative job candidates, such as…Continue
Added by Lizzie Bluestein on June 28, 2012 at 1:36pm — No Comments
Nice infographic from a Linkedin study in 2011. Linkedin is a great source of passive candidates and while it has many active job seekers for recruiters, the "not really looking" crowd does seem to be very engaged.....I found this to have some good info, while some of it is very obvious and well known...please comment!
Added by Noel Cocca on May 30, 2012 at 11:27am — No Comments
I have to admit I am sick and tired of hearing talk of ‘active’ and ‘passive’ candidates. Even though I admit to freely using the terms myself… until very recently.
But I am going to stop doing that.
People ramble on about ‘passive’ candidates, as if this is a totally fresh breed of human being, that only new-age, especially savvy recruiters know how to connect with. The ‘passive candidate’ has become a mystical ‘super-talent’, somehow superior and different to the bog-standard…Continue
Your career website presents a gateway to a world of potential candidates. By providing visitors with a complete representation of your company in an interesting and user-friendly format, your site acts as a branding magnet. A successfully implemented career site appeals to more visitors, broadening the possibility for a greater number of applicants from a wider pool of browsers. Your site should maximize a potential candidate’s browsing time, provide them with a way to directly engage and…Continue
This is exactly what goes through the mind of a passive job seeker when the Headhunter calls to make him/her aware the exciting job opportunity of a lifetime. Actually this is a defensive reaction whenever anyone truly believes that he/she is being sold. It could be a product, a service or even their time. But they sincerely believe that they don’t have a need especially for something that will end up costing them something of value they really don’t want to part with.
Recruiters and Sourcers:
Do your potential candidates reply to your introductory messages? I’d like to share our experience on what works and what doesn’t.
It’s one thing to convince a new client to abandon the old way of engaging a recruiting firm and embrace the best way to conduct a search by retaining a true search professional, and it is still another thing to get them to dispense with the old mindset of “interviewing” the potential candidates that a well executed search yields. Their "default" tactic is to have the standard “behavior based” interview questions and ease into increasingly complex follow up questions to really vet the…Continue
Added by Drue De Angelis on February 13, 2012 at 11:59am — No Comments