As I was looking at the Twitter stream last week, I came across this tweet:

 

"Most important recruiting analytic is hardest to Identify: source of hire"

I found this tweet interesting for a few reasons.

 

First, I think we all understand that this is a huge pain point for many organizations.  Recruiting organizations are still having a hard time to accurately tracking source to hire with their ATS and other…

Continue

This is an old post from my blog "The Recruiting Unblog.", but as there have been a few posts recently on the topic of Twitter and Recruiters, I thought it was worth sharing. David Palmer asks"Does twitter do anything for recruiters?. This is how one recruiter figured out how to source from Twitter, and got great results. Be glad to hear of other success story's, and no…

Continue

Continue

Social media recruiting has taken precedence over the traditional recruiting methods in the recent years. Millions of users join one social network or other on a daily basis. A recent survey has revealed that 82% of job seekers in the U.S. use social networks and 14.4 million job seekers have used social networks to find their last job. Almost 90% of the companies in the U.S. use social media as a recruiting strategy.



Social media recruiting shot to fame because of two reasons. The… Continue

Recruiters and hiring managers spend a lot of time to source resumes and extract resumes. Generally when you search for resumes in search engines, you get a lot of results. Along with the resumes, the search results also contain other unwanted information. So, to pick only the resumes from the search results, you need to manually click each result and check whether it is a resume or not, and then segregate the resumes alone from the search results. This is a time-consuming and tiresome…

Continue

In today’s tech-dominant world, resumes are found everywhere. Search engines, social networking sites, job boards, free resume portals, blogs, personal websites, alumni associations are some of the major sources of resumes. It is quite encouraging for recruiters and hiring managers, but the challenge lies in how quickly you can find the resumes and extract resume & contact information from them.



Typically, recruiters and hiring managers visit various resume sources and… Continue

A resume database is one of the most primary and powerful tools that recruiters or hiring managers should always have in their kitty. It is a consolidated list of qualified candidates or some times prescreened candidates that recruiters and hiring managers can quickly reach out during various recruiting assignments.

 

There are some steps involved in building a resume database. The first step is to identify the targeted audience and search resumes. Typically recruiters search for… Continue

Today, Mark and Gerry of CareerXRoads released their latest 2010 Source of Hire Report.

 

Two of the most notable changes in the numbers this year are the following:

* Job boards became the #2 source of new hires, behind referrals.

* Social media sites still don't account for a large percentage of hires.

 

To me,…

Continue

I've been in sales since I was about 15 years old and have worked a desk since late 1999. I've had the pleasure (and in some cases nearly nauseating pain) of working with some of the best sales people around. I've had the opportunity to train fledgling salespeople and watch them grow and develop from rookies, paralyzed by call anxiety, into take-no-prisoners, hard line closers. But, the truth is, with all of the…

Continue

Corporate recruitment departments are usually extremely busy places. The focus is mostly on filling currently open requisitions. Satisfying the internal customers' immediate needs is paramount. Large quantities of fascinating data can be collected during that process but seldom are. My experience is that even when that data is collected, it is rarely analyzed.

Following are some ideas about what to collect and analyze.

1. Source of hire data is really…

Continue

A long time ago – say, in the early 1990s – employers had a very good

idea where their job candidates originated. Most came from ‘word of

mouth’ and the rest via newspaper ads.



Not so today. In a world where candidates can discover jobs via Twitter, job

boards, social

networks,… Continue

There are many open source products available to the Human Resources community, but I feel as though many HR professionals are unaware of how these free software products can be implemented and beneficial to their organization. As we try to maintain our budgets and businesses in this tumultuous time, it is important to know what free software options are out there for HR professionals and how they can be utilized within their organizations.



Open source tools may be the closest… Continue

Do you want to find qualified candidates and resumes on the internet for free? Now, ReferYes Sourcer provides a free automated sourcing tool to help recruiters and sourcing experts find their candidates online.

ReferYes Sourcer is a passive candidate sourcing tool that searches for resumes and candidates on top search engines and social networks (Google, Yahoo, LinkedIn, Facebook, Twitter, ZoomInfo). You don’t have to be a Boolean… Continue

When experiencing an issue as the Human Resources Manager, or a coroporate recruiter, where are you sourcing the solutions to your problems? Google? Analyst? Trade Shows? Your thoughts are appreciated!