Great talent is hard to find because the demand outweighs the supply. Especially for tech companies, business is good and they need more software engineers to drive the production they have the demand for.
But they just can’t seem to fill their positions because jobs are being created much faster than they can…Continue
Twitter is, hands down, my favorite social network. It's a great source of information and learning, and a wonderful way to connect with people who share similar interests. As a recruiter, it's also great…Continue
While I usually encourage corporate recruiting departments to create a separate Facebook Career Page (to build a Talent Community and keep your recruiting messages targeted to that community), staffing companies have the unique benefit of being able to maintain a single page on Facebook. That's because they don't necessarily need to separate their messages between clients and candidates.
Manpower has really made the most out of their …Continue
Added by Jen Picard on July 5, 2013 at 9:30am — No Comments
It's time to hire. So you write a killer job description, post it on the job boards, source additional candidates…
Added by Jen Picard on July 4, 2013 at 11:30am — No Comments
I can't even keep track of how often I get recruited for positions in business development and sales, but it’s gotten to the point where I don’t even want to respond anymore. Sure, the required skill sets are similar to mine, and I could probably be successful in them if I were to make a career move. But my entire work history is in marketing. I love marketing, and anyone who spent the time to look over my background would notice that.
So, when a recruiter reaches out to me for…Continue
Added by Jen Picard on June 28, 2013 at 2:32pm — No Comments
If Facebook is part of your recruitment strategy, you probably already know there are several ways to post jobs on Facebook. You can post jobs to your personal Facebook network, or to a business page. But did you know that using an app to post jobs on Facebook can help you get better results? Read on for 3 reasons you should use an app to post jobs on Facebook.…Continue
Added by Jen Picard on June 17, 2013 at 11:30am — No Comments
As more job seekers are starting to find jobs on Facebook, employers are increasing their presence to have the largest reach possible. A great way to extend reach and drive additional traffic to your job postings is by listing your open positions on …Continue
Added by Jen Picard on June 16, 2013 at 11:00am — No Comments
Sticky HQ did a survey to find out what motivates employees to participate in your Employee Referral Program, and found that the highest ranked incentive was a…Continue
Added by Jen Picard on June 15, 2013 at 8:00am — No Comments
Facebook can be a great way to ask employees for referrals, as well as for your employees to find referrals. As a best practice, you should also allow those candidates to apply directly on Facebook. If you take any part of the process off of Facebook, you may find that they loose interest. If you’re going to ask…Continue
Added by Jen Picard on June 9, 2013 at 11:30am — No Comments
Your employer brand is a major factor in your ability to recruit and hire top talent. According to the RolePoint infographic below, 7 in 10 job seekers say the job and the company are equally important in deciding whether to accept a…Continue
Added by Jen Picard on June 8, 2013 at 11:00am — No Comments
I was just reading an article that I sincerely hope isn't true. It's written by a job seeker about his worst job interview. Here's how it begins:…Continue
Companies are constantly asking how they can create a great Facebook Career Page to recruit top talent for their organization. Rather than simply telling them how to make a great page, it's so much easier to show them with live examples. Here's what we like about HP's page:
For one, they've created a dedicated page for HP Careers which they keep separate from their corporate marketing page. Their …Continue
Added by Jen Picard on June 6, 2013 at 10:00am — No Comments
Employee Referrals are on of the biggest sources of external hires.
That’s because they’re one of the most cost effective ways to attract quality candidates – the reward to employees who referred your new hire are usually about 80% lower than the cost of agency fees. Your employees can speak on…Continue
Added by Jen Picard on June 5, 2013 at 11:00am — No Comments
Social media increases a company’s reach, gives the company a more personal feel, shares their brand and generates leads.
These days, I’m seeing an increase in HR departments using social for these same things – here’s why:
Reach More Candidates
Added by Jen Picard on June 4, 2013 at 11:00am — No Comments
The goal of any good career site should be to turn visitors into applicants and hires. You spend a lot of time and money driving traffic to your job descriptions, and it’s important to get those qualified candidates to apply. Read on for 3 tips to optimize your career site for conversions.
1. Write job descriptions that make people want to apply.
Some people will actively seek out your company to work, but the first time most will be introduced to your company…Continue
Added by Jen Picard on June 3, 2013 at 6:03pm — No Comments
A picture is worth a thousand words. Cliché? Yes. True? Absolutely! Especially in terms of social media, people have so much to look at and take in (the average Facebook visit is 20 minutes), that pictures stand out and make the biggest impact because visuals are a little easier to process. For example, you can tell people how awesome your office is, but it's so much more powerful to show them your…Continue
Added by Jen Picard on May 20, 2013 at 5:00pm — No Comments
Employee Referrals are regarded as one of the best ways to get quality applicants. Whether you chose to build a program through email, social media, or by simply posting flyers in your office to solicit them, there are some general guidelines you should follow to ensure that you continue to get them.
Added by Jen Picard on May 17, 2013 at 7:30pm — No Comments
Added by Jen Picard on February 22, 2013 at 3:00pm — No Comments
How much time do you spend screening candidates? A whole day can be spent reviewing resumes to create a shortlist, followed by 30 minutes per candidate on a phone screen, and then 1 hour or more per candidate for a first round interview.
This webinar recording from SocialTalent shows you how to shorten the screening process so you have more face time with your most qualified candidates.
Added by Jen Picard on February 13, 2013 at 6:00pm — No Comments