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Sitting there at the latest HR conference, one recruiter asks the other – “how do you use socialmedia for recruiting?”The The other responds sheepishly, “I don’t…”and the whole ball room immediately goes quiet in awkward silence in the realization that someone admitted they weren’t an expert in “social recruiting.”
As a result, recruiters must now go above and beyond by creating a compelling employerbrand and an exceptional candidate experience to keep their companies growing.” One of the worst socialmedia sins? Diversity’s Gaining Momentum, but There’s Work to Be Done. Break out the spell check.
In the 2006 census for the Republic, 85,000 people reported using Irish as a daily language outside of the education system, and 1.2 Employerbranding. Socialmedia. This is now the case even in areas officially designated as the Gaeltacht. million reported using it at least occasionally in or out of school. .
in 2006 to 17.9% Use socialmedia to build an employerbrand that supports your diversity goals. After going through all this effort to improve its hiring process and promote diversity and inclusion, the last big hurdle Peter’s team had to overcome was getting the FBI’s employerbranding efforts online.
A cutting edge, socialmedia maven and newly minted entrepreneur, Ruettimann is a sought after speaker, writer and thought leader. Katharine is also very passionate about socialmedia, in particular its use to aid building relationships in the recruitment sector. Trish is the co-founder of the HRevolution.
During that time, I’ve sought out and followed many of the pioneers in our industry who are leading the way and companies who are implementing “best practices” – and I’ve utilized socialmedia to expand my network, attract and recruit talent, communicate with employees and build my personal/business brand.
in 2006 to 17.9% Use socialmedia to build an employerbrand that supports your diversity goals. After going through all this effort to improve its hiring process and promote diversity and inclusion, the last big hurdle Peter’s team had to overcome was getting the FBI’s employerbranding efforts online.
The average lifetime number of employers held has risen from 4 in the 1960’s to 10.8 in 2006, and many say for Generation X it will be 14. Employers want to build the value of their employmentbrand, their referral network – investments that keeps producing rather than one-time expenses that produce a blizzard of unusable resumes.
Since it’s statistically clear that at least 80% of you are forced to go to agencies (like it or not), that means someone else is going to be representing your employerbrand and representing careers at your company to an extremely fixed market for top talent. Forget socialmedia.
However, while the percentage of job seekers who said they had found work via job boards is still the highest compared to several other methods, the numbers have declined substantially since 2006. For example, referrals, which didn’t make it into the Top 5 in 2006, now account for almost 13% of the placements.
Think of it as the recruitment equivalent of inbound marketing instead of chasing candidates, you’re drawing them to you through relevant, helpful content and positive brand experiences. Some of the core parts of inbound recruiting include: Employerbranding : Crafting a compelling why work here narrative. The result?
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