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Having a socialrecruiting strategy (both for your company’s social pages and your own personal channels) is an opportunity to showcase your employer brand, highlight employees and bring attention to your company culture and values. It’s not about promoting jobs but getting the attention of passive talent to your company.
No, not THAT “time of the month” sillies – it’s time for our monthly socialrecruiting round-up; a collection of the most popular blog posts, the most talked about infographics and the biggest recruitment and sourcing news stories of the last month. And boy, did April have some gems!
When it comes to automating vs. manually running your socialrecruiting strategy, there are pros and cons to both sides. There are many companies out there that control every aspect of their social media recruiting strategy in-house. How to tell when it’s time to invest in a social media recruitment platform. 1.
What I don’t do is send potentially anxious consultant satirical guidelines on how to impress on your first day. In a recently removed article UK recruiter Reed was left with egg on its face after, what I can only pray, was a tongue in cheek post possibly aimed to lighten the mood on a candidate’s first day.
By looking beyond traditional jobboards and careers fairs, you can reach a wider talent pool, cut your advertising costs and effectively build your brand awareness. Perfect your employer brand in order to reflect all the great aspects of your company in your recruitment communications. The Age of SocialRecruiting – Glassdoor.
What I don’t do is send potentially anxious consultant satirical guidelines on how to impress on your first day. In a recently removed article UK recruiter Reed was left with egg on its face after, what I can only pray, was a tongue in cheek post possibly aimed to lighten the mood on a candidate’s first day.
Just make sure that when you run an ad for that job, you are following the new targeting guidelines. If you are posting a job to the Facebook jobs feature and it gets unpublished by Facebook, STOP posting jobs there for a while. Each job on your jobboard should have its own URL.
Enter social media recruiting : the art of using social media for recruiting purposes. Many recruiters use LinkedIn to message promising candidates about roles they might be a fit for, but socialrecruiting is so much more than that. 5 strategies to enhance recruiters’ reach on social media.
Traditional recruitment – using newspaper ads, joining job fairs, and posting on large jobboards – may have worked in the past, but today might be a different story. Smart recruiters prefer exploring alternative tools including employee referrals and socialrecruitment when finding top talent for the company.
Just follow the guidelines provided in this incredibly handy and easy to follow infographic , and you shouldn’t have anything to fear. What an inventive use of your own product for recruitment purposes! The post 6 Intriguing Recruitment News Items to Note this Week – 20th April 2015 appeared first on Social Talent.
Sure, reach is important, sure, but when you’re recruiting for an Engineer with Python Coding in their background, are your resources really best spent on a jobboard targeted primarily at sales professionals or a social site like Pinterest? Are we saying that a recruiting background is required to excel at EB?
Social policy has been around for a couple of years, but companies are beginning to realise the importance of proactively encouraging employees to use social media. Training, support and clear guidelines are essential to make this happen and in 2015 companies will begin to invest in these areas. . Job / Recruitment Marketing.
More than half the traffic on Glassdoor, one of the world’s most popular jobboards, comes from mobile with the group of 35-44 leading the way. If you know the basics, you can navigate and jump into the topics you want: Choosing the right job title for your open role. How to write a job description. Specialist jobboards.
There’s a popular saying in the recruiting world: You’ve got to go where your candidates are. For recruiters, that means going beyond mainstream jobboards to source in nontraditional channels. In recruitment, it may be used to gauge your authenticity in the Reddit community. r/Recruitment. r/ForHire.
Ease : This is perhaps the most important point: you want to make sure that all the various stages of your employee advocacy strategy—ensuring the content gets published, that it follows the quality guidelines you set up, that it’s strategically posted—all happens with minimal effort for you and your employees. And that’s just the basics.
But as anyone who’s tried manually building a socialrecruiting presence knows, it’s also time consuming. So let’s get into the pros and cons of socialrecruiting automation. Automated social media recruiting: The pros and cons. Effective social media recruiting is social media recruiting done at scale.
Of course there are guidelines and practices that perform better than others, but thanks to social media, fast moving technologies and changing applicant/candidate behaviours, different approaches will work for different companies. Multiple sources. including internal employees.
Today, Hiroto has his lasso out once again because we’re bringing together all of that knowledge into one blog post package – the SocialRecruiting Round-Up for June 2015. The new LinkedIn Group member messaging guidelines are as follows: You can now only send a total 15 free 1:1 group messages to fellow group members each month.
Find employees: socialrecruiting and jobboards. Managing the hiring pipeline with online recruitment software. Here are three things to keep in mind to ensure a successful recruiting strategy: Show, don’t tell: use platforms like Instagram to show your team and your workplace. What is socialrecruiting?
What is socialrecruiting and what does an effective strategy look like? If you’re a small or medium-sized company with very limited resources, what free tools can you use beyond LinkedIn and jobboards to improve your recruiting efforts? Does your company have an employer brand and does it matter?
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