Category: Hiring market trends
When on the job hunt, we all know how important our social media presence is. But what about the company hunting for the right talent? With so many new social outlets popping up, our talent pool is larger than ever. That means more eyes are on your company and on your brand. When your brand is looking to hire, you should double check that all your bases are covered. Keep in mind, your social networks should reflect what your company and brand stands for. Are you hip enough? Engaged enough? Current enough? Social Media Manager, Erin Bazinet, discusses on The Undercover Recruiter, the most effective ways of hiring through social media.
The Undercover Recruiter: Smart companies know that one of the best ways to connect with candidates is to go where they are: on social networks. However, just being present on these networks isn’t enough. Companies need to optimize their social media presence and their brand reputation with prospective employees. This means you need to engage candidates with content and conversations that matter on a consistent and ongoing basis. ... read more
College. Just the word conjures up memories of the four ‘p’s: parties, professors, Pop-Tarts and pizza. However, there’s two more ‘p’s that every college student thinks about: their potential paycheck. Hiring managers can often crush those dreams as sometimes, they are not interested in hiring these recent grads. Many hiring managers only want to deal with people who have experience. Combine that with how recent college grads can often be lost in the job application process, and things can get a bit messy. Strategic Director Krista Williams discusses on HR Daily Advisor some of the reasons why hiring college graduates is not only a good move, but why companies and experienced employees can benefit from working with them.
HR Daily Advisor: I have been working with college students … well, since I was in college. In most, if not all, of my positions I have had the fortune of working with interns, new graduates, placement offices, faculty, and students. My support has not only been to assist in job placement but also to support the transition of students from the life of ramen noodles and 10 a.m. classes to meeting the demands of a completely connected work environment with high expectations.
I enjoy the aspect of the students being full of life, holding huge aspirations, and having absolutely no idea how to get where they are trying to go. I have partnered with placement offices at several colleges and managed college hiring programs for several organizations. Over the years, some things have changed and some things haven’t at all.... read more
For some reason, when interviewing military veterans, hiring managers and recruiters seem to be at a loss when it comes to certain issues. We’re not really sure why – veterans are just like any other prospective employee who hasn’t proudly served our country. There are some sensitivities around their background and experience that is classified (for different reasons), and other information that can be discussed at great lengths. However, where do you draw the line between what is appropriate and what isn’t? Strategic Director Krista Williams discusses on Recruiting Trends what you can and can’t ask veterans and the rationale behind each of these points.
Recruiting Trends: Hiring managers and recruiters need to be aware that there are certain questions they can and cannot ask military veterans during job interviews. The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the rights of veterans during civilian job interviews.... read more
For recruiters and companies, logging on to Glassdoor and reading current or former employee reviews can be as frightening as a Freddy Krueger or Jason Voorhees movie. However, unlike the movies, these reviews don’t end after two hours, they aren’t predominately fiction, and worst of all – you’re not going to enjoy a tub of popcorn while seeing what’s on the screen. The good news is that you don’t need to go to the land of Oz in order for your to company to reap the benefits of Glassdoor. If Chief Brody can kill Jaws, then you can make Glassdoor beneficial to your employment brand. On Recruiter.com, Business Development Manager James Holt uses some of his favorite movie quotes for how companies can deal with negative Glassoor reviews/box office bombs, and how to turn them into positives/Oscar winning pictures.
Recruiter.com: If you’re like most HR executives, logging into Glassdoor can be like one of those vanity mirrors with the bright lights: even the tiniest imperfection is magnified beyond belief, leaving you gasping in horror at what you see.
Many of these executives who read the entries on Glassdoor are shocked to find that those reviews completely contradict how they think their employment brand is perceived. Negative feedback by hires who turned out to be a bad fit or disgruntled past employees can drive a wedge between your recruitment marketing efforts and savvy candidates that use every available avenue to vet an opportunity. Prospective employees are no different than consumers today: they check online reviews and will trust them more than any marketing collateral, believing it to be more authentic because it comes from “real people,” not a “faceless company.”... read more
In certain industries, it’s a fact of life that there are people who stay within the field their entire career. In every industry, managing expenses and costs is one of the top priorities no matter what your position is or what department you are in. So how does this impact HR managers who are looking for talent within different communities? Social Media Manager Erin Bazinet has identified three ‘R’s to apply to talent communities in order to connect with candidates and to improve hiring searches, including reducing costs, reusing talent, and recycling prior applicants.
HRO Today: Talent communities are an essential component of today’s social recruiter’s game plan. Not only do they provide
a warm, inviting place for recruiters to connect and communicate with candidates, but they also facilitate crowd sourcing high-quality candidates. Just so we are all on the same page: Talent communities differ from career sites in their dynamic interactivity and their focus on building relationships between the recruiter and candidate.
You can think of it this way: Career sites are an entry point for people to be introduced to your employment brand, get to know the basics about your company, apply to a job, and be invited to join your talent community. Your talent community is where you build relationships with community members, share valuable content, and engage people to stay involved with your brand. Career sites and talent communities are both necessary and valuable in the recruitment process.... read more