Category: Social recruiting
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
This month’s Workforce Management includes a special report on “e-recruiting” and how the job of recruiters has changed because of internet job boards, social media and applicant tracking systems. The articles features expert commentary from Paul Harty, President at Seven Step.... read more
We’re in the business of people. However, sometimes our processes get so automated that we forget that how people experience the recruitment process makes a huge impact on the employer’s reputation. In a 2013 candidate survey, Seven Step RPO found that 25 percent of candidates who applied for jobs never heard back from the employer, at all. Of the people who did hear back, 75 percent of them waited two or more days to receive a response. This has far-reaching effects. CareerBuilder reported in a 2012 survey that 42 percent of people who had a bad candidate experience said they would never reapply for a job at that company, 22 percent said they would tell others not to apply there, and nine percent said they would tell others not to buy products or services from that company.
This proves that candidate experience does matter. From the first time a candidate reads the job description, throughout the application process, and until the possible hire, communication with the candidate should be consistent and engaging.... read more
On Thursday, ERE.net featured a piece by Seven Step's Sourcing Solutions Manager Victor Alberts (@The_Victor2) discussing who should be responsible for your social recruiting.
Here's a bit of what he had to say:
ERE.net: Candidates today connect, communicate, and proactively do their homework as they interact with future employers through social media. Their first impression of your brand often takes place through your social media presence. They expect responsiveness, a person behind the brand voice, and the ability to ask questions, learn about job openings, and feel you out before they commit to clicking “apply.” The value of social recruiting is not in question. How to implement your social strategy is.
Who should be responsible for social recruiting? The answer depends on several factors. The size, depth, and internal resources of a company.... read more
On Tuesday, ERE.net featured a piece by Seven Step's Social Media Manager Erin Bazinet (@ErinBaz) on the hidden advantages of Google+ for recruiters.
Here's a bit of what she had to say:
ERE.net: Most likely you’re already using LinkedIn, Facebook, and Twitter, but what many recruiters don’t know is that Google+ is starting to make an impact. It is the second-largest social network and has more than a billion users. While this network has had a quiet emergence, savvy recruiters will find that Google+ offers some major advantages and ... read more