Category: Talent acquisition
From the word “hashtag” being added to the Miriam Webster Dictionary to Facebook handles being featured on bus stop advertisements, social media
is part of our everyday lives. Social media’s presence
is not being overlooked in the hiring world either. According to Jobvite’s 2014 Social Recruiting Survey, 93 percent of recruiters use or plan to use social media to support their recruiting efforts.... read more
Thanks to smart phones, we live in an app dominated world. It’s not just for personal use or fun games. Businesses release new apps for their customers every day, and it’s impossible to go to a networking event without seeing people check LinkedIn on their phones. Recruiters are huge proponents of the benefits of using apps to help win the war on talent, but it’s important to know which ones are right for what you’re looking for. Mike Weil, Sourcing Specialist, provides insight on what apps to use before jumping to the app store and improving recruiting efforts.
HR Review: Technology evolves faster than anything else on earth. The websites, social platforms, and apps available for recruiters and job seekers are no exception. Just because Monster, CareerBuilder, Facebook, and LinkedIn are some of the most popular websites right now for those services, they’re not the only ones out there or the newest. And they will eventually be replaced. So, as a recruiter, it’s important that you keep abreast of what’s emerging. A bit of time spent regularly searching for new Apps and job boards could well be worth your time and give you a “got there first” advantage to finding great candidates.... 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
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