Online recruitment, one of the most important practice of the use of method and specifically Web-based resources for obligations concerned with finding, attracting, assessing, interviewing and hiring new employees. The cause of e-recruitment is to make the processes involved greater green and effective, as well as an awful lot less expensive. Online recruitment can reach a bigger pool of capability personnel and facilitate the selection technique.
According to LinkedIn, the biggest trends set to change how recruiters hire this year are diversity, reinventing the interview process, data, and artificial intelligence.
The annual report surveyed over 8,800 recruiters and hiring managers from 39 countries to better understand these trends and help recruitment teams prepare for 2018.
More information: https://theundercoverrecruiter.com/linkedin-global-recruiting-report/
This is a guest blog by Tony Restell. He is the founder of Social-hire.com, a social media agency that helps candidates and recruiters leverage social media to reach out and recruit top talent.
Using social media for business and, more specifically, recruitment, is not new. In fact, the recruitment industry was one of the first to really grasp the power of social media for achieving business goals, knowing that the likes of Facebook, Twitter, LinkedIn and beyond is where their target market of jobseekers hang out.
We all know how important social media is to recruitment nowadays, and you need to be using it right. One small slip-up can really kill off your recruitment brand’s credibility, but unfortunately there are a few common blunders that we still see recruiters making time and time again…
So what are these social media fails to avoid in recruitment? Read on to find out.
The social media platform—with its growing audience—has become a reasonable marketing platform almost for all types of businesses.
More information: https://blog.hrn.io/6-tips-for-effective-social-media-recruitment/
The talent acquisition process until recently was completely outdated, saturated and more importantly, emotionless. Technological advances emerging every day have managed to forge a new way of recruiting to up and coming industries that before didn’t even exist.
There have been an increasing number of instances recently, relayed by the members of ourOil and Gas Careers Forum, of fake recruiters trying to obtain LinkedIn users’ sensitive information by sending out bogus job offers.
St Valintines day is later this week and thanks to a suggestion from Andy Headworth of Sirona Consulting, I have upgraded my Facebook Search tool to help love lorn recruiters find the love of their life.
More information: http://www.intel-sw.com/blog/shanes-recruitment-blog/
With more than one billion accounts and 9,000 different job channels in TweetMyJobs, it’s easy to understand why companies are trying to figure out how to use Twitter as part of their overall recruitment marketing strategy. But news flash: Twitter is not another career site.
More information: http://blog.smashfly.com/2016/03/24/how-to-use-twitter-for-recruiting/
Based on a suggestion from Andy Headworth and just before St Valentines day, I’ve been looking at sourcing techniques for recruiters to find love. As a result I’ve added to my Facebook search tool to include ‘Relationship Status’ and ‘Interested In’ searches. You can now use this to find single people who like recruiters.