SOCIAL MEDIA: A SAFE HAVEN FOR RECRUITMENT PROCESSES

59% of job seekers use social media platforms to find recruitment opportunities, according to Talent-Works International Statistics. The reasons behind this trend lie in the way the digital market works. Every corporate business runs by a rule in this digital age. In most cases, it has to do with growing your digital presence. This includes having a clean professional social media presence from which people can refer to. This especially helps when you need to recruit highly qualified senior employees who add value to what you have already built.

Read more at: https://recruitmentjuice.com/blog/social-media-a-safe-haven-for-recruitment-processes/

How to recruit on Twitter

Why you should recruit on Twitter

The first social recruitment site you think of may not be Twitter. After all, they don’t have a dedicated job site and aren’t geared toward professional networking. But how to recruit on Twitter is an essential skill for any recruiter.

You may be asking yourself, “why?”
The answer is: it’s worth a shot. Here are some reasons why you should learn how to recruit on Twitter:

Read more at: https://blog.recruitee.com/how-to-recruit-on-twitter/

Using social media in recruitment

The use of social media as a business tool to help hire is quickly rising. It will be, or some might say already has become, a necessity as part of your overall approach to finding new candidates and staying in touvh with existing ones .

Social media’s significant prominence in both the business world and people’s personal lives means it is the communication channel of choice of many to the world. From keeping in touch with family to chatting with friends, networking with business contacts or keeping up to date with news and events, online profiles can do it all.

Read more at: https://www.rec-irp.uk.com/news-and-insight/i-love-recruitment-blog/using-social-media-in-recruitment

Hire smarter with LinkedIn

In an interview* that dealt with online comments made about her on-stage chemistry with Bradley Cooper at their performance of ‘Shallow’ at the Oscars, Lady Gaga described social media as the toilet of the internet. But I bet you she never worked in recruitment. Seriously. Look it up. She’s an incredibly talented and critically acclaimed artist but I bet you she couldn’t tell you anything about the 2004 ‘opt-out’ provision that was added by the Department of Business, Innovation and Skills to the Conduct of Employment Agencies and Employment Businesses Regulations 2003, to provide workers and hirers with minimum standards they could expect from private sector recruitment agencies and employment businesses. Could she

Read more at: https://www.rec-irp.uk.com/news-and-insight/i-love-recruitment-blog/hire-smarter-with-linkedin

Why it’s so important to keep communicating with your pipeline candidates

How often, after applying for jobs, have you been left frustrated and disappointed by a prospective employer ceasing all communication with you and vanishing at a certain point, not even telling you whether your application was a success or failure?

Now, fast-forward to the current work of your hiring managers and HR staff, and you can probably begin to realise precisely why that situation comes to pass so often.

More information: https://www.webrecruit.co.uk/blog/recruitment-insights/why-its-so-important-to-keep-communicating-with-your-pipeline-candidates/

6 Ways to Recruit and Hire the Best Candidates for Summer Jobs

Early reporting suggests that, compared to past generations, today’s younger workers are less concerned with money and more focused on gaining skills and having meaningful early employment experiences. They’re thinking about the long game. By making your summer workplace experience skills-focused, you can appeal to younger workers and staff up more efficiently for the summer season.

More information: https://theundercoverrecruiter.com/summer-job-candidates/

The Recruiter’s Guide to Finding Top Talent

We speak to Charlotte Clark and the Head of Talent Development at The Association of Professional Staffing Companies (APSCo). She is responsible for positioning APSCo’s UK & International Talent Development division as the recruitment profession’s ‘go to’ source of high quality, credible training and talent development courses. All of which are developed and delivered by recruitment and training experts and lead to recognized qualifications which help individuals achieve their full potential throughout their recruitment careers.

More information: https://theundercoverrecruiter.com/the-recruiters-guide-to-finding-top-talent/

5 Ways to Get More Women into Your Workforce

Gender equality has been under a harsh spotlight for some time now, with pitiful percentages of women in upper management and inexplicable differences in pay. Sure, we’ve made significant progress in the last 100 years, but diversity is still a huge issue and we can’t afford to stop pushing forward.

There are many, many ways in which you can make your workplace a more hospitable place for diversity – not only women. Here are just five!

More information: https://theundercoverrecruiter.com/get-more-women-into-your-workforce/

10 Signs Your Applicant Tracking System is Stuck in the 90’s

After leading corporate talent acquisition throughout my career, I know far too well that applicant tracking systems were originally designed to automate the application and simply track applicants. The applicant tracking system (ATS) was born in the late 1990’s and over the past 15 years they haven’t evolved to meet the requirements for a competitive approach to recruiting.

More information: https://www.smartrecruiters.com/blog/10-signs-your-applicant-tracking-system-is-stuck-in-the-90s/

Eliminating Unconcious Bias in Hiring

Unconscious bias is a scary reality that plagues many organizations and means that the best people aren’t getting the right jobs and promotions.  We spoke with Sangita Katsuri of Action Inclusion about how companies can work to eliminate unconscious bias in their hiring process.

  1. What is your definition of unconscious bias, and how does it play out in the hiring process?

If we are honest, we can admit that we have some very conscious biases and preferences for certain kinds of people, characteristics, appearances, behaviors and even nuances of speech.

More information: http://www.recruitingblogs.com/profiles/blogs/eliminating-unconcious-bias-in-hiring