Apply Today

Social Media for Recruiters

You’re Not Just a Recruiter Anymore

by Veronica Blatt

Wishon-hi-resOur guest blogger is David Wishon, the Senior Director of Talent Fusion by Monster responsible for service delivery. Talent Fusion provides comprehensive recruiting and sourcing solutions to its customers by utilizing Monster’s products, patented technology and industry expertise. Prior to joining Monster, he was Senior Vice President for Bank of America responsible for internet sourcing and competitive intelligence.

Today’s recruitment professionals have to be able to market opportunities to a variety of generations, all of which think and behave very differently.

If you’re in recruiting — or any profession these days — you’re hearing a lot about one generation in particular. The “Millennials.” You know, the 18- to 31-year-olds who will make up nearly 50 percent of the U.S. workforce in 2020 (when they will be 24- to 37-year-olds). Read the rest of this entry »

Social Media for Recruitment [INFOGRAPHIC]

by Veronica Blatt

I came a cross a great infographic from Staff.com highlighting a ton of information about how social media is being used by employers, recruiters, and job seekers.

Here are some of my favorites: Read the rest of this entry »

Add Video to Your Passive Recruiting Strategy

by Veronica Blatt

woman-thinking-at-deskToday’s guest blogger is Justin Mosgrober, Marketing Coordinator at InterviewStream – the pioneer in online video interviewing. Since 2003, InterviewStream (an NPAworldwide Alliance Partner) has helped companies generate great candidate experiences and remarkable returns through Web-based video screening, interviewing and preparation. InterviewStream provides a scalable approach that fits with customers’ unique business needs to achieve breakthrough results. Clients rely on InterviewStream for the perfect combination of proven value and endless possibility.

So you’re ready to fill a job req, but after conducting many interviews you’re still not convinced any of the remaining candidates are right. According to recruiter.com, traditional hiring costs an organization between $1,500 and $5,000 per hire, making hiring one of the most important investments a company can make. In addition to those expenses, organizations have to spend more money to provide appropriate training and development. It simply costs too much for organizations to make a bad hire. Read the rest of this entry »

5 Reasons to Avoid Recruiting on LinkedIn

by Veronica Blatt

image of LinkedIn, a tool used by agency recruitersRecently, I read a post on the New York Times’ You’re the Boss blog, entitled Why I Do All My Recruiting on LinkedIn. Employers will read this and some of them will think, “Wow! That’s a GREAT idea! I should totally stop using a third-party recruiter and do all of MY recruiting on LinkedIn, too!” Here are just a few reasons why that is a foolish approach: Read the rest of this entry »

Recruiters Depend on InMail

by Dave Nerz

image of LinkedIn, a tool used by agency recruitersAccording to Forbes, nearly 97% of recruiters use LinkedIn as a part of their recruiting process. So I am guessing that many recruiters have fallen into recruiting routines. If one of those recruiting routines is to blast large numbers of LinkedIn members with InMail, get ready for a change. One that I heard recently was to InMail all those that meet the criteria set for a LinkedIn search, wait 5 days then InMail again. If still no response, then try a Google search to find phone or mail contact details and reach the candidate via those connection points. That is one recruiting process; I’m sure you know of 50 more. Read the rest of this entry »

Maximize Your Social Recruiting with Four Suggestions

by Sarah Freiburger

buildingblocksAs many recruiters attempt to keep up with the ongoing trends in social media recruitment, some believe that just taking the baby steps in establishing profiles on various sites or making “connections” gives them the title of being a social recruiter. While those first steps are important, there are four more suggestions I can offer to take social recruiting to a new level. Read the rest of this entry »

5 Twitter Tips for Recruiters

by Veronica Blatt

Today’s guest post is from Megan Wilkes, the social media & marketing manager at JXT, a specialist digital agency for recruiters. Megan already boasts years in social media management, which means JXT’s clients get access to never-been-thought-of-before social media ideas coupled with marketing expertise that includes guerrilla strategies. Follow her on Twitter at @mwilkesy.

It’s a very exciting time for me, someone who has taught the importance of social media for so long to really see recruiters start to embrace it. I’ve particularly seen a great uptake in Twitter for sourcing and engaging candidates and clients as well as network with industry peers. So for those of you who are just starting to get your hands dirty with Twitter or if you’re not quite sure you’re doing it right, read on for some helpful Twitter tips for recruiters… Read the rest of this entry »

4 Twitter Baby Steps for Recruiters

by Veronica Blatt

Image of Twitter logo for recruiters using social mediaAt our recent Global Networking Meeting on the Sunshine Coast (Australia), one of the big takeways for our team was that we need to be using Twitter more (and more effectively). One of our featured speakers, Greg Savage, is passionate about Twitter and spent a good deal of time talking about how he built a following. Twitter isn’t going away anytime soon. In fact, there are about 100 million active Twitter users each day, with an average of 208 followers EACH. Still think there is no reason for recruiters to use Twitter? Personally, I think it’s an amazing platform for building and promoting brand awareness. It has helped NPAworldwide reach audiences in places we would NEVER have been able to access on our own with our small marketing budget. I’m talking dedicated followers throughout Europe, Australia, and Asia, who regularly share our content, who are part of the recruitment industry in so many different ways. On top of that, Twitter helps recruiters and other businesses build authority and when done right, can be part of a strategy to increase traffic to your website and help capture leads. Read the rest of this entry »

Best Practices for Mobile Recruiting

by Veronica Blatt

Image of woman viewing sms for mobile recruitmentToday’s installment is courtesy of guest blogger Mary Ellen Slayter, careers expert for Monster. Monster Worldwide, Inc. (NYSE:MWW), is the global leader in successfully connecting job opportunities and people. Monster uses the world’s most advanced technology to help people Find Better, matching job seekers to opportunities via digital, social and mobile solutions including monster.com®, our flagship website, and employers to the best talent using a vast array of products and services. As an Internet pioneer, more than 200 million people have registered on the Monster Worldwide network.  Today, with operations in more than 40 countries, Monster provides the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities globally. For more information visit about-monster.com.

In today’s race for top talent, it’s a mistake to disregard mobile recruiting. You’ll lose out on strong candidates if you don’t give them a place to apply. Here are four best practices to jump-start your mobile recruiting efforts. Read the rest of this entry »

3 Ways Agency Recruiters Can Improve Their Use of LinkedIn

by Veronica Blatt

image of LinkedIn, a tool used by agency recruitersI recently listened to a LinkedIn webinar discussing common mistakes agency recruiters make on LinkedIn, and thought I would recap the salient points here.

Make sure you have a recruiting profile. Yes, of course you already have a LinkedIn profile. But is it a RECRUITING profile? If you’re trying to attract candidates, make sure your profile is written for candidates. If your primary goal is client development, make sure your profile is geared towards new clients. Maybe you need to write for both audiences. Here are a few tips to help agency recruiters create a RECRUITING profile: Read the rest of this entry »

  • Press Releases

  • Blog Topics

    • Please ensure Javascript is enabled for purposes of website accessibility