Recently, 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 »
Social Media for Recruiters
Recruiters Depend on InMail
by Dave NerzAccording 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
As 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 »
4 Twitter Baby Steps for Recruiters
by Veronica Blatt
At 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
Today’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 BlattI 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 »
It’s Time for Recruiters to Adopt Mobile Marketing
by Veronica Blatt
Today’s guest blogger is Mandy Curtin, director of marketing for sticky IT, a web design company specializing in branding for recruiters worldwide, and NPA Alliance Partner. With 7+ years of experience pleasing perfectionists, the gurus at sticky IT have learned a thing or two about recruiters. Building a brand should be fun & easy; sticky IT spins the web so you can get back to work!
Interesting Fact: 91% of adults have their mobile phone within arm’s reach 24/7?
Weird (but not surprising) Fact: 75% of Americans even bring their phones to the bathroom. Read the rest of this entry »
6 Steps to Social Media Recruitment Success (Steps 5 and 6)
by Veronica Blatt
Today’s installment is courtesy of guest blogger Mariah Gillespie. Mariah is the founder of Social Media Superstar and worked for 2 years as Social Media Manager of JXT Consulting, an agency specializing in online marketing strategies for recruiters (Sydney, Australia). Mariah has helped some of the largest recruitment companies in Australia utilize social media platforms in the recruitment space (Chandler Macleod, Adecco, Drake) and has spoken at dozens of conferences on social media recruitment. Contact her at mariah@socialmediasuperstar.net.
Happy 2014! I’m back with the final installment of my 6 Steps to Social Media Recruitment Success, Parts 5 and 6. Click here to catch up if you missed Steps 1 and 2 and click here to catch up on Steps 3 and 4. Read the rest of this entry »