Posting jobs on social media is the minimum — and in today’s competitive recruiting world the minimum isn’t enough. That’s why we’ve put together a guide comparing, contrasting, and ranking the top social media platforms for recruitment marketing advertising. We cut through the noise and help you make smart recruiting decisions with your recruitment marketing budget related to social.
In this guide, we’ll show you some best practices to follow to ensure you’re getting the right information out to potential candidates on Indeed. You’ll also learn how to drive the right traffic back to your jobs that will convert to quality applicants and hires using a free tool!
You know the drill. You did the work—sourcing great candidates, selling them on the opportunity at your company with the mission, the vision…the whole deal. You took the time to set up a live interview with the hiring manager.
We know, we know. It’s counterintuitive to download a whitepaper on personality assessments. After all, whether you’re an HR leader or leading a line of business at your company, you know the following to be true about assessments: everyone’s got one and you’ve taken them all.
Admit it: You want your workplace to be more like SAS, Google and Zappos. The big question is HOW do you do that? Answer: You buy, and then you build. The initial steps to morphing your company into a great place to work are easy, but the final steps are hard—like riding a bicycle on a freeway hard.
White lies, tall tales and whoppers. Let’s face it—we’ve all had a hand in stretching the truth from time to time. Think the world of recruiting doesn’t have lies? Think about these statements: “We’ve decided to go in a different direction.” “We believe in work/life balance.” “Social media will change everything in recruiting.” Um, yeah…
You’ve heard the buzz about social media and did what you were told to do. You’re on LinkedIn, have a Twitter account and have even… gasp… started accepting professional connections into your private world of Facebook. Still, it doesn’t feel like much has changed, does it? Good news: It doesn’t have to be that way.
Coaching. The HR buzzword that leaves even top leaders scratching their heads or sprinting to the book store to purchase Coaching For Dummies—all in an effort to pick up some tips and tactics to successfully develop their team. Well grasshopper, save your money and adopt this mantra: Shut up to become a better coach.
Ah, yes—The 5 Faces. They’re going to tell your managers that more performance isn’t possible, and it’s not their fault. Either give your managers tools to deal with the objections/faces, or give them quality instructions on how to assume the fetal position without pulling a hamstring. You’re picking tools over the fetal position?
Wouldn’t it be cool if candidates could take a DNA test that could add some science to your hiring process and reduce human error? Think about it: You test a strand of hair from each finalist, and presto! You get a readout of how each candidate’s DNA matches up with your needs for success within the target role.
You know the drill. Companies use employee referral programs on a regular basis, either having them on at all times or spiking them up and down based on need. But where’s the incentive? The draw? The days of the dead-end, boring referral program end here.
The battle for Recruitment Process Outsourcing (RPO) has traditionally been waged among large organizations—companies that need 1,000 or more jobs filled annually. Companies of this size have generally considered themselves a good fit for an RPO.
We know. You created a stellar job posting, sourced and interviewed, did all the right things. You took your time with the process and the perfect candidate emerged, consensus was reached and you made the hire. Flash forward a few months and the feedback is flowing in from the company. The new guy sucks.
Rolex, Cartier and Mercedes are all examples of luxury brands that, over time, have maintained their value and prestige in the minds of consumers. But why? While you may find comfort working with a recruiting firm with a “high-end” name, there are other brands on the market that can access the talent and attention you seek—for a fraction of the price.
One of the most maligned services that HR owns at most companies is the Performance Management Process, also known as the Performance Review or the Annual Flogging. Performance Management has become a transaction, something HR pros do—but receive limited value for. It doesn’t have to be that way.
If the movie Office Space taught us anything, it’s that employee engagement is always a problem of motivation. Check out this Kinetix whitepaper to learn how managers can drive more engagement—complete with audio/video clips from a dysfunctional company we love to reference around the office.
If you’re like most people, finding the time to manage your social media efforts can seem like a daunting and overwhelming task. What if we told you that you didn’t have to invest hours posting tweets or status updates? With the right social hygiene, you could do it all in just 15 minutes a day.
Performance reviews are dead. We know, we got the memo, too. Too often they become a pure garbage in, garbage out exercise, resulting in nothing of value at the end of a performance period. But your company’s lineup isn’t stacked with all A-players and you’re in need of a better way to identify suspect players.
Rejection is a natural part of the recruiting process. But you never know who the candidate you’re rejecting is going to grow up to be. The person you’re turning down today might end up being the next Mark Zuckerberg. So, why wouldn’t you create great recruitment messaging to keep them engaged with your brand?
That’s right, we said it. You need to hire more ugly people. Or at least lower the overall attractiveness level of your company by a few percentage points with the hires you make in the coming year. Grab this article to find out if you’ve sacrificed performance for looks at your company, and we’ll give you the best intervention strategies to combat the problem.
It’s not hard to get lost in the details when gathering feedback from multiple people that have interviewed the same candidate at your company. Far too often, hiring managers are presented with opinions ranging from a 700-page novel to glittering generalities they’re left to interpret. Want to break the lame candidate feedback cycle once and for all? It’s easy—just ask for the candidate’s Area Code.
Like athletes, not all LinkedIn profiles are created equal and some users end up on the sidelines while other professionals reap the real benefits of the site. That’s why you have to ask yourself the following when it comes to LinkedIn—are you in the game or on the bench?