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The consulting giant Accenture PLC —which aims to hire 50,000 in fiscal 2014—is recruiting candidates based in part on their activity and influence on sites like LinkedIn, Facebook and Twitter.
"employee referrals now comprise 40% of all new Accenture hires, up from 16% five years ago. In the not too distant future, [...] social-media connections could yield 80% of new recruits."
I’m heading out to Las Vegas now for #HRTechConf. It’s always a fascinating and elucidating experience, and a chance to catch up with friends, clients and colleagues and of course - the parties.
"Within an organization, social media, social learning and big data are an unparalleled communication and cohesion tool if understood and utilized correctly."
Corporate Recruiting and Staffing Metrics. Time, cost, quality, satisfaction, retention, internet sourcing, job seeker behavior.
"Branding also focuses on reputation because in transparent markets reputation has tremendous leverage. Every person an employer touches — candidates, associates, customers, alumni, suppliers, investors, the media — is a potential contributor to that reputation."
I was immediately impressed when I saw @HarrodsCareers responding personally to hundreds of employment related tweets. This Twitter handle wasn’t simply a feed of automated job postings.
"Before we launched on social media, a lot of effort went into re-branding our employer brand and Twitter and LinkedIn have provided a space in which we can truly showcase all the amazing benefits and career development that Harrods has to offer. Now more than ever, it is essential to cement your presence alongside competitors, and what better way to do it than through such dynamic mediums?"
Earlier Today, Twitter announced its Lead Generation product, making it easy for anyone to post offers to Twitter and have people claim them without having to leave Twitter.com. Shortly ...
"A job ad posted to Twitter, with the ability to apply for the position without leaving Twitter.com ..."
" ... it’s the first job listing to allows candidates to apply for the role without having to venture anywhere but the tweet page itself."
Talking with clients over the last few weeks about social recruiting and trying to help them understand what it really means for their recruitment, I have created this simple image to help. Let me explain.......
"EVERYBODY still reads email"
LinkedIn may not be the most exciting or fun social network out there, but it’s an amazing tool for businesses – if you master it and make full use of its f ...
Check the new LinkedIn Signals feature. That's really powerful.
all for the sake of better experience
Excellent recap of some of the best LinkedIn tools.
Tolle neue Funktion "LinkedIn Signals" hilft beim Filtern von relevanten Informationen aus dem eigenen Netzwerk
I feel a moral obligation to weigh in on "social recruiting" again.
Social media gives recruiters and employers one more medium through which they can interact with potential candidates. However, social networking sites such as LinkedIn, Twitter and Facebook are neither replacements nor prerequisites for telephonic or in-person communication.
Just because you can, is it really necessary to use a social network to message or interact with a potential candidate before speaking with them over the phone?
"People looking at other people on LinkedIn is one thing, but what about researching companies? Today LinkedIn holds 2.7 million mobile-optimized company pages. Most of the 2.7 million companies have no mobile support for their own company career websites, which is a very real opportunity for every company’s recruitment strategy."
Imagine this: you're a marketing manager tasked with increasing sales through digital channels. Your customer segments vary from VPs to mid-level managers. You
"You have minimal resources for content creation and social media, but management expects a 30 percent increase in traffic and leads each quarter.
Doing more with less is the “MO” for most marketing departments, and with the increasing complexity of the search, social, and mobile web, many marketers are challenged to be efficient and effective."
- Lee Odden
When I was younger there was a well known brand of beer that had the strap line 'Follow The Bear' - any of you remember it? The beer was pretty average to be honest, but the marketing spin was excellent,...
Successfully leveraging Social Media for recruitment is about hiring people that got interested and interacted with you via Social Media channels
via @andyheadworth | #socialrecruiting
Now that the Super Bowl is over, we take a look back on the human resources and recruiting trends, what has driven hiring and engagement innovation, and what’s in store for HR for 2013 when it comes to HR Tech and collaboration.
Technology that makes us more than cogs in the machine.
"I feel like there is a belief that HR and recruitment technologies will completely end the need for human resources and recruiters. Automation helps us focus on the human elements of our most valuable business resource, the employee. This technology should help elevate the human element taking us away from viewing employees as replicable cogs in the hiring machine to employees with lives, experiences, and personalities you can’t automate."
"+30% of European Employees in their current job for less than 6 months are already looking for a new job!
Almost 8-15% annual attrition rates in Europe, and a turn over of upwards of 40% of their entire talent base within 4 years."
No wonder OnBoarding becomes a huge trend.
Active sourcing with the XING Talent Manager - put into practice by Deutsche Telekom AG (German with English subtitles).
This case study proofs the Business Case for Active Sourcing:
- Cost-to-hire: -83%
- Time-to-hire: -75%
Diese Fallstudie bestätigt den Geschäftserfolg durch eine proaktive Kandidatenansprache mit dem XING Talentmanager beim Rekrutieren von Fachkräften:
- 83% Kostenersparnis bei der Besetzung von offenen Positionen
- 75% Schnellere Besetzungszeiten
Eine kostenlose Teststellung für den XING Talentmanager kann hier angefordert werden: https://www.mhm-hr.com/xing-talentmanager-jetzt-testen.html
Mehr über Employer Branding & Social Recruiting erfahren auf www.nextrecruiting.de
E-Recruiting 2.0 | Social Recruiting | Talentmanagementpresented by www.mhm-hr.com
"...the most effective social media site that impacts hiring is clearly LinkedIn. By a long margin, LinkedIn job posts and using the LinkedIn Recruiter product seems to have the best results out of any of those. But even LinkedIn’s lesser-used features like groups or company pages still beat the effectiveness of Facebook and Twitter."
Have you ever wondered what the easiest way is to find out the other social profiles for a specific candidate? Need to learn more about a candidate by reading t
"With the release of Google Glass (coming soon!), Google have been re-indexing all images stored to give better facial recognition results."
You’ll know from my last post here that I’m a great fan of using twitter for social recruiting. However, there’s also the danger of twitter becoming a monumental time drain!
"I’m broadly a fan of quality over quantity on Twitter – you need to be connecting with the right people, both in terms of their profile for your business AND in terms of them actually being active users of the platform. But it’s also true that your recruiting success on twitter will be amplified significantly if your following is substantial rather than meagre."
Article and infographic about impact of social media on the job search - I think you'll like it.
This week there has been two much improved (at last!) updates to the mobile sites of LinkedIn and Facebook. And we have seen some significant changes with LinkedIn over the last few weeks (I got the new @ Mentions yesterday!
"Are we seeing the merging of functionality and services across now across the primary (and mainstream) social networks?
At least with all the similarities, it makes them all easier to understand and use for social recruiting!"
"Although Google+ may not be used for recruiting as much as LinkedIn, for the tech recruiter, it is a key social media platform that can be used to connect with influencers and professionals. Google+ plays host to a massive pool of engineers, programmers, developers, and designers just waiting to be tapped for a multitude of positions."
Recently LinkedIn eliminated RSS feeds from groups as a way to control the volume of posts coming in as discussions as well as to control spam. Here's what has changed regarding posting to LinkedIn Groups.
"Recently LinkedIn eliminated RSS feeds from groups as a way to help group managers control the volume of posts coming in as discussions as well as to control spam."
More Spam Controls coming on line.
Great advice included here:
Very useful information if you post to a lot of LinkedIn groups.
Using mobile to reach passive candidates is the best way to turn subtle interest into a job application and a hire. These 3 tips show you how.
Passive candidates need a substantive reason to switch - so get to the point.
When it comes to recruiting in general, and specifically recruiting passive candidates, make it Mobile and make it easy...
In case you haven't read Dr. John Sullivan's recent article entitled, "The end of sourcing is near...the remaining recruiting challenge is selling", I highly recommend that you do so. While I agree with some of the points that Dr.
"Having a dedicated sourcing function ensures that the identification and recruitment of people from the deep end of the talent pool, where top talent is statistically more abundant, is more consistent and scalable, and it clearly demonstrates an appreciation for and investment in the strategic aspect of sourcing, which goes well beyond finding and submitting candidates for current job openings."
Recruitment technology has changed extensively since the early days, and with the birth of social media it's become a lot more interactive. Here are some of the
Nice infographic explaining the evolution of Recruitment Technology