Facebook's rolled out a new feature this week allowing companies to create and promote job postings on their business page. Paying to promote these new job postings is drastically cheaper than LinkedIn job slots and ideal for an audience that is not on that platform, such as nurses or retail workers. Step 1: Choose which…
We combed the furthest reaches to find the top recruiting and HR conferences happening around the world, and gathered them all in one place in our latest edition of the Ultimate Guide to Recruiting & HR Conferences.
Free White Paper to How Job Descriptions, Titles & The Apply Process Impacts Conversion Rates and Sourcing Costs Good decisions along the pipeline can amplify the brand message, positively influence candidate behavior and boost the efficacy of the business process.
The sourcing world is changing… It used to be about FINDING that needle in the haystack. Tracking down those purple squirrels. Cold-calling. Uncovering candidates wherever they hide. But that’s not the name of the game anymore. The future of sourcing is ENGAGEMENT. Think about it. Anyone can find candidates nowadays. There’s a plethora of amazing new tools, technologies and sites out there like LinkedIn, GitHub, Stack Overflow, SmartRecruiters; plus all of the social networks and social aggregators like Entelo, TalentBin, or Dice that make it pretty easy to find candidates. Even junior, untrained or lazy Recruiters can do it (Uh oh!). And those same Recruiters are indiscriminately SPAMMING boatloads of candidates all day everyday with generic bulk messages… simply because they can. This new landscape has made it infinitely tougher for good Sourcers to stand out from the pack, be heard above all the noise and actually get a response. That’s now the test of a good Sourcer in today’s w
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Step Forward Networks's insight:
Excellent webinar and best practices for diversity recruitment initiatives. Featured Speakers: Steve Wells Head of Talent Acquisition at Twitter and Jack Hogan Co Founder + Head of Partnerships at Buzz technologies
When it comes to your HR projects list this year, put workforce analytics first. The talent management industry has been discussing workforce analytics for years, but 2016 witnessed some of the biggest leaps toward true big data capabilities. Organizations are moving from the simplest stages of workforce data analysis—'descriptive and diagnostic' analytics —
" Mobile Recruiting – now is the time! Across the globe, the working world is characterised by its fast pace, mobility and digitisation. Like everyone else, job-seekers are almost constantly on the move and deal with as much as possible “on the go”. Using apps or browsers they can look for interesting positions…
Step Forward Networks's insight:
Mobile recruiting - Not if, but when - and apparently when is now.
essed a dramatic shift in cybercrime targeting, as criminals move away from individual consumers and focus instead on enterprise opportunities, targeting systems that store large amounts of PII,” Loller says. “Recent breaches at large data warehouses have resulted in the theft of hundreds of millions of pieces of PII. If a breach like
Like just about every employer, Google is keen on referrals. They come with a built-in reference and, on occasion, some inside information, and provide a sense of familiarity to both the candidate and the interviewer. That tends to lead to a much shorter hiring time, a higher rate of acceptance, and a tendency fo
Step Forward Networks's insight:
"In other words, referrals are still important, but they’re not everything. And for a company trying to diversify its workforce, they shouldn’t be—one consequence of referrals that Bock doesn’t discuss in his book is that people tend to refer friends or acquaintances who are similar to them, which can negatively impact diversity. Google experienced the effect first-hand, and now it’s working hard on reversing it."
We would all like to fancy ourselves as eminently capable of impartiality, able to make decisions without prejudices – especially at work. Unfortunately, the reality is that human bias, both conscious and unconscious, can’t help but come into play when it comes to who gets jobs and how much money candidates get offered.
Managers often gravitate to people most like themselves, make gender-based assumptions about skills or salaries, or reject candidates who have non-white names – to name just a few examples – even if they don’t mean to.
There’s an increasingly popular solution to this problem: why not let an intelligent algorithm make hiring decisions for you? Surely, the thinking goes, a computer is more able to be impartial than a person, and can simply look at the relevant data vectors to select the most qualified people from a heap of applications, removing human bias and making the process more efficient to boot.
A wealth of startups and associated technology tools have sprung up in recent years to address the appetite for more diverse workforces. The Gapjumpers platform promises “blind audition” technology where “gender, education and background don’t matter” to the quest to find top talent. Entelo’s recruitment software has been billed as able to “get more women hired”, while Doxa helps you “find tech companies where female employees thrive. From HireVue and Gild to Textio, Jobaline and Korn Ferry, there are no shortage of headhunting and recruitment firms turning to the “magic” of algorithms to make attracting and hiring the right people more efficient and more effective – all while theoretically casting a wider net to draw candidates who might get left out by traditional “gut instinct” methods.
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