RecruitingTools.com » Social Media

Free Recruiting Webinar: Building Your Talent Community In 30 Minutes A Day by Maren Hogan

admin — Tue, 21 Feb 2012 06:12:02 +0000

Maren Hogan – Talent Community Expert, Social Media Maven, all around cool person.

Our last webinar went over the limit over 1K attendees and nearly crashed our system! Don’t get left out this week as @MarenHogan is presenting a very tactical webinar Thursday 2-23-12 on “Building your talent community in 30 minutes a day”.

Register Here Get your free “How to: Social Recruiting” white paper from iCIMS.

Everyone who registers for our Webinar HERE will get a copy of the white paper PLUS 12 free Power Boolean Searches: Register for the webinar HERE

Building a talent community is hard work. Doing it in 30 minutes a day is ridiculous! but Maren Hogan will show you it can be done. Can it? Join her 30 minute session on 2-23-12 to see the strategy and tactical tools she uses: Register HERE

All registrants will receive 12 FREE Power Boolean Searches when you register for the upcoming ICIMS Webinar presented by @MarenHogan: “Building Talent Communities in 30 minutes a day”: Register Here

Sponsored by iCIMS and RecruitingBlogs.com

#SocialRecruiting for College Grads just got Easier

admin — Mon, 26 Jul 2010 17:17:30 +0000

Disclaimer: This is not a sponsored post, but a reference article about social recruiting for college grads. CollegeRecruiter has been a client of our company before however.

Riddle me this: What has more than 17 million candidates with more than 10 million active and graduating students and more than 7 million recent grads wanting to work for you? Or maybe this: What has hundreds of thousands of entry level jobs and internships waiting for you to see?

I asked Steven Rothberg and he proudly told me CollegeRecruiter.com. Have you heard of it? If not, you might not want to admit that. It’s been around since 1991 and recently has gone through facelift to emphasize social recruiting for college grads. I had lunch with Steven a short while ago and we spoke about what the evolution of job boards and social integration into the name termed “social communities”

You may have received an email from Steven and his group this past weekend but if not I encourage you to goes check out their new digs. It’s packed with video, reference material and candidates.

Pros:

Companies targeting college students or recent grads have the opportunity to create sub groups to court potential talent.
It’s built on the NING network which is fast, reliable and allows for complete interaction between employers, recruiters and candidates.
Video is plentiful and the resource section for college students and employers is overstock with great info.
Employers can have a “spotlight” page advertising your brand to your target audience.

Cons:

I wish I had this when I graduated
I wish I had that massive database of candidates to source from on my pc
I wish this was my idea

Didn’t receive the email? No worries, here it below:

We just re-launched CollegeRecruiter.com and I guarantee you it is radically different from just about any “job board” you have ever seen! Our web site always did have thousands of white papers and blogs for students, recent grads and employers. But now? Now we are offering so much more:

Our new Web 2.0 site emphasizes user generated content and facilitates interaction between job seekers, employers, career counselors, and others. At the same time, we have preserved the ability for job seekers to search and apply to your job posting ads.
Candidates will now search for jobs, click on posting summaries, and immediately be taken to your web site to both read the posting and apply to it. Think Google, where you search Google and then go to the third party site to read the information.
Candidates can post profiles on our site and you may review those and contact the candidates directly — at no charge.
We anticipate that we will continue to see hundreds of thousands of unique monthly visitors per month from our primary target markets of job seekers and employers but we will now also see significant use and great content from college career service office professionals, career counselors, resume writers, admissions counselors and more.
We’ve built hundreds of Employer Spotlight pages for the top employers of college students and recent grads. The current job openings of those employers will automatically appear on those Spotlight pages … even if the employer has not paid us to do so. Realistically, most candidates who come to CollegeRecruiter.com don’t know about your opportunities so they’re unlikely to go first to your Spotlight page. They’re more likely to run a job search by entering their location, desired job title, and other keywords. If you want your postings to come up at the top of the search results, which is necessary get a good response rate, post your jobs to CollegeRecruiter.com and therefore also our network of thousands of complimentary niche career sites.
Video, video, video! Employers and other users may post videos at no charge, helping them better connect with job seekers. Want to do this today? Go to your Employer Spotlight page or create one of your own if we do not yet have one for you and copy the embed code for your videos on YouTube etc. and paste it into the Spotlight page.

It seems like a great new tool for college recruiting, and I like that it uses social recruiting ideas to approach this demographic. Let me know your thoughts about CollegeRecruiter and if you have had luck sourcing college grads using other social recruiting methods.

2 Pretty Cool New Features with Twitter

admin — Fri, 05 Feb 2010 01:39:25 +0000

A little different type of post today. It’s sticks to the tool theme, but it’s written with a little curiosity. If Tweetdeck or your favorite Twitter client did not exist would Twitter be what is today?

As with all sites social, Twitter aims to keep ahead of the game integrating much requested features. Ironically the main site Twitter.com is surprisingly boring and really not all that interactive. It’s a challenge that I find to be pretty silly since apps like Tweetdeck have changed the way the Twitter game is played.

An interesting question would be if Tweetdeck were to go away, would you still tweet?

Just today on the Twitter blog, @jennadawn talks about a new feature that will surely help to create a better user experience. It’s called Hovercards. It’s in beta now so not everyone will see this but essentially it’s a feature that will allow you to hover over the username of a follower to see more information. Pretty basic stuff.

The addition here is that you will now have the opportunity to interact with the tweet. By hovering, you’ll have the opportunity to connect with, follow and learn more about those that have been re-tweeted without having to leave the page you are on. Now that’s useful.

But I haven’t tweeted on Twitter.com for a very long time and I do not think this will bring me back.

Which leads me to the second pretty cool new feature. Recently released and not so talked about Local Trends. I’ll admit that I like this one personally. But that because I like to keep up on my local area. Will it get me back to Twitter.com, no but I wanted to share it with you anyway.

Look, in the end Tweetdeck among a host of other clients have so many more rich features and esthetically pleasing UI’s that it may be the end of the rise for Twitter.com (The site). Now I stress that because I trust the team here will not stand pat. Something big is on the horizon people. Trust me on this one.

I’ll tell you about it soon.

Here is the newer Local Trending Topics

You can find the local trends box about 3/4 down the sidebar on the left

Select your city. Not all are avaialble yet…Just the cool ones.

And than you can see, choose and Tweet about your local trends.

What’s Wrong with your Sandwich Maker?

admin — Tue, 02 Feb 2010 00:44:00 +0000

Do you subscribe? You should, we give away really cool things for free: Click to Subscribe

So I wanted to purchase one of those cool sandwich makers “as seen on TV”. You know the ones…throw a bunch of “stuff” into a skillet / press type appliance, press it down and wait for a hot, tasty treat? I did a little online research on different models. I was surprised to learn that the prices varied so much; up to $110 in some cases.

I lucked out, however. I found one that looked quite reasonable. Just $9 and free shipping! So I placed my order. It said it would take 10-15 business days to arrive. To my pleasant surprise, it took just two days for my new little miracle of science to arrive. I ran to try it out right away. It even had a little “recipe book”.

Then my excitement came to a halt. My first attempt at my hot, flattened sandwich with pretty griddle marks resulted in something that once resembled a sandwich now burnt to a crisp. Several more attempts…each time, it was either charred beyond recognition or severely undercooked and soggy. My sandwich press now sits alongside my “ab isolator” and my “juice making bullet” in a box in storage.

So what does this failed attempt at culinary arts have to do with Recruitment? Quality. In this case, lack thereof…

As Recruitment professionals, we do produce and market a product. It’s Human Capital. I realize that doesn’t sell well via a slick talking pitchman during re-runs of Gomer Pyle but the products we provide allow businesses great or small in having their strategic vision realized.

Fine, Bill. But that has little to do with cheap sandwich makers. Correct. But it has everything to do with the quality of the product we produce for our customers. Recruitment is a process and it should be held to metrics scrutiny just like any other processes in business. The problem is, the metrics most Recruitment organizations continue to cling to are Time to Fill and Cost per Hire: dated, pedestrian measurements that do very little to allow us to be Strategic Professionals in our craft. Break this cycle in 2010 and start now! Strong hires produce 3 times their salary in worth to an organization. Business impact like that needs to be enhanced through effective measurement.

If I measured my sandwich maker purchase based on time and cost factors alone, it would have scored very high. It was a low cost investment that showed up on my door in a couple short days. What happens when we measure the product on quality? Food that tasted like Calcutta ditch water.

I’ve outlined some steps for establishing a Quality of Hire metric into your Recruitment practice:

1) Establish a scorecard to send to your customers to rank the performance of your Recruitment Team. Measuring between 5-10 factors is ideal. My email address is included at the conclusion of this post. Feel free to email me for examples of how this template can be constructed (what to measure, scoring scale, etc). Doing some simple online research / benchmarking on the subject should prove helpful to getting you started as well.

2) Set goals for your team – what results from these scorecards are you striving for?

3) Set up a simple tracking system (Outlook Calendar?) and send the scorecard to your customers 6 months after hire.

4) Monitor the results and adjust at your discretion.

There’s nothing wrong with bringing quality talent into an organization quickly or at a low cost. But “quality talent” needs to be the focus. Take time today to examine how you can build measures of quality into your process and stop delivering burnt sandwiches to your customers – they don’t want them quickly or inexpensively, trust me.

For ideas or questions on establishing a Quality of Hire Measurement into your recruitment process, contact me at bmccabe@fsc.follett.com.

About the author:

Bill McCabe has nearly 15 years of Recruitment experience, the last few in Management. Bill’s current role is Manager, Sourcing and Recruitment for Follett Software Company in McHenry, IL. After employing Social Media into his Integrated Recruitment Strategy, Follett Software was named “One of the Top 50 Employers Using Twitter” by JobHunt.org.

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