Organizations of all sizes are finding more success with social media recruiting. I’ve sifted through the latest social recruiting data and found some of the most popular posts on Facebook, Twitter, and YouTube. Here’s how brands engaged job-seekers with social media content and how you can use similar tactics to find top talent.
Publix Serves the Public on Facebook
One of my favorite posts this week comes from Publix. The company held its first annual “Publix Serves Day,” in which employees from 125 stores in six states volunteered in their communities. The company explained the philosophy behind the event in its Facebook post on April 17: Since the chain’s founder believed in the importance of giving, the company wanted to honor his memory with its own charity work. The services ranged from “painting and landscaping to cooking and educating and everything in-between.” The post itself was a Facebook album of 22 photos from the various events.
The result was 187 likes and 16 comments — 10 of which were photos posted by employees, each of which got their own additional likes. Other results include enormous community goodwill, improved employee morale, and priceless company PR. The Facebook photo album itself — merely announced through the post — has more than 1,000 likes.
How you can be like Publix: keep reading…
How do you disrupt traditional sourcing?
How do you drive higher performance while making work more fun?
Can you bring the philosophical principles of gamification to sourcing?
Can something be put into play that will help revolutionize sourcing across the recruitment industry?
These are some of the questions we asked ourselves at SAP as we set out on our award-winning reinvention of sourcing. keep reading…
20 Categories Of Candidates Who You Should Revisit
One of the most underused but surprisingly effective approaches to hiring focuses on “silver medalists.
If you’re not familiar with the term in recruiting, it is revisiting past applicants who that came in second during a previous hiring effort.
Now if you’re thinking that these individuals are “rejects,” you could be wrong because they may not have been hired simply because they had the bad luck of applying for a job at the very same time that a superstar candidate also did. keep reading…
Recently more than one recruiting leader asked whether their peers were still using cover cetters or, if they had become like our dictionary perception of an appendix, a “useless [recruiting] remnant of our evolutionary past.”
And let’s not kid ourselves, every job coach still implores their clients to upload a customized cover letter for each and every job they apply to. Most ATSs accommodate the behavior.
But, it appears that more firms are not turning the “upload” feature on … and some with it on have begun to turn it off.
Are recruiters really reading digitized cover letters to get added “insight” to sort qualified candidates and select finalists or, would they prefer automated, curated social media content scrapped from esoteric group discussions all nicely tagged with sentiment labels and delivered by a cool app with its secret sauce algorithm?
Are there firms that still require their recruiters to review cover letters as part of selecting the finalists or is it just a “nice to have” when the finalist has been chosen to prep the hiring manager?
Do cover letters make a difference to the employer’s choice anymore? keep reading…
Factset, Sodexo, Amtrak. These companies all have one thing in common when it comes to marketing themselves to job seekers.
They all create large amounts of content distributed via social media that is geared toward prospective candidates.
Today’s job seeker is more savvy than ever. They want desperately to know what your company is like to work for. They want to see where they’ll be working. They want to understand who they’ll be working with.
Career content allows employers to be proactive and craft their own story. It makes job seekers think of them differently. keep reading…
The world of college recruiting is rapidly evolving as more and more employers spend more and more resources attempting to hire the best recent graduates and students, yet more of those are doing so in new and innovative ways.
In this webinar, I talk with Todd Raphael about the changes which are quietly occurring in this recruiting niche.
We also get into:
- If there’s still a “stigma” or “asterisk” when someone’s degree is online
- Whether elementary-middle-high school is keeping up with the times
- Big corporations vs. smaller businesses … what they look for in new hires
- Is going to college less important than it once was, in terms of getting a job? keep reading…
The job prospects for this year’s college seniors are better than they have been in years, say two different employer surveys.
CareerBuilder’s survey of 2,175 hiring and human resource managers found 65 percent of them planning to hire one or more of the upcoming graduates, an eight-point increase from last year’s survey and the largest percentage since the year before the recession. keep reading…
A federal court in Florida has all but closed down the operations of OpenReq and its parent company, eCareer Holdings, after the Securities and Exchange Commission charged the firm and its principals with fraud and securities violations.
The court issued a temporary injunction freezing the company’s assets, and those of its chairman and principal shareholder, Joseph J. Azzata, who is also temporarily prohibited from serving as a company officer or director.
When contacted by the South Florida Business Journal, Azzata’s attorney declined to comment.
The civil suit, filed earlier this month, accuses the firm and Azzata of using a boiler room operation to sell unregistered shares in the company and defrauding investors. The lawsuit says investors, many of them elderly, some between 85 and 98, were told the funds would be used as working capital to build eCareer Holdings’ online job board and staffing business. keep reading…
Job interviews have become nothing more than an audition for a part.
Costumes are laid out the night before. Friends are recruited to judge a dress rehearsal of lines candidates have memorized and prepared in anticipation of the typical questions. Straying from comfort-zone questions is a great way to get candidates out of performance-mode so that you can genuinely get to know them. If you don’t find a way to get them off script, candidates will only tell you what they think will win them the part — leaving you guessing as to what qualities they actually possess. Here are four questions to help get candidates out of performance-mode: keep reading…
Did you notice any change in visitor traffic to your website today?
An untold number of sites have, the result of Google changing how it ranks search results for users on a mobile device.
Today Google unleashed its newest search ranking update, giving priority to mobile-friendly sites and demoting those that aren’t.
presented by Angie Wachholz and Lisa Starin
More employers are turning to digital or video interviewing as a way to reduce costs and speed up the time to hire. Employers and potential hires are increasingly able to schedule, record, and review interviews via smartphone apps. The digital interview is here to to stay — but to get the best out of this new approach takes some careful thought and planning.
This webinar will take a full-circle approach to the whole process of digital interviewing. We’ll start with how and why a company might adopt a digital interview platform. The speakers will share their insight into the end-to-end process of choosing and adopting a digital interview product.
Then we’ll consider the challenges and benefits of digital interviewing from the perspectives of recruiter, hiring manager, and candidate.
Finally, the speakers will share how UnitedHealth Group is optimizing digital interviewing to drive efficiencies within its selection process and how digital interviewing is working in real life.
Join our free webinar on Wednesday, May 20, for practical insights into the world of digital interviewing.
Our expert speakers, Angie Wachholz and Lisa Starin, will share their experience with digital interviewing platforms at UnitedHealth Group. You’ll learn:
· The benefits of Digital Interviewing for the business, hiring manager, recruiter, and candidate
· The end-to-end process of choosing and adopting a digital interview product
Who should attend?
If you’re interested in what digital interviewing involves and how UnitedHealth is taking advantage of this new platform, join us on Wednesday, May 20.
The webinar will fill up fast. Register for free to reserve your seat now.
Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.
More information | Register for this webinar
One reader emailed me after I posted that Frozen recruiting video out of Norman, Oklahoma, and asked, “Is that for real?”
You may have the same question this time around. keep reading…
Human resources, as a business unit and as a profession, is failing to meet the expectations of business leaders. Not only is this true in North America, where HR has for years been yearning for the proverbial seat at the table, but it’s every bit as true in the rest of the world.
In blunt terms, Deloitte’s 2015 Human Capital Trends report says, “HR is not keeping up with the pace of change in business. Today, there is a yawning gap between what business leaders want and the capabilities of HR to deliver.”
The report declares the need for an “extreme makeover” for HR to be one of the 10 most important human capital trends this year. It’s not the first time retooling HR has appeared as a priority among the business leaders and HR professionals surveyed (3,300 respondents in this report from 106 countries). keep reading…
While time, money, and energy are spent on the videos, audios, photos, and blogs on corporate career websites, applicants sometimes are thinking, “Where’s that job I want to apply for?”
And, says Derek Gillaspy, that desire to simply search and apply is being overlooked by companies.
Gillaspy and I talk about that in the video below, as well as:
- whether companies should say more about the hiring process on their sites
- CRMs and talent communities
- advertising a company’s brand on social media vs. focusing on a company’s own career site
- the letdown of a fancy career site that ends in a weak job description or job post keep reading…
FREE ERE Webinar: Wednesday, April 22 at 2 p.m. EDT
Employee referrals remain the number one source of hire, but many companies aren’t capitalizing on this goldmine. They’re failing to make the most of an existing program, or they don’t even have an ERP in place at all.
A truly effective referral program is high-touch and is part of a bigger picture; a culture of engaged, invested, and collaborative employees. But how to choose, and manage a program that will work for your company?
In this webinar, we’ll explore the ERP factors that really matter including increasing the number of high-quality and relevant referrals, engaging employees in the talent acquisition mission and partnering with hiring teams on targeted campaigns.
Join our free webinar on Wednesday, April 22 for practical insights into some of the more nuanced aspects of building and managing a robust ERP.
Our speaker, Jessica Max, will share her experience of what works, and what doesn’t, when it comes to getting the most out of your ERP. She’ll walk through some common ERP complaints and offer tips, ideas, and examples of more creative employee referral generation.
This webinar will fill up fast. Register now for free to reserve your seat for April 22.
Date/Time: Wednesday, April 22 at 2 p.m. EDT
Registration link: https://cc.readytalk.com/r/d1hb7axb4tdg&eom
Sponsored by: iCIMS
As more firms adapt a data-supported approach to HR decision-making, new data is revealing that commute issues can have a major impact on hiring success and retention. Now you may have assumed that commute issues were an obscure factor with only a minor impact, but you would be wrong.
You probably already know that long commute times frequently increase new-hire tardiness and absenteeism rates, but data now reveals that commute time can have a major negative impact on new hire retention. Firms like Xerox, KeyBank, and Gate Gourmet and advisory firms including Kenexa, Workday, and Evolv have found a connection in many jobs between commute time and new-hire retention and new hire success. Research by consultant Jeff Parks found that at one manufacturer “at 13 miles, which is about a 30-45 minute commute, the probability of quitting jumped to more than 92 percent.”
A Minimal Commute Has Extra Benefits keep reading…
In this podcast, I interview Job Advisor CEO Justin Babbet and Director Tim Mullen to discuss recruiting in Australia’s tight labor market, the paramount importance of a strong company culture, and how retention is the new recruiting.
In case you want to skip around, here’s a little guide: keep reading…
Sometime on April 21 your career site, the one you worked so hard to get on Google’s first search page, may disappear down the rabbit hole, banished to page two, three, or worse.
Next Tuesday is when Google implements a new ranking system that rewards sites that are mobile-friendly by elevating them in its search results. The flip side of that is the bad news for any website that isn’t mobile-enabled — it will fall in the rankings.
Exactly how bad will it be? Until Google’s new ranking algorithm is switched on, we won’t know for sure, but the search engine experts are calling it “Mobilegeddon” and “Mobilepocalypse.” If that seems like so much hype, consider that last year, after Google rolled-out update 4.0 to its so-called Panda ranking component, eBay lost an estimated 80 percent of its top search results. One Wall Street analyst calculated the cost at 5 percentage points of growth to the company.
History may be about to repeat itself. Only this time, worse. TechCrunch checked the mobile preparedness of all the Fortune 500 websites find only a bare majority of the sites passed muster; 44 percent failed the test. And that was a generous finding. Research firm SumAll put the percentage of unfriendly Fortune 100 sites at 67 percent. keep reading…
We at SAP, recent winners of ERE awards for branding and technology, thrive on pushing the envelope, disrupting existing norms and perceived recruitment wisdoms. One of the hot topics in the recruitment industry today is whether an algorithm can replace a recruiter.
In seeking to answer this, we challenged the very traditional university recruiting model.
As far as the question we posed in the headline: WOW. That’s a controversial question!
Perhaps it’s a sensitive one for recruiters to read.
It’s an age-old question that has never truly been answered. Until today …
In a high-tech world, can a computer replace a recruiter? Or more precisely, can an algorithm replace a recruiter?
One of us — Matt — is going to talk about this more in San Diego this month on his panel, but let us say for now that the answer is yes. And we proved it in the field of university recruitment. keep reading…
Over the last 20 years I have mentored and developed a lot of people both formally and informally. At some point the same question comes up around how do I become the head of talent acquisition?
So with an article like this, I have to write a disclaimer up front:
It’s perfectly fine if you don’t want to climb the corporate ladder in a talent leadership role.
You are not less of an asset to a company if you are perfectly content being a specialized individual contributor.
Being an agency recruiter, consultant, or contractor can be just as rewarding (maybe even more so) versus running a recruitment department.
It’s OK to use a recruiting role as a stepping stone to something else in HR, the business, or a totally different line of work.
And finally, my journey is mine alone, so what you might read not everything might resonate with you, but I am hoping that if you just pull one helpful nugget out of this article, then that is the reward I was personally after.
Ok, now that we have that out of the way let’s get started. This might be one of those long articles, but heck, this is nearly 20 years of experience below. :)
I have not prioritized these into a stack ranked order of importance, but rather let’s call this a list of things that in my opinion have come up as foundational common themes over my career: keep reading…