Social networks are so hyped right now among recruiters that it is hard to separate their real value and purpose from often overblown marketing promises. By creating a social network specifically for your organization, you can differentiate yourself from the crowd, build your brand, and find most of the candidates you need without any other sourcing techniques. Rethinking how we source is not easy
How are you communicating with prospects? If you’re still using email, The Wall Street Journal says you are so last year .
Making the news this week are announcements from Jigsaw about an overhaul of its forums to bring them into the world of Web 2.0, a coup for outplacement upstart RiseSmart, and some good news for CEOs. JIGSAW The business intelligence and sourcing site has upgraded its community forum, giving it a cleaner look and implementing such to-be-expected features as tagging and contributor ratings. Tags are especially welcome, given that forum posts aren’t easily searched. No one is going to mistake the new community platform as avant garde; think of it as functional, especially so if it adopts the name “The Corner,” which is beating out “Puzzleville” in the name voting
I’m so excited to chair the upcoming #socialrecruiting summit . If you are like me, you are telling your friends and colleagues about the upcoming event in NYC. If you are like me, you have to stop and explain exactly what social recruiting means in the talent management world
Entice Labs , the Provo, Utah, company that set out to create a better recruitment marketing system, is suddenly getting industry buzz. Earlier this year, John Sumser described the company as a “game changer.” In June, Susan Burns, president of Talent Synchronicity , said the company’s TalentSeekr product is “a sleek and effective approach to targeted employment brand positioning.” Now, TechCrunch has said of the company, “it still beats hiring a headhunter.” OK, so that’s not as scintillating an endorsement as either Sumser’s or Burns’, but then TechCrunch is a site for greeks, not recruiters. But you gotta figure that a product that wows both techies and recruiters is worth taking a look at. So let’s start with the elevator description: TalentSeekr is a recruitment advertising program that creates interactive ads out of standard job postings, targets them by the criteria you specify, places them on sites in its ad network, then monitors the results, adding exposures here, reducing them there and deleting ads entirely from sites that provide too few or too poor results
… and nobody follows him, then was it written? Any discussion around Twitter raises a lot of questions from the sublime to ridiculous. And so it should be: Twitter is an interesting product, and there aren’t a lot of those in recruiting.
A select group of interns, dubbed with unfortunate corniness FUNterns, are putting in 15 hours a week with Nestle as ambassadors for the Butterfinger brand while working full-time jobs or keeping busy elsewhere. It’s an innovative program which kills two Nestle birds with one stone: using social media (online user-generated videos ) to market candy, and providing job experience that potential employees may not get elsewhere