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Join us Wednesday, June 27 at 1:00 PM – 2:00 PM EDT
What trends and tools are currently in play in the sourcing arena that weren’t available only a few years ago? How do you juggle multiple priorities while striving to build strong candidate and client relationships? How do you maximize your sourcing efforts to find the quality candidates you seek? How do you avoid the most common mistakes that sourcers make?
Talent HQ’s Jason Buss makes a great point in “The Truth About Social Recruiting Headlines” – the information provided to us can be validated and justified depending on how the data is put together and put in front of us. He cites many examples of headlines contradicting each other, showing how each presents a different space for the best hiring source. Here is data he shares:
Facebook is the #1 recruiting source, accounting for 78% of hires
Employee referrals are the #1 recruiting source, accounting for nearly ½ of all hires
Job boards are not dead, they are alive and well – accounting for nearly 40% of all hires
Nearly 2/3 of hires found their job through “internal sources”
Mountain View, CA – May 8, 2012 –UpMo, the leader in social talent management and workforce internal mobility, today announced that it was chosen as the HR Social Media winner for the coveted TekTonic Awards in conjunction with the HRO Today Forum that took place last week in Washington DC. The prestigious award recognizes technology leaders that are changing the HR landscape with out-of-the-box thinking and disruptive products.
UpMo connects employees, customers and business partners for networking and internal upward mobility. By providing the industry’s first employee-centric enterprise career management solution to emerging and large organizations, companies can now embrace employee mobility to dramatically increase productivity, reduce churn, and improve employee engagement.
TORONTO, May 8, 2012 /CNW Telbec/ – There is no denying the use of social media sites has exploded over recent years. Currently there are almost 16 million Facebook profiles live in Canada and over 5 million on the professional social network LinkedIn. And as more and more people spend their time online, it only makes sense for Randstad Canada, the country’s leader for staffing, recruitment and HR Services, and its skilled recruiters to use social recruiting techniques to be where the most qualified, talented, and largest pool of applicants are.
A study from Allied HR IQ, an initiative funded by Allied Van Lines, finds recruiting is set to move into high gear in 2012. Yet many companies lack confidence in their recruitment and relocation programs; and, even more important, the overall rate of recruiting success for many companies is not as high as it could be.
According to the report, 80% of HR professionals are planning for extensive or moderate recruiting activity (in companies smaller than 10,000 employees) – with one-third indicating they have no recruitment plan or limited plans for recruiting in 2012. Among respondents, 52% say their programs are only “somewhat successful” – and among those who indicate that their programs are highly successful, nearly 20% lost top candidates during their process; more than one-quarter secured 50% of top candidates; and almost all respondents say their companies could do more to improve recruiting prospects. Almost all respondents also indicate that not all recruiters are using all the recruiting tools they could, including social media.
A new social media platform launches today, focused exclusively on aiding career discussions between candidates and recruiters. Social-Hire.com has been beta-tested during the first months of 2012, with early adopters including recruiters from Twitter and a host of other leading employers such as Accenture, Argos, Audi, Avanade, Betfair, Britvic, Columbia Sportswear, CSC, Deloitte, General Motors, McAfee, Philips Healthcare, Volkswagen and Wipro.
The new platform has been created by digital entrepreneur Tony Restell, who established Top- Consultant.com as the leading niche careers site for the management consultancy sector and served as an executive at Jobsite following their acquisition of that business.
Wednesday, April 25 at 1:00 PM – 2:00 PM EDT
Register Now – at no charge, courtesy of Recruiting Trends
There are three good reasons to evaluate the candidate experience at your organization: Recruiting Effectiveness, Candidate Quality, and Retention of your hire! In other words, your organization’s ROI. Candidate Resentment has financial business implications in today’s social vocal community and it can have lasting negative impact on an organization. No one likes the recruiting ‘black hole’.
Social media and social networks have been used longer and more frequently in technology staffing than other industries. We as agencies, human resource professionals and internal recruiters, should be using social media more effectively in recruiting and staffing initiatives because doing so will help maximize results in terms of candidate engagement, building relationships and placements.
Many companies are investing a lot of time and money into social media, using the platform for training, recruiting, developing capabilities and establishing internal networks for knowledge sharing, among other functions. However, measuring the financial benefit of such strategies is often a challenge. During this panel discussion, Todd Maycunich, vice president of Media & Analytics for TMP Worldwide, will join Jim Lichtenberg, program director of The Conference Board, and Karl Sanchack, acting director for Innovation with Lockheed Martin Corporation, in presenting two case studies on organizations that have successfully measured the ROI of their social network initiatives.
According to new research from membership organization CompTIA, expanding your social presence can have positive impacts on your business operations. Lessons learned from Facebook, Twitter, and LinkedIn can help companies improve internal and external processes, but more importantly the study suggests businesses can improve communications, recruiting, customer relationships, and other processes by expanding social engagement beyond these well-known public sites and by empowering social enterprise tools.