Social media recruitment does not have to be difficult, after you learn the things you ought to know.
Start with three key players in social media recruitment: LinkedIn, Twitter and Facebook.
With billions of users, the “big hitters” of social media recruitment, LinkedIn, Twitter and Facebook, have become a natural draw both recruiters and candidates.
Job seekers can get the latest information on new opportunities, while (ideally) employers get to choose from the best talent.
Although there are many advantages in social media recruitment, like timeliness and reach, there are also significant disadvantages. Understanding the drawbacks in social media recruitment can help you customize your hiring strategy for your needs, and make the most from each platform.
The downsides of social media recruitment—and how to overcome them:
Six key metrics indicate social media recruitment is here to stay
The wave of the future? Clearly it is social media recruitment!
As the economy improves, passive job-seekers start becoming active. Everyone will be searching for the next great opportunity. In the past, executives needed only a well-qualified recruiter as the best way to reach the next phase of their career.
What does this mean for those in the field—those hard working people responsible for recruitment and hiring?
Social media recruitment continues to grow as individual platforms put more effort into helping businesses eliminate candidates using false credentials and posting inappropriate content. This makes social media recruitment a particularly intriguing trend. Recruiters, hiring and human resources managers are turning to social media to the best talent.
Six key metrics that indicate social media recruitment is here to stay: Continue reading
A few employers are signaling the paper resume is dead! They look at social media, Facebook and Klout scores. Some even go as far as asking for resumes through Twitter.
Klout, Kred, Twitter and others may be the death of the paper resume.
Get ready for the moment you see a job post saying, “no paper resumes.” Companies will identify qualified candidates by social media influence on Klout and Twitter, using hashtags for job seekers to apply for jobs.
The paper resume is dying.
In the (very) near future, recruiters, human resources departments and hiring managers will use the Web for a candidate’s record of qualifications and social networks will be mass references.
Employers that are not social will lag behind. Continue reading
The way to handle failure today is critical to future job search success. If you want to achieve, you need to gain confidence and pride—take on challenging goals, develop positive patterns and methods for success.
Handle rejection badly, and you will wind up choosing either extremely easy tasks or unreasonably complicated ones guaranteed to fail. Neither one is good for your job search since one provides little professional challenges, and the other will feed into a false sense of failure.
The first thing is to invest time and effort to make significant accomplishments outside of your job search.
Ten steps to manage rejection in a job search will help put your life, and career, in perspective. Use them and prepare for real success: Continue reading
Badmouthing your company on social media is both unethical and not a particularly smart thing to do.
Should human resources fire an employee over it? Can they fire them?
Terminations because of social media use have been one of the hot topics for human resources in the past few years. It is imperative that employers know when they are able to fire a problematic employee. There are a few strategies for human resources to prevent an ethical controversy over social media use in the workplace.
Twitter and Facebook should be seen as distractions from work, not part of it.