As an employer, you might be tempted to jump into social media recruiting headfirst.
Perhaps you want to take a summer intern and begin a Twitter feed to attract a new crop of candidates.
It is certainly reasonable to want to hit the ground running with social media recruiting (it is the hottest thing in hiring), but in your haste you might forget the golden rule of social media recruiting— as an employer, you only have one chance to make a first impression.
The candidate’s first impression is one that will last.
At that point, you are totally in charge of what the job seeker takes away from your social media recruiting efforts.
Three secrets for winning with social media recruiting:
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Of course, you need to hire the right employees, with the right qualifications, but you also have to hire for the long-term.
Why just hire a warm body, when you can hire for loyalty?
Research shows that nearly one-third of employees is thinking of changing jobs in the next year. When you factor in Millennials and Generation-Y—employees born after the late 1980s—the numbers get significantly higher.
As the global economy (slowly) improves, optimism about the future gives more workers a reason to consider jumping ship.
How do companies fight this feeling of unease in the workforce? The best way to combat rising turnover rates is by focusing recruitment efforts to hire candidates with the most valuable asset—loyalty.
A process should be developed (from the ground up, if necessary) to hire for long-term loyalty as a primary goal.
Five key recruiting tips to hire for loyalty, not just a warm body:
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A resume that looks and sounds like a million others will never become a winner.
Make your resume stand out by ditching ten meaningless and empty words and phrases.
Today, you have only one guarantee one when applying for a job—your resume will never be alone. Expect it to sit in a stack of dozens, hundreds or even thousands.
It is no secret that to get ahead, you have to stand out.
Your resume represents valuable real estate, like ad space for you and your unique brand. Each word must have maximum impact to reach your goal—getting the job.
With that said, there are certain words and phrases overused by job seekers. In fact, they use them so much they have become dull, trivial and utterly inadequate.
A strong resume should avoid these 10 meaningless words and phrases. This way the hiring manager’s eyes won’t glaze over when seeing the same garbage over and over and over…
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What does it take to be a great small business employee? Seven qualities that will make next your next hire a superstar!
In a small business, it is rare to get a second chance to make a strong first impression. The same is true for hiring a small business employee. Hiring the wrong person is a waste of time and money—resources that always seem to be in short supply.
There are lists of attributes for a successful small business employee; good attitude usually ranks near the top. Anyone can learn skills, but mindset, initiative and independence are innate. They are often hard-wired attributes of all the best employees. Determining who has these qualities—and more importantly, who does not—is the way to ensure you have the right tools for success.
The greatest small business employees are…
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Northrop Grumman and Taco Bell Rank as Best Performing Companies for Social Media Recruiting
The best employers in America for social media recruiting are—Northrop Grumman and Taco Bell—according to a new survey designed to measure the effectiveness of online hiring.
The Social Recruitment Monitor is what global branding agency Maximum Employment Marketing Group used to monitor and measure the effectiveness of global social media recruiting. This first-of-its-kind metric is an online benchmark tool that studies social media recruiting objectively and fact-based.
Continue reading “You Won’t Believe Who is Tops in Social Media Recruiting!”