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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Big Data has become one of the hottest buzzwords in business. With it comes both pros and cons.
Big Data has become one of the world’s biggest business buzzwords, with good reason. It does have the power to transform human resources and talent management.
However, like any new jargon, Big Data does come with some baggage.
One of the “cons” is Edward Snowden, the “whistleblower” who exposed the NSA’s program of collecting vast quantities of American phone call records. He claims governments use Big Data to “spy” on its citizens.
It’s certainly odd that those who are advocating privacy have placed all the blame on the government. They miss one thing about those phone records.
Why should government get the bad rap, when major corporations (like Verizon) already collected the Big Data in question. It was already in their possession! Verizon simply turned over existing records to various government agencies.
Apparently, our “privacy” was no more comprised before the government got their hands on those records; before that, there was just a different set eyes looking at us.
Snowden is currently the subject of an international manhunt, to respond to allegations of treason, spying or (whatever the hell they say he did).
Why Big Data is a Big Deal for Human Resources
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The way to connect with the one thing every candidate owns–a cell phone–is with SMS recruitment.
Almost everyone owns a mobile phone, but SMS (Short Message Service) in recruitment is amazingly underutilized. SMS recruitment is an untapped market, one that saves money and time, something which can clearly be appealing for any organization.
The advantage of SMS recruitment is that it saves administration costs. Bulk SMS communication takes only seconds to send, where individual phone calls take hours or days.
Everyone carries cell phones–including candidates
In a recent study, 80 percent of mobile phone owners carry their phones all the time. Text messages have become the most reliable form of contact.
Consequently, SMS is also an effective way to get the right person for a job.
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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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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.
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