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Straight Talk for the Recruiting Profession


Articles tagged 'socialrecruiting'

Industry News, Social Media

LinkedIn Unveils New Universal Resume Apply Button

by on Jul. 25, 2011


apply with LinkedIn button

Just before lunchtime in New York City, LinkedIn announced it is offering employers a button to include on all their job postings enabling candidates to use their LinkedIn profiles to apply for the position.

This “Apply With LinkedIn” feature wraps up the candidate profile in a tidy package that feeds directly into any one of the several tracking systems it has or will partner with. No ATS? No problem. LinkedIn will email the profile to you.

This portable feature can be used on any job, anywhere, on any site, including any job board.

Five ATS providers — Peoplefluent, Jobvite, SmartRecruiters, Bullhorn, and Jobscience — turned on the automatic feature this morning. Taleo, Lumesse, and Kenexa will have it enabled in a matter of months.

However, as LinkedIn’s VP of product management, Adam Nash, explained, the company designed the “apply” feature to be used by small, as well as large employers. It’s “really trivial” for a hiring manager at even the smallest of firms to add the button to a job posting, and specify how and where the resume is to be received.

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Fordyce Forum, Social Media

Fordyce Forum Presenter Podcasts: Jennifer Knippenberg

by on May 19, 2011


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Meet Jennifer Knippenberg (pronounced kuh-nip-en-burg). Jennifer knows a thing or two about using social media to supplement a traditional recruitment strategy. Notice I said supplement… not replace. In her most recent role, her job was to oversee digital recruiting strategies and lead the development of candidate marketing practices for a large, international recruitment franchise organization. There, she acted as a consultant with both internal and external clients on recruiting strategy as well as developing and executing candidate attraction programs, including job/recruitment advertising, utilization of social networks, and specialized recruiting programs.

Her session at the upcoming Fordyce Forum will focus specifically on her experience helping offices of various shapes and sizes develop social media strategies. Her goal is to provide practical knowledge for attendees to take home regarding best practices for offices that range in industry focus, location, and size. Enjoy the following podcast and get to know Jennifer a little before meeting her in person in Las Vegas at the Fordyce Forum. 

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Industry News

Bullhorn Reach Predicts Job Hunting Activity

by on May 5, 2011


BullhornReach_Radar

A new — and for now, free — toolset from Bullhorn is getting good marks from users who have been testing it for a few months, but what’s most impressive is that it can give recruiters an early heads-up about their connections who may be preparing to “go active.”

KC Carpenter, a healthcare recruiter and co-founder of K.A. Recruiting in Boston, says the still-in-beta Bullhorn Reach is “great. It’s a huge, huge time saver for us … What would take 10 times as long, we can do with one click.”

If automating postings to social networks and optimizing them for search engines was all the service did, “it would definitely be a site I would pay for,” he says. But Radar, the tool that tips you to the likelihood one of your connections may be starting an active job hunt, is something Carpenter sees a “great for business development.”

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Social Media, Technology

Fun Friday: Text Messaging Bloopers

by on Dec. 17, 2010


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Some of you may want to avert your eyes – here’s a hilarious Freudian auto-correct from a text message someone sent their friend about an interview they were about to have.

While this is a hilarious typo, it does allow me to bring up a hot topic in recruiting today, and that is the use of text messaging to communicate with candidates.

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Social Media, Weigh In!

Quitting Twitter

by on Jul. 1, 2010


deadtwitterbird

Our friend (and yours!) Jerry Albright made a brazen announcement yesterday that he is quitting Twitter, and that as of June 30th his account would be gone. On his blog, he states:

“It was pretty easy to feel “OK” about being on Twitter during most of 2009. Everyone was there – and more were joining every day. It was “interesting” to feel like one of the first rather than one of the last – so I hung out. It has now become apparent to me that there is no viable BUSINESS reason to spend much time on Twitter as a 3rd party recruiter. Might be great for plenty of other professions – but recruiting? No way. Sorry.”

This is a common sentiment in our world of recruiting – that Twitter is a waste of time, and that real recruiters are on the phone with candidates and not tweeting out job opportunities. On the other hand, others argue that Twitter is a growing source of candidates, as well as a valuable tool to develop a good online presence and enable candidates to find you as well.

As search professionals, to which of these thought processes do you subscribe? The way we approach recruiting is different than the way our corporate recruiting counterparts do. Neither way is right or wrong; they are simply different. Twitter certainly has value it can offer, but does it belong in a 3rd party recruiter’s resource toolkit?

We want to hear from you! Do you use Twitter? Do you find it to be a waste of time, or a good resource to add to your arsenal? Have you made placements or gained new clients based on conversations you’ve had via Twitter, or has it been a dead-end street for you? Share your experience in the comments below.

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Social Networking Strategies in Recruiting On the Rise…

by on Apr. 21, 2010


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As the technology for the recruiting world continues to progress, top talent is more accessible than ever before. The potential for LinkedIn and other social networking sites to play a major role in your recruiting strategy is increased as millions of prospective candidates profile themselves on these sites.

In February 2010, LinkedIn announced that it has reached the 65-million user mark, growing quite rapidly, averaging 300,000 new profiles per month, with over nine million at the director level and above.

It’s not enough anymore to post a vacancy on the major job boards. Employers are typically spammed with many resumes from unqualified applicants. We have still found great candidates through these job boards, so continue to use them as a part of your recruiting mix. But the world of recruiting is changing. More and more, the online focus rests on social networking sites and smaller, specialized job boards.

Ten years ago, applicant tracking systems revolutionized recruitment methods. These methods have evolved and progressed to reflect the needs of recruiters today. We believe that this will continue to happen with social recruiting (which many applicant tracking systems already incorporate). Social recruiting seems to be the recruitment tool of the now and into the future.

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