I’m currently in the process of working with our Talent Acquisition team to improve my company’s external Careers site, the front end “static” pages as well as the applicant tracking system (ATS) itself. Some of the challenges that I am currently facing are:
- Effectively communicating what we do as a business in a fun and interactive manner.
- Streamlining the user experience so that it is easy for applicants to find and apply for positions.
- Conveying the company as a great place to work with excellent benefits and programs (and it is!).
- Aligning the recruiting brand to the corporate enterprise, while also maintaining one that is unique to our business.
We recently deployed a refreshed home page that incorporates social media (links to our newly created Facebook fan page and Twitter pages), and are working to include more interactive features such as employee videos and possibly even a blog. Additionally, we are improving our current ATS to simplify the application process.
In my research for best practices, I came across an article on ERE.net which is contains some great ideas for improving a company career’s site. Check the six ways to create a positive candidate experience below:
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Original source: Using Career Sites to Create a Positive Candidate Experience, by Kevin Wheeler
Tagged as:
corporate blogging,
Recruiting,
recruiting
Original source:
Social Networks and Talent Strategies, by Alice Snell
All the chatter around social networking seems apropos considering it is—at its core—a communications media. However, examinations of the demographics, trends, and impact send some mixed messages. For example:
Facebook users get lower grades in college features an Ohio State University study where the 85% of students who are Facebook users get lower grades. Yet Facebook, YouTube at work make better employees: study highlights an Australian study where workers who use the Internet at work are 9% more productive. And opportunities abound as Social Networking jobs are steadily rising.
Meanwhile, the intersection of social networking and recruiting continues to be controversial. Jobseekers are counseled on How to Turn Social Networking Into a Job Offer while Bosses and Workers Disagree on Social Network Privacy.
The Consumer Internet Barometer found 43% of the online community now use social networking sites, up from 27% a year ago. But College Students’ Facebook Use Easing Up Over the Summer, While Parents Logging On in Record Numbers.
The social networking demographic has surely broadened beyond Gen Y along with the applications of the technologies.
Successful organizations are using social technologies to complement their talent strategies. Find out more in the presentation below:
Original source: Social Networks and Talent Strategies, by Alice Snell
Tagged as:
employee enagagement,
talent management,
taleo
Source:
Phonecasting, a rising trend in mobile communications? | CloudRecruiting.net
Ok, so I know what you’re thinking… another buzzword. So, what in the world is Phonecasting?
Phonecasting, also known as phlogging or phone-blogging, involves the ability to use your phone to broadcast directly to the internet, live. Phonecasting combines the popularity of podcasting with the ubiquity and ease of use of mobile devices.
How does Phonecasting differ from Podcasting?
Well, for starters, podcasters typically use a microphone and recording software to create their programming. In contrast, phonecasters use the phone as the microphone. In addition, unlike traditional podcasting, phonecasting does not require recording software but simply phonecasting service (or application) that allows users to dial a number and record.
Don’t like blogging? Try phonecasting to attract your target audience.
You have often heard me speak about the topic of mobile marketing as a recruitment channel. Mobile recruiting offers the ability to market specifically to a target audience anytime, anywhere, on their mobile device. Since mobile is the most widely used of all mass media channels, phonecasting offers yet another dimension to the idea of mobile recruiting. With phonecasting, recruiters/employers have the ability to share job opportunities in the form of audio podcasts or jobcasts. Chris Russell over at JobsinPods has built a formidable business providing jobcasting solutions for employers. Consumers (candidates) can easily subscribe to a phonecasts/jobcasts and listen while on-the-go, at the gym, during idle time in traffic, etc. You can follow Chris Russell on Twitter to get more on this topic.
Tagged as:
cloud recruiting,
phonecasting
via
Six tips for using Twitter as a recruitment tool | View from the Cubicle | TechRepublic.com, by Toni Bowers
According to Nielsen NetView, in February 2009, Twitter had nearly 7.1 million users, with a growth rate of 1,382 percent from the year before. Some companies are finding this growth rate a great opportunity to recruit people for jobs.
In a recent issue of Workforce Management, two representatives from digital advertising agency Organic said they have made Twitter the anchor of their job posting strategy. Here are some of the benefits, according to Organic:
“Once we have an opening that might be a fit for a Twitter friend, rather than making a cold call to a stranger, we can make a “warm tweet.” We can talk to someone with whom we’ve already interacted, who already understands a bit about Organic based on tweets that cover Organic’s culture, work and news items. It’s less like a blind date and more like a first date with someone you’ve already met.
Another benefit: There are no time or space constraints to tweeting with a candidate. We don’t have to interrupt potential candidates during their busy workdays; they can engage with us when it’s convenient for them. And candidates who aren’t ready to make a move can easily retweet, or forward, our opening to peers who may also be a fit.”
Also, it’s free, unlike many traditional job boards.
Tagged as:
Jobs,
recruiting,
recruitment,
Twitter
