re, you’re hearing from an overwhelming influx of applicants. This is a scenario that presents a very unique set of challenges — the biggest of which is discerning the "best" from an ever-growing pool of highly-qualified talent.
Now is the time to face that challenge head-on.
Join Recruiting Trends and our panel of experts on February 10th to learn how can you best optimize your recruitment advertising budget and still attract the "right" candidates.
Key Takeaways include:
* Various strategies for online recruitment advertising efforts
* The media and vehicles most effective to promote your brand (job postings, SEM, SEO, blogs social networks, etc.)
* Common metrics to track your efforts and calculate your advertising ROI
* Best practices to leverage your website to support your brand
* An overview of online tools that can help match candidates with job requirements to reduce your screening efforts…
• What elements are necessary to establish a brand
• How the practices of consumer branding can be applied to the labor market
• Why employment branding is critical to your company's long term success
• The metrics necessary to analyze your branding efforts.
This program has been approved for 1 credit hour for PHR, SPHR, and GPHR re-certification. To receive your credit certificate, you will need to complete the post-webinar form to confirm your attendance.…
worked for them, great, but I'm only used if advertising hasn't worked. Why would I advertise? Active candidates are easy. And, waste my time. Everyone has them.
I say, post until you drop, and so what if the jobs are duplicated? I check the ads rarely because I also don't waste my time playing the "where's the job" guessing game when noticing competitors ads.
I'm paid to find the people who are employed, and not looking for a job. My candidates are also very hard to find.
It is very interesting to me how things have changed with the internet. Job boards, social networking, etc. It's all just advertising. Same thing as 20 years ago. It is advertising a job posting. Companies have more places to advertise. And, the reach is greater. But, think about this: Do we really need to reach candidates who live further than 50 miles away from the job? Advertising nationally, might seem great now, because the same exposure used to cost a thousand times (or greater) more money. But, unless the job is high level, hiring and recruiting is a local.…
ployment situation, many former advertising people have simply given up and taken either other jobs or some kind of menial work to get by until the advertising business improves.
But in the meantime, I see candidates who tell me all kinds of horrendous stories about my competitors who insult or belittle their candidates. I hear the stories and I cannot believe them. In one case a well known recruiter saw someone who had worked for some minor ad agencies and never worked on a major national brand name account. The recruiter said to this guy, "Why should I help you? You have third world credentials." Ouch. It was so unnecessary. I have always tried to build up my candidates and make them feel good about themselves, even if I don't particularly care for them and know I cannot send them out.
Recruiters have a bad enough reputation. Your attitude is refreshing and wonderful. Keep it up. It helps us all.…