to learning from top influencers and sharing industry-related news. Today, you can go one step further by actively joining the right groups within your industry. This creates new opportunities for you and your company to explore.
We found 7 groups among the recruiting and technology field that are actively contributing to industry discussions and are proving that it’s all about social interaction when it comes to news, industry trends and advice.
1. Linkedin: HR
With almost one million members, HR Group shares topics from recruiting and diversity to labor relations and sustainability. The great thing about this group is, if you’re only directly related to one of these categories - you will still find relevant information within your industry.
2. The Recruiter Network
A place solely for the recruiter space, this LinkedIn recruitment and networking group is a hub for recruiting and staffing news as well as a place to find top talent.
3. Human Resources & Talent Management
This private group moderates all submissions, which means there are no unrelated topics! All discussions and articles are focused around talent.
4. Marketing, PR, Sales & Social Media Innovators
When it comes to recruiting, it’s important to stay connected and well-versed in other departments. This group shares best practices of different departments from around the world.
5. IT Recruiters
A group centered around the technical recruiters, this group is a platform to share advice, experiences and latest trends throughout the tech space.
This group serves as an online gathering for all things recruiter-related. The hub works as an open forum where recruiters can learn directly from one another, hear about upcoming conferences within recruiting and create a shared network in the related field.
7. Social Media for Recruiting Professionals
This group is unique because it focuses only on sharing social media insights, strategies and news for sourcers and recruiters.
because they are shiny and there are lots of news stories & articles on Twitter, Facebook, and LinkedIn. Intead, the focus should have been on how can one utilize these tools to have a direct impact on helping me achieve my goals. Without this strategic analysis and insight, the complexity of these new tools will inevitably lead to time wasting.
I do believe that these tools will make recruiting more cost-effective and efficient over the long run. From the amount of information that you can learn about prospective candidates to developing relationships with customers, those who are in businesses that are driven by information have the greatest opportunity to extract the most value from these tools. And, the shift won't just occur on the side of the employers. Candidates are becoming smarter and smarter in their use of these tools to gather insights about companies, interviewers, and potential colleagues. As these information barriers are reduced, the opportunity for an efficient recruiting marketplace to develop is enormous. However, instead of leading to commodization; those who really learn how to leverage the increasing multitude of available tools will become very desirable because of the results they achieve that impact the bottom line of their organization.
ity for your businessdatabase, then sends you an email as soon as something you're interested in appears in the search results.
For instance, let's say you're a big fan of “Glen Beck”. You can set up a Google Alert for
“Glen Beck”. Then whenever Google finds anything mentioned in a top news story or on the web, you'll get an email including the web site address so you can go see where
and how “Glen Beck” is mentioned.
To set up your own Google Alerts for free, just go to http://www.google.com/alerts (read further down for using this service and its paid alternative).The exciting thing is you can use this service to grow your business in all sorts of ways.
Some of the obvious ways to use it includes setting up alerts to see what others are saying about you or your business online: 'discover' what they saying about your competitors; find out about new developments in your field of expertise and/or discover some other businesses with whom you might want to ally yourself in some way.
This service is also one of the best publicity tools ever created and it's FREE! Here are three tips to use Google Alerts to get media exposure:
STRATEGY #1 –
Obtain IMMEDIATE publicity by tying your product or service with breaking news stories.
One of the best and easiest ways to get FREE publicity is to be able to comment on what's already in the news. For instance, one of my clients is Gerry Robert, a book writing coach, wealth expert and author of the Millionaire Mindset. One of the strategies we employ whenever an alert pops up having to deal "Wealth, Book Writing, or the Economy" in America or Canada, is to contact newspapers and radio/TV shows in that city immediately and let them know we can comment on what’s happening.
Robert once asked me, 'But how will I know when a related story hits the news?'
My answer: "Google Alerts."
The results will blow you away!
STRATEGY #2 –
Build friendships with media contacts who discuss your topic.
Another of my clients, Patrick Snow, also uses Google Alerts service in a very systematic way to get publicity.
Here's what Patrick does: First he set up alerts to track stories written on his area of expertise, which is "Success, Selling and Families".
When he gets an alert email pointing him to a good story on that subject, he then sends the journalist who wrote the story a short email saying he enjoyed article and offers a sincere compliment.
His email stands out because journalists don't often hear from their readers and when they do it's usually to complain. Within his email Patrick mentions his website CreateYourOwnDestiny.com to reinforce his credibility.
If the journalist writes him back and thanks him for his comments, Patrick then offers to send them a free copy of his book and mentions he's happy to be a resource on any future stories they might do on this or similar topics.
Patrick Snow has made the front cover of USA Today and multiple TV/Radio interviews.
The Hook is more than the Book
Authors are always asking me about what's a good 'hook' or angle to use when approaching the media. I'll immediately ask them, “What hooks have others used in your industry?”
Usually they don't know, but by using Google Alerts (or even just searching the Google News database at http://www.google.com/news) you can quickly find video clips, articles in which others with similar expertise are quoted.
For example, let's say you've written a book about "Recruiting." Suppose also that you're based in Phoenix. One day you discover a story in the New York Times about Recruiting in the New Economy. If it's newsworthy in New York, it's probably going to be considered newsworthy by the media in your city. So pitch your local media on doing the same story, only this time they'll be interviewing YOU as the expert.
Here are a few words of advice on implementing this strategy:
Use quotation marks to narrow your alerts. For instance, I have an alert set up for "Bert Martinez" to receive more exact search results since I'm not the only person in the world with that name. I avoid getting a lot of off-subject alerts.
You Were Created to Succeed . . . .with Publicity.
and, then, this:
Nearly Half of US Firms Having Trouble Finding Talent: Report
Now, I know enough basics about statistics to know that correlation does not necessarily equal causation... but I will be the first to admit that internal HR / recruitment, in their eagerness to lessen the impact of third-party fees, have quickly adopted the new technologies, and, unfortunately, often forget the most important aspect of any good (mind you, I said good) decent, third-party search firm is the breadth and depth of industry knowledge, company culture, and constant contact third parties have with the people they (internal HR) wish to hire. I always liked to think (and hope) we third-party recruiters have a bird's eye view (and it's really kinda cool) of the industries and niches that we serve, and that is a key strength that differentiates third-party from internal recruitment.
I just wrote a blog post last week that touched on this... and noticed a few posts from recruitingbloggers on ATS over the past couple days.
Thoughts, anyone? I would love to hear from any and all involved in the search process, skilled seekers, hiring managers having difficulty finding key skills, internal recruiters, and my third-party cohorts.
CITY, PANAMA—Dressed in workout casual and sipping a soda in one of the apartment-style rooms of Los Cuatro Tulipanes hotel, Matt Landau appears very much at home in Panama. One might even be tempted to call him an old hand were he not, at age 25, so confoundingly young. Part owner of this lovely boutique hotel in Panama City's historic Casco Viejo, he is also a travel writer (99 Things to Do in Costa Rica), a real estate marketing consultant, and editor of The Panama Report, an online news and opinion monthly. Between fielding occasional calls and text messages, the New Jersey native is explaining what drew him here, by way of Costa Rica, after he graduated from college in 2005. In addition to having great weather, pristine beaches, a rich melting-pot culture, a reliable infrastructure, and a clean-enough legal system, "what Panama is all about," he says, "is the chance to get into some kind of market first." Landau cites other attractions: "There is more room for error here," he says. "You can make mistakes without being put under. That, to me, as an entrepreneur, is the biggest draw."
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