Search Results - social press

Comment on: Topic 'Challenge My Ideal. C'mon, I Dare you.': of blocking many of the best and most innovative ideas from the collective social consciousness." So conversation among group members can lean towards the trivial. "In many ways, Fast’s and his colleagues' research validates the idea of the "Matthew Effect," so called by sociologist Robert K. Merton after a Biblical passage from the Gospel of Matthew. Popularly paraphrased as "the rich get richer, the poor get poorer," the Matthew Effect as applied to the research by Fast, Heath, and Wu implies that the more people are talked about, the larger a role they play in society—and the more they will subsequently get talked about. This creates a self-reinforcing ramping up of social prominence that is not necessarily deserved, according to Fast." Lessons? Not every conversation requires input. Too much press does not imply importance and influence; can we say Perez Hilton? "But it is critical to remember that the most prominent people in your organization are not always the ones producing the highest-quality work; they might just be better at selling themselves." And, perhaps more important, "leaders and change agents should try [to] introduce the ideas and elements they would like to be absorbed into culture in ways that make them serve as fodder for ongoing conversations," said Fast. "That could have a big impact on whether they quickly fade away or stick around for good." Talking about oneself is not necessarily the best way to be influential.…; Added by Steve Levy at 8:59am on June 30, 2009

Comment on: Topic 'Anyone Else Tired of Social Media?': y business, I cannot deny that, but would I use it as a recruitment tool? Right now, no. Why? Because there is too much doubt and risk attached to it. Say I wanted to recruit someone, let's say a mid level administrative person for my offices in London. I know that if I put an ad out on social networks I would get bombarded with response from far and wide, most of it irrelevant and poor quality. I would probably even win a Nigerian lottery I never even bought a ticket for. And, because of the mammoth response i would end up being unable to reply in person to each and every applicant and would thus get a black mark against my name as a potential employer. Were I to go certain routes via social networks I may even get accused of spamming and being an unwelcome and unsolicited intrusion. Too many people have been convinced (wrongly in my opinion) that social media is some kind of recruitment holy grail. That it makes the press and job boards superfluous. That there is no need to pick up a phone, just put your job out there and woo hoo! here come the candidates from that global pool. All perfect, all relevant and in manageable numbers. Heaven on earth in fact. And don't forget, because it can be done for free in some instances, there;s no ROI to worry about! If only! Fact is I have worked with some of the best recruiters over the years. Some are still clients of mine some 15 years since we first did business together. Why? Business relationships, regular communication. No false promises. The best recruiters see their candidates not as one off transactions but as people they can maybe help throughout their career. They keep in regular contact. They get referred. They build up a network of contacts. In some instances those candidates eventually become clients. That's the old (and seemingly not good enough) school way which seems to have been superseded by the modern way which is a wham bam thank you ma'am one of transaction with very little proper communication or follow up. No wonder so many candidates are disillusioned and employers swamped with response they don't want or need. In short, the whole social recruiting band wagon is moving at a pace, but the trouble is those reinvented wheels aren't yet solid or tried and tested enough to sustain. Candidates want communication, opportunity and hope. Employers want relevant, geographically convenient staff. Social recruiting is at it stands no guarantee of either. That's all folks!…; Added by Alasdair Murray at 9:18am on September 8, 2010

Blog Post: How automation and AI are currently revolutionizing recruiting.

Episode 3

Guest Arran Stewart

Artificial Intelligence is effectively re-writing the rules of the recruiting process. What’s the point of…

Added by Jeff Weidner at 12:44pm on December 1, 2019

Topic: Launching the 1st Solution for Sourcing Talent on Facebook using Graph Search: o Facebook’s 1+ billion users SAN FRANCISCO, CA – August 1, 2013 – Just weeks after Facebook officially released its ground-breaking Graph Search to all users, Work4, the #1 Facebook Recruiting Solution, releases Graph Search Recruiter Beta, a new product that leverages Graph Search to help recruiters find the best candidates on Facebook. Facebook’s Graph Search is a powerful search engine for all of Facebook’s data. It allows users to search for people, places, likes and interests, workplaces, and schools within their own networks. Access to this data can be a gold mine for companies looking to source candidates--especially passive candidates--while facing an increasingly competitive hiring market. Graph Search is particularly relevant for the recruitment industry because it turns Facebook into a sourcing tool unlike any other by allowing recruiters to highly target their search with criteria such as job title, location, skill sets, education, work history, and more. This search can be applied to the recruiter’s own network as well as the entire Facebook network. “Work4’s release of Graph Search Recruiter marks yet another turning point for social recruiting,” said Work4 CEO Stéphane Le Viet. “We are thrilled to make Facebook’s latest innovations accessible to global clients who are using the platform to recruit across all industries, and we look forward to continuing to bring the age of Facebook recruiting into its own.” Graph Search, and Work4’s Graph Search Recruiter Beta, gives recruiters unprecedented access to a range of potential candidates. While millions of professionals may be found on professional networks like LinkedIn, Graph Search and Facebook grant recruiters access to a much bigger and more diverse audience. Among its billion members, Facebook comprises millions of professionals, many of whom also have LinkedIn accounts, in addition to millions of other users across trades and pay grades who choose to connect with friends, family, businesses and brands on the Facebook platform. Facebook’s reach, combined with Graph Search’s specificity, allows recruiters to fill their toughest hiring initiatives and locate those hard-to-find candidates both locally and globally. The beta version of this solution connects a company’s career site to Graph Search and uses Work4’s proprietary matching technology to create optimized, natural-language searches for recruiters’ existing job descriptions in a single click. For example, recruiters can search for “people who worked as Software Engineers in San Francisco, California this year” in order to fill a local engineering role. Options for search terms will be expanded following the official launch of Graph Search Recruiter later this fall. Graph Search Recruiter is the second of Work4’s recently released solutions aimed at the fast-growing social recruitment market. By adapting Graph Search for recruitment so quickly, Work4 further solidifies its position as the market-leading innovator in social recruiting. Work4’s thousands of customers, including 60+ of the Fortune 500, now have an additional solution for optimizing their recruitment efforts on the world’s largest social network. Graph Search Recruiter will officially launch later this fall. To learn more, and to gain exclusive access to Graph Search Recruiter when it is released this fall, please click here. …; Added by Purandhar Rayudu at 5:11am on August 2, 2013

Blog Post: The Marketing Headhunter's Secrets of Success: Source: xtremerecruiting.tv…; Added by Recruiting Animal at 10:47am on September 29, 2008

Blog Post: A half-baked job board turkey from Facebook

Facebook launched its long-rumored job board offering last week. It was a bit rocky:

“ It’s buggy and kind of …

Added by Jeff Dickey-Chasins at 8:23am on November 20, 2012

Topic: News: Paychex Announces Acquisition of myStaffingPro: ourcing solutions for small- to medium-sized businesses, today announced it has acquired HR Services, Inc. and myStaffingPro, its award-winning Software-as-a-Service (SaaS) applicant tracking suite. HR Services, Inc., founded in 1993, is based in Lima, Ohio, and now operates as a wholly owned subsidiary of Paychex. myStaffingPro is a comprehensive web-based system that offers social recruiting, applicant tracking, and onboarding in a scalable, configurable solution. Launched in 1999, the myStaffingPro applicant tracking suite provides technology that streamlines, simplifies, and drives the applicant workflow and hiring process for companies of all sizes. "Paychex is focused on delivering solutions to our clients that combine innovative technology with superior customer service, while driving growth for the company and expanding the markets we serve," said Martin Mucci, Paychex president and chief executive officer. "With this acquisition we are able to combine the myStaffingPro technology and expertise with Paychex resources to strengthen our portfolio of human resource service solutions, and provide an industry-leading applicant tracking and recruiting services solution for our clients." The myStaffingPro platform recently received a bronze award in the 8th Annual 2013 Hot Companies and Best Products Award in the cloud computing/SaaS category. These industry and peer recognitions from Network Products Guide are the world's premier information technology awards honoring achievements and recognitions in every facet of the IT industry. For more information about Paychex and myStaffingPro, please visitwww.paychex.com. Or, visit the Paychex (1743) and myStaffingPro (2212) booths at the Society for Human Resource Management 2013 Annual Conference, taking place June 16-19 in Chicago. About Paychex Paychex, Inc. (NAS: PAYX) is a leading provider of payroll, human resource, and benefits outsourcing solutions for small- to medium-sized businesses. The company offers comprehensive payroll services, including payroll processing, payroll tax administration, and employee pay services, including direct deposit, check signing, and Readychex®. Human resource services include 401(k) plan recordkeeping, section 125 plans, a professional employer organization, time and attendance solutions, and other administrative services for business. A variety of business insurance products, including group health and workers' compensation, are made available through Paychex Insurance Agency, Inc. Paychex was founded in 1971. With headquarters in Rochester, New York, the company has more than 100 offices serving approximately 567,000 payroll clients as of May 31, 2012. For more information about Paychex and our products, visitwww.paychex.com.…; Added by Tim Spagnola at 8:34am on June 14, 2013

Topic: 50 Ways to Increase Web Traffic to Your Recruiting Site of Blog: nks to your pages to social bookmarking sites. 4. Leave comments on other people’s blogs and link back to your site (tip: look in the digg upcoming section for blog posts about to get a lot of traffic). 5. Have the opposite opinion on everyone else on a popular topic. Everyone will link to you saying your wrong 6. Answer questions on Yahoo Answers 7. Post in Yahoo and Google Groups with a link to your site in your signature 8. Make a 404 page that redirects to your homepage – no point losing visitors 9. Have an opt-in form – trade links with someone else who has an opt in form on your confirmation page 10. Review a product or company – if your review is positive email the company and ask to be featured in their press section. (this has worked really well for me) Read The Rest of Ways to Increase Web Traffic 11-50…; Added by Sta.rtUp.biz at 9:55pm on May 13, 2008

Blog Post: Facebook Launches ‘Lame’ Job App: Posted by Vanessa Bostwick

You may want to rethink hitting that ‘sell’ button next to your LinkedIn shares. It appears…; Added by Sylvester Simon Pascal at 4:19am on November 26, 2012