worth dipping the toe in the water so to speak? But, naturally keep your eyes where the prize comes from, your most trusted and successful medium of finding talent.
Seperating people into groups on tweetdeck takes out a lot of the trawling though
Peter Ceccarelli said:Just stop. Have you really ever hired anyone from Twitter? If the answer is no. Then just stop.
te seems a bit silly to me. After all, in time (or when they decide to look for a job) aren't those with even the slightest bit of intelligence going to rein in/change their social media presence if it's a bit too out there or revealing? And should we really be judging people just because they divulge every aspect of their life down to revealing they are quite the party animal on the weekend or whatever? What kind of workforce do we want to recruit? Saints only? If you can't tell from an interview and a CV what a person is like, if you have to go searching to see if there is any dirt on them, maybe you shouldn't be recruiting people in the first place.…
David Holmes (Oceans 11/12 soundtracks) - for web surfing
The Cult - (Southern Death Cult in US) - when a deal is bubbling.
The Smiths - how soon is now - when its all going wrong.
What about you lot..?
e now there has been a serious skills shortage for this sector.
At the moment I seem to find my self spending a lot of time trawling through the internet, cv databases and linkedIn to find suitable candidate with little success. I do not feel that my current method is a very efficient or effective way of sourcing candidates.
What I would like to know is how people are operating in a candidate skinny market and what processes they go through in sourcing candidates?
Would be good to get peoples thoughts on this.
trade press - engineering, catering, retail, finance, housing etc.etc. - all have online careers sections too. Throw in job boards, both niche and generalist and to be honest the average jobseeker would struggle to cover all bases if they had to factor in a trawl of social media too. Don't get me wrong, I am a fan of social media in general. I've gained business through it. All I am suggesting is that whilst SM may be good for employers profile building campaigns and household names recruiting, when it comes to lesser known organisations and the vast majority of recruiters, it will never be a vehicle via which you can simply post a link to a job and expect the floodgates of quality candidates to open. There are just far too many links being posted and tweeted and the quality is no better than that you can find on a targeted website i.e. the aforementioned media owned career portals and the niche and generalist job boards.…
the tub and looking at porn pool' or the 'I am only interested in talking to my friends and family on here thank you' pool? The mere fact anyone has a social media profile does not make them a relevant candidate straight off the bat. Many people don't even go into their employment details on social networks so how many potential candidates are you actually missing by relying on such a hit and miss method of attraction? Yes, there will be some candidates out there, but what percentage of the total population rather than the social population are you reaching by relying on a trawl through the minutiae of people's Facebook accounts etc.? It all seems so unnecessary. I think we're making recruitment more complicated than it need be and the early adopters of social media are hell bent on convincing the rest of us that social is the way. Maybe when more or less 100% of the workforce age population are on there, but not until then, for me at least.…
afraid of taking the plunge if they want to realise the underlying benefits.
Writing on peer-to-peer site LinkedIn, one industry insider stated that "starting your own firm is very easy" and suggested turning to tools such as the PD eGrabber's ResumeSuite.
The professional stated that the suite offers the "easiest way to find talent and hiring managers" thanks to the fact that it utilises semantics, or the meanings of words to trawl the web for candidates.
"Semantics allow you to find a true financial analyst rather than a bank teller who adds key words to a resume," wrote the recruitment expert, who added that people using it can make more placements "in less time and with less effort".
People who have set up a recruitment company may also want to outsource their back office services to an agency, which is an ideal way to free up valuable time that can be focused on business building.…
ear. I imagine that come the end of the year there will be quite a lot of similar information in a similar format from similar agencies in that email inbox. I would be grateful for 1) Any ideas about how to make information stand out from the crowd. 2) Any advise from anyone who has previously trawled through that sort of email inbox as to what you were looking for.
I am inclined to "not bother" and just rely on my network to find the decision makers and hopefully by pass this PSL lottery.
But before I did I thought I would see what the collective wisdom of RBC could come up with if I was going to play according to the rules!
Your thoughts would be welcome...…
e (you need to be able to add value by understanding the client's industry and giving them insight into what the competition is doing)
- network power (you need have an impressive network that is demonstrable by doing a google search. recruiters need to be savvy in social media, etc.)
- flexibility (so many recruiters have one-size-fits all flat fees and terms that just don't work for everybody. you need to be able to listen and bend but not break)
- ambassadorial quality (you must be able to make a great impression to candidates. proving that you do is critical)
- speed (you should be able to prove that you are fast. your network will typically help convince them that you can deliver fast)
- process (you must have a field-tested and real process. willy-nilly seat-of-the-pants recruiting without a process is a recipe for disaster)
- source (you must be able to show that you fish in the deep waters and are not trawling the job boards for low-hanging fruit).
well, there are many more but there are a few to get the conversation rolling.…
and opportunities are missed.
There are a number of ways Unifyo can help recruiting firms become more efficient..
One use for recruiters would be use Unifyo as a way to hold CV’s on all applicants, which become available anywhere they go on the web. It means that recruiters don’t need to trawl through their documents when they receive emails from applicants, they instantly know about these people and have access to their CV straight away, without leaving their inbox.
Another really useful way to benefit from Unifyo would be when searching for job seekers on Linkedin, Unifyo would identify which people your recruiting company already hold CV’s on. So you needn’t waste your time searching for CV’s that you COULD hold, Unifyo knows instantly!
One more great use would be if you are sending out jobs to candidates that you think will be interested in applying, Unifyo will show you if anyone else in your team has already been in touch, to save you from sending embarrassing emails they have already received!
Try Unifyo for free here…