Jamie Horton's Posts - RecruitingBlogs2024-03-29T12:55:24ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHortonhttps://storage.ning.com/topology/rest/1.0/file/get/1526980306?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=3pfo9y8i6mlep&xn_auth=noGetting Our Vets Back to Worktag:recruitingblogs.com,2012-04-30:502551:BlogPost:15521642012-04-30T21:43:31.000ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHorton
<p><img src="http://blog.demandforce.com/wp-content/uploads/2011/09/5244829388_7fbc962593_b.jpg" style="display: none;"></img></p>
<div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br></br> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" height="100" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" style="margin: 0 8px 0 0;" width="100"></img></a> <i>Work4 Labs Staff Writer</i><br></br> <span style="font-size: 16px;"><br></br>
<b>Jamie Horton</b></span><br></br>
Community Management Intern at Work4 Labs, L.A. Native, worships at the Church of Hip Hop.…<br></br>
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<p><img src="http://blog.demandforce.com/wp-content/uploads/2011/09/5244829388_7fbc962593_b.jpg" style="display: none;"/></p>
<div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br/> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" height="100" width="100" style="margin: 0 8px 0 0;"/></a><i>Work4 Labs Staff Writer</i><br/>
<span style="font-size: 16px;"><br/>
<b>Jamie Horton</b></span><br/>
Community Management Intern at Work4 Labs, L.A. Native, worships at the Church of Hip Hop.<br/>
<span style="font-size: 12px;">Connect with Jamie on <a href="http://www.twitter.com/work4labs" target="_blank"><img alt="Twitter Icon" src="http://1.bp.blogspot.com/-30cekjGXoGI/TzHtxmJTL1I/AAAAAAAAAF8/QQFaLm3RXMw/s400/blogger_twitter_15.png" title="Follow @work4labs"/></a> <a href="http://www.linkedin.com/pub/jamie-horton/39/71b/7a4" target="_blank"><img alt="LinkedIn Icon" src="http://1.bp.blogspot.com/-0NPumdMWuEg/T0RAP5b3jRI/AAAAAAAAAHI/FQ1ScQPFVE4/s400/blogger_linkedin_15.png" title="Connect with Jamie"/></a></span></div>
<div style="font-size: 14px;"><br/> With the end of the War in Iraq and the winding down of the mission in Afghanistan, hundreds of thousands of troops are making their way back to the States. While conditions in the U.S. are no doubt better than the battlefield, these veterans will face significant challenges as they try to enter the civilian workforce.<br/>
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Rising awareness of post-traumatic stress disorder and employer skepticism about vets’ skills have <a href="http://www.latimes.com/news/nationworld/iraq/complete/la-na-vets-unemployed-20120426,0,2627227.story" target="_blank">made for slow progress</a> in getting soldiers back to work. Luckily, this issue has entered the mainstream media in the run-up to the presidential election and with this increased exposure has come improved results. Here’s a look at efforts in the public and private sectors to get these brave men and women back in the jobforce.<br/>
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<div class="separator" style="clear: both; text-align: center;"><br/> <a href="http://1.bp.blogspot.com/-bspEyxxdtow/T5ibkDdebBI/AAAAAAAAAE0/pKwAmTTrTws/s1600/JoiningForces.jpg" style="margin-left:1em; margin-right:1em"><img border="0" height="163" width="320" src="http://1.bp.blogspot.com/-bspEyxxdtow/T5ibkDdebBI/AAAAAAAAAE0/pKwAmTTrTws/s320/JoiningForces.jpg"/></a></div>
<br/><p><b>Joining Forces</b><br/> Recently celebrating its one year anniversary, the White House’s <a href="http://www.whitehouse.gov/blog/2011/04/13/president-vice-president-first-lady-and-dr-jill-biden-launch-joining-forces" target="_blank">Joining Forces program</a> has made significant progress on its challenge to the private sector to hire or train 100,000 vets and their spouses by 2013. Headed by Michelle Obama and Jill Biden, the program has seen significant buy-in from major corporations like GE, Comcast, and Safeway. Check out the <a href="http://www.whitehouse.gov/joiningforces/commitments" target="_blank">Joining Forces site</a> to see the full list of companies that have made commitments to hire returning soldiers. Besides partnering with employers, the campaign focuses on getting veterans proper healthcare, education, and training. Addressing all aspects of the veteran employment problem has been essential to its success across a variety of industries.<br/>
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<b>Employment Variation</b><br/>
Indicative of the diversity of companies contributing, here’s a look at Dollar General’s and NBC’s plans to employ thousands of veterans in the coming year. First up, <a href="http://www.marketwatch.com/story/dollar-general-supports-first-lady-michelle-obamas-joining-forces-initiative-2012-04-13?reflink=MW_news_stmp" target="_blank">Dollar General</a> has integrated its vet hiring efforts into its current expansion plan. As the open more stores and distribution centers across the U.S., the discount retailer will be able to offer a variety of positions to soldiers with different skill sets. We here at Work4 Labs are proud to be a part of this initiative through <a href="http://www.facebook.com/dollargeneral/app_204636729635479" target="_blank">our own involvement with Dollar General</a>. Next, NBC has partnered with Comcast in their own “Hiring our Heroes” campaign. By hosting hiring fairs and opening up positions within their own operations, <a href="http://www.mediabistro.com/tvnewser/nbcuniversal-comcast-pledge-to-hire-1000-veterans-as-part-of-hiring-our-heroes-initiative_b118661" target="_blank">NBC has committed to finding employment for 1,000 veterans.</a><br/>
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The road to economic recovery has been tough for the whole country, but coming back from combat to a financial mess has been even more difficult for returning soldiers. Thanks to the concerted efforts of the government and the private sector, we have begun to see a <a href="http://www.huffingtonpost.com/2012/03/22/veteran-employment_n_1373244.html" target="_blank">boost in vet employment.</a> With continued buy-in from employers and government officials, we can repay our service men and women for their bravery abroad.<br/>
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Have you been involved in vet hiring efforts? An unprecedentedly effective way to reach them is through Facebook's ecosystem and <a href="http://www.work4labs.com/features/?from=blog" target="_blank">our advanced targeting technology</a> which can segment candidates by categories such as past employers, veteran associations, and past positions. Here at Work4 Labs, we're proud and honored to support veteran recruiting efforts in anyway we can. <a href="http://www.work4labs.com/inquiries" target="_blank">Contact us</a> to learn more and find out how to leverage Facebook for veteran recruiting today.<br/>
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</div>Don't Poke That Troll!": Managing Facebook Brand Pagestag:recruitingblogs.com,2012-04-16:502551:BlogPost:15446982012-04-16T22:06:55.000ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHorton
<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br></br> <a href="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg"><img align="left" alt="Bill Boorman Work4 Labs Profile" border="0" src="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg" style="margin: 0 8px 0 0;"></img></a> <i>Thought Leader Guest Blogger</i><br></br> <span style="font-size: 16px;"><br></br> <b>Bill Boorman</b></span><br></br> Conference disorganiser, key note speaker and social recruiting implementation consultant…<br></br></div>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br/> <a href="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg"><img align="left" alt="Bill Boorman Work4 Labs Profile" border="0" src="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg" style="margin: 0 8px 0 0;"/></a><i>Thought Leader Guest Blogger</i><br/> <span style="font-size: 16px;"><br/> <b>Bill Boorman</b></span><br/> Conference disorganiser, key note speaker and social recruiting implementation consultant<br/> <span style="font-size: 12px;">Connect with Bill on <a href="http://www.twitter.com/billboorman" target="_blank"><img alt="Twitter Icon" src="http://1.bp.blogspot.com/-30cekjGXoGI/TzHtxmJTL1I/AAAAAAAAAF8/QQFaLm3RXMw/s400/blogger_twitter_15.png" title="Follow @BillBoorman"/></a> <a href="http://recruitingunblog.wordpress.com/" target="_blank"><img alt="RSS Icon" src="http://1.bp.blogspot.com/-hhPV9jSw_Ys/TzHwTrqX_0I/AAAAAAAAAGI/_m-CZSZM5VM/s400/blogger_rss_15.png" title="Read Bill's personal blog"/></a></span></div>
<br/> One of the big questions companies always ask when setting up Facebook fan pages is how to manage negative comments. It’s such a big fear that companies often opt for disabling public posts, only allowing comments or likes. The result is a fan page that ends up <a href="http://blog.work4labs.com/2012/04/dont-poke-that-trollmanaging-facebook.html" title="_blank">being a notice board</a>--plenty of corporate announcements but very little actual engagement. A well run page is in effect a community, and in any real community you get as many dissenting voices as you do those who are in strong agreement with the dialogue.<br/> <br/> The starting point in your efforts should be identifying the difference between people who are being constructive in their comments, and those who are just being insulting, abusive or negative for the sake of gaining notoriety. The former you could term as real fans, whatever they are saying, and the latter, trolls.<br/> <br/> Begin by publishing a few guidelines that outline what is acceptable, and what type of content is not welcomed. For me, this revolves around four key areas:<br/> <br/> <b>1. Obscenity</b> - Mostly around offensive language. It is your corporate space, and it is reasonable to outline some boundaries as to what is acceptable.<br/> <b>2. Promotions</b>- There’s a big difference between suggesting a tool or technology that might be useful to readers or the discussion, and posting a self-promotion. Be clear on this in your guidelines.<br/> <b>3. Respect</b> - Insults, bullying or personal comments are out. I actively encourage disagreement, but disagreement with respect and discussion. That means not making personal comments or insulting statements, whilst stating your case.<br/> <b>4. Relevance</b> - One of the problems with public social places is that people can post their causes, pictures or links to your personal or business time line without invitation. That can mean that you attract some weird and wonderful content that has no relevance. Be clear that these will be removed.<br/> <br/> <br/> When you get constructive criticism, you should regard this as brilliant. Anyone visiting your page seeing this type of content will know that you are open and transparent, and that you welcome dialogue. Always thank people for their feedback, and apologise for how they feel. If you are getting the same comments from lots of people, you have a problem that needs acknowledging and fixing quickly. All people really want is to know that you’ve noted it and that you are actually bothered.<br/> <br/> If your page is all positive and sugar coated, visitors are just going to regard it as a brochure, and who trusts a brochure? Set up a process for monitoring comments. Empower your people to acknowledge comments, answer what is in their authority and remit and direct problems to the people who can solve them. This will be a welcome addition to your business.<br/> <br/> If you get a troll it’s a different story. Don’t try to fuel the flames by trying to justify or argue. All that achieves is drawing attention to them, and trolls feed on attention. You also run the risk of attracting the car crash rubber neckers, who love to watch an accident unfolding. Thank them for their comments. If you need to remove their comments, be clear why. Don’t get riled or feel the need to return insults. Don’t poke that troll with a stick!<br/> <br/> Bill</div>There's a Network for That...But Does There Need to Be?tag:recruitingblogs.com,2012-04-13:502551:BlogPost:15437122012-04-13T17:30:00.000ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHorton
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<img src="http://4.bp.blogspot.com/-wrWUKP85hQM/T4Y8pPS7oeI/AAAAAAAAADs/oY9y0kY-Hpc/s320/facebook_instagram_2012_4_9.jpg" style="height: 215px; width: 320px; display: none;"></img> <br></br>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br></br> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" height="100" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" style="margin: 0 8px 0 0;" width="100"></img></a> <i>Work4 Labs Staff Writer</i><br></br> <span style="font-size: 16px;"><br></br>
<b>Jamie Horton</b></span><br></br>
Community Management Intern at Work4 Labs, L.A. Native,…</div>
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<img src="http://4.bp.blogspot.com/-wrWUKP85hQM/T4Y8pPS7oeI/AAAAAAAAADs/oY9y0kY-Hpc/s320/facebook_instagram_2012_4_9.jpg" style="height: 215px; width: 320px; display: none;"/><br/>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br/> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" height="100" width="100" style="margin: 0 8px 0 0;"/></a><i>Work4 Labs Staff Writer</i><br/>
<span style="font-size: 16px;"><br/>
<b>Jamie Horton</b></span><br/>
Community Management Intern at Work4 Labs, L.A. Native, worships at the Church of Hip Hop.<br/>
<span style="font-size: 12px;">Connect with Jamie on <a href="http://www.twitter.com/work4labs" target="_blank"><img alt="Twitter Icon" src="http://1.bp.blogspot.com/-30cekjGXoGI/TzHtxmJTL1I/AAAAAAAAAF8/QQFaLm3RXMw/s400/blogger_twitter_15.png" title="Follow @work4labs"/></a> <a href="http://www.linkedin.com/pub/jamie-horton/39/71b/7a4" target="_blank"><img alt="LinkedIn Icon" src="http://1.bp.blogspot.com/-0NPumdMWuEg/T0RAP5b3jRI/AAAAAAAAAHI/FQ1ScQPFVE4/s400/blogger_linkedin_15.png" title="Connect with Jamie"/></a></span></div>
<br/> The trend of specialization that is at the heart of Apple’s infectious “there’s an app for that” campaign has come to the social media world in the form of specialized networks like LinkedIn (the professional network), Pinterest (the photo network), and Twitter (the information network). But is this really necessary? Facebook seems not to think so. With its recent <a href="http://techcrunch.com/2012/04/09/facebook-to-acquire-instagram-for-1-billion/" title="_blank">$1 billion acquisition of Instagram</a>, the company is making the case that in the social media world one network is enough.<br/>
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<b>All Your Interests in One Place</b><br/>
With every update Facebook is making your profile *ahem* Timeline a more dynamic online representation of your offline self. Its new <a href="http://blog.work4labs.com/2012/03/what-can-facebooks-open-graph-do-for.html" title="_blank">Open Graph app architecture</a> takes advantage of the more visual Timeline interface by prominently presenting app content on individuals’ pages. Interested in movies and photography? With Open Graph your friends can now see what movies you watched on Netflix and your pictures from Pinterest or Instagram. Many people don’t want to share this information with everyone, and luckily Facebook has also taken that offline instinct online.<br/>
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<div class="separator" style="clear: both; text-align: center;"><br/> <a href="http://4.bp.blogspot.com/-wrWUKP85hQM/T4Y8pPS7oeI/AAAAAAAAADs/oY9y0kY-Hpc/s1600/facebook_instagram_2012_4_9.jpg" style="margin-left:1em; margin-right:1em"><img border="0" height="214" width="320" src="http://4.bp.blogspot.com/-wrWUKP85hQM/T4Y8pPS7oeI/AAAAAAAAADs/oY9y0kY-Hpc/s320/facebook_instagram_2012_4_9.jpg"/></a></div>
<br/> <b>Real World Privacy</b><br/>
Social interactions are a complicated process of give and take in which you end up sharing different parts of your personality with different friends and acquaintances. This fundamental aspect of social life has slowly made its way into Facebook’s user experience as more specific, easier to use (<a href="http://mashable.com/2011/02/07/facebook-privacy-guide/" title="_blank">but far from perfect</a>) privacy controls have been implemented. So, rather than maintaining separate professional and social profiles they suggest you just restrict what co-workers or contacts have access to. With these new features Facebook is aiming to become the everything network.<br/>
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<b>Bringing Social to Every Corner of the Internet</b><br/>
Just like Apple’s iOS, Facebook is providing an easy-to-use interface that stills allows for originality and creativity while keeping familiarity across all its uses and tools. While it has developed its own resources like Marketplace and Questions, it has also embraced other social tools with one example being <a href="http://techcrunch.com/2012/03/07/facebook-becomes-location-backbone-that-lets-apps-import-checkins-from-each-other/" title="_blank">FourSquare’s close integration into Places</a>. Other apps, like our own <a href="http://www.work4labs.com/features/?from=blog" title="_blank">Work for Us</a> has leveraged Facebook to socialize job applications and recruiting. By involving outside developers, Facebook has created not just a social network, but a social platform.<br/>
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While all these other social media outlets aren’t going anywhere anytime soon, the future looks Facebook blue. What do you think Facebook’s Instagram purchase says about the future of social media? Let us know in the comments!</div>End of the Day for Career Sites?tag:recruitingblogs.com,2012-04-06:502551:BlogPost:15404952012-04-06T17:15:18.000ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHorton
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<img src="http://3.bp.blogspot.com/-UCPZYxiv6eM/T3zkzz5lv3I/AAAAAAAAADc/Fhwn6Mumepw/s1600/tombstone.jpg" style="height: 215px; width: 320px; display: none;"></img> <br></br>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br></br> <a href="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg"><img align="left" alt="Bill Boorman Work4 Labs Profile" border="0" src="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg" style="margin: 0 8px 0 0;"></img></a> <i>Thought Leader Guest Blogger</i><br></br> <span style="font-size: 16px;"><br></br>
<b>Bill Boorman</b></span><br></br>
Conference disorganiser, key note speaker and social recruiting…</div>
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<img src="http://3.bp.blogspot.com/-UCPZYxiv6eM/T3zkzz5lv3I/AAAAAAAAADc/Fhwn6Mumepw/s1600/tombstone.jpg" style="height: 215px; width: 320px; display: none;"/><br/>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br/> <a href="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg"><img align="left" alt="Bill Boorman Work4 Labs Profile" border="0" src="http://4.bp.blogspot.com/-1LSdEPiOjSg/TzHltyp5_uI/AAAAAAAAAFk/m7k2XHRUHNQ/s1600/bill.jpg" style="margin: 0 8px 0 0;"/></a><i>Thought Leader Guest Blogger</i><br/>
<span style="font-size: 16px;"><br/>
<b>Bill Boorman</b></span><br/>
Conference disorganiser, key note speaker and social recruiting implementation consultant<br/>
<span style="font-size: 12px;">Connect with Bill on <a href="http://www.twitter.com/billboorman" target="_blank"><img alt="Twitter Icon" src="http://1.bp.blogspot.com/-30cekjGXoGI/TzHtxmJTL1I/AAAAAAAAAF8/QQFaLm3RXMw/s400/blogger_twitter_15.png" title="Follow @BillBoorman"/></a> <a href="http://recruitingunblog.wordpress.com/" target="_blank"><img alt="RSS Icon" src="http://1.bp.blogspot.com/-hhPV9jSw_Ys/TzHwTrqX_0I/AAAAAAAAAGI/_m-CZSZM5VM/s400/blogger_rss_15.png" title="Read Bill's personal blog"/></a></span></div>
<br/> It’s come up on my radar over the last few months that a number of corporate companies and at least one branding expert (<a href="https://twitter.com/#!/andsomepeople" title="_blank">@AndsomePeople</a>) are letting their career site and website slowly slip away, replacing it with Timeline-ified Pages on Facebook. I’ve also had a conversation with a major employer this week who is removing all other means of applying for work other than through their Facebook application built for this purpose. Their reasoning behind this is that the candidate experience when applying through Facebook is much better than any of the established means of applying.<br/>
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Now that application tabs for career and jobs have become more visible because of Timeline, compared with the old page set up where they were tucked away on the side, it is reasonable to estimate that the numbers of applicants will increase. A number of the companies that I work with already get over half of their applications and hires through the channel, so we can confidently forecast that with Timeline Facebook will become the principal source of hire. It’s an exciting proposition.<br/>
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<br/> Timeline also enables visitors to a page to easily scroll through the page to locate content in particular photos and video, perfect for <a href="http://blog.work4labs.com/2012/04/employment-branding-in-age-of-timeline.html" title="_blank">employer branding content</a>, as well as the opportunity to feature content that you want to stand out. This keeps your featured content at the top of the page and across the full width to get attention. The timeline shows the history of the business with milestones highlighted. With the right content, you get a real feel for the culture of the business, information that is increasingly important to recruiters.<br/>
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The biggest factor however is the level of engagement that goes on with Pages. Content led Pages where employees are encouraged to post content, engage with visitors, invite friends and share help build a brand’s identity. With this dynamic, many Pages are becoming the informal talent community for hiring companies. I got feedback from recruiters at Oracle that after their <a href="http://www.facebook.com/OracleCommunity" title="_blank">Community Page</a> had been running for a few months candidates had a much better understanding of the culture and a clear reason for wanting to join. This has inevitably led to a big improvement in the ratio of interviews to hire.<br/>
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I see well run, content rich Pages forming the ever-elusive talent communities. I can understand why some businesses are beginning to look to switch from a one dimensional career site which acts mostly as a noticeboard, over to the more engaged Facebook Page environment.<br/>
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What are your thoughts?<br/>
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Bill</div>Employment Branding in the Age of Timelinetag:recruitingblogs.com,2012-04-05:502551:BlogPost:15398272012-04-05T13:30:00.000ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHorton
<p><br></br> <br></br> <br></br> <img src="http://2.bp.blogspot.com/--mhmN9QMil8/T3y2Yh2N7nI/AAAAAAAAADQ/bhslmrG9AEs/s320/employer-branding.jpg" style="height: 215px; width: 320px; display: none;"></img></p>
<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br></br> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" height="100" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" style="margin: 0 8px 0 0;" width="100"></img></a> <i>Work4 Labs Staff Writer</i><br></br> <span style="font-size: 16px;"><br></br> <b>Jamie Horton</b></span><br></br> Community Management Intern at Work4 Labs, L.A. Native, worships…</div>
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<p><br/> <br/> <br/> <img src="http://2.bp.blogspot.com/--mhmN9QMil8/T3y2Yh2N7nI/AAAAAAAAADQ/bhslmrG9AEs/s320/employer-branding.jpg" style="height: 215px; width: 320px; display: none;"/></p>
<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br/> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" height="100" width="100" style="margin: 0 8px 0 0;"/></a><i>Work4 Labs Staff Writer</i><br/> <span style="font-size: 16px;"><br/> <b>Jamie Horton</b></span><br/> Community Management Intern at Work4 Labs, L.A. Native, worships at the Church of Hip Hop.<br/> <span style="font-size: 12px;">Connect with Jamie on <a href="http://www.twitter.com/work4labs" target="_blank"><img alt="Twitter Icon" src="http://1.bp.blogspot.com/-30cekjGXoGI/TzHtxmJTL1I/AAAAAAAAAF8/QQFaLm3RXMw/s400/blogger_twitter_15.png" title="Follow @work4labs"/></a> <a href="http://www.linkedin.com/pub/jamie-horton/39/71b/7a4" target="_blank"><img alt="LinkedIn Icon" src="http://1.bp.blogspot.com/-0NPumdMWuEg/T0RAP5b3jRI/AAAAAAAAAHI/FQ1ScQPFVE4/s400/blogger_linkedin_15.png" title="Connect with Jamie"/></a></span></div>
<br/> <i>Want to use Timeline to improve your employment brand? Join us for our FREE webinar on <a href="http://www.actonsoftware.com/acton/form/2381/0008:d-0001/0/index.htm" title="_blank">April 10<sup>th</sup> at 11:00am CET,</a><a href="http://www.actonsoftware.com/acton/form/2381/0005:d-0008/0/index.htm"" title="_blank">11<sup>th</sup> at 8:00pm EST,</a>or <a href="http://www.actonsoftware.com/acton/form/2381/0007:d-0006/0/index.htm" title="_blank">12<sup>th</sup> at 11:00am EST.</a>Click <a href="http://www.work4labs.com/webinars/?from=blog" title="_blank">here</a> to check all available times.</i><br/> <br/> Employment branding will never be the same. With the arrival of Timeline on all profiles and Pages, Facebook is putting creativity front and center and encouraging users to share more than ever. Take advantage of this more engaging platform to give potential employees an idea of just how great it is to work at your organization.<br/> <br/> <br/> <b>Facebook's Growing Influence</b><br/> As company <a href="http://www.jeffbullas.com/2011/03/21/is-facebook-killing-off-the-company-website/" title="_blank">website traffic diminishes</a> and the number of Likes on their brand Pages climb, it is becoming clear that businesses should make their Facebook profiles the hub for interaction with their customers and fans. Sponsoring a healthy back and forth helps to develop your brand by giving outsiders a sense of familiarity with your company’s identity and ethos. This is even more important as you reach out to potential employees.<br/> <br/> <b>Your Brand, Visualized</b><br/> The Timeline update has placed a large emphasis on sharing visual content. The more open interface allows for videos, pictures, and infographs to be displayed at nearly full size with no need for users to click to expand. Utilize this update and improve your employment brand by sharing content like video interviews with employees, pictures of your workspace, or charts of your company’s growth. An excellent example of this is the <a href="http://www.facebook.com/vmwarecareers" title="_blank">VMware Careers Page</a>. Telling the story of your brand and how employees actively engage and build on its mission entices candidates and engages current staff.<br/> <br/> <b>Apply with Ease</b><br/> Facebook is making a push to become a portal for all internet activity, and part of this effort is encouraging users to engage with apps more frequently. Timeline moves the apps front and center on your page, so put them to good use! You should have plugins that replicate your company site, most importantly <a href="http://www.work4labs.com/features/?from=blog" title="_blank">a careers app</a>. Whether you have a dedicated careers Facebook page, or an app on your brand page, make it easy for visitors to apply. After all, the end goal of building your employment branding is to get applications from engaged candidates.<br/> <br/> Attracting qualified candidates to fill open positions can be tough, but with Timeline’s new capabilities you have tools at your disposable to directly recruit fans already interested in your brand.<br/> <br/> <i>Need specific tips about improving your Facebook employment brand? Join us for our FREE webinar on <a href="http://www.actonsoftware.com/acton/form/2381/0008:d-0001/0/index.htm" title="_blank">April 10<sup>th</sup> at 5:00pm CET,</a><a href="http://www.actonsoftware.com/acton/form/2381/0005:d-0008/0/index.htm"" title="_blank">11<sup>th</sup> at 8:00pm EST,</a>or <a href="http://www.actonsoftware.com/acton/form/2381/0007:d-0006/0/index.htm" title="_blank">12<sup>th</sup> at 11:00am EST.</a>Click <a href="http://www.work4labs.com/webinars/?from=blog" title="_blank">here</a> to check all available times.</i></div>Now Playing: The Recruiter Gamestag:recruitingblogs.com,2012-03-26:502551:BlogPost:15344952012-03-26T17:30:12.000ZJamie Hortonhttps://recruitingblogs.com/profile/JamieHorton
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<img src="http://2.bp.blogspot.com/-lQsklia8KOc/T2zLIzjMtxI/AAAAAAAAACg/lfVs1DzUG4Q/s320/Recruiter%2Bgames.jpg" style="height: 215px; width: 320px; display: none;"></img> <br></br>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br></br> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" height="100" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" style="margin: 0 8px 0 0;" width="100"></img></a> <i>Work4 Labs Staff Writer</i><br></br> <span style="font-size: 16px;"><br></br>
<b>Jamie Horton</b></span><br></br>
Community Management Intern at Work4 Labs, L.A. Native,…</div>
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<img src="http://2.bp.blogspot.com/-lQsklia8KOc/T2zLIzjMtxI/AAAAAAAAACg/lfVs1DzUG4Q/s320/Recruiter%2Bgames.jpg" style="height: 215px; width: 320px; display: none;"/><br/>
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<div style="font-size: 14px;"><div class="separator" style="background-color: #eeeeee; clear: both; padding: 8px; text-align: left; vertical-align: center;"><br/> <a href="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg"><img align="left" alt="Jamie Horton Work4 Labs Profile" border="0" src="http://3.bp.blogspot.com/-vIGKSMFmJOk/T2Evr4P0StI/AAAAAAAAACI/OT0XZTAWQxs/s320/Blog%2BWriter%2BPhoto.jpg" height="100" width="100" style="margin: 0 8px 0 0;"/></a><i>Work4 Labs Staff Writer</i><br/>
<span style="font-size: 16px;"><br/>
<b>Jamie Horton</b></span><br/>
Community Management Intern at Work4 Labs, L.A. Native, worships at the Church of Hip Hop.<br/>
<span style="font-size: 12px;">Connect with Jamie on <a href="http://www.twitter.com/work4labs" target="_blank"><img alt="Twitter Icon" src="http://1.bp.blogspot.com/-30cekjGXoGI/TzHtxmJTL1I/AAAAAAAAAF8/QQFaLm3RXMw/s400/blogger_twitter_15.png" title="Follow @work4labs"/></a> <a href="http://www.linkedin.com/pub/jamie-horton/39/71b/7a4" target="_blank"><img alt="LinkedIn Icon" src="http://1.bp.blogspot.com/-0NPumdMWuEg/T0RAP5b3jRI/AAAAAAAAAHI/FQ1ScQPFVE4/s400/blogger_linkedin_15.png" title="Connect with Jamie"/></a></span></div>
<br/> The Hunger Games hit theaters today, and this film’s fictional universe of cut throat competition and talent selection brought to mind the much more real world of recruiting. For those not familiar with the story, The Hunger Games tells the tale of a dystopian nation and its yearly competition where a select group of teenagers <a href="http://www.youtube.com/watch?v=4S9a5V9ODuY" title="_blank">“train in the art of survival and prepare to fight to the death.”</a><br/>
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In recruiting the stakes aren’t quite that high, but competition is fierce and finding the perfect candidate has turned into a veritable arms race. A recruiter is only as good as their tools, so we’re throwing three of the most popular hiring sources onto the metaphorical battlefield to duke it out--and just like in the Hunger Games, competition is fierce.<br/>
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<div class="separator" style="clear: both; text-align: center;"><br/> <a href="http://3.bp.blogspot.com/-X2IgXlVQXlo/T2zN6nj2kII/AAAAAAAAACs/G1BMYyIS7W8/s1600/Recruiter%2Bgames.jpg" style="margin-left:1em; margin-right:1em"><img border="0" height="320" width="212" src="http://3.bp.blogspot.com/-X2IgXlVQXlo/T2zN6nj2kII/AAAAAAAAACs/G1BMYyIS7W8/s320/Recruiter%2Bgames.jpg"/></a></div>
<br/> <b>Social Media: The Up and Comer</b><br/>
Fresh on the scene, this newcomer has quickly <a href="http://www.ere.net/2012/02/20/source-of-hire-survey-big-jump-in-outside-hiring-in-2011/" title="_blank">made a name for itself</a> by allowing candidates to closely connect with company brands and recruiters to source from specific talent pools. Like any good fighter, social media is agile--capable of reaching potential recruits in an instant with tweets or wall posts about hiring opportunities--and smart with the ability to scan candidates’ profiles and information to <a href="http://www.work4labs.com/features/find-qualified-candidates/?from=blog" title="_blank">directly target qualified and interested individuals</a>. However, it’s not perfect and like any newcomer, social media still lacks recognition and maturity.<br/>
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<b>Job Boards: The Vulnerable Favorite</b><br/>
Seen as the go-to in this competitive field, online job boards are often the <a href="http://www.ere.net/wp-content/uploads/2012/02/Job-board-source-2011.jpg" title="_blank">first place job seekers go to find employment opportunities</a>. With brute force in the form of countless job postings and the familiarity that comes with being a long time player in the field, online job boards are the heavyweight bruisers of this competition. Yet, what job boards have in strength they lack in smarts. These online aggregators fail to connect recruiters and candidates in meaningful and substantive ways--often facilitating resume dumps instead of real connections.<br/>
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<b>Career Sites: The Declining Veteran</b><br/>
Once seen as a great way for companies to post jobs without spending lots of advertising dollars, career sites have fallen behind social media pages and are on their way out. While they offer reliable, accurate information they are difficult to access and promote. Internet users are overwhelmingly choosing Facebook brand pages over company websites, so that means less views of career sites and less candidates. Unfortunately for this old timer, the game has changed and it’s been left in the dust. Companies are <a href="http://www.work4labs.com/features/post-jobs-to-facebook/?from=blog" title="_blank">posting jobs</a> to their Facebook pages and <a href="http://www.work4labs.com/social-recruiting-case-studies/hard-rock/?from=blog" title="_blank">seeing results</a>.<br/>
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These three recruiting resources are all fighting for their lives to be the primary source for job seekers, but as we have seen all of them are not equal. Any good recruiter will incorporate all of these tools into their repertoire, but great recruiters will leverage these sites’ respective strengths to offset their shortcomings. In this competitive field you’ve got to be prepared and "hunt" for the best talent.<br/>
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Which tool reigns supreme in your recruiting arena? How has your strategy changed with the rise of social media and new technologies?</div>