Ryan Leary's Posts - RecruitingBlogs2024-03-28T22:17:33ZRyan Learyhttps://recruitingblogs.com/profile/RyanLearyhttps://storage.ning.com/topology/rest/1.0/file/get/1526688259?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=zzo95vvhxwm4&xn_auth=no4 Videos From #TruCollege on Campus Recruitingtag:recruitingblogs.com,2015-07-25:502551:BlogPost:19071232015-07-25T13:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>Campus recruiting has been a hot topic for many years, in fact it's one of the hotttest topics debated at budget time for <img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557567249?profile=RESIZE_320x320" width="300"></img> many large multinational corporations. It's a necessary eveil that you can compare to the NFL draft. It's really that important. </p>
<p>Recently, we held a #Tru Conference in the form of Campus Recruitment where we invited a panel of millennial students entering the job market. We wanted to get real views from real students on their likes, dislikes and of…</p>
<p>Campus recruiting has been a hot topic for many years, in fact it's one of the hotttest topics debated at budget time for <img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557567249?profile=RESIZE_320x320" class="align-right" width="300"/>many large multinational corporations. It's a necessary eveil that you can compare to the NFL draft. It's really that important. </p>
<p>Recently, we held a #Tru Conference in the form of Campus Recruitment where we invited a panel of millennial students entering the job market. We wanted to get real views from real students on their likes, dislikes and of course their view on recruiters.</p>
<p>Here are a few snippets of one on one interviews with track leader Bill Boorman.</p>
<p>Watch the videos below.</p>
<p><strong>What is #TruMunity?</strong></p>
<p><span>#truMunity is The recruitment Unconference Community, and our events take place almost every week of the year, throughout the globe. Here are some of the many videos taken from some of the hundreds of events worldwide, which show what TRU events are all about.</span></p>
<p><strong>Millennial Interviews with Bill Boorman</strong></p>
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<p><strong>Jeanette Maister, U.S. Managing Director, WCN Campus Recruiting</strong></p>
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<p><strong>Thomas Fu, one of the millennial student panelists shares his application and recruiter experiences with Bill Boorman. AT THE 1:49 mark he shares his experience on applications and <a class="_58cn" href="https://www.facebook.com/hashtag/recruiter?source=feed_text&story_id=10153535229039810"><span class="_58cl">#</span><span class="_58cm">recruiter</span></a></strong><span><strong> feedback.</strong> </span></p>
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<p><strong>Patrick McGinnis, Student looking for a job - Connecticut College</strong></p>
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<p><strong>Kelly Carroll Lehigh University </strong></p>
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</iframe>KILLER LinkedIn Search HACK: See 100% of EVERY LinkedIn Profile - 100% FREEtag:recruitingblogs.com,2015-03-13:502551:BlogPost:18717352015-03-13T14:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p style="text-align: left;"><span>Whether you’re in the </span><a href="http://mattcharney.com/2013/11/21/shut-up-already-stop-talking-about-these-3-recruiting-trends/">Matt Charney camp</a><span>, or the camp occupied by the likes of Irina Shamaeva and Glen Cathey, </span><img alt="13-LinkedIn-dos-and-donts-600x337" class="alignright wp-image-8400 size-medium align-right" height="169" src="http://recruitingtools.com/wp-content/uploads/sites/2/2015/02/13-LinkedIn-dos-and-donts-600x337-300x169.jpg" width="300"></img> <span>LinkedIn is one site where you must use Boolean search to get the best results.</span></p>
<p style="text-align: left;">LinkedIn is Bi-otch when it comes to snagging free information, but here is a tip that…</p>
<p style="text-align: left;"><span>Whether you’re in the </span><a href="http://mattcharney.com/2013/11/21/shut-up-already-stop-talking-about-these-3-recruiting-trends/">Matt Charney camp</a><span>, or the camp occupied by the likes of Irina Shamaeva and Glen Cathey, </span><img class="alignright wp-image-8400 size-medium align-right" src="http://recruitingtools.com/wp-content/uploads/sites/2/2015/02/13-LinkedIn-dos-and-donts-600x337-300x169.jpg" alt="13-LinkedIn-dos-and-donts-600x337" width="300" height="169"/><span>LinkedIn is one site where you must use Boolean search to get the best results.</span></p>
<p style="text-align: left;">LinkedIn is Bi-otch when it comes to snagging free information, but here is a tip that most recruiters never use. It's the only legitimate way provided by LinkedIn to see the full profile each and every time without fancy tricks.</p>
<p style="text-align: left;">It's all point and click.</p>
<p style="text-align: left;">No worries, LinkedIn knows that it's there.</p>
<p></p>
<p><iframe width="800" height="600" src="https://www.youtube.com/embed/Siea0WF2tLg?rel=0&controls=0&showinfo=0&wmode=opaque" frameborder="0"></iframe>
</p>Aunt Chippy: Gets Pranked At Ceramics Class. (Follow Up to How To Wrap a Christmas Gift)tag:recruitingblogs.com,2014-12-02:502551:BlogPost:18472302014-12-02T20:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span class="font-size-3" style="color: #800000;">I cannot get me enough of good ol' Aunt Chippy. This lady is of her rocker hilarious. Happy Holidays and enjoy the laugh. </span></p>
<p><span class="font-size-3">You can check out the last Aunt Chippy video I posted on <a href="http://www.recruitingblogs.com/profiles/blogs/aunt-chippy-how-to-wrap-a-recruiting-gift-this-is-classic" target="_blank">How To Wrap A Christmas Gift here.…</a></span></p>
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<p><span class="font-size-3" style="color: #800000;">I cannot get me enough of good ol' Aunt Chippy. This lady is of her rocker hilarious. Happy Holidays and enjoy the laugh. </span></p>
<p><span class="font-size-3">You can check out the last Aunt Chippy video I posted on <a href="http://www.recruitingblogs.com/profiles/blogs/aunt-chippy-how-to-wrap-a-recruiting-gift-this-is-classic" target="_blank">How To Wrap A Christmas Gift here.</a></span></p>
<p><iframe width="853" height="480" src="//www.youtube.com/embed/nxreQ6B_t6o?rel=0&controls=0&showinfo=0&wmode=opaque" frameborder="0"></iframe>
</p>Employer Branding Secrets from 4 Companies Everyone Wants to Work Fortag:recruitingblogs.com,2014-04-15:502551:BlogPost:17999642014-04-15T09:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557525373?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557525373?profile=RESIZE_320x320" width="200"></img></a> Company brands <a href="http://recruitingdaily.com/3-reasons-employer-brand-differ-consumer-brand/" title="3 Reasons Your Employer Brand Should Differ From Your Consumer Brand">are not the same</a> as talent brands, and the best-known businesses are not always the ones who recruit the top talent – although they often have the equity to do so.</p>
<p>Here are four employers…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557525373?profile=original" target="_self"><img width="200" src="http://storage.ning.com/topology/rest/1.0/file/get/1557525373?profile=RESIZE_320x320" width="200" class="align-left"/></a>Company brands <a title="3 Reasons Your Employer Brand Should Differ From Your Consumer Brand" href="http://recruitingdaily.com/3-reasons-employer-brand-differ-consumer-brand/">are not the same</a> as talent brands, and the best-known businesses are not always the ones who recruit the top talent – although they often have the equity to do so.</p>
<p>Here are four employers with top recruitment brands who have developed magnetic employer brands so successful that they quite literally have to turn away top talent.</p>
<p>If you’d rather stop sourcing and start attracting talent, here are some of the companies getting it right – and what every recruiter or employer needs to know to put these best practices into real action.</p>
<h3>1. Google</h3>
<p><a title="Google Introduces Auto-Awesome for Resumes" href="http://recruitingdaily.com/google-introduces-auto-awesome-resumes/">Google</a> is a large, powerful company at the heart of the Internet explosion. <a title="Feeling Lucky: Google ATS & The Future of HR Technology" href="http://recruitingdaily.com/google-ats/">Their hiring process</a> is constantly being reviewed and improved upon. When they select candidates, they include all team members in the process, rather than just management. That’s one reason why people enjoy working there – they have input into many aspects of their jobs.</p>
<p>Google had more than a million applicants for jobs in 2012. Over 50% of these were referrals from current employees. Employees are paid per referral, in amounts approaching $5,000. Their most unique recruitment goal is for the company to hire someone smarter than the manager, so that the new employee can challenge him, and from which he can learn new ideas, says <a href="http://www.greatplacetowork.com/publications-and-events/blogs-and-news/756">Great Place to Work</a>.</p>
<p>In job candidates, Google seeks:</p>
<ul>
<li>Problem-solving skills</li>
<li>Diversity</li>
<li>A thirst for knowledge</li>
<li>Curiosity</li>
<li>Creative thinking</li>
<li>An ability to think outside the box</li>
</ul>
<p>Some of Google’s successful hiring practices include Google Games, which is a recruitment event where participating students join teams to work together at solving mind-bending puzzles. Google recruits on college campuses, and gives students a chance to learn all about the newest Google services and products while they offer feedback from the university experiences.</p>
<p>People love working for Google for the reasons mentioned above, and also for the unusual perks, which include star speakers, a sports complex, alterations and dry cleaning, on-site laundry and free gourmet food. They even have custom-made work stations tailored to their individual size.</p>
<h3><strong>2. SAS, Inc.</strong></h3>
<p>The SAS motto says it all: “Great Software. Great People.” The company prides itself on recruiting top talent and in properly utilizing the commitment and skills of their exceptional employees. They state that their success is based on the talent they hire and develop.</p>
<p>The working environment at SAS supports employees, giving them chances to grow professionally. They also are involved in developing innovative solutions to help decision makers in businesses worldwide. Their recruitment brand states that they treat employees as though they make a difference, and then they do make a difference, states<a href="http://www.sas.com/jobs/">SAS.com</a>.</p>
<p>Their business model also is employee-focused: Satisfied employees create satisfied customers. They reward innovative employees and don’t penalize them if they take risks to solve a problem. The employees want to continue working at SAS because the company cares about their professional and personal growth.</p>
<p>SAS offers work-life programs that have landed it on Fortune’s list of “100 Best Companies to Work For” in the United States. They were ranked at #1 in 2010 and again in 2011, #3 in 2012 and #2 in 2013.</p>
<h3>3. Boston Consulting Group</h3>
<p>The <a href="http://www.bcg.com/">Boston Consulting Group</a> has made the Top 12 in the Fortune 100’s Best Companies to Work For in each year since it began participating, in 2006. They have been in the top five for three years straight. The company concentrates its recruiting time on attracting the top talent, and also in maintaining a working environment where employees can develop rapidly. This is essential to their success.</p>
<p>BCG invests in its people by offering them many unusual perks. In addition to career mobility and flexibility, and extensive training, they also flag burn-out danger by tracking when employees are working a lot of weeks that are too long. New consultants are allowed to delay the date when they start by up to six months. They also receive up to $10,000 if they volunteer with a nonprofit group, according to <a href="http://money.cnn.com/magazines/fortune/">Fortune.com</a>.</p>
<p>In addition to these benefits, BCG also pays 100% of their employees’ premiums for health care and offers sabbaticals at full pay. They also offer their employees many LGBT (lesbian, gay, bi-sexual and transgender) -friendly policies and benefits.</p>
<h3> 4. CHG Healthcare Services</h3>
<p>CHG advertises that it “puts people first”, and that includes its employees. They strive to create a work environment where people can feel and perform their best. They offer two health centers on-site, as well as lineups of team events and a comprehensive benefit program, according to the <a href="http://www.chghealthcare.com/about-us/awards">CHG awards</a> website page.</p>
<p>CHG has a recruitment brand that gives prospective employees a realistic look inside their work environment. They offer many perks to employees, including a $350 bonus for referrals, with an unlimited cap and generous health and PTO benefits. CHG also offers employees security, since they work for a company that has been leading the industry for more than thirty years. There is also pride involved, since their providers touch millions of lives every year, both of patients and of their family members.<span><br/></span></p>
<p><strong>Check out the <a href="http://recruitingdaily.com/4-companies-top-talent-brands-everyone-wants-work/" target="_blank">original post</a> on Recruiting Daily.</strong></p>If you're a hottie then your video interview can be this bad if you're looking for sales jobs like her...guys included I guesstag:recruitingblogs.com,2014-02-06:502551:BlogPost:17876202014-02-06T18:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>Maybe sometimes standing out in an interview isn't always the best thing. But as every recruiter already knows, sometimes it's the worst of times that provide the most memorable - and funny - moments in an otherwise often dull daily professional existence. And this one will crack you up. </p>
<p>Would you hire her?</p>
<p>If the answer is yes, go for it - she's probably still looking for a job. Proof that in interviews, there are no stupid questions, but there are plenty of stupid…</p>
<p>Maybe sometimes standing out in an interview isn't always the best thing. But as every recruiter already knows, sometimes it's the worst of times that provide the most memorable - and funny - moments in an otherwise often dull daily professional existence. And this one will crack you up. </p>
<p>Would you hire her?</p>
<p>If the answer is yes, go for it - she's probably still looking for a job. Proof that in interviews, there are no stupid questions, but there are plenty of stupid people. Which is why social media like this exists in the first place, probably.</p>
<p>Clearly the video was made in humor but I will jump to say that these truly do exist...</p>
<div id="fb-root"></div>
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<p> </p>Recruiters Get Featured on LinkedIn: What Should Job Seekers Do To "Woo" You?tag:recruitingblogs.com,2014-01-30:502551:BlogPost:17850832014-01-30T15:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p style="text-align: center;"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557524642?profile=RESIZE_1024x1024" width="750"></img></p>
<p style="text-align: left;"><span class="font-size-3" style="font-family: helvetica; color: #000000;"><strong style="font-size: 12pt;">O</strong><span style="font-size: 12pt;">ne of the oldest aphorisms, not to mention time worn clichés, in recruiting: the extended job search as dating metaphor - or, for similes' sake, that looking for the perfect job is a lot like looking for the perfect mate. …</span></span></p>
<p></p>
<p style="text-align: center;"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557524642?profile=RESIZE_1024x1024" width="750"/></p>
<p style="text-align: left;"><span class="font-size-3" style="font-family: helvetica; color: #000000;"><strong style="font-size: 12pt;">O</strong><span style="font-size: 12pt;">ne of the oldest aphorisms, not to mention time worn clichés, in recruiting: the extended job search as dating metaphor - or, for similes' sake, that looking for the perfect job is a lot like looking for the perfect mate. </span></span></p>
<p><span class="font-size-3" style="font-family: helvetica; color: #000000;">The whole concept of "finding a match" (catch me a catch?), or that long process of "candidate courtship," is central to our lexicon - and our professional lives. E-Harmony has attempted applying its algorithms to creating a lasting relationship, and in the age of social recruiting, as in romance, engagement is the most meaningful commitment out there.</span></p>
<p><span class="font-size-3" style="font-family: helvetica;"><span style="color: #3366ff;"><b>That's why RecruitingBlogs</b></span> <span style="color: #000000;">is teaming up with LinkedIn to find out what job seekers need to do <img width="450" src="http://storage.ning.com/topology/rest/1.0/file/get/1557524925?profile=RESIZE_480x480" width="348" class="align-right" height="231"/>to get recruiters to fall in love with them once they've found a perfect match.</span></span></p>
<p><span class="font-size-3" style="font-family: helvetica; color: #000000;">We want to find out what recruiters really look for in a candidate who thinks he's found his career soul mate; you know the type - the one who won't stop leaving you e-mails and voice messages asking for updates, even when they know the feeling's not mutual. </span></p>
<p><span class="font-size-3" style="font-family: helvetica; color: #000000;">But every recruiter knows there's nothing more magical than the chemistry that happens when candidate, culture and CV all align. That's why we want you to let us know, this Valentine's Day, "What Can Candidates Do To Woo Recruiters?</span></p>
<p><span class="font-size-3" style="font-family: helvetica; color: #3366ff;"><b style="font-size: 12pt;">Valentine's Day is around the corner, so we want to know:</b></span></p>
<p><span class="font-size-3" style="font-family: helvetica; color: #000000;"><b><i>What's Something Job Seekers Should Do To Woo You?</i></b></span></p>
<p><span class="font-size-4" style="color: #000000;"><strong><span style="font-family: helvetica;">Leave your best advice for candidates by commenting below, and your responses may be featured in a LinkedIn blog post on Valentine's Day.</span></strong></span></p>Google News: Gmail Images & The Big Picture for Recruitment Marketingtag:recruitingblogs.com,2013-12-16:502551:BlogPost:17771882013-12-16T16:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557522946?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557522946?profile=RESIZE_320x320" width="250"></img></a> Marketing automation – not e-mail marketing, and yes, there is a difference – has been the backbone of successful recruiting campaigns for going on a decade. Marketing automation, when designed properly, drives leads through the sales funnel with the goal of nurturing, engaging and ultimately converting qualified leads into sales.</p>
<p>Marketing automation relies on…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557522946?profile=original" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557522946?profile=RESIZE_320x320" width="250" class="align-left"/></a>Marketing automation – not e-mail marketing, and yes, there is a difference – has been the backbone of successful recruiting campaigns for going on a decade. Marketing automation, when designed properly, drives leads through the sales funnel with the goal of nurturing, engaging and ultimately converting qualified leads into sales.</p>
<p>Marketing automation relies on collecting, sharing and displaying meaningful content in a timely manner to make an impact – and recruiting requires the same best practices for success, albeit with the process ending in a hire instead of a sale. As marketers become savvier with automation, e-mail providers have tried to become increasingly more restrictive – and protective – of their users inboxes.</p>
<p>But while filtering and flagging automated marketing messages have long been considered a security feature, the recent announcement by Google that they will now be displaying, by default, pre-loaded images directly in Gmail signifies a potential bellwether move for the industry – and, by extension, recruitment marketing. </p>
<p>It’s no secret that Google reaps most of its revenue through advertising, and their latest move could well be a signal of a seismic shift designed to maximize advertising dollars and marketing budgets. The battles for online advertising spend, until now fought primarily with keyword bidding, behavioral targeting, SEO and other marketing methods are now spilling over into your inbox.</p>
<h3><b>Gmail Marketing: Image Displays & The Big Picture</b></h3>
<p>This change by Google is, for many e-mail recipients, a good thing. There’s little compromise to security and prevents browsers from revealing online activities, user history and other personalized data. This is a change from the traditional Gmail display functionality – and unknown to most users, when you receive a promotional e-mail and click “Display All Images,” you’re triggering a lot of behind-the-scenes actions by authorizing this function:</p>
<ul>
<li><b>A Reverse IP</b> lookup takes place, allowing user web browsers to capture your approximate IP address and geo-location data.</li>
<li><b>HTTP Referrer Insight</b> is granted, which simply means that the sender of the e-mail receives a report on the browser you were using, whether the e-mail was opened on a desktop or mobile device and where the e-mail landed within individual inboxes.</li>
<li><b>Opened Images</b> allow marketers to determine which e-mail recipients on a particular send or campaign have opted in to having images displayed in their inbox.</li>
</ul>
<h3><b>Feeling Lucky: 4 Key Takeaways for Recruitment Marketers</b></h3>
<p>Prior to this weekend’s announcement, this information allowed marketers to display meaningful content to the most targeted audience by making changes and optimizing campaigns for better conversion. In a B2C setting, increasing conversion means increasing sales; in recruiting, this means identifying the leads who have the most interest in your message – and, by extension, are likely the most open to exploring new career opportunities.</p>
<p><a href="http://gmailblog.blogspot.com/2013/12/images-now-showing.html">Google just announced</a> that they are making marketing automation tactics off-limits by displaying and creating a cache for all images received by all Gmail users. This means that Gmail will save the images on their servers, modifying the original e-mail slightly to ensure the images are correctly displayed.</p>
<p>While this will increase Google’s ability to control – and potentially keep secure – more user information, it will also create a few issues for those of us reliant on Google for our inboxes. Here are four things users can do to regain and increase control over their messages:</p>
<ol>
<li>This feature can always be disabled by end users in Gmail settings once this change goes live – while desktop devices are beginning to switch over after this weekend’s announcement, this setting will be spilling over to mobile devices in early 2014.</li>
<li>When the switchover occurs, marketing data and activity monitoring will more or less go in the crapper for GMail recipients by disappearing entirely – which is good for end users, but bad news for the marketers hoping to target them.</li>
<li>This change creates a bigger conversation regarding e-mail privacy. Google is now effectively scanning user emails, rendering a new version of messages for recipients while collecting the original – retaining a valuable cache of information on the backend as a tradeoff for proper image displaying across the Google universe on the front end.</li>
<li>Marketers must consider increasing their spend on CRM and campaign automation. Why? Because Google, which has long controlled lead generation through AdWords and PageRank, are now also controlling lead nurturing data for their users, too – and if marketers can’t effectively collect user data, they can’t effectively market their products or services to the right targets – which, in the case of recruiting, means the right talent for the right jobs. Which may prove a high price for any end user to pay in Google’s quest to control (and monetize) the data representing our daily digital lives.</li>
</ol>
<p>We’re curious to see how this marketing play plays out, but for now, this change by Google signals that even in something as seemingly insignificant as displaying images, there’s a bigger picture – and bigger changes ahead in the bigger picture of online marketing and recruiting.</p>8 Tips to Help You Become a Networking Genius!tag:recruitingblogs.com,2013-10-16:502551:BlogPost:17589602013-10-16T13:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>Effective business networking is the bringing together of like-minded individuals who, through relationship building, <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=networking&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=&ss=1327j266463j9" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557520471?profile=RESIZE_320x320" width="250"></img></a> become walking, talking advertisements for one another.</p>
<p>Keep in mind that networking is about…</p>
<p>Effective business networking is the bringing together of like-minded individuals who, through relationship building, <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=networking&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=&ss=1327j266463j9" target="_blank"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557520471?profile=RESIZE_320x320" width="250" class="align-right"/></a>become walking, talking advertisements for one another.</p>
<p>Keep in mind that networking is about being bona fide, building trust, and seeing how your relationship can genuinely help others.</p>
<p><b>Here are 8 Tips to Help You Become a Networking Genius:</b></p>
<p>1. Always figure out before you even walk into a room, what your specific goals are in attending each networking meeting. This helps you to pick groups or associations that will help you get what you are looking for. Make sure that you have a clear understanding of what you are willing to help other people accomplish that you meet during the event. If you are only concerned with what will benefit your needs you can assure yourself a failed event.</p>
<p>2. Ask open-ended questions during your networking conversations, questions that ask who, what, where, when, and how. Try to avoid questions that require a simple yes or no response. By using this line of questioning you can open up the discussion and show listeners that you are interested.</p>
<p><strong>Try to avoid common phrases that diminish your credibility such as:</strong></p>
<ul>
<li>Do you know what I mean?</li>
<li>Does that make sense?</li>
<li>Is that clear?</li>
</ul>
<p>3. Become a walking resource center. When you become known as a strong resource, others remember to turn to you for suggestions, ideas, names of other people, etc. This keeps you at their "top of mind". Be sure that you research the organizers, information from previous events and data points that are easy to understand for other attendees to remember and find value in.</p>
<p>4. Make sure you have your "elevator speech" prepared and know it like the back of your hand. An elevator speech is the commonly known as the response you would give in the amount of time it would take to reach the tenth floor in an elevator. Always rehearse your spiel and be genuine, so that you don't sound automated when you relay it to someone who asks what you do.</p>
<p><strong>Common questions that may trigger the “elevator pitch conversation"</strong></p>
<ul>
<li>Where do you work?</li>
<li>What exactly do you do at xyz company?</li>
<li>What does your firm do?</li>
</ul>
<p>5. Always know what is going on in current affairs, if you don't feel comfortable just rolling into a spiel when you first meet someone, have a backup topic to break the ice until you do. This can include local news, international news, top headlines from popular online musings like Yahoo!</p>
<p>6. Never just throw your business card at someone the minute you meet them, you must get to know the person and their business as well as explaining your business before you even contemplate a business card exchange. Some people will find you rude, pushy and unprofessional which will in turn reflect badly on your business.</p>
<p>7. Always phone or email your new contacts and let them know that you enjoyed meeting them. If possible mention things that you discussed on a more personal note (i.e. I hope you enjoyed that movie you were going to see that night.) people will come to know you as someone who listens, remembers them and they will form a trust with you.</p>
<p>8. The most important thing to remember is to follow through quickly and efficiently on referrals you are given. When people give you referrals, your actions are a reflection on them. Respect and honor their trust and your referrals will grow exponentially.</p>LinkedIn: Sponsored Jobs Get More Visibility...Front and Center on the LinkedIn feed on the member homepagetag:recruitingblogs.com,2013-09-23:502551:BlogPost:17538672013-09-23T13:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span class="font-size-3"><strong><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557520640?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557520640?profile=RESIZE_320x320" width="300"></img></a> <span style="font-family: 'times new roman', times;">What are your thoughts on this?</span></strong></span></p>
<blockquote><p><span class="font-size-3" style="font-family: 'times new roman', times;">Over 30 percent of members who view jobs on LinkedIn come from mobile, and Sponsored Jobs will now appear in one of the most engaging spots in…</span></p>
</blockquote>
<p><span class="font-size-3"><strong><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557520640?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557520640?profile=RESIZE_320x320" width="300" class="align-left"/></a><span style="font-family: 'times new roman', times;">What are your thoughts on this?</span></strong></span></p>
<blockquote><p><span class="font-size-3" style="font-family: 'times new roman', times;">Over 30 percent of members who view jobs on LinkedIn come from mobile, and Sponsored Jobs will now appear in one of the most engaging spots in our mobile experience. Early results show that Sponsored Jobs on mobile are about 4 times more engaging than Sponsored Jobs on the desktop.</span></p>
</blockquote>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Today LinkedIn has announced that sponsored jobs will appear in the LinkedIn feed on the member homepage. (<a href="http://talent.linkedin.com/blog/index.php/2013/09/sponsored-jobs-introduced-to-the-linkedin-feed-giving-them-even-more-visibility/" target="_blank">Full Article</a>) I see this as a natural evolution for sponsored posting within their network and clearly a direct nudge to the team at Indeed.com.<br/></span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;"><strong>Who is the target for this product?</strong></span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">That I am not 100% sure of. Clearly the corporate world will benefit from the offering. Will this be an opportunity for agency based (not independent) recruiting operations to compete in specific markets? </span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;"><strong>Why this matters:</strong></span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Until now, posting jobs on LinkedIn simply meant using LinkedIn as a generic job board with actual results hoovering around marginal or slightly above the current pool of job boards available. (purely opinion) This is not to say that I have not seen cost per hire drop when used properly. Without making this very technical and chocked full of social media propaganda, branding and so on, I see this as a big win for the product team at LinkedIn as it expands into a larger target base, namely job seekers and news readers on LinkedIn.</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">As LinkedIn expands it's offerings over the next 12 months it's evident that you'll see products based heavily on engagement that have meaning and hold people onsite. LinkedIn is no longer interested in being cute and shiny. It's about revenue, growth and power and the way they will increase market share is by providing timely offerings that are relevant to "now". </span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Authentic conversation is what drives Facebook (this includes photo's video etc) both in a 1 to 1 and 1 to many environment. LinkedIn is no different, in fact if I were a betting man I'd jump to say that the LinkedIn news feeds have stolen a significant amount of read time from more traditional news sites simply because the information is targeted, conversation and has a feeling of community based content. </span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;"><strong>My questions are:</strong></span></p>
<ol>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">What is the shelf life of this remaining relevant to the market before it becomes synonymous with the feed and overlooked?</span></li>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">Based on what we know about LinkedIn and the industry of sponsored postings, how costly will bidding be?</span></li>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">What increase can the employer expect (what has been found in testing) on sponsored postings in the feeds in relation to the normal posting slots?</span></li>
</ol>
<p></p>Keith Mabbutt joins TheNeedleOnline.com (Video Interviewing Platform) based in the UKtag:recruitingblogs.com,2013-08-13:502551:BlogPost:17440442013-08-13T13:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><strong style="font-family: Verdana;">For Immediate Release:</strong></p>
<p><a href="http://theneedleonline.com/" target="_blank"><font face="Verdana"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557515141?profile=RESIZE_480x480" width="400"></img></font></a></p>
<p><font face="Verdana">The Needle Online, an HR Tech recruitment business specialising in Video Interviewing, announced</font> <font face="Verdana">today that recruitment entrepreneur and founder of <a href="http://cvseeme.com/" target="_blank">CVSeeMe.com</a>, Keith Mabbutt, has joined the company. Keith joins The…</font></p>
<p><strong style="font-family: Verdana;">For Immediate Release:</strong></p>
<p><a target="_blank" href="http://theneedleonline.com/"><font face="Verdana"><img width="400" class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557515141?profile=RESIZE_480x480" width="400"/></font></a></p>
<p><font face="Verdana">The Needle Online, an HR Tech recruitment business specialising in Video Interviewing, announced</font> <font face="Verdana">today that recruitment entrepreneur and founder of <a href="http://cvseeme.com/" target="_blank">CVSeeMe.com</a>, Keith Mabbutt, has joined the company. Keith joins The Needle Online as UK Sales Director following his recent exit from the award winning Video CV brand. He brings with him a wealth of experience in the application of video in recruitment. </font></p>
<p><font face="Verdana">“I am delighted to be joining The Needle Online. I’ve known the screening and selection process for more than 10 years and how video can benefit recruiters and felt a natural progression towards video interviewing as a key function within the recruitment cycle.”</font></p>
<p><font face="Verdana">Christine Tautari, co-founder of The Needle Online, commented on the appointment: “We are extremely excited about Keith’s appointment as we know he brings an abundance of industry knowledge and experience to the company, as well as the energy, drive and commercial capability to offer significant contribution to our sales strategy.”</font></p>
<p><font face="Verdana">The Needle Online’s video interviewing platform allows recruiters to quickly identify and engage with the most suitable candidates for existing vacancies.</font></p>
<p><font face="Verdana">Keith and Christine have more than 15 years’ combined experience of what it’s like to be a recruiter. By using The Needle Online’s video interviewing platform, recruiters can invite short listed candidates to complete online video interviews that allow for ‘precision screening and candidate filtering’. As Keith says: “Video interviews make the recruitment process more efficient and improve the bottom line.”</font></p>
<p><font face="Verdana">But what about job seekers? Will they really want to do a video interview as part of their application?</font></p>
<p><font face="Verdana"> “If they want the job then yes.” Keith said. “Job seekers are a lot more comfortable using video now. Video cameras are everywhere today and entirely accessible. Responding to a video interview request breaks down geographical barriers, saves individuals from attending inappropriate interviews and allows the candidate to personify their application to the given vacancy.”</font></p>
<p><font face="Verdana">With traditional hiring methods taking 45 days on average and at a cost of up to £3,000 per hire, there is a clear place for video interviewing to be a part of the hiring and recruitment process. In fact the cost of getting the hire wrong has been well documented. <a name="1407722f08a0e907__ftnref1" title=""></a><span><span><span style="line-height: 13px;">[1]</span></span></span><a href="http://resources.dice.com/report/the-cost-of-bad-hiring-decisions/" target="_blank">According to a Harvard study</a>, 80% of employee turnover can be linked to faults in the hiring process and the typical cost to replace employees can be up to four times their annual salary. Keith adds:</font></p>
<p><font face="Verdana">“Creating video interviews is quick and straightforward, and enables companies to think more specifically about their interview questions per vacancy. When recruiters are able to see and hear all candidates responding to an agreed set of questions, it allows individual hiring decisions to be made collaboratively and consistently.”</font></p>
<p><font face="Verdana">Keith commences his new role effective immediately.</font></p>LinkedIn Infographic: Inside the Rocketship: Talent Brand Tips From Top Startupstag:recruitingblogs.com,2013-07-23:502551:BlogPost:17303842013-07-23T19:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><strong><span style="color: #800000;">Shared by our friends at LinkedIn:</span></strong></p>
<p><b>Inside the Rocketship: Talent Brand Tips From Top Startups</b></p>
<p>Recruiting high-caliber technical talent is a constant challenge. Especially in Silicon Valley, where stealth-mode <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557514541?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557514541?profile=RESIZE_180x180" width="125"></img></a> startups battle alongside well-established, global brands for top engineers.</p>
<p>To find…</p>
<p><strong><span style="color: #800000;">Shared by our friends at LinkedIn:</span></strong></p>
<p><b>Inside the Rocketship: Talent Brand Tips From Top Startups</b></p>
<p>Recruiting high-caliber technical talent is a constant challenge. Especially in Silicon Valley, where stealth-mode <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557514541?profile=original" target="_self"><img width="125" src="http://storage.ning.com/topology/rest/1.0/file/get/1557514541?profile=RESIZE_180x180" width="125" class="align-right"/></a>startups battle alongside well-established, global brands for top engineers.</p>
<p>To find out who’s winning Silicon Valley's battle for the best and brightest engineers, we compiled our second-annual list of the Top 10 InDemand Startups (<a href="http://talent.linkedin.com/blog/index.php/2012/05/top-10-tech-startups/">click here for last year’s list</a>), based on LinkedIn.com activity among 287,000+ Bay Area engineers on LinkedIn.</p>
<p><strong>Today, we're excited to share this year's honorees: <span style="color: #800000;">(InfoGraphic Below)</span></strong></p>
<p><a href="http://www.nimblestorage.com/">Nimble Storage’s</a> <a href="http://www.linkedin.com/profile/view?id=2209082&authType=NAME_SEARCH&authToken=DRYP&locale=en_US&srchid=26893451374167863659&srchindex=1&srchtotal=1513&trk=vsrp_people_res_name&trkInfo=VSRPsearchId%3A26893451374167863659%2CVSRPtargetId%3A2209082%2CVSRPcmpt%3Aprimary">Paul Whitney</a> says, “People increasingly choose companies, not jobs. So, create the culture and the company that people will want to join.” That’s easier said than done. So how have this year’s Top 10 honorees built successful talent brands from scratch in just a few years? We reached out to their talent leaders and asked them to give us a peek inside their startup’s mission-control center.</p>
<p><strong>Here’s what they had to say: </strong></p>
<p><b>1. Clearly articulate your long-term mission and vision</b></p>
<p>When everyone across a company shares a clear mission and vision, a company becomes a magnet for the best and brightest. Identify your long-term mission and vision and share it with employees to help them, as <a href="http://www.nutanix.com/">Nutanix’s</a> <a href="http://www.linkedin.com/profile/view?id=3326047&authType=NAME_SEARCH&authToken=0tz3&locale=en_US&srchid=26893451374168350467&srchindex=1&srchtotal=58&trk=vsrp_people_res_name&trkInfo=VSRPsearchId%3A26893451374168350467%2CVSRPtargetId%3A3326047%2CVSRPcmpt%3Aprimary">Kevin O’Kane</a> says, “sell the company.” That will help prospects see your vision of the future and get excited about it with you, says <a href="https://jawbone.com/">Jawbone’s</a> <a href="http://www.linkedin.com/profile/view?id=17694351&authType=NAME_SEARCH&authToken=WzNK&locale=en_US&srchid=26893451374168452736&srchindex=3&srchtotal=19459&trk=vsrp_people_res_name&trkInfo=VSRPsearchId%3A26893451374168452736%2CVSRPtargetId%3A17694351%2CVSRPcmpt%3Aprimary">Steven Grant</a>. </p>
<p><b>2. Encourage employees to spread the word</b></p>
<p>Most employees want to talk about their companies. Use that to your advantage! Employee referrals are Nimble Storage’s main source of hire, so Whitney says he, “markets strongly to employees to continue to encourage referrals.” <a href="http://www.bigswitch.com/">Big Switch Networks’</a> <a href="http://www.linkedin.com/profile/view?id=41901869&authType=NAME_SEARCH&authToken=g21v&locale=en_US&srchid=26893451374168601795&srchindex=1&srchtotal=1&trk=vsrp_people_res_name&trkInfo=VSRPsearchId%3A26893451374168601795%2CVSRPtargetId%3A41901869%2CVSRPcmpt%3Aprimary">Ellen Roeckl</a> says, “Most everyone at the company is very experienced in either networking or virtualization, so our own personal networks are invaluable for recruiting.” They’re also invaluable for helping you spread the word about your talent brand. </p>
<p><b>3. Showcase your talent brand online</b></p>
<p>After hearing about your company via your brand ambassadors, prospects are highly likely to do research online. So, no matter how large or small your company is, make sure you have a strong presence online that best showcases your company’s <a href="http://talent.linkedin.com/blog/index.php/2012/11/shift-to-talent-brand/">talent brand</a>. Whitney says Nimble Storage is placing greater emphasis behind its social-media strategy and developing rich content -- like pictures, videos and employee testimonials -- to further showcase its story online.</p>
<p>For ideas on how you can use rich content to help tell your company’s story online, check out <a href="http://www.linkedin.com/company/290012?trk=vsrp_companies_res_name&trkInfo=VSRPsearchId%3A26893451374164551756%2CVSRPtargetId%3A290012%2CVSRPcmpt%3Aprimary">Nimble Storage’s Company Page</a> -- where it posts photos of its employees, showcasing its culture -- as well as <a href="http://www.linkedin.com/company/nutanix/careers?trk=top_nav_careers">Nutanix’s</a> and <a href="http://www.linkedin.com/company/cloudera/careers?trk=top_nav_careers">Cloudera’s</a> Career Pages, which are chock-full of employee testimonials, videos and photos.</p>
<p>So there you have it. If you’re interested in learning more about how to establish and strengthen your talent brand to attract and hire the best and brightest (regardless of the size of your budget) check out these <a href="http://talent.linkedin.com/blog/index.php/2013/05/top-10-ways-to-promote-your-employer-brand-on-linkedin/">10 ways to build your talent brand on LinkedIn</a>. Good news: seven of them are free!</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557517753?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557517753?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p></p>7 steps to explode your reach on Facebook by using #Hashtags For #Recruitingtag:recruitingblogs.com,2013-07-11:502551:BlogPost:17230822013-07-11T00:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>Just over a month ago Facebook launched the use of #hashtags across their platform. What does this mean for you as <a href="http://www.recruitingblogs.com/page/agency-recruiting" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557514462?profile=RESIZE_320x320" width="275"></img></a> a recruiter? It does not mean a whole lot to your recruiting strategy however the proper use of hashtags can prove to be extremely valuable, so let’s take a look at 7 great ways to leverage hashtags on Facebook.</p>
<p>Please note: I will strongly urge you to not waste your time…</p>
<p>Just over a month ago Facebook launched the use of #hashtags across their platform. What does this mean for you as <a href="http://www.recruitingblogs.com/page/agency-recruiting" target="_blank"><img width="275" src="http://storage.ning.com/topology/rest/1.0/file/get/1557514462?profile=RESIZE_320x320" width="275" class="align-right"/></a> a recruiter? It does not mean a whole lot to your recruiting strategy however the proper use of hashtags can prove to be extremely valuable, so let’s take a look at 7 great ways to leverage hashtags on Facebook.</p>
<p>Please note: I will strongly urge you to not waste your time developing your strategy around this. This is a neat little tool that is not a game changer. Some may argue that point. At this time it’s not scalable, therefore not the center point of a well thought out strategy. This statement is repeated at the end for good measure.</p>
<p><b>Here are 7 effective was on how to use hashtags with Facebook:</b></p>
<p><b>Be unique / descriptive:</b> Although #hashtags are popular among many social networking sites that are used for sourcing and recruiting they are still a relatively new tool when it comes to content organization and search. The more creative you are the better the chance that your content will spread. Why? This is because readers of social media have an eye for unique content. As quickly as a recruiter can look at a resume and say “No Thank You”… you can trust that the reader can determine if your content is worth reading. The more descriptive the #Hashtag is the better the chance readers will find your nugget.</p>
<p><b>Stalk / Listen / Learn:</b> Recruiters can be scary people on social media. (Not in a bad way) We are followers, we’re lurkers. Be sure that you are using this skill properly. You all know the saying: “A great sales person speaks 20% of the time” So what are they doing for the additional 80%? They are listening. Using a descriptive #hashtags will generate conversation between other within your interest group. As they talk; you listen. Monitor the conservations and use your influence to control the conversation and convert the potentially qualified leads into applicants.</p>
<p><b>Be Relevant:</b> A recruiter’s time is extremely valuable. Wasted time on social media is worth a lot of money. You need to move swiftly and with purpose. You need to be sure that your #hashtags are relevant to your audience. Identifying the proper hashtag to use is not difficult. You can use <a href="http://hashtagify.me/#hashtags">Hashtagify.me</a> or <a href="http://www.hashtags.org/">hashtags.org</a> to run a few comparisons on the most active and value hashtags.</p>
<p><b>Lurk in “Real Time”:</b> Real time targeting, Real time marketing, whatever you call it…just do it. Using #hashtags within your search capabilities will open a new world of immediate social reach getting your content and jobs to the proper leads and candidates in a short amount of time.</p>
<p><b>Hashtag Robbery:</b> Do you remember domain squatting? You are proper still doing it. Recruiting with domains was popular circa 2007 and it has proven to be a great financial return for those that landed great domains. Hashtag robbery (in my opinion) will work the same way. You don’t buy hashtags but if you use your thinking cap you can certainly take over a well-used hashtag in your target skill set area. Why do this? If done successfully you will undoubtedly open your call for talent to an entirely unexpected audience. This is how content goes viral. In your case as a recruiter, going viral can mean a significant payout on a great placement.</p>
<p><b>Catch the wave:</b> Twitter is steaming hot today. G+ (Google Plus) is right there with it in popularity. So why use Facebook? It’s not just because of the user base. It’s because of data. Facebook has an obscene amount of data which churns their engine and makes shareholders happy. Some of the industry’s largest and most renowned mergers in 2013 happened because of data. The use of hashtags not only increase the amount of data and conversations taking place on Facebook; it also creates a new level of marketing ability to reach entirely new demographic of <u>skillset and interest</u> that was previously unavailable. This is the goldmine for recruiters.</p>
<p><b>Set it / Nurture it / Search it:</b> One of the biggest returns on a viral or heavily used hashtag is that once the tag is created it’s automatically linked. Why is that important? Let’s say you have bumped (Using a hashtag that is popular for an entirely different meaning) the hashtag #softwareengineer. Let’s assume that over the course of a week 100 additional comments have been generated on you topic of employment which is outside of the current topic on that hashtag which is covering a much more techie conversation. All you will need to do is click that hashtag and you will be presented with the conversations, the people taking part and the actual content of the conversation.</p>
<p><b>Here is the repeat warning to all recruiters:</b> With all of this said, I will strongly urge you to not waste your time developing your strategy around this. This is a neat little tool that is not a game changer (yet). Some may argue that point. At this time it’s not scalable, therefore not the center point of a well thought out strategy.</p>Facebook: Audio Messaging and Shooting Video with the new IOS Apptag:recruitingblogs.com,2013-07-05:502551:BlogPost:17213172013-07-05T12:55:36.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>So it's been slightly more than 7 months since Facebook released it's Audio Messaging and Video Shoot capability. I <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=Facebook&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=&ss=1125j189455j9" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557513753?profile=RESIZE_180x180" width="150"></img></a> am curious to ask how this is being used for recruitment. I have not seen much talk about use cases for…</p>
<p>So it's been slightly more than 7 months since Facebook released it's Audio Messaging and Video Shoot capability. I <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=Facebook&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=&ss=1125j189455j9" target="_blank"><img width="150" src="http://storage.ning.com/topology/rest/1.0/file/get/1557513753?profile=RESIZE_180x180" width="150" class="align-right"/></a>am curious to ask how this is being used for recruitment. I have not seen much talk about use cases for recruiting since the release.</p>
<p>I personally have not used the app for recruitment but can say that for personal use it's effective and easy. </p>
<p>Here are my pro's and cons. I never recommend using any of this "stuff" before you consider other options like the phone.</p>
<p>What are your thoughts?</p>
<p><strong>Pro's:</strong></p>
<ul>
<li>Another way to connect outside of an uncomfortable phone call (mainly just an excuse)</li>
<li>A way to potentially connect with someone that you cannot find a PERSONAL contact for. Personal is capitalized to stress the point that a lot of recruiters may only have work related contact info</li>
<li>Facebook is widely used and has significantly more frequent usage among individual profiles than LinkedIn</li>
<li>It's limits you to 60 seconds. You need to be concise and to the point. With a scripted message you can expect to see serious returns on time spent.</li>
</ul>
<p><strong>Con's</strong></p>
<ul>
<li>This can (and will) be a huge time waster for many people that cannot stay on task and prevent themselves form clicking on the news feed once in Facebook.</li>
<li>Facebook is a personal space that you may have just invaded</li>
<li>You will (or should) perform secondary research to conform that the user is in fact qualified prior to invading their personal space</li>
<li>You can quickly become tagged as a SPAMMER which in turn shuts down your credibility even leveraging tradtional methods of outreach</li>
</ul>Talent 42: Technical Recruiting Conference Day 1 Recap with Amy Alatag:recruitingblogs.com,2013-06-28:502551:BlogPost:17197162013-06-28T15:29:19.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>This Conference #DOESNOTSUCK - So say Amy Ala and the 250 + Others that saw some real world Technical sourcing applications from real hiring managers and real leaders in the industry. This is not yourtypical I am great therefore I teach conference. </p>
<p>Check it out…</p>
<p>This Conference #DOESNOTSUCK - So say Amy Ala and the 250 + Others that saw some real world Technical sourcing applications from real hiring managers and real leaders in the industry. This is not yourtypical I am great therefore I teach conference. </p>
<p>Check it out below</p>
<p><object width="640" height="360" classid="clsid:d27cdb6e-ae6d-11cf-96b8-444553540000" codebase="http://download.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=6,0,40,0"><param name="allowFullScreen" value="false"></param><param name="allowscriptaccess" value="never"></param><param name="src" value="//www.youtube.com/v/hF7ln3ZFK64?version=3&hl=en_US&rel=0"></param><param name="allowfullscreen" value="false"></param><embed wmode="opaque" width="640" height="360" type="application/x-shockwave-flash" src="//www.youtube.com/v/hF7ln3ZFK64?version=3&hl=en_US&rel=0" allowscriptaccess="never" allowfullscreen="false"></embed> <param name="wmode" value="opaque"></param></object>
</p>NEW: LinkedIn Contacts newly released. Feature Updates and Changestag:recruitingblogs.com,2013-06-12:502551:BlogPost:17138772013-06-12T21:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span class="font-size-3" style="font-family: 'times new roman', times; color: #800000;">Video below</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Have you seen the new changes to you LinkedIn contacts page? There are some feature changes that are both <a href="http://www.recruitingblogs.com/page/agency-recruiting" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557507689?profile=RESIZE_480x480" width="325"></img></a> good and bad depending on your needs and how you use the tool. As LinkedIn moves towards increasing it's…</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times; color: #800000;">Video below</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Have you seen the new changes to you LinkedIn contacts page? There are some feature changes that are both <a href="http://www.recruitingblogs.com/page/agency-recruiting" target="_blank"><img width="325" src="http://storage.ning.com/topology/rest/1.0/file/get/1557507689?profile=RESIZE_480x480" width="325" class="align-right"/></a>good and bad depending on your needs and how you use the tool. As LinkedIn moves towards increasing it's recruiter reach they have certainly begun to take note to the importance of organization.</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">Overall I am impressed. Are you?</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;"><strong>A few changes you will see on your new LinkedIn contact page:</strong></span></p>
<ul>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">Deisign Change</span></li>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">There are additional options to the available filters</span></li>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">There are various filters and search options not previously available such as company and calling out deep information within the profile.</span></li>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">You can now sync more accounts with LinkedIn</span></li>
<li><span class="font-size-3" style="font-family: 'times new roman', times;">More control over your connections</span></li>
</ul>
<p><span style="color: #800000; font-family: 'times new roman', times;" class="font-size-3">Here are a few minutes showing you my take on the new options</span></p>
<p><span style="color: #800000; font-family: 'times new roman', times;" class="font-size-3"><object width="560" height="315" classid="clsid:d27cdb6e-ae6d-11cf-96b8-444553540000" codebase="http://download.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=6,0,40,0"><param name="allowFullScreen" value="false"></param><param name="allowscriptaccess" value="never"></param><param name="src" value="http://www.youtube.com/v/JG7FToAtdPs?version=3&hl=en_US&rel=0"></param><param name="allowfullscreen" value="false"></param><param name="wmode" value="opaque"></param><embed wmode="opaque" width="560" height="315" type="application/x-shockwave-flash" src="http://www.youtube.com/v/JG7FToAtdPs?version=3&hl=en_US&rel=0" allowscriptaccess="never" allowfullscreen="false"></embed> </object>
</span></p>WSJ Reports: Yahoo Board Has Approved A $1.1 Billion Cash Deal For Tumblrtag:recruitingblogs.com,2013-05-20:502551:BlogPost:17036942013-05-20T12:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span style="color: #800000;"><strong>Is Yahoo! dead or alive?</strong></span></p>
<p>Just about an hour old, the <a href="http://online.wsj.com/article/SB10001424127887324787004578493130789235150.html?mod=WSJ_hps_LEFTTopStories" target="_blank">Wall Street Journal is now reporting</a> that the recent rumors of the more than $1 billion <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557510033?profile=RESIZE_320x320" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557510033?profile=RESIZE_180x180" width="125"></img></a> acquisition of Tumblr…</p>
<p><span style="color: #800000;"><strong>Is Yahoo! dead or alive?</strong></span></p>
<p>Just about an hour old, the <a target="_blank" href="http://online.wsj.com/article/SB10001424127887324787004578493130789235150.html?mod=WSJ_hps_LEFTTopStories">Wall Street Journal is now reporting</a> that the recent rumors of the more than $1 billion <a width="200" href="http://storage.ning.com/topology/rest/1.0/file/get/1557510033?profile=RESIZE_320x320" target="_self"><img width="125" src="http://storage.ning.com/topology/rest/1.0/file/get/1557510033?profile=RESIZE_180x180" width="125" class="align-right"/></a>acquisition of Tumblr by the not so leading Yahoo! is now a reality. Approved by the Yahoo! board the announcement could happen as early as this morning (5/20/2013)</p>
<p>According to WSJ, Tumblr would continue to operate as a stand alone independent of Yahoo! The merits of this acquisition along with the other recent Yahoo! acquisitions in 2013 have been heavily scrutinized. With on hand cash reported to be in the area of the price of these acquisitions, analyst are questioning the value behind moves like this.</p>
<p>Couple this with rumors of leaderships changes on the horizon, one can say that this smells like a desperate attempt to stay relevant.</p>
<p>These are bold moves for Yahoo!, but we need to assume that there is a vision. We can debate what that vision is, but one thing is for sure; Yahoo! is spending cash, and lots of it. </p>
<p>Thoughts?</p>
<p></p>LinkedIn: Mobile app that simplifies how recruiters collect and manage candidate information at eventstag:recruitingblogs.com,2013-05-17:502551:BlogPost:17033502013-05-17T19:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span style="font-family: 'times new roman', times;">Last week we had the pleasure of learning about a new product release from the team at LinkedIn and we want to <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=linkedin&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=&ss=725j135485j7" target="_blank"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557509103?profile=RESIZE_180x180" width="150"></img></a> share that conversation with the community…</span></p>
<p><span style="font-family: 'times new roman', times;">Last week we had the pleasure of learning about a new product release from the team at LinkedIn and we want to <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=linkedin&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=&ss=725j135485j7" target="_blank"><img width="150" src="http://storage.ning.com/topology/rest/1.0/file/get/1557509103?profile=RESIZE_180x180" width="150" class="align-right"/></a>share that conversation with the community here.</span></p>
<p><span style="font-family: 'times new roman', times;">Each year the recruiting and HR tech industry see's hundreds of new products, most of which simply do not make it past beta. Most of these products over the last 18 months have focused on the mobile recruiter. In fact, Mobile Recruiting has more than dominated the conversation throughout the conference circuit thus far in 2013.</span></p>
<p><span style="font-family: 'times new roman', times;">But what is <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=mobile+recruiting&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=www.recruitingblogs.com%2Fpage%2Fsearch-results%3Fcx%3Dpartner-pub-0193420540846925%253A7281726535%26cof%3DFORID%253A11%26ie%3DISO-8859-1%26q%3Dnobile%2Brecruiting%26sa%3DSubmit%26siteurl%3Dwww.recruitingblogs.com%252F%26ref%3D%26ss%3D1877j285197j17&ss=2828j670484j17" target="_blank">mobile recruiting</a>? Is mobile recruiting worth your time and investment? The best mobile recruiting apps follow the age old concept of recruiting, which is data collection.</span></p>
<p><span style="font-family: 'times new roman', times;"><em>The real question should be:</em> How can you as a recruiter collect data on a lead (most often referred to as a candidate) without being intrusive and in a way that is actionable once you return to your desk.</span></p>
<p><span style="font-family: 'times new roman', times;">You may have already seen this floating around but this past week at Talent Connect Australia, LinkedIn released a new addition to their Talent Solutions product family – CheckIn.</span></p>
<p><span style="font-family: 'times new roman', times;"><strong>What is CheckIn:</strong></span></p>
<p><span style="font-family: 'times new roman', times;">It’s is a mobile app that simplifies how recruiters collect and manage candidate information at events.</span></p>
<p><span style="font-family: 'times new roman', times;"><strong>Why did LinkedIn create CheckIn?</strong></span></p>
<ol>
<li><span style="font-family: 'times new roman', times;">LinkedIn is no longer the new kid on the block. Simply being a large network is not going to win the hearts of an industry, therefore they must simplify the arduous life / process that a recruiter lives in daily.</span></li>
<li><span style="font-family: 'times new roman', times;">CheckIn creates an opportunity for mobile recruiters at events, or those recruiters on campus to capture candidate data in one easy place.</span></li>
</ol>
<p><span style="font-family: 'times new roman', times;"><strong>Here is how it works:</strong></span></p>
<p><span style="font-family: 'times new roman', times;">From LinkedIn:</span></p>
<p><span style="font-family: 'times new roman', times;">Students and recent graduates can now check into an event in three simple steps using their LinkedIn member profiles. Their information is automatically stored within Recruiter, which helps recruiters better track who they met with at events, follow up with top candidates and measure the ROI of events.</span></p>
<p><span style="font-family: 'times new roman', times;">The fastest growing demographic on LinkedIn is students and recent graduates, who now comprise more than 30 million of our more than 225 million members.</span></p>
<p><span style="font-family: 'times new roman', times;">Recruiters fill hundreds to thousands of jobs each year via campus events – but they’re still collecting paper resumes. Recruiters collect about 100 resumes per event and spend 10 minutes manually entering each resume into their ATS systems. That means they waste about two workdays per campus event just moving information from one place to another.</span></p>
<p><span style="font-family: 'times new roman', times;">What are you thoughts?</span></p>
<p><span style="font-family: 'times new roman', times;"><a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=linkedin&sa=Submit&siteurl=www.recruitingblogs.com%2F&ref=www.recruitingblogs.com%2Fmain%2Fsearch%2Fsearch%3Fq%3Dlinkedin&ss=660j109700j7" target="_blank">Read more article and conversations on LinkedIn here</a></span></p>How to Decide What to Outsource First when Starting a Recruiting Businesstag:recruitingblogs.com,2013-05-03:502551:BlogPost:16953262013-05-03T12:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span style="color: #000000;">For the independent recruiter, the demands on your time are often overwhelming from day 1. There are so many moving <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557511793?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557511793?profile=RESIZE_320x320" width="250"></img></a> parts and things to do that there are never enough hours in the day. Even for the seasoned business owner, it’s difficult to relinquish control of any part of their business. Still, every successful internet marketer has come to…</span></p>
<p><span style="color: #000000;">For the independent recruiter, the demands on your time are often overwhelming from day 1. There are so many moving <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557511793?profile=original" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557511793?profile=RESIZE_320x320" width="250" class="align-right"/></a> parts and things to do that there are never enough hours in the day. Even for the seasoned business owner, it’s difficult to relinquish control of any part of their business. Still, every successful internet marketer has come to the point where they have to outsource some of their business in order to take it to the next level. How do you decide which things to outsource when you're ready, especially if cash is tight?</span></p>
<p><span style="color: #000000;">Before you even start to look for outsourcers, go through the following process:</span></p>
<p><span style="color: #000000;"><b>Step 1. Make a list of all the tasks you hate to do.</b></span></p>
<p><span style="color: #000000;">It doesn’t matter whether you’re good at it or not, if the task is something you truly dislike doing, then it’s a good candidate for outsourcing.</span></p>
<p><span style="color: #000000;"><b>Step 2. Look at where you add value in your business.</b></span></p>
<p><span style="color: #000000;">Make a list of tasks where you don't actually add much value. Examples could be formatting documents so they look nice for publishing or loading posts onto your blog from guest authors. If you’re not very good at writing, that’s a great opportunity to outsource also.</span></p>
<p><span style="color: #000000;"><b>Step 3: Identify one-time activities.</b></span></p>
<p><span style="color: #000000;">Are there any jobs in your business that just need to be done once, and then they’re complete? Those are great for outsourcing too. For example, setting up a new blog and configuring it with plugins and themes is a one-time task that can be completed quickly by one person.</span></p>
<p><span style="color: #000000;"><b>Step 4. Look at tasks that are easy to outsource first.</b></span></p>
<p><span style="color: #000000;">The one-off tasks are usually the easiest to outsource first and help you avoid making a commitment to a longer term investment. However, if there are mundane activities you are doing that are taking time away from the true value-added parts of your business, then outsourcing these can help you grow your business by leaps and bounds. If you already know that your business is profitable and could expand if you only had the time, then it may be worth outsourcing basic ongoing tasks.</span></p>
<p><span style="color: #000000;"><b>Step 5. Make some decisions and start your search.</b></span></p>
<p><span style="color: #000000;">Organize your list of tasks to outsource into immediate, short term and longer term. What will you outsource right away vs. in a few months or a year? Once you've made a list of what you'd like to outsource, you'll be able to tell just what you need in terms of a real person. This often means hiring different people for different tasks since not everyone is good at everything. Get recommendations, search for people with good reputations on freelance sites, and make sure you always get samples of work. Finally, be sure to test someone before you commit a lot of money.</span></p>
<p><span style="color: #000000;">One of the most common statements by successful marketers is that they wish they’d outsourced sooner. However, it’s always easy to say something in hindsight. Take care to outsource wisely by making the most of your budget and testing your business model on a small scale first. Then, unless you want to drive yourself insane or only want a small income from your efforts, you will probably need to outsource some tasks.</span></p>
<p><span style="color: #000000;"><strong>Top 3 Sites that I recommend for outsourcing</strong></span></p>
<ol>
<li><span style="color: #000000;"><a href="http://www.elance.com/"><span style="color: #000000;">Elance.com</span></a>: Elance is where awesome work gets done right away, at the right price. The choices of teams from Fortune 500 companies to nimble startups looking to level the playing field, Elance gives you instant access to a community of over 2.5 million of the world’s best freelancers.</span></li>
<li><span style="color: #000000;"><a href="http://www.jdoqocy.com/1l77ft1zt0GNOLKKPLGIHOIMLJL?sid=Outsourcing"><span style="color: #000000;">Odesk.com</span></a>: Find the help you need to take care of business. Dip into our impressive pool of talented professionals to tackle virtually any project on your timeline and terms.</span></li>
<li><span style="color: #000000;"><a href="http://www.fiverr.com/"><span style="color: #000000;">Fiverr.com</span></a>: The world's largest marketplace for small services, starting at $5</span></li>
</ol>#Tru and #TalentNet have joined together: The Recruiting Unconferencetag:recruitingblogs.com,2013-04-29:502551:BlogPost:16973712013-04-29T20:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<div dir="ltr"><p><span class="font-size-3" style="font-family: 'times new roman', times;">A big hearty congratulations and Good luck from the team at RBC to Both Craig Fisher and Bill Boorman. For those of <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557508456?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557508456?profile=original" width="200"></img></a> you that know these two I am sure that you will join us in our round of applause.</span></p>
<p><span class="font-size-3" style="font-family: 'times new roman', times;">They…</span></p>
</div>
<div dir="ltr"><p><span style="font-family: 'times new roman', times;" class="font-size-3">A big hearty congratulations and Good luck from the team at RBC to Both Craig Fisher and Bill Boorman. For those of <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557508456?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557508456?profile=original" width="200" class="align-right"/></a> you that know these two I am sure that you will join us in our round of applause.</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">They are a great group, a bit quirky but always getting things done. It's great to see the movement and we are looking forward to supporting the teams!</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3"><a href="http://blog.fishdogs.com/2013/04/tru-talentnet-proud-to-announce-happy.html" target="_blank">Read the full announcement on TalentNet</a></span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">The biggest international recruitment event company #tru and TalentNet have today joined to operate as one company. After this merger the company has two well-known event brands and concepts in HR & Recruitment that complement each other’s offering.</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">The vision is to expand both of the brands globally and provide more value for the HR and recruitment industry on all the continents of the world. #tru was founded in 2010 by Bill Boorman. </span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">Since then it has expanded to be first truly global recruitment event concept reaching a volume of over 60 events per year, and all continents this year. #tru is a pure unconference and it continues to deliver low cost and high value events for people in HR and recruitment. More information on <a href="http://www.globaltru.com/">www.globaltru.com.</a></span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">#TalentNet was founded in 2009 by Craig Fisher as the first hashtag chat for recruiters on Twitter. It has become a highly popular podcast, and a mainstay among U.S. recruitment conferences, gathering thought leaders around the globe to share ideas related to recruitment at multiple events each year.</span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3">TalentNet will continue to develop high class recruitment conference experiences and will expand outside of the United States. More information about the conference on <a href="http://www.talentnetlive.com/">www.talentnetlive.com.</a></span></p>
<p><span style="font-family: 'times new roman', times;" class="font-size-3"><a href="http://blog.fishdogs.com/2013/04/tru-talentnet-proud-to-announce-happy.html" target="_blank">Read the full announcement on TalentNet</a></span></p>
</div>The Top 7 Time Management Tactics of Successful Business Leaders (Works well for Recruiters)tag:recruitingblogs.com,2013-04-29:502551:BlogPost:16952722013-04-29T13:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>The really successful internet marketers seem to get so much done in a small amount of time. To some degree, that's <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557511492?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557511492?profile=RESIZE_320x320" width="200"></img></a> because they are doing the same thing over and over and they have it down to a science. However, they also follow some tried and true time management tactics to stay focused and make the most of every minute. Here are 7 top time management tips that will help…</p>
<p>The really successful internet marketers seem to get so much done in a small amount of time. To some degree, that's <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557511492?profile=original" target="_self"><img width="200" src="http://storage.ning.com/topology/rest/1.0/file/get/1557511492?profile=RESIZE_320x320" width="200" class="align-right"/></a> because they are doing the same thing over and over and they have it down to a science. However, they also follow some tried and true time management tactics to stay focused and make the most of every minute. Here are 7 top time management tips that will help you get more done every day, leading you to the success you deserve.</p>
<p><b>Tip 1. Schedule Your Work</b></p>
<p>Whether you are working on your business full time, part time, or sporadically, make sure you set aside specific time each day or week to focus on work. Put your personal life into a separate compartment that you can open at a different time in the day.</p>
<p><b>Tip 2. Chunk Everything</b></p>
<p>Break down your work into tasks and priorities for each day. You should identify 3 key things you want to accomplish that day, plus minor tasks that come second.</p>
<p><b>Tip 3. Time Yourself</b></p>
<p>It’s amazing how much faster you can work if you know you have a time limit. Allow yourself about 20 to 30 minutes to complete a specific task. Then use a timer to keep yourself honest. You’ll spend less time perfecting every little detail and more time just getting everything done. A kitchen timer works perfectly, or you can use a timer app or alarm on your smart phone or computer.</p>
<p><b>Tip 4. Go With Your Rhythms</b></p>
<p>Most people have a specific time of day when they are most productive and focused. Take advantage of your best time of day and schedule the work that requires your highest concentration for then.</p>
<p><b>Tip 5. Make a List</b></p>
<p>Creating a list of tasks is akin to developing an action plan. At the beginning of the week, preferably Sunday night, make a list of priority tasks that you need to complete by the end of the week. Put them in a logical order based on how big a difference they will make to the growth of your business. Also consider whether there are other people or tasks that depend on whether you get your part done.</p>
<p><b>Tip 6. Keep Your Momentum</b></p>
<p>Some people find it most effective to set aside specific types of tasks for different days of the week to take advantage of the momentum they gain focusing on one item. For example, do your keyword research on Mondays, email list building on Tuesdays, product development on Wednesdays, etc.</p>
<p><b>Tip 7. Put on Blinders</b></p>
<p>Block out everything except the task you need to get done. Shut down or close any other windows or applications except the one you’re working on. The elimination of distractions alone will help you get more done in a short space of time.</p>
<p>While not every one of these tactics will work for everyone, they are the top proven ones used by successful marketers. You'll hear them being recommended over and over again. That's because they work.</p>A Jobseeker's Guide to Personal Branding. Tips for the Job Hunter. A Recruiters Perspective.tag:recruitingblogs.com,2013-04-24:502551:BlogPost:16953202013-04-24T05:00:18.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>Having a professional brand is not a new concept for job hunters. It’s the image you present to potential employers <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557511521?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557511521?profile=RESIZE_320x320" width="300"></img></a> wherever you are. In a competitive job market, it’s essential to build your own professional brand so that you will stand out from the rest of the pack and build a consistent reputation. Your brand will also help people remember who you are so that when they are…</p>
<p>Having a professional brand is not a new concept for job hunters. It’s the image you present to potential employers <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557511521?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557511521?profile=RESIZE_320x320" width="300" class="align-right"/></a>wherever you are. In a competitive job market, it’s essential to build your own professional brand so that you will stand out from the rest of the pack and build a consistent reputation. Your brand will also help people remember who you are so that when they are asked if they know someone good for a job, you’ll be more likely to come to mind.</p>
<p><b>What Determines Your Professional Brand?</b></p>
<p>There are four key elements that make up the image and brand you present to the public:</p>
<ol start="1">
<li><b>What you look like</b>. This includes the clothes you wear, your features, your haircut, your cleanliness, and your makeup (if you wear any). No matter what anyone tells you, people do judge a book by its cover.</li>
<li><b>How you behave</b>. Your behavior is demonstrated through things like your personality, the way you speak, any mannerisms you exhibit (such as twirling your hair), the way you smile (or not), the way you shake someone’s hand, and other actions and statements that demonstrate your values.</li>
<li><b>What you know</b>. Your education gives some indication of what you know. But people will be primarily looking at the skills, knowledge and talent that you possess when assessing your professional brand.</li>
<li><b>How you are different</b>. Your professional brand must include anything that demonstrates how you are different from others. Potential employers are always looking at how you would add value to their company.</li>
</ol>
<p><b>Where Will People See Your Professional Brand?</b></p>
<p>You exhibit your professional brand everywhere, both online and offline, in everything you do. Online, you find your brand reflected in search engine results, social media, any blogs you write for, photos of yourself, or any articles you’ve written. Whether good or bad, your brand is also reflected wherever someone mentions your name.</p>
<p>Offline, you demonstrate your personal brand in any face to face encounters with people. For example, in networking lunches, business meetings, interviews or casual introductions people give you. Anywhere you are mentioned or shown in print, or any offline publications you’ve done will also help build your brand.</p>
<p><b>Tips for Building the Professional Brand You Want</b></p>
<p>Here are a few tips that will help you build and maintain the type of professional image and brand that you want potential employers to see:</p>
<ul>
<li>Plug your name into the major search engines and see what results come up. You’ll need to make an effort to move good stuff up the rankings and the not-so-good down the list where people are less likely to find them. You can do this by adding more content to the sites you want to appear. If possible, you can even delete some things, though it might take time to disappear.</li>
<li>Keep your personal life private. Check the privacy filters on anything you wouldn’t want a prospective employer to see. Wherever possible, keep personal information offline, unless it is relevant or helps build the image you want.</li>
<li>Practice your elevator speech. Think about what your main skills and knowledge are and how you add value for an employer. Put that into a short 1 minute blurb and practice saying it out loud. You often only get a minute to make an impression when networking, so you need to spark an interest as fast as possible without giving a sales pitch.</li>
<li>Use the same professional photo. Wherever you need to upload or supply a photo of yourself, try to make it the same one. If necessary, get a professional one taken. Whatever you do, take down that photo on your Facebook profile of you and the gang partying on the beach.</li>
<li>Be active on social media, or stay away. Social media and blogs are all about the interaction and social element. If you’re not going to be active on these sites, don’t be there at all and don’t have a profile there. While it’s important to show up online, it’s better to not be there than to seem apathetic by posting once or twice and then disappearing for weeks at a time.</li>
<li>Educate yourself consistently. Stay up to date on what is going on in your industry and the world in general. Read the top blogs and publications in your industry, watch the news, read the latest hot business book, etc.</li>
<li>Do your research. Whenever you are scheduled to have a networking meeting or interview, make sure you have done your research into the company in advance. Demonstrate your knowledge and interest.</li>
</ul>
<p>The internet has made it easier than ever to establish your own professional brand. However, it is just as easy to project a bad image of yourself as a good one. Work on building a consistent professional brand that is visible to potential employers both online and offline. It can help you stand out from the crowd and land that ideal job much faster.</p>Twitter to Add Stream Filters to Control Content and Distribution Channels: Game Changertag:recruitingblogs.com,2013-02-22:502551:BlogPost:16667622013-02-22T00:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>The time has come to control content, so says Twitter. This month Twitter will be adding new fields to tweet structures <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557506862?profile=RESIZE_320x320" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557506862?profile=RESIZE_320x320" width="250"></img></a> on return API calls. What does this mean? It means nothing to 99% of the twitter world however this change will inevitably effect how corporate entities use twitter and it will undoubtedly effect how recruiters, recruitment organizations…</p>
<p>The time has come to control content, so says Twitter. This month Twitter will be adding new fields to tweet structures <a width="250" href="http://storage.ning.com/topology/rest/1.0/file/get/1557506862?profile=RESIZE_320x320" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557506862?profile=RESIZE_320x320" width="250" class="align-right"/></a>on return API calls. What does this mean? It means nothing to 99% of the twitter world however this change will inevitably effect how corporate entities use twitter and it will undoubtedly effect how recruiters, recruitment organizations (namely the smaller shops) will use twitter moving forward.</p>
<p><strong>What are these filters?</strong></p>
<p>You can read about the release <a href="https://dev.twitter.com/blog/introducing-new-metadata-for-tweets" target="_blank">here</a> on the twitter development blog, but essentially the streaming API will have the ability to stack rank tweets based on relevance. The real question is who or what will determine relevance and who sees which tweets. The answer you will find will depend on who you speak with. </p>
<p>Developers, big business, celebrities and those with massive (not large) followings will tell you this is great. Small business, freelance journalists and those with smaller (normal) followings will ultimately feel the pain. This is because the new relevance factoring is no longer going to be dictated by the overuse of silly and often irrelevant hastags. </p>
<p><strong>Will this effect your stream and people you tweet with daily?</strong></p>
<p>If you have lists built out than the answer is no. This is because you control your 1 to 1 conversations. </p>
<p>So, the real question becomes <strong>how will this effect those that are recruiting on Twitter?</strong> How will this effect the enterprise that is investing in Twitter as a channel to push information?</p>
<p>That's an interesting question and one that will be answer rather quickly. </p>
<p>In the end I will say this. I agree with this change and I think that it's long over due. Too much trash and spam has flooded the Twitter feeds even after you have filtered the content.</p>
<p>Google made the switch adjust their rankings and relevance factors and it's worked, big time. Twitter is following in their lead.</p>
<p>Get used to it. Search has changed.</p>LinkedIn banishes your ability to post Links on your profile...tag:recruitingblogs.com,2013-02-14:502551:BlogPost:16640982013-02-14T02:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span class="font-size-2" style="font-family: arial, helvetica, sans-serif;">So as the world turns so goes LinkedIn and so goes your profile links. Have you noticed that you can no longer add <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557505528?profile=original" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557505528?profile=RESIZE_180x180" width="150"></img></a> links to your LinkedIn profile?</span></p>
<p><span class="font-size-2" style="font-family: arial, helvetica, sans-serif;">I am not sure how I feel about this yet. Although there are…</span></p>
<p><span class="font-size-2" style="font-family: arial, helvetica, sans-serif;">So as the world turns so goes LinkedIn and so goes your profile links. Have you noticed that you can no longer add <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557505528?profile=original" target="_self"><img width="150" src="http://storage.ning.com/topology/rest/1.0/file/get/1557505528?profile=RESIZE_180x180" width="150" class="align-right"/></a>links to your LinkedIn profile?</span></p>
<p><span class="font-size-2" style="font-family: arial, helvetica, sans-serif;">I am not sure how I feel about this yet. Although there are work around I am genuinely starting to feel as if LinkedIn is exposing user profiles and controlling their world a bit too much. From profile adjustments, to group limitations, connecting limitations etc.</span></p>
<p><strong><span class="font-size-2" style="font-family: arial, helvetica, sans-serif;">Here are just a few conversations this week on RBC:</span></strong></p>
<ol>
<li><a href="http://www.recruitingblogs.com/forum/topics/linkedin-makes-everyone-feel-great-with-the-1-email-you-ve-been-m" target="_blank">LinkedIn makes everyone feel great with the 1% email...You've been made...</a></li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/linkedin-drops-sharing-apps-wordpress-box-net-and-gives-out-new-p" target="_blank">LinkedIn Drops Sharing Apps, Wordpress, Box.net and Gives Out...</a></li>
<li><a href="http://www.recruitingblogs.com/profiles/blogs/linkedin-a-list-of-challenges" target="_blank">LinkedIn: A list of challenges</a></li>
</ol>
<p><strong>Check out the video below.</strong></p>
<center><object width="560" height="315" classid="clsid:d27cdb6e-ae6d-11cf-96b8-444553540000" codebase="http://download.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=6,0,40,0"><param name="allowFullScreen" value="false"></param><param name="allowscriptaccess" value="never"></param><param name="src" value="http://www.youtube.com/v/OmLVmNtFUeE?version=3&hl=en_US&rel=0"></param><param name="allowfullscreen" value="false"></param><param name="wmode" value="opaque"></param><embed wmode="opaque" width="560" height="315" type="application/x-shockwave-flash" src="http://www.youtube.com/v/OmLVmNtFUeE?version=3&hl=en_US&rel=0" allowscriptaccess="never" allowfullscreen="false"></embed> </object>
</center>@AlaRecruiter and @AmiWilson327 Win 2 Nexus 7's Sponsored by @SkillSurveytag:recruitingblogs.com,2013-02-13:502551:BlogPost:16636632013-02-13T14:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557503464?profile=RESIZE_1024x1024" width="630"></img></p>
<p><span style="color: #800000;"><strong>@AlaRecruiter and @AmiWilson Win 2 Nexus 7's Sponsored by SkillSurvey</strong></span></p>
<p>Reference Checking may or may not be a part of your daily recruitment activity. For many, it's a love / hate relationship. For some it's a significant channel for lead generation, for others it's a way to create better hires, faster.</p>
<p>Regardless of your reason for reference checking we have found that on Recruiting Blogs, there are many…</p>
<p><img width="630" src="http://storage.ning.com/topology/rest/1.0/file/get/1557503464?profile=RESIZE_1024x1024" width="630" class="align-center"/></p>
<p><span style="color: #800000;"><strong>@AlaRecruiter and @AmiWilson Win 2 Nexus 7's Sponsored by SkillSurvey</strong></span></p>
<p>Reference Checking may or may not be a part of your daily recruitment activity. For many, it's a love / hate relationship. For some it's a significant channel for lead generation, for others it's a way to create better hires, faster.</p>
<p>Regardless of your reason for reference checking we have found that on Recruiting Blogs, there are many funny stories that come along with completing reference checks.</p>
<p>We'd like to congratulate our 2 winners from the recent contest:</p>
<p><strong><a href="http://bit.ly/SkillSurveyNexus7" target="_blank">"Has Reference Checking Become a Check-Box-Item?"</a></strong></p>
<p>After 30 submissions to the challenge Amy Ala and Ami Wilson were selected from the team at SkillSurvey.</p>
<p><strong>You can view all of the submissions here:</strong> <a href="http://bit.ly/SkillSurveyNexus7">http://bit.ly/SkillSurveyNexus7</a></p>
<p><strong>You can view the recorded webinar here:</strong> <a href="http://bit.ly/YaIFSd">http://bit.ly/YaIFSd</a></p>
<p><strong>Click Here to learn more about SkillSurvey:</strong> (There are plans as low as 1 recruiter!): <a href="http://bit.ly/SkillSurveyProductTour">http://bit.ly/SkillSurveyProductTour</a></p>
<p></p>
<p><strong>About SkillSurvey</strong></p>
<p><span class="company_name">SkillSurvey </span>offers a suite of products on a Web 2.0 platform to support your talent acquisition needs. The products work hand in hand to:</p>
<ul>
<li class="call_out">Improve your hiring decisions with objective feedback on candidates’ past performance</li>
<li class="call_out">Extend your network of leads for future openings—including the hardest-to-fill positions</li>
</ul>
<p><a class="blue_header3" href="http://www.skillsurvey.com/pre-hire-360">Pre-Hire 360®</a> is an automated tool for gathering 360° assessments from job candidates’ managers, peers, subordinates, clients, and business partners. The software then tabulates and charts the results so that you can compare candidates’ suitability using empirical data.</p>
<p><a href="http://www.skillsurvey.com/passive-candidate-compiler"><span class="blue_header3">The Passive Candidate Compiler™</span> </a>is a searchable database of prospective job candidates that grows as you use Pre-Hire 360®. References completing the Pre-Hire 360® assessment on behalf of an active job candidate can signal their interest in learning of other openings as they occur. And your talent pool expands exponentially!</p>The Evolution Of Reference Checking Into A Strategic Hiring Solutiontag:recruitingblogs.com,2013-02-12:502551:BlogPost:16633522013-02-12T20:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p style="text-align: center;"><strong> In Partnership with</strong><a href="http://bit.ly/SkillSurveyProductTour" target="_blank"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557504199?profile=RESIZE_320x320" width="239"></img></a></p>
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</center>
<p> </p>
<p><strong><a href="http://storage.ning.com/topology/rest/1.0/file/get/14884060?profile=original" target="_self">Click to Download the Presentation from this webinar</a><br></br></strong></p>
<p>Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback…</p>
<p style="text-align: center;"><strong> In Partnership with</strong><a href="http://bit.ly/SkillSurveyProductTour" target="_blank"><img width="239" src="http://storage.ning.com/topology/rest/1.0/file/get/1557504199?profile=RESIZE_320x320" width="239" class="align-center"/></a></p>
<center><object width="480" height="360" classid="clsid:d27cdb6e-ae6d-11cf-96b8-444553540000" codebase="http://download.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=6,0,40,0"><param name="allowFullScreen" value="false"></param><param name="allowscriptaccess" value="never"></param><param name="src" value="http://www.youtube.com/v/xtRbE8QIO20?version=3&hl=en_US&rel=0"></param><param name="allowfullscreen" value="false"></param><param name="wmode" value="opaque"></param><embed wmode="opaque" width="480" height="360" type="application/x-shockwave-flash" src="http://www.youtube.com/v/xtRbE8QIO20?version=3&hl=en_US&rel=0" allowscriptaccess="never" allowfullscreen="false"></embed> </object>
</center>
<p> </p>
<p><strong><a href="http://storage.ning.com/topology/rest/1.0/file/get/14884060?profile=original" target="_self">Click to Download the Presentation from this webinar</a><br/></strong></p>
<p>Learn how technology has introduced a way for talent acquisition professionals to capture behavioral feedback from five references in two days for each job candidate, and how to avoid the 5 to 8 percent of candidates who score low with references.<br/> <br/> Also, see an overview of how this technology infuses consistency, reliability and validity into each reference check and obtains scores that identify developmental needs of candidates.<br/> <br/> <b>What will participants learn? </b></p>
<ul>
<li>How to improve quality-of-hire by avoiding 10 to 15 percent of candidates who score low with references.</li>
<li>How to capture behavioral feedback from five references in two days for each candidate.</li>
<li>How to infuse compliance, consistency, reliability and validity into each reference check.</li>
<li>How to identify developmental needs of each candidate.</li>
<li>How to provide information to hiring managers that influences decisions.</li>
</ul>LinkedIn is Expanding it's Diversity Offeringtag:recruitingblogs.com,2013-02-12:502551:BlogPost:16633342013-02-12T19:16:24.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557504104?profile=RESIZE_320x320" width="200"></img></p>
<p>LinkedIn has made news in the last few weeks in a number of stories, some good and some bad (depending on your perception)</p>
<p>I wanted to post this to the group because I think this move shows some value to the corporate groups that subscribe to LinkedIn.</p>
<p>What are your thoughts? Is LinkedIn continuing to head in the right direction?</p>
<p><b>Story…</b></p>
<p><b>L</b>inkedIn is expanding its diversity offering by teaming up with the Professional Diversity…</p>
<p><img width="200" src="http://storage.ning.com/topology/rest/1.0/file/get/1557504104?profile=RESIZE_320x320" width="200" class="align-left"/></p>
<p>LinkedIn has made news in the last few weeks in a number of stories, some good and some bad (depending on your perception)</p>
<p>I wanted to post this to the group because I think this move shows some value to the corporate groups that subscribe to LinkedIn.</p>
<p>What are your thoughts? Is LinkedIn continuing to head in the right direction?</p>
<p><b>Story…</b></p>
<p><b>L</b>inkedIn is expanding its diversity offering by teaming up with the Professional Diversity Network (PDN), a Chicago-based diversity recruitment firm, to help its recruiting customers reach diverse professionals in even more places on the web.</p>
<p>LinkedIn customers now will be able to showcase their jobs to diverse talent across eight PDN properties – including <a href="http://amightyriver.com/" target="_blank">AMightyRiver.com</a> and <a href="http://ihispano.com/" target="_blank">iHispano.com</a>. PDN’s suite of professional networking sites target diverse professional groups, including African Americans, Latinos, Asian Americans, women, LGBT, veterans, and people with disabilities.</p>
<p>When LinkedIn members visit PDN properties they will see jobs that match their unique skills and experiences, helping the right candidates find the right opportunity.</p>Video: Facebook Social Graph AND Zuckerberg acknowledges the value of Recruiters!tag:recruitingblogs.com,2013-01-15:502551:BlogPost:16486932013-01-15T20:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span>Facebook today unveiled a few new tools with Social Graph leading the way as the most innovative and potentially the …<a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=facebook&sa=Submit&siteurl=null%2F%2Fstorage.ning.com%2Ftopology%2Frest%2F1.0%2Ffile%2Fget%2F14883675%3Fprofile%3Doriginal&ref=www.recruitingblogs.com%2F&ss=1118j247696j8" target="_self"><img class="align-right" src="http://storage.ning.com/topology/rest/1.0/file/get/1557505327?profile=RESIZE_320x320" width="250"></img></a></span></p>
<p><span>Facebook today unveiled a few new tools with Social Graph leading the way as the most innovative and potentially the <a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=facebook&sa=Submit&siteurl=null%2F%2Fstorage.ning.com%2Ftopology%2Frest%2F1.0%2Ffile%2Fget%2F14883675%3Fprofile%3Doriginal&ref=www.recruitingblogs.com%2F&ss=1118j247696j8" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557505327?profile=RESIZE_320x320" width="250" class="align-right"/></a> most useful tool for recruiters from or on Facebook. Not buying it? </span></p>
<blockquote><p><span>Mark Zuckerberg said so himself "The system can locate social connections by experiences and interests, and <strong><span style="color: #800000;">will likely be very useful to recruiters</span></strong>" </span></p>
</blockquote>
<p><span>Is this the beginning of Facebook recognizing the value behind the talent market? Possibly, but I think this and future innovations from Facebook will be driven not by curiosity rather the potential to monetize the market in unique ways. This is not a bad thing, afterall Facebook is a business and needs to make money.</span></p>
<p><strong><span style="color: #000000;">So what is Social Graph?</span></strong></p>
<p><span>Social Graph will allow users to do things like locate connections and friends that are interested in specific hobbies, who have specific interests, are friends that are in a specific location at a specific time. There are many ways in which this will indeed be useful, in fact watch the video on this post and you will learn how to find a new dentist. </span></p>
<p><span>The tool has been over a year in the making and is not available across the network just yet. It's in beta, though it has rolled out to a few profiles.</span></p>
<p><strong><span style="color: #000000;">How can this be useful to Recruiters?</span></strong></p>
<p><span>I actually think this can be useful. I am not a huge Facebook fan for recruitment beyond attraction and opportunities to engage. The release of these features if used properly and assuming a few variables such as information sharing, privacy settings etc. remain open and "Hip" will be a great addition to Facebook and will make a potentially useful tool for sourcing.</span></p>
<p><strong>Where to next? Will Facebook charge for recruiter access and premium search and graph features?</strong></p>
<p><span>That's an interesting question. What are your thoughts?</span></p>
<p></p>
<p><span style="color: #800000;"><strong><a href="http://www.recruitingblogs.com/page/search-results?cx=partner-pub-0193420540846925%3A7281726535&cof=FORID%3A11&ie=ISO-8859-1&q=facebook&sa=Submit&siteurl=null%2F%2Fstorage.ning.com%2Ftopology%2Frest%2F1.0%2Ffile%2Fget%2F14883675%3Fprofile%3Doriginal&ref=www.recruitingblogs.com%2F&ss=1118j247696j8" target="_self"><span style="color: #800000;">Click Here to read more Facebook postings on Recruiting Blogs</span></a></strong></span></p>
<p></p>
<p><object width="560" height="315" classid="clsid:d27cdb6e-ae6d-11cf-96b8-444553540000" codebase="http://download.macromedia.com/pub/shockwave/cabs/flash/swflash.cab#version=6,0,40,0"><param name="allowFullScreen" value="false"></param><param name="allowscriptaccess" value="never"></param><param name="src" value="http://www.youtube.com/v/__euorGB8NA?version=3&hl=en_US&rel=0"></param><param name="allowfullscreen" value="false"></param><param name="wmode" value="opaque"></param><embed wmode="opaque" width="560" height="315" type="application/x-shockwave-flash" src="http://www.youtube.com/v/__euorGB8NA?version=3&hl=en_US&rel=0" allowscriptaccess="never" allowfullscreen="false"></embed> </object>
</p>
<p></p>TrueAbility Announces Seed Funding of $750,000 to Disrupt the Technical Recruiting Status Quotag:recruitingblogs.com,2013-01-14:502551:BlogPost:16473712013-01-14T15:07:13.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span>TrueAbility </span><a href="http://trueability.us5.list-manage.com/track/click?u=c5b334c48433292239582f96c&id=6285ce5017&e=fe0e12a19b" target="_blank">announced today</a><span> that it closed an early-stage seed round to continue evolving their flagship product. Investors signaled their confidence in company founders and TrueAbility's product AbilityScreen, seeing it as an innovative means of improving the technical recruiting process, and committed $750,000 towards that…</span></p>
<p><span>TrueAbility </span><a href="http://trueability.us5.list-manage.com/track/click?u=c5b334c48433292239582f96c&id=6285ce5017&e=fe0e12a19b" target="_blank">announced today</a><span> that it closed an early-stage seed round to continue evolving their flagship product. Investors signaled their confidence in company founders and TrueAbility's product AbilityScreen, seeing it as an innovative means of improving the technical recruiting process, and committed $750,000 towards that cause. </span></p>
<p><span>The company will utilize the investment to expand the engineering and development teams and bring more users to the platform. </span></p>
<p>Read TrueAbility's <a href="http://trueability.us5.list-manage.com/track/click?u=c5b334c48433292239582f96c&id=5e9e9808fc&e=fe0e12a19b" target="_blank">funding press release</a> to learn more, or visit our <a href="http://trueability.us5.list-manage.com/track/click?u=c5b334c48433292239582f96c&id=b127ff584b&e=fe0e12a19b" target="_blank">blog</a> to read a message from our CEO, Luke Owen.</p>
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<p><a href="http://trueability.us5.list-manage.com/track/click?u=c5b334c48433292239582f96c&id=5e9e9808fc&e=fe0e12a19b" target="_blank"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557504775?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>LinkedIn Drops Sharing Apps Wordpress, Box.net and Gives out New Profiles: BUT NOT 100%tag:recruitingblogs.com,2012-12-11:502551:BlogPost:16322502012-12-11T12:00:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>A new change for LinkedIn profiles is coming to a desktop near you starting TODAY! 12-11-12. Take a look at a recent email I received form LinkedIn regarding the changes below.</p>
<p>Now before we all get into a battle with LinkedIn "Doing their own thing" it's important to realize that the services are not going away. The presentation will be different and the services that connect you to the services will be different. That being said, it does look like you will need to connect the new…</p>
<p>A new change for LinkedIn profiles is coming to a desktop near you starting TODAY! 12-11-12. Take a look at a recent email I received form LinkedIn regarding the changes below.</p>
<p>Now before we all get into a battle with LinkedIn "Doing their own thing" it's important to realize that the services are not going away. The presentation will be different and the services that connect you to the services will be different. That being said, it does look like you will need to connect the new services to replace the old service, which by the way in no longer on your profile!</p>
<p><a href="http://www.recruitingblogs.com/forum/topics/linkedin-applications-location-of-3rd-party-content-your-profile-" target="_blank">Click Here to See the Official LinkedIn service replacements</a></p>
<p>I will be watching the rate of user adoption on making these changes and how this (what I will assume to be low adoption rate) will effect Recruiters without a professional services LinkedIn Account.</p>
<p>For Recruiters this may close a few loop holes in connecting off of the LinkedIn system</p>
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<p><span style="color: #800000;">Here is the email that I received form LinkedIn:</span></p>
<blockquote><p>Dear Ryan,</p>
<p>On December 11, 2012, you’ll be getting the new LinkedIn profile, which has a simplified design, provides deeper insights, and surfaces new ways to connect and build relationships. You’ll also be one of the first to preview a new way to showcase rich content on your profile — like presentations, videos, documents, and more.</p>
<p>Now there are more ways than ever to tell your professional story on LinkedIn, and we’re excited for you to try them out. As we roll out these changes, we’ll also be streamlining our app offerings, so the following LinkedIn apps will no longer be supported on the homepage or profile as of December 11:</p>
<ul>
<li>WordPress</li>
</ul>
<p>You can find out more about these changes on our <a href="http://help.linkedin.com/app/answers/detail/a_id/34326">Help Center</a>.</p>
<p>We hope you like your new LinkedIn profile!</p>
<p>Thanks,</p>
<p>The LinkedIn Team</p>
</blockquote>
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<p></p>Aunt Chippy: How to Wrap a Recruiting Gift! This is Classictag:recruitingblogs.com,2012-12-06:502551:BlogPost:16304552012-12-06T18:30:00.000ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p><span class="font-size-3" style="color: #800000;">This is classic. I needed to post this. Enjoy your holiday season.…</span></p>
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<p><span class="font-size-3" style="color: #800000;"><img class="align-center" height="345" src="https://storage.ning.com/topology/rest/1.0/file/get/3762367259?profile=RESIZE_710x" width="518"></img></span></p>
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<p><span style="color: #800000;" class="font-size-3">This is classic. I needed to post this. Enjoy your holiday season.</span></p>
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<p><span style="color: #800000;" class="font-size-3"><img src="https://storage.ning.com/topology/rest/1.0/file/get/3762367259?profile=RESIZE_710x" width="518" height="345" class="align-center"/></span></p>
<p style="text-align: center;"><span style="color: #800000;" class="font-size-3"><iframe width="560" height="315" src="https://www.youtube.com/embed/6_KL4IskGaA?wmode=opaque" frameborder="0" allowfullscreen=""></iframe>
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