Recruiting Tools- What do we use and How much do we really use it?

A good recruiter uses all available avenues to recruit, source and build networks. However, the working recruiter has to focus their efforts so that they have the most productive results with the least time investment.

Here is where I am wondering ---How much do we really use? We have all seen it in our networks, and our training. Web 2.0, Google it, job-boards, aggregators, Linked in, Blogging, Zoom Info.......

However, working side by side with some pretty successful recruiters, it really comes down to RESULTS and TIME.
I still find Employee Referrals #1 resource, and low tech networking and handshakes #2 in getting the talent in the door.

What do you think its a target audience thing? Do you think tools like Zoom info are better for Sales and Marketing types. Face book for Creative Types?

Or is it a Recruiter Style issue? I'm better in connectivity with the candidate, and hiring manager as opposed to some of my mentors that are better in booleon searches all day.

Can you give me your ideas?

Views: 36

Comment by Scott Godbey on June 26, 2008 at 10:55am

I think the mix of social networking sites, job boards, and information sites like Zoom is different for every recruiter. Blogging certainly has its place as a way of keeping your name out there.

This is still a relationship building business and relationships aren't started with a blog or an email. I recommend dedicating a small portion of your time utilizing the internet to name gather and blogging to keep your name fresh in the mind of your current contacts. The rest of the time I would spend on the phones making and maintaing contacts. Connectivity is your strength (not to mention the heart and soul of the recruiting business) and if you continue to play to that strength, you will have a very successful career.
Comment by Glenn Gutmacher on December 9, 2008 at 6:30pm
I know your past recruiting success first-hand, Sue, and while you should continue to be open to new tools, don't go changing the ratio of where you spend your time. If something *really* great comes along, you're so well-networked with other recruiters that you'll hear about it from multiple sourcers and that'll be your radar trigger to check it out.


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