Comments - How To Spice Up Social Recruiting in 2014 - RecruitingBlogs2024-03-29T05:55:37Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1775259&xn_auth=noThank you Apeksha, appreciate…tag:recruitingblogs.com,2013-12-10:502551:Comment:17761672013-12-10T05:50:22.637ZShahid Wazedhttps://recruitingblogs.com/profile/ShahidWazed
<p>Thank you Apeksha, appreciate you taking the time to read this article!</p>
<p>Thank you Apeksha, appreciate you taking the time to read this article!</p> Good post Shahid :)tag:recruitingblogs.com,2013-12-10:502551:Comment:17762682013-12-10T05:35:33.316ZApekshahttps://recruitingblogs.com/profile/Apeksha
<p>Good post Shahid :)</p>
<p>Good post Shahid :)</p> You're most welcome too, Shah…tag:recruitingblogs.com,2013-12-06:502551:Comment:17757602013-12-06T19:04:12.791ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>You're most welcome too, Shahid.</p>
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<p>Keith</p>
<p>You're most welcome too, Shahid.</p>
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<p>Keith</p> You're very welcome Keith. Th…tag:recruitingblogs.com,2013-12-06:502551:Comment:17756082013-12-06T00:44:57.168ZShahid Wazedhttps://recruitingblogs.com/profile/ShahidWazed
<p>You're very welcome Keith. The points you made really validated my opinion that is majority of employers don't care about their customers (i.e. job applicants) because they don't see any real incentive to do great work in recruiting beyond posting jobs and sourcing candidates. It's all about ME, ME, ME in recruiting not WE. Anyway, just so you know the points I made in this article are backed up by real data from my own experience so these are not just my opinions but facts that can be…</p>
<p>You're very welcome Keith. The points you made really validated my opinion that is majority of employers don't care about their customers (i.e. job applicants) because they don't see any real incentive to do great work in recruiting beyond posting jobs and sourcing candidates. It's all about ME, ME, ME in recruiting not WE. Anyway, just so you know the points I made in this article are backed up by real data from my own experience so these are not just my opinions but facts that can be proven again by real data for someone who would take action with any of these three ideas discussed above. Thank you! </p> Thank you, Shahid. If your po…tag:recruitingblogs.com,2013-12-05:502551:Comment:17755842013-12-05T20:56:32.631ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thank you, Shahid. If your point is that we SHOULD offer these things so as to get many good applicants (or that it's the proper, professional, and reasonable thing to do), you're incorrect. On the other hand, if you're saying we MUST/NEED to offer these things so as to get many good applicants, I believe you're incorrect. Unless an employer needs (and not just "wants") the Fab 5% (or a somewhat larger percentage for some in-demand skills) it can get loads of highly qualified, motivated…</p>
<p>Thank you, Shahid. If your point is that we SHOULD offer these things so as to get many good applicants (or that it's the proper, professional, and reasonable thing to do), you're incorrect. On the other hand, if you're saying we MUST/NEED to offer these things so as to get many good applicants, I believe you're incorrect. Unless an employer needs (and not just "wants") the Fab 5% (or a somewhat larger percentage for some in-demand skills) it can get loads of highly qualified, motivated applicants SIMPLY BY OFFERING THEM A JOB OPPORTUNITY. It's a buyer's job market out there for the vast majority of people, and until that changes substantially, I fear there's no real incentive to improve.</p>
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<p>No Cheers,</p>
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<p>Keith</p> Great points Matt! We do need…tag:recruitingblogs.com,2013-12-05:502551:Comment:17754532013-12-05T13:55:06.288ZShahid Wazedhttps://recruitingblogs.com/profile/ShahidWazed
<p>Great points Matt! We do need to take time to make job descriptions as realistic and clear as possible while making it sound interesting with the art of copywriting :) Thank you for your contribution, appreciate it!!</p>
<p>Great points Matt! We do need to take time to make job descriptions as realistic and clear as possible while making it sound interesting with the art of copywriting :) Thank you for your contribution, appreciate it!!</p> Shalid: I think this is a gre…tag:recruitingblogs.com,2013-12-05:502551:Comment:17752712013-12-05T13:24:01.097ZMatt Charneyhttps://recruitingblogs.com/profile/MattCharney
<p>Shalid: I think this is a great post with some awesome pointers and things to think about. Appreciate your taking the time to share some of your lessons learned. I agree with most of the points in here, but I think the one about job descriptions is a little misguided. I absolutely agree that a well written job description is absolutely essential as the single most important piece of recruitment advertising collateral, but writing ability or creativity won't fix the major problem with these.…</p>
<p>Shalid: I think this is a great post with some awesome pointers and things to think about. Appreciate your taking the time to share some of your lessons learned. I agree with most of the points in here, but I think the one about job descriptions is a little misguided. I absolutely agree that a well written job description is absolutely essential as the single most important piece of recruitment advertising collateral, but writing ability or creativity won't fix the major problem with these. Killer copy can actually contribute to one of the two primary issues, which is that these JDs often unclear or overly promotional and don't actually effectively communicate the role and responsibilities that's pretty much their raison de'tre. The second, and in my opinion, far more pervasive problem, is that no matter how sticky or sexy the JD is, the list of requirements often suffers from Goldilocks syndrome: they're either so broad everyone is pretty much qualified, or so highly targeted and niche no one is. And at the end of the day, those minimum posted qualifications are the legal baseline (in the US) for screening candidates - so this element is as important as any. Although even if the JD sucks, the good news on social is you can make anything sound interesting in 140 characters or less - reinforcing your second two points.</p>
<p>Thanks again for the great read.</p>
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<p>Matt</p>