September 15, 2014

Social Recruiting – What You Need To Know

Social Recruiting – What You Need To KnowSocial Recruiting – What You Need To Know

Buzz buzz buzz – Social Recruiting is all the buzz.

But is it more than a fashion trend to catch your attention? Will it really help you to hire? What do you really need to know about social recruiting?

 

So what is social recruiting?

 

It’s called having a conversation -

 

Social recruiting has been around since before there was a term called social recruiting. It’s basic human nature to talk about opportunities to your friends and people you like. And there’s an obvious head start in terms of cultural fit if you are reaching like-minded people through your network, so yes, social recruiting is an important way to acquire new talent.

 

Sometimes offering an incentive -

 

But let’s face it, those conversations often take a back seat to discussions about life, the family, football, politics, the weekend plans. And so the referral bonus was invented to incentivize employees to be thinking about who they know who would be a good fit within the company, to have these conversations with the people they know, and to network with the goal of finding new hires.

 

A new opportunity –

 

Referrals are a good approach, but this still only brings in a small percent of the talent companies need. With the formidable business opportunities presented by the information superhighway, the next iteration of social recruiting was to take the referral program on the road. Internal and external recruiting professionals embraced social media and voila, the term “Social Recruiting” was born. (more…)

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September 1, 2014

Creating a Blue Ribbon Company Culture

 

By Heidi Clark & Rob ReevesRob Reeves & Heidi Clark - Creating a Blue Ribbon Company Culture

Feeling the Love?

 

“When you are doing it right, your staff will let you know,” asserts Rob Reeves, CEO at Redfish Technology – an award-winning nationwide tech recruiting company. “If you aren’t hearing appreciation and feeling the love, you need to take a look at what you are creating.”

 

Return on Investment

 

The focus on company culture is an investment worth making on many fronts.

Attracting and retaining talented, dedicated staff is all the more easy when people know about your company and want to work for you. “Recruiting is a tough business, and it takes very intelligent and motivated professionals to do the job well,” reflects Heidi Clark, CHO at Redfish. (more…)

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August 11, 2014

Saying ‘I Do’ to the Recruiting Process

Saying ‘I Do’ to the Recruiting Process

It’s a CommitmentSaying I Do to the Recruiting Process - It’s a Commitment

 

The hardest part of recruiting is not finding the specific purple squirrel. It is not sourcing and screening candidates. It is not communicating the corporate culture or the company mission. It is not coordinating telephone and onsite interviews. It’s not even negotiating the employment package. It’s getting the commitment of the hiring powers.

 

Funny how this should be the easy part. Once a decision to hire has been made, once the method by which that hiring process will be conducted has been decided, the company should be ready to roll. But it is not always the case.

 

“Companies and hiring managers need to understand and give themselves to the hiring process knowing it will take time away from everyday operations,” states Mike Curry, Tech Recruiter (more…)

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July 28, 2014

What’s the Latest Emerging Code Your New Hire Better Know? By Meredith Dean, Executive Recruiter, IT Division

What’s the Latest Emerging Code Your New Hire Better Know?Meredith Dean, IT Recruiter

By Meredith Dean, Executive Recruiter, IT Division

 

Is Java the top code to know? C, C++, C# – ho hum. Python and Ruby are hot. What about R? Assembly, Scala or Shell? Picking a particular new “emerging” technology stack like Ruby on Rails, any of the MVC Javascript frameworks, Scala, or Solr, etc. means working with some cutting edge new coding.

 

But requiring the latest, emerging new code in terms of a hiring requirement definitely means that the talent pool available is going to be extremely small. And with quasi-fulltime employment, tech talent is already highly in-demand before you even start ‘stacking’ the technology deck against yourself. (more…)

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June 16, 2014

Workforce Talent Survey By Monster Provides Fresh Insights

Insights from the Monster 2014 Employed/Passive Seekers Workforce Talent – Job Seeker Survey

JobSeeker-Satisfaction

Monster just published a new insights piece. This job seeker survey focuses on how job seekers view the current job market, their job satisfaction, and what will motivate their career decisions.

 

The top 1/3 of respondents were made up of: Information Technology/Internet Management (general), Clerical/Administrative, Management (executive level), and Healthcare professionals. The career level was 5% Executives, 33% Management, 50% professional, and 12% Entry. The majority had either a bachelor’s or a master’s degree. (more…)

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