Twitter 101 for Recruiters

  1. Have a detailed bio and a picture
  2. Find and follow
  3. Contribute and be social
  4. Don’t talk at people
  5. Twitter Lists are for listening

Source: Boolean Black Belt

Top 10 Free Ways to Advertise Your Job Openings

  1. Blog
  2. Twitter
  3. SimplyHired.com
  4. Indeed.com
  5. Linked In
  6. Business Cards
  7. SEO
  8. Your Organization’s Career Site
  9. Your employees
  10. The reputation of your organization

Source: RecruitingBlogs.com

Using Twitter for Employment Branding? 15 Things Recruiters Can Tweet About…

  1. Employee programs
  2. Link to blog posts, articles and other thought leadership pieces
  3. Post photos from your corporate events
  4. Company press releases
  5. Link to your job postings
  6. Interview/selection process.
  7. Bad candidates
  8. Good candidates
  9. Events and appearances
  10. Offers and new hires
  11. Career advice
  12. Did someone else mention your company in a tweet?
  13. Non-work activities
  14. Other digital networking tools
  15. Other employees on Twitter

Source: Jessica Lee

13 Reasons for Poor Sales Hires by Hard Working Sales Managers

  1. Do not use multiple sources for finding job candidates.
  2. Source for candidates just before they need a position filled.
  3. Rush through hiring without a multistage process … interview and then hire (a pipe process instead of a funnel).
  4. Have not analyzed and do not know the top 6 personality traits necessary in top performers for industry sales competence.
  5. Do shoot-from-the-hip non-structured interviews without questions designed to discover competencies, important personality traits, and character attributes.
  6. Recruit personality traits and sales skills over character values like honesty, personal responsibility, and hard work ethic.
  7. Do not use a validated personality profile.
  8. Sell their company to candidates during MOST of the interview time. They even sell themselves on the candidate.
  9. Talk more than the candidate does during an in-depth interview.
  10. Do not involve other employees during final interviews.
  11. Save candidates when they struggle with a question – sometimes even giving them the answer.
  12. Hire candidates when only their instinct says yes.
  13. Hire candidates when their instinct says no.

Source: Lance Cooper

Top 15 Common Secondary Sourcing Mistakes

  1. Over analyzing resumes
  2. Running overly generic/basic searches
  3. Making assumptions about candidates from their resumes
  4. Not spending at least 10 minutes search strategy before you start
  5. Seeing each resume only as a potential match for the position you’re working on
  6. Assuming search finds all qualified candidates
  7. Searching only resumes posted within 30 days when searching major job boards
  8. Not calling candidates that appear to be under- or over-qualified
  9. Submitting the first 2 -3 candidates you find that fit your job/hiring profile
  10. Thinking that the major online job boards have poor quality candidates
  11. Thinking that after searching you’ve found all the candidates
  12. Relying solely or heavily on title-based searches
  13. Not using the NOT operator
  14. Only using skill/tech terms
  15. Spending 80% of your time using low-yield resources

Source: Glen Cathey

10 Commandments of Internet candidate research

  1. Plan your search
  2. Define what you are targeting
  3. Know your search engine
  4. Use multiple search engines
  5. Search for people, not resumes
  6. Develop a search strategy
  7. Use synonymous concepts to expand your search
  8. Refine your search strategy
  9. Persist
  10. Search don’t surf

Source: Moises Lopez

7 Tips for Recruiting Generation Y

  1. Offer generous referral bonuses.
  2. Consider different geographies.
  3. Keep ‘em moving.
  4. Tlk 2 them.
  5. Get flexible.
  6. Community service.
  7. Think beyond the short term.

Source: Shelley Solheim

Top-Ten Reasons Why People Quit Their Jobs

  1. Management demands that one person do the jobs of two or more people, resulting in longer days and weekend work.
  2. Management cuts back on administrative help, forcing professional workers to use their time copying, stapling, collating, filing and other clerical duties.
  3. Management puts a freeze on raises and promotions, when an employee can easily find a job earning 20-30 percent more somewhere else.
  4. Management doesn’t allow the rank and file to make decisions or allow them pride of ownership.
  5. Management constantly reorganizes, shuffles people around, and changes direction constantly.
  6. Management doesn’t have or take the time to clarify goals and decisions.
  7. Management shows favoritism and gives some workers better offices, trips to conferences, etc.
  8. Management relocates the offices to another location, forcing employees to quit or double their commute.
  9. Management promotes someone who lacks training and/or necessary experience to supervisor, alienating staff and driving away good employees.
  10. Management creates a rigid structure and then allows departments to compete against each other while at the same time preaching teamwork and cooperation.

Source: Gregory P. Smith

Five Steps to More Effective Diversity Recruiting

  1. Build a diversity message into your recruitment brand
  2. Demonstrate the diversity of your organization
  3. If you aren’t where you want to be in terms of diversity, say so
  4. Invest in education
  5. Give back to the community

Source: Karen Hildebrand, WetFeet

Seven Secrets of Sourcing

  1. Know the right time to source
  2. Know if sourcing in a particular sector makes sense
  3. Know where to go
  4. Know and understand the consequences
  5. Know about nontraditional sourcing avenues
  6. Understand how sourcing can save you thousands, even millions of dollars
  7. Know how to protect your investment in your sourcing organization

Source: Maureen Sharib, ERE.net