There’s a new name for head hunting and it’s called social recruiting, it’s about being engaging and building talent communities
If you’re a recruiter then I’m assuming that you’re familiar with Linkedin, getting your head around Facebook, have a few followers on Twitter and you're most definitely using Job Hop! Recruiter’s know that usually the most desirable candidates are the ones that are currently employed, social media gives you the ability to reach the talent that “are not actively looking”, powerful ay! So right now tweeting your #jobs and #careers are working a treat, you’ve connected with some top talent & are building some great relationships and you’re asking is there anything else you should be doing? There are so many tools out there that will help you connect with candidates and show you how they’re communicating, too many to mention so I’ve just included a few favourites.
www.bullhornereach.com has now more than 35,000 recruiters on this platform & a network of more than 20 million social media profiles.When anyone within your recruiter network of contacts updates their profile it shows up on your dashboard alerting you to a move might be on the cards.If they’ve been in touch with any other recruiters you will also be notified. It’s easy to put on jobs which are then posted to job boards and sent out across Twitter, Facebook and linkedin.There are great analytics, showing you how many views your jobs have received and the relevant traffic sources. Onlooking job seekers can find out more about you via your public profile and any sharing of articles, videos, blogs etc via Bullhorne will help with your recruitment branding.
www.activeinterview.com Perhaps you want a better insight to your candidate before inviting them to the office, the perfect product is Active Interview. Of course you can you use skype and many recruiters do these days however active interview allows you manage everything in one place. You can provide your candidates a questionnaire prior to the on line webcast, have a public questionnaire so candidates can opt to take part and they can even attach their c.v’s. You can interview 15 candidates for free and opt for an upgrade if you like it and want to continue using it.
The other nifty tool that I’ve come to love is www.zoho.com This great applicant tracking system keeps everything simple, is very effective and frees up your time to concentrate on sourcing talent. With just a few clicks you can post jobs to multiple job boards, review c.v’s,reach and organise candidates and book in interviews. Source, engage, manage, how simple is that!
So get rid of any recruitment headaches and try out the recommended tools
you can follow Julie on Twitter @jobhopjulie