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Who are you missing by not recruiting via social networks?

Written by Blogger on . Posted in Industry

College students who spend hours a day on Facebook might not be wasting their time, several studies suggest — they might even find jobs through social networking.

That’s because savvy employers, according to new report, are increasingly recruiting through social sites like Facebook, LinkedIn, Twitter and others.

The report, published in the Daily Pennsylvanian —  the student newspaper of the University of Pennsylvania’s Wharton School — cites one study that predicts the number of recruiters using Twitter alone will quadruple this year.

Meantime, applicants are doing the same. LinkedIn reports that students and recent college graduates are the site’s fastest-growing user demographic.

The Daily Pennsylvanian article quotes Shannon Kelly, an associate director of Wharton’s Career Services program, who notes that social networking sites give employers immediate and personal access to job-seekers.

And that can give companies a leg up on their competitors.

“More and more companies are using social media platforms to showcase business culture … it’s no different from hiring a public relations company,” Kelly tells the paper.

Wharton junior Jacob Schulman wound up with two unsolicited job offers via Twitter.

“I wasn’t proactively searching for jobs,” he says in the Daily Pennsylvanian article. “I was just following companies that I liked.”

Seems like a serendipitous outcome — Schulman gets an offer from a company he’s genuinely interested in, and the company has a candidate who’s already proven he’s serious.

Don’t Miss the Opportunities that Web-based Recruiting Brings

Written by Blogger on . Posted in Industry, Topics

Human Resources professionals at most companies are always faced with the challenging task of finding just the right candidates for any open position and that task is even more difficult in today’s economic environment.

High unenployment has dramactically increased the number of job applicants for many firms and created a larger pool of possible candidates on targeted recruiting searches.

Many larger companies aleady employ recruiting software to help them sort, categorize and evaluate potential recruits. That software has been too expensive for small and mid-sized companies. Until now. Smaller companies can now get the same HR recruiting, tracking and organizing packages through web-based services for a fraction of the cost.

The advantages are obvious. If smaller companies have the same tools as the big companies, they can take advantage of the larger pool of talent that is currently seeking work. By being able to access and assess more potential employees, the smaller company has a much better chance of finding the right person to fill any vacancy.

Using web-based employment recrutiing software, enables smaller companies to post jobs, accept applications, evaluate and sort candidates and more.

The Internet has become the go-to source for job seekers. With web-based recruiting software, it will soon be the primary source for job recruiters.

Sourcing via Social Media – Twitter, Facebook, LinkedIn

Written by Blogger on . Posted in Industry

Twitter sourcing is one of the recent staffing developments in the world. Human Resource strategies and techniques are changing fast to catch up with hard economic times as well as utilize the most recent technology in the market. Recruitment is one of the most affected practices.

With the social media being the meeting place for job seekers and students, recruiters are using the various social networks to source for the most suitable candidates to fill vacancies in their organizations. The internet has made it possible for employers to carry out background checks for all candidates seeking to for an opportunity to work with their organizations. The following are some of the tools that employers are using to accomplish this goal:

Facebook

This is a social networking tool used to share ideas, and exchange photos. Facebook profiles are usually accessible publicly by those who have your email address. In Facebook, people post an observation, comment on posts by other people, upload photographs or videos and publish notes. The type of content you post on your Facebook wall, the comments you make on the walls of your Facebook friends, the types of images you upload and the notes you publish say a lot about you. For instance, posting confidential information on Facebook shows that you cannot keep secrets. Sharing useful links on a specific subject says that you can educate, inform and lead. Censoring the information you post on your wall and the comments you make shows that you are reliable, responsible, open minded and mature.

In addition, the frequency at which you update your status is also of great essence to the recruiter. If the job you are interested in a sales or marketing jobs, then you need to show your networking expertise. You should be able to reach out to many people. Warm personality and strong negotiation power is demonstrated by the number of comments your wall posts receive. Employers use this tool to recruit employees for entry level jobs.

LinkedIn

This tool is used to recruit executives. LinkedIn users are people who understand the meaning of professional networking and have a solid career path. This network enables employers to view your complete profile and recommendations from previous employers in order to establish your credibility. The types of groups that you have joined and people within your network say a lot about your career goals and ambitions. Employers use this platform to recruit middle level managers.

Twitter

Twitter is the best tool for carrying out employee background search. Twitter sourcing gives the employer access to information about all your internet engagements, including your publications. The employer can view what you do, and when. Twitter only links people who share interests, profession or those whom you know personally. Therefore, the number of followers and retweets can tell how influential and authoritative you are. In addition, Twitter uses a very compact language, and this is enough to tell people about your temperament and suitability for a certain post. Employers use Twitter to recruit company executives.

Tips for Twitter sourcing

In order to obtain the most appropriate information about a candidate, employers have to refine their search skills. All internet background checks begin at Google. Open the browser and then type the name of the candidate. Google will display all the internet engagements, photos, account information, blogs and publications. The results against the Twitter account are usually accompanied by a brief bio.

Twellow, TweetDeck, TweetGrid, Advanced search, X-Ray searching, and Power Twitter are some of the Twitter sourcing tools used to identify the right candidates for specific positions. The tool you use to search is determined by the kind of information you require. For instance, X-Ray search is the best Twitter sourcing tool for employers who wish to view tweets, location and the bio of potential employees.
Benefits of Twitter sourcing

Twitter and LinkedIn are the most popular tools for the recruitment of top company executives. However, Twitter sourcing has more benefits than LinkedIn. First, LinkedIn is not as popular as Twitter. In the US, the number of Twitter users is approximately 14,031,985 while LinkedIn users are approximately 12,699,785. Second, Twitter gives you access to some basic information that is not available on LinkedIn.

This information includes your previous tweets, some of which are links to your blog, articles or favorite content. Employers can follow links and see whether your interests match the expectations of the position you are applying for. Finally, employers can view geo data, personal information, tweeter activities and the skills of any user who fits within their search criteria. Of all the internet recruitment tools available, Twitter sourcing is the most convenient and efficient.

The Benefits of Web-Based Recruitment Software

Written by Blogger on . Posted in Industry, Topics

With the countless number of job seekers looking for work in today’s economy, it’s more important than ever for recruiters to pick the perfect person for the position.

In the past, it was easy for companies to publish their job openings in the newspaper or even hang a sign in their storefront window. We all know those days are long gone – so what should recruiters be doing to keep up with the changing times and find the best candidates?

The answer to that question is simple: recruiters should be using web-based recruitment software.

The recruiting process itself has drastically changed throughout the past several years. First, recruiters kept track of potential candidates by keeping massive files filled with resumes and interview information. Then, the first-wave of recruiting software came along, allowing recruiters to download recruiting programs onto their computers so they could more easily keep track of candidate pools. Today, web-based recruitment solutions are more intuitive and efficient than ever before, making it easier for recruiters to do their job and do it well.

Here are some major benefits recruiters will find when using web-based recruitment software:

Cost-effective – Hiring the wrong person can cost an organization tons and tons of money, not to mention the emotional stress placed on the employee and their higher-ups. By allowing for the use of pointed, personalized questions, keyword matching technology, and other high-tech features, web-based recruitment software all but eliminates a recruiter’s chances of hiring the wrong person.

Customization – It’s easy to customize the interview and hiring process, but nearly impossible to find the time to schedule a personlizaed, one-one-one interview with every single job candidate. Most web-based recruitment software makes it easy for recruiters to pinpoint the questions they want to ask candidates, as well as the qualifications and experience they want those candidates to have.

Easy Upkeep – Unlike software that you have to download to your computer and update periodically, web-based recruitment software usually updates on its own without taking away from your time or interrupting your workflow. In addition, web-based software in general is faster, more secure, and easier to handle.

Integration – Long-gone are the days of newspaper classifieds. Most companies today advertise their jobs through an online job portal or a similar third-party job board. Most web-based recruitment software makes it easy to integrate your online job advertisements so potential candidates can simply answer a couple of questions or upload their resume, making it easier than ever for your to see whether they’re a good fit for the position.

Mobility – In today’s corporate world, there’s no such thing as a 9 to 5 job. It’s just as inevitable that you’ll spend time responding to work-related e-mails while sitting down to watch your favorite evening show as it is that you’ll be taking calls from your kids’ school while you’re sitting at your desk. As a recruiter, being able to move flawlessly between your work computer, laptop, and mobile phone is a must when it comes to getting the job done – and you’ll only find that kind of flexibility with web-based recruiting software.

Better collaboration – As opposed to older recruitment software, which had to be installed on every recruiter’s computer, web-based recruitment software makes it easy for the recruitment team to work together anytime, anywhere. This means one recruiter can review a resume and highlight it for another recruiter to read and call the candidate in for an interview.

Build a more productive organization – By using web-based recruitment software, recruiters will be able to do their jobs more quickly, more easily, and more efficiently – all contributing to the overall productiviness of the organization. And hiring the right person for the job the first time around will further enhance overall productivity.

High-tech candidates – The candidates that your company needs to recruit in order to succeed are already online. They’re working, socializing, and looking for jobs on the Internet, so it only makes sense to use a savvy web-based recruitment software that will place your jobs in front of the right high-tech candidates.

So regardless of whether you work for a small mom and pop business or a multi-million dollar corporation, finding the right web-based recruitment software will make your job easier, save your company money, and result in a better company overall.

PCRecruiter version 8.2.3 released for self-hosted customers

Written by Blogger on . Posted in News

The 8.2 release which went out on our ASP hosting service back in January has been released for self-hosted customers to install.  It’s now version 8.2.3, which includes any patches or improvements made to the code between the January release and now. If you’re running the PCRecruiter web version in-house and haven’t gotten an email notification, contact your Main Sequence rep for the details.