You’ve spent a lot of time pouring over the resumes for a critical job opening at your company. Some fit well, others are the proverbial square-peg-in-a-round-hole applicant.
Time to ramp up the recruiting process.
Approval comes from above to initiate a spiff to company employees for referring apt candidates.
Granted, relying on employee referrals is a great starting point: like-minded people can reduce the unknown factors of the new hire immensely.
However, an article in the Canadian HR Reporter, Problems with Employee Referrals, puts forward a few pluses-and-minuses in “using the workforce” to search for a candidate.
THE GOOD …
… existing employees are unlikely to recommend someone they wouldn’t personally vouch for.
… candidates who aren’t necessarily applying to every online job posting available.
Nabbing that perfect hire reflects well on your employees. For sure, an ambassador affect kicks in as employees tout your organization as top-notch to work for.
THE BAD …
… organizations…can become “inbred” with employees who are too much alike.
… Some people feel employee referral programs are more helpful to employees’ friends and relatives than the organization.
Set a policy regarding the referral bonuses that says the new hire must stay put for a given period of time before payouts are made.
Also, it only makes sense to give some feedback to your employees if some of their referrals aren’t meeting your requirements.
Oh, and in keeping with full transparency, make sure you tell a referral that your employees are being paid a bonus for rounding up candidates.
In the end, it’s probably best not to fire up an employee-referral system as your only recruitment method. On that note, be sure to check out our web-based recruiting software; it’s by over 2900 companies in more than 60 countries.
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.
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.
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:
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.
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 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.