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Social Recruiting Survey from Jobvite, Interesting Read!

September 6th, 2013

Attached is report from Jobvite on Social Recruiting.  Jobvite is a SaaS company that provides an ATS used by many corporations to help manage their recruiting efforts. 

 

http://web.jobvite.com/rs/jobvite/images/Jobvite_2013_SocialRecruitingSurveyResults.pdf

 

Happy Reading,

 

Posted in Talener Blog

Fundamentals of Recruiting with Twitter

September 4th, 2013

There’s no longer any doubt that any truly comprehensive technical recruiter should be discovering and making use of as many outreach channels to source the best talent out there – both online and offline. In the digital space, social networks and content distribution networks such as Twitter can provide great opportunities for recruiters to engage the participants in their markets, discover and share great content, evangelize their individual/corporate brand identity on a large and of course identify major players who may be valuable recruits down the road. Creative usages of Twitter that can help us promote our jobs and brand include:

• Hashtags
• URL shorteners (e.g. http://goo.gl/ , http://tr.im/)
• 120 character messages – this is because you want to be sure to leave enough room for your followers to share and re-tweet your posts. When tweeting, we try to leave 25-30 characters so that when our posts are shared they do not also have to be edited
• Twitter search (discover popular/relevant hashtags and retweet content)

Listen and Follow to hear the conversations and begin to strategically build a list of interesting people. Engage those people by retweeting their content and sharing your own to start conversations and building trust in your network. Link interesting articles so that others see you add value, and it’s not just all about us seeking candidates or business. Ask for anything (including contact info) only after you have spent time building your network and proving you can add as much value as you seek to gain.

As far as hashtags go – some questions to be thinking about:

What keywords and hashtags do your target candidates typically search for? What Twitter chats do these candidates frequent, and when do these chats occur? Also, what are the most likely times your target audience will be present on Twitter?

Popular Twitter Hashtags for Recruiting — Beyond #job / #jobs (use only one per job-related tweet)

Geographies: #NYC, #SF, #LA, #BOSTON, #CHICAGO
Technologies: #dotNET #Java #RubyOnRails #(other tech acronyms)
Professions: #developer #engineer #architect (#qa or #sqa) #ux #product
Industries: #adtech #ecommerce #pharma #tech #startup #mobile #design

Ex. Recruiting top-notch #java talent for innovative #adtech company in SoHo. [shortened link to job posting] #nyc #jobs

Ex. If you love #rubyonrails, I have an incredible 9 mo. contract at a global #nyc based fashion retailer. [shortened link] #ecommerce #jobs

Rules for Hashtags in Tweets:

Limit yourself to 1-2 hashtags within each tweet, and 1-2 at the very end of the tweet. Any more than that looks like spam, and leaves you with fewer characters to get your actual message across.

If you decide to get creative and use novel hashtags, make sure that it’s intuitive for your followers and easy to understand. Since your posts are limited to 140 characters, the shorter the tag is the better. Also be sure to check the history and meaning of a tag before you use it. It may have unknown negative connotations that will throw us in the middle of a conversation with which we play no part. To prevent a social faux pas, make sure the tag means what you think it means.

Perhaps most importantly – EVERYONE NEEDS TO CONTRIBUTE MORE CONTENT THAN JUST JOB POSTINGS! OTHERWISE YOU WILL LOOK LIKE A SPAM BOT AND YOU WILL BE IGNORED. If people just aren’t big Twitter users (i.e. they aren’t writing a lot of original tweets or re-tweeting a lot of published content), then at the very least they need to sign up for some automatic content generators (i.e. Paper.li) that publish personalized content on a regular basis

Posted in Sourcing Ideas, Talener Blog, Training

Great way to conduct a Technical Interview

August 14th, 2013

This is an excellent article on how to conduct a technical interview.

glasses online

http://firstround.com/article/The-anatomy-of-the-perfect-technical-interview-from-a-former-Amazon-VP

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Posted in Talener Blog

And Yes, if you are hiring, you should ABSOLUTELY use an Agency as part of your Hiring Strategy

August 7th, 2013

To quote the late John Belushi, “It don't cost nothing.”  Bluto, Belushi's character, was referring to a beer during a Rush Event at the Delta Tao Chi Fraternity House.   The same needs to be said about using a Staffing Agency.  

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Companies should use as many possible ways to find applicants for their open positions, such as:

1) Internal transfers or promoting from within (Cost, Free)

2) Posting the job internally for internal referrals (Cost, Free, or if you have an internal referral plan, some cost)

3) Social Media- Linkedin, Twitter, Facebook (Cost, Free)

4) Job Boards- Monster, Dice, Careerbuilder, etc, (Some cost associated)

5) Attend job fairs (Some cost associated)

6) Staffing Agency (Significant cost associated)

Yes, using a Staffing Agency is the most expensive way to hire a candidate, but it is free to compare candidates from an Agency to candidates from other, potentially free or cheaper solutions.  

The war for top talent is incredible, especially in technology.  The value of a great engineer, the cost of hiring the wrong candidate for the job is sometime immeasurable, so don't limit yourself.  Be aware of the cost associated with using an Agency, but you should absolutely use an Agency to ensure that you are getting the best talent possible.

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Posted in Talener Blog

Yes, you should use an Agency if you are looking for a new position

August 6th, 2013

Why should I use an Agency to represent me?

Lately, I’ve been seeing a lot of ads online that talk about why candidates should NOT use an Agency and frankly, I can’t understand why a candidate would not want to use an Agency?

Here’s why:

1)      Introduction to companies that are outside of your network.  The first place everyone goes when looking for a new job is their own network.  Once that network is exhausted or has already been tapped, where do you go?  Do you start applying to jobs online?  Yeh, that works well.

2)      The jobs that you are submitted for through an Agency are most likely open positions and need to get filled.  Companies, like candidates, will exhaust their own internal resources before using an Agency to fill their positions too.  Hence, the openings from an Agency have already been open for some period of time and now the company is more urgent to fill the role.

3)      The Agency wants to see you get hired, so they should give you a ton of information about the hiring manager, the job description, the company culture, etc, so you will be more prepared for the interview than going it on your own.  The Agency only wins when you accept their position, so they’ll want to make sure that you are as prepared as possible.

I can go on and on, but really, if you are looking for a position, I’d highly recommend that you use an Agency.  And the beauty of it, all of this is at no-cost to you!! 

 

 

Posted in Talener Blog

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