Articles

There are so many tools and services in our industry, each vying for your attention and promising to be the only solution you need. However, many of them are mostly “bells and whistles”, providing little value to your organization’s employment brand or recruitment effectiveness. DOWNLOAD the Full Genome Project Here FREE!

How long have you been on Twitter? How about LinkedIn? Facebook? Friendster? Friendfeed? Touch economic times might effect hiring but it shouldn’t effect your reach. Take a quick read from Kim Hollenshead: “Creatively Weave Your Networking Web”

Bill Boorman asked recently what advice I’d give people new to the Recruiting industry. My best advice, don’t get seduced by the technology, don’t get swayed by all the “experts” online, and everywhere else, don’t believe Hiring Managers and HR people who tell you how to do your job. So what do you do?

“Job Seeker’s frustration with the application process was sited as the number one concern” says Jessica Miller-Merrell, from a recent poll she conducted via blogging4jobs.com. Is there a legitimate solution? Is ResumePal the answer?

First – ADD the phrase “&cr=countryXX” to the end of any Google search URL. Second – Use a two letter country code to replace “XX” (must be capital letters) then hit Enter. – Searching for international talent? @SourceHenge breaks it down fo you here.

So when we throw in the idea of recruiting tomorrow’s workforce through social networks and the fun dialogue with naysayers that follows, I keep coming back to one thing – Evolution. Don’t think its relative? Think again.

Google can’t solve every search, but it can sure as heck get you closer to the answer in most cases. Shannon Myers outlines 7 ways to help you adjust your search to stay in tune with evolving search techniques. In the end it’s back to the basics…

Robin Hood Tactics for Sourcing Top Talent: 3 great and out of the box ways to ensure your talent lines are alwyas full of eager and work ready talent. Karla Porter takes us on a journey down fairytale lane…

If you plan ahead, you will always have good material to share with your network. With social recruiting, as with all recruiting activities, you should plan for tomorrow before you leave today. Focus on the activities that will get you closer to your goals.

‘—BEGIN SOURCING GEEK CODE BLOCK — Sourcing Geeks in their own Language. It’s unique and it makes sense. What else do you need to hear? Searchologist Jim Stroud takes us on a ride here. Hold on, it’s a fst slick and Geeky road…—END SOURCING GEEK CODE BLOCK —

Building a sourcing organization is a tough task. There are hundreds of variables to consider, but what that team you are building is Global? Where do you start? And how do you manage the process? Chris Gould opens his world of building a Global Sourcing organization with Hewitt Associates. Step 1: Building Trust

While a lot of this might sound familiar to most of you, there are plenty of talent acquisition specialists that are overlooking the obvious and it is affecting their time-to-fill metrics and retention ratings.Soft Skills – Do yo have them?

Wearing many hats, Julie Hankins is Division Director of Wealth Management Recruiting for RJ & Makay, is the Founder of eChirpy.com (newly launched!). she writes about the “New rules of Engagement” and what to do with all of the great candidates on the market today.

This four prong approach transformed the Recruiting Department from a reactive, inconsistent function to a proactive, knowledgeable business partner at Freeman Company. read the case study with recruiting manager Michael Goldberg.

“Levy’s voice is biting, sarcastic and very, very clear.” If you’ve never read or spoken to him, you need to. As is usually the case in great writing, having an opinion matters. Levy knows how to have one. Here’s an article he published around his “predictions” from back in 2006. You’ve got to read & comment this one…