This is a bit of an... alternative approach to a help wanted ad posted on a door at a Murder Burger. The text reads as follows:
TweepML has compiled a list of employers that recruit on Twitter and made it easier for people to add the companies and follow them by simple checking what companies they want to logging into Twitter. With the constant growth of Twitter, more and more companies are posting their positions, giving an inside view of their company, or at least opening the door for communication between HR and potential candidates. Where does your company currently stand? Are you already on Twitter? Or is someone posing as you?
This is certainly a way for candidates to get themselves noticed.
The NSW Police Force also utilized the QR Codes for their recruitment. When candidates captured the image they receive this message before then forwarding to the police force website: "We need tech-savvy new recruits like u. www.police.nsw.gov.au"
A while back I talked about using QR Codes (Quick Response Codes) for Recruitment but this recent article made me think of them again. Has your company considered them yet? They are rising in popularity and I have included some shots of recent campaigns utilizing them. If you haven't experimented with them on your own, I would highly suggest you at least check them out for yourself, if not for the company yet. Imagine how you could utilize this at job fairs where people get lost in the information provided by brochures and fliers. Stand out from the crowd by also allowing people to jump directly to your company and find information out about you while they stand in line for interviews. 
This is a nice overview of how to handle your twitter posts and how to decide what needs to be shared and how often to share among other tips.
This is written more for general people who are on social networking sites but the information listed is important for people who are running the corporate social networking sites as well. If you are running a networking site for your company you also need to be mindful of what you are posting on your personal accounts as well. Take a look at the article and tell us what you think. Also, on the legal side, what position does your company take in regard to viewing a candidates social networking page before hiring them?
These placements take on a little more light hearted approach and are sending out a call for chefs and psychiatrists for their army. They keep things simple and clean in their design and simple direct candidates to their website. What are your thoughts on this approach?
Once you have selected a pool of candidates for a position the next step is the interview; but weeding through the potential candidates and finding the one that will fit best with your company in both technical skills and being able to work in your environment can be had to pin point because of how questions are asked in the pre-interview or interview process. The following article presents a way to help narrow down your choice by eliminating the "Yes-No" questions and replacing them with something called "Forced Choice" questions. One example of these "Forced Choice" questions involves ranking a series of options in order of importance or ability and it will help rank your candidates. Granted, they can still answer according to what they think the position will require but it may still help narrow down your choices, if even a little. Article via ere.net:
According to the Recruitment and Employment Confederation confidence in the economy is growing and more employers are dropping their hiring freeze. It will take time to recover but the employment opportunities will grow larger in the coming months.
Dr. John Sullivan posted two interesting articles about how to use your HR department when it comes to social media and what they should be involved with and what they should steer away from. It is important to understand it is much easier to manage when you are able to stretch the responsibilites over several people and also involve people outside of HR when it comes to recruiting. Before diving into social media it is also important to create a strategy and not rush into the various sites available.
Brandflakes for Breakfast and Game Politics posted articles about the Army's use of their video game, America's Army, and how is has been used as a recruitment tool and how effective it has been in relation to other areas of advertising. Game Politics also makes a note at the impact the video game has had on recruits as far as how they react in battle and their how they receive and understand what is happening in battle as well.http://www.gamepolitics.com/2009/11/17/america%E2%80%99s-army-extremely-effective-recruitment-tool
http://www.americasarmy.com/
How are you alerting your candidates that you have job fairs approaching?
Jim Stroud has a nice article about retaining your valuable employees once you have them. If companies aren't making a big push to hire then this down time is allowing people to assess the workers and find the true contributors and also figure out who is not helping the company. Take a look through the article and let us know your thoughts. http://www.therecruiterslounge.com/2009/11/03/employee-retention-7-tactics-to-retain-your-most-valuable-asset/
Times are tight and your budget's even tighter.
There are three important dimensions to selling as it pertains to recruiting top performers:
1. Selling one’s own credentials as a recruiter or hiring authority (Why should I listen to you?)
2. Selling the position or opportunity (Why should I be interested in the opportunity?)
3. Selling your company or the organization to which you desire to connect the candidate (Why would I want to work there?)
1. Relevance: niche/local boards deliver targeted traffic of local job seekers or industry specific industries.
2. Cost: posting jobs on these smaller job sites often cost much less than the big guys and provide more bang for the buck.
3. Job Description: does anyone think the job description is going away? Recruiters need somewhere to post it.
4. Social Networks: I think these pipelines are best for sourcing and branding, not for filling immediate needs.
5. Hard to fill: in any economy there are always talent shortages in certain industries. Job boards will always exist to serve those needs.
6. Leads: recruiters are trained to use job boards. They’re not trained to use social networks. They still need leads for open positions.
7. SEO: job boards are better at driving search engine traffic to jobs than any employer or social networking group will ever be. Most candidates start their searches on Google.
8. Small business: they need job boards; we are their ATS! Small businesses create the most jobs, and their business owners need a quick and simple solution.
9. Evolution: job boards are morphing from just places to post jobs into valuable, relevant online talent communities.
10. Effectiveness: job boards still work.
A friend shared this link on her Facebook profile. Fully public set profiles accessible for use of advertising. Your Facebook Photos, Used In Ads!
1. Spray and pray.
Don't blindly send your resume unsolicited, electronically or otherwise, to any company without first making verbal contact. Says Ryan, founder of AskLizRyan.com, "Tossing out un-customized cover letters and undifferentiated resumes in huge volumes and crossing your fingers is a job-search non-starter. That doesn't work, and it hasn't worked in 10 years, or more." Establish a connection before sending a customized cover letter and, adds Ryan, "You can even customize your resume if a job opening calls for it."
2. Stand in line for a job fair.
Admits Ryan, "Sad to say, but most job fairs are a waste of time. Avoid the huge cattle call-type job fairs where zillions of employers have booths, yet no one is taking resumes." There are some job fairs that have value. Ryan, a former human resources executive, points to company-specific open hours and college placement job fairs. Tap your network to learn if anyone can recommend worthwhile fairs. "Ask around before you head off to a job fair or risk having your time wasted and your ego dashed."
3. Earn certifications nobody wants.
It's common to feel less-than-confident in your skills if you're having a hard time finding work, but don't rush out to spend money on any additional training unless you're certain it will yield improved results. Ryan reveals, "Before you sign up for a certification training program, check the job boards to make sure that employers are asking for it. There's no sense investing time and money in a certification no one wants."
If you're getting the hard-sell from an educational institution, Ryan says, "Ask the people at the school that's doing the certifying, 'Which local employers have hired your graduates in the past year?' If they can't tell you, run away."
4. Pay a headhunter.
Don't dole out money to any kind of recruiter or sign a contract agreeing to do so. "Real headhunters, also known as search consultants or third-party recruiters, won't take your money. They get paid by employers to fill open jobs." She warns, "If a recruiter calls or emails you to say s/he's got jobs open, and then invites you to his or her office for a counseling session and presents you with a range of career-coaching services, bolt for the exit. Real search professionals won't take a dime from their candidates."
5. Sign up with a resume fax-blast service.
This old-school -- and desperate -- tactic is a total turn-off to potential employers and smacks of spam. Ryan says, "Services that send out hundreds or thousands of your resumes might have been worthwhile 20 years ago. Today, they're worse than pointless, because it irks employers to get unsolicited resumes. Forget the fax-blast services and do your own careful research to reach decision-makers with messages they actually want to hear."
