Recruitment Strategies | The Recruitment Guru

Effective Tips for Recruitment Using Twitter

Posted on March 27, 2013 by Administrator

Twitter is one of the social media websites that gives opportunity to the recruiter to reach out to a vast talent that is extremely active. Mastering the art of recruiting through twitter is indeed an art and it takes some time to get the expected returns. Given below are five steps with the help of which the following on twitter increases and also makes sure that the tweets are getting re-tweeted by all the followers in their network as well.

Tweet should be short: It is extremely important that the tweets are short and are filled with the necessary hashtags. For example if the job opening is for an IT developer in Singapore than the tweet can be phrased as “Calling #IT nerds – developer role in #singapore, great benefits: <insert shortened link>.”

Tweets should be easy: Once people click on the link it should be easy for them to look at the job description rather than them digging further to get the details.

Proper research should be done: It is very important to do complete research with the help of the search function. This helps in identifying who the influences are in a specific profession. One should definitely watch out for the hashtags that are used for a specific industry.

Results to be monitored: It is very important to see who is responding to the tweets. It also helps to keep track of a specific time or a day when the response rate is high. This information can be used to make the tweet even more interesting and therefore get more traction. Google Analytics also helps in finding out if the tweet is generating traffic to the company website. In case it is noticed that though the number of followers for the tweet is increasing but not the traffic on the website, it helps to change the strategy so that the website also gets some traffic.

Continue being active: Recruiters using twitter are advised to use WeFollow’s list which is a list of influential recruiters. This helps them know some of the best recruiters who use twitter to get good employees. One can notice that not all companies that want to recruit start of saying they want people rather they start a general conversation that gets them many followers and then come to the point of recruitment.

Third Party tools: Search can be made even more productive by making use of third-party tools like TweetBeeps. This tool helps in giving alerts which are relevant to the search when a candidate is looking for a particular job.

One can also check how influential they are by checking their score on Klout Score. This score can be used to benchmark themselves against the others. Another major benefit the recruiters get from twitter is that there is absolutely no time constraint for tweeting with the potential candidate. The candidates can respond as they wish or if they are not interested in the position they are even free to share it with others they think would fit for the current opening.

An article by The Recruitment Guru – Dougles Chan

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Using a Facebook Fan Page to Recruit Employees

Posted on March 26, 2013 by Administrator

Believe it or not, there are dos and don’ts about what should be the content of a Facebook fan page. And we can see many examples that prove to us this is true.

The knowledge of these strategies is not only informal. Since 2010, Social Media Examiner has organized the “Facebook Success Summit” to help marketers learn to discover how to attract customers as well as build a loyal fan club and also make money with the help of Facebook. Another interesting fact about this summit is that it is a fully online conference! They also organize various other conferences and summits to broaden the industry knowledge of how to effectively market using social media.

The surprising, and at the same time disheartening, fact is that companies want to market and sell and look all big using this humongous network of over 500 million users. But not many of them are exploring the option of recruiting through this channel. ‘Engagement,’ they claim, is the primary motive behind a Facebook brand/fan page. But we do not see them engaging in it very well. Posting offers on their products and convincing people to buy it is only superficial involvement. Sharing something about how their company works, allowing users to ask questions, and making their employees answer those questions will not only enhance the brand loyalty but also make the customers want to work with the company. A simple announcement about a job opening on the company Facebook page will spread the word quicker than any other medium and will also mean a lot to the customers/potential-employees.

A job tab on the Facebook page is a very simple function to handle. On the technical end, we are quite set! There are many individual as well as institutional app developers ready to customize a job-tab for you. And the best part is: it does not even cost you big bucks! They charge minimal amounts based on the number of postings per specific time period that might be required. If you wish, you can avail of an unlimited pack. Whether you have a separate formalized ‘careers’ page on the company website or you don’t, a job-tab on the Facebook page is an idea worth exploring.

In the recent past, there has been a sudden upsurge in the number of applications developed for this purpose. Recently, a made-in-Canada job-tab was launched. To go with it, Syndicruit introduced their Facebook job-tab using this; you can customize your own tab, and use it to put job openings directly onto your Facebook Fan page! Extremely easy to use, companies can make use of this facility and maintain the tab without investing too much human resources into it.

In this discussion, we can certainly not miss Jobvite! One of the major players in the online recruiting industry, when they launched a special LinkedIn and Facebook interface for recruiting back in 2009, it created a buzz. It was considered to be one of the highest quality platforms offered.

One thing is for sure, we are dealing with the social media after all. The speed of dispersion of information is tremendous over here, irrespective of the authenticity of it! Companies need to tackle this issue very carefully along with keeping up with the quality and customization that will be offered by their competitors.

Dougles Chan is the author of Financial Success in Recruitment Industry, Recruitment Consultant Winning Formula & Job Seeker Power Manual. He is the advisor for his clients who want to push their company or agency to a higher level. He mentors and trains individuals to personal success in recruitment business. He can be contacted at @ (65) 93880851 or email to dc@dougleschan.com

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Recruitment Strategies for Recruiters and Headhunters.

Posted on March 24, 2013 by Administrator

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Recruitment Strategies for Recruiters and Headhunters. Recruiting candidates, especially for recruiters and headhunters, is always a great challenge because the supply is usually very limited; and with so many thousands of recruiters searching for the same people, the task is … Continue reading →

Recruitment Strategies Based on Competency

Posted on March 24, 2013 by Administrator

Many recruitment agencies have a difficult time recruiting top quality applicants for the very demanding jobs they are trying to fill. Baby-boomer driven retirements coupled with a shrinking labor supply suggest that the recruitment challenge will only get tougher.

The recruitment challenges faced by small private human service agencies may be very different from those faced by the largest state, county and city public agencies. Yet they face many common challenges – some requiring basic systemic changes, and others that can be addressed in the short term. Both must be addressed if recruitment agencies are going to be successful over the long haul in attracting applicants with the needed education, experience and competency sets.

Closing the Recruitment Gap

Your gap analysis may have revealed that you need to attract more and better-qualified applicants. Ultimately, the applicants you hire are only as strong as those in your applicant pool.

The following steps will help you develop a gap-closing recruitment strategy to better attract more applicants and to build a pool of high-quality applicants.

Identify your Recruitment Strategy Team
Brainstorm possible recruitment strategies
Select the best recruitment options to investigate and pursue
Draft plan
Get leadership buy-in

Step 1: Identify the Recruitment Strategy Team

Form a workgroup whose primary objective will be to develop a gap-closing recruitment plan for your agency. The team should include:

Key Human Resources personnel.
Staff who have knowledge and responsibility for day-to-day operations.
Other work units as appropriate given your agency’s size and organizational structure.
Individuals with networking contacts to community resources such as other human service agencies, and University Schools of Social Work and/or Criminal Justice.

Bringing together a Recruitment Strategy Team from different parts of your agency offers a number of advantages:

Team members may have a variety of networking contacts.
Team members may bring new perspectives that result in creative ideas that surface through brainstorming.
Team members may become more invested in the recruitment process and support/encourage involvement of their respective organizational units.

Step 2: Brainstorm Recruitment Ideas

Your first team meeting should be a brainstorming session to generate as many approaches to recruiting quality applicants as possible. (Your Recruitment Strategy Team may need more than one meeting to brainstorm ideas.)

As with any brainstorming exercise, encourage “out of the box thinking”– some of the best long-term strategies evolve from ideas that initially sounded impractical.

Ask the following questions to help prompt the team to think broadly about gap-closing recruitment strategies:

Why do we have difficulty recruiting enough qualified applicants?
How can we recruit more applicants?
How can we recruit better-qualified applicants?
How can we improve the diversity of our applicant pool?
Can we design our recruitment strategy to reduce unwanted turnover?
Do we need to fill vacancies faster? If so, how?
Do our recruitment and hiring activities need to be timed to coincide with the commencement of new employee orientations or formal training sessions?
Are our recruitment efforts hampered by the regulations of a central HR agency? If so, what can we do to alleviate the situation?
Any other relevant issues?

Step 3: Determine Feasibility

Early in the planning process – perhaps following the first meeting – team members should begin researching the feasibility of promising ideas.

Ultimately, your team will have to come to agreement on the recruitment strategy, commit it to writing, and obtain whatever approvals are appropriate for the agency’s culture. Including a cost-benefit analysis or Return on Investment (ROI) data may facilitate the approval process.

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Why You Should Use Facebook Ads for Recruitment.

Posted on March 22, 2013 by Administrator

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Facebook ads have become extremely popular in the recent past that even companies like Coca-Cola and Ford are praising it. Not just for increasing sales, Facebook ads are also helping companies recruit the right kind of staff. Though this is … Continue reading →

Understand the Top Recruitment Strategies for any Organization

Posted on March 21, 2013 by Administrator

The recruitment and consequent selection of the new employees are the most significant decisions a firm can make. No matter whether small or big, employees are an essentialcompound for the successful functioning of any organization.

Therefore, it gets exceptionally crucial for any organization to be able to choose the right candidates for their organization.

To ensure that best people are hired, it requires thoroughunderstanding of how to make that come about effectively. In the comply withingdiscussion, we would like to take a look at some of the best working recruitment strategies any organization can use to hire the right workforce.

Effective internal business environment plays a crucial role in the success of thecorporation, and it can be regarded as one of the best recruitment strategies. If thecompany is serious about setting the culture of learning, training, growth, and development for its employees, then the organization can get good results when ithappens to hiring new people.

When you are able to sustain a healthy internal organization culture, you can use your current employees as referral catalysts. In this way, you will not feel deficiency of getting good new talent. The ideal way for anyorganization to hire the best people is to set up an internal culture where top employees want to work and a culture where they are handled with regard and attention.

The Secret of Generating 100 Recruitment Agency Clients in 2 Weeks Revealed

What this means is that when you concentrate on the development of your currentemployees, you will succeed as an organization in the best doable way. Not only do you keep the present workplace with the firm, but you create opportunities for them to prosper and greatly enhance their information to be able to get promotion or selection on othercritical positions within the organization. With no a doubt, a sound internal organizational culture really should be your top most priority as an organization. It is, unarguably, one of the most vital recruitment strategies.

Many companies are trying to focus more on character testing and less on standardizedtests. They are trying to simplify the hiring procedure by dropping individuals from theirprospective candidate lists based mostly on behavioral exams and other persona exams.

Standardized exams are not a good sign of the actual efficiency capabilities of the candidate. This is a vital consideration when it arrives to the best recruitment strategies.

Try to be more engaging with the application and ask them questions that open them up and tell their story. Make sure you avoid any generic queries like best five qualities, privatevision for future, or any other similar query. These questions are not sufficient to guide you properly on the specialist as well as non skilled abilities of the applicant.

While you are inquiring them queries, make sure to adopt the ‘why’ attitude. You really should have a few adhere to up questions to each main question that you ask. You are likely to get thehonest answer when you ask people successive queries that go deep about an issue.

These recruitment strategies are very simple yet authoritative. You ought to ensure that you exercise these practices during the recruitment procedures in your organization.

Cheers…

Dougles Chan is the recruitment Guru ,a Personal Mentor, Business Adviser and also a Internet Sales Mentor that assist clients in their business needs in recruitment and sales, specialised in creation of sales, leads and traffic in many industries including employment agencies, advertising agencies, gifting industry, education industry, training industry, software industry and many others. His clients comes from Singapore, Australia, United Kingdom, USA, South Africa, Germany and many other countries.

He is the author of Job Seekers Power Manual and recruitment agency manual – Financial Success in Recruitment Industry which had received tremendous praises from job seekers and CEO and Directors of companies all over the world.

If you are seeking for someone train and mentor you or to brand and create more sales and generate leads for your side, you can speak to Dougles Chan to see how you can use the latest techniques and technology to your advantage. He will be able to blend in the most effective way with the least cost to get things done at the shortest time. Dougles can be contacted at dc@dougleschan.com or you can contact him at +(65) 93880851

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Category Archives: Recruitment Strategies

Effective Tips for Recruitment Using Twitter

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Using a Facebook Fan Page to Recruit Employees

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Gallery

Recruitment Strategies for Recruiters and Headhunters.

Recruitment Strategies Based on Competency

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Gallery

Why You Should Use Facebook Ads for Recruitment.

Understand the Top Recruitment Strategies for any Organization

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