![]() Job listings on each platform are similar, but the context for connecting with candidates differs quite a bit. Online FAQs, email support form live chat and phone number for sales ![]() Social network, learning resources for ongoing employee engagement Schedule and conduct virtual interviews on-platform Included with free posting, advanced features with Recruiter Lite for $119.99 per month No, but profile search is free and open to all users Yes, subscription required to contact candidates ($100 to $250 per month) Pay-per-click pricing based on a daily budget between $5 and $499 per dayĬost per unique view on a daily budget you choose Companies with a high volume of hiring needs can upgrade to a Premium account with a Recruiter seat for more robust search options, easier contacting and a recruiter dashboard. You can post a job on LinkedIn for free and promote it with a daily budget of your choosing. Job seekers can find you through your company’s activity on the platform, in addition to traditional job listings.Īnyone can search the network for relevant profiles-which act as a dynamic résumé of sorts-and you can contact most users on the platform for free. It also means many workers use the platform all the time, not just when they’re seeking a job, so it’s a good place to connect and develop relationships outside of the rigidity of job descriptions and résumés. People use the network for everything from connecting with colleagues to researching sales prospects.īuilding the job search on top of an active social network means the platform has access to far more user activity than competitors to provide insights about who’s a good candidate for your position. It boasts a network of 770 million users-but that doesn’t mean 770 million active job seekers at any given time. Let us help you with your staffing and recruiting needs! Learn about our job opportunities on Facebook, Twitter and LinkedIn.LinkedIn is designed primarily as a social network, which gives it some advantages and some disadvantages compared to traditional job boards. What are you currently learning and want to learn in the future? ![]() What do you look forward to coming to work for everyday? Stay interview– One of the most powerful things we can do is conduct a “stay interview” with our employees.There are six pillars of company culture to be aware of (Vision, Values, Practices, People, Narrative and Place). Culture– Candidates join cultures and not companies.Compliance and Legal Issues of the Hiring Process.Companies are starting to create job videos for high level positions and are getting interaction through multiple social media channels. Social Media and Recruiting-There were statistics that showed candidates are seeking jobs more on Facebook than LinkedIn now, and to make sure to have updated and creative job descriptions. ![]() Talent Acquisition-Having a great applicant tracking system was the topic of conversation at the conference, and we were informed more innovative systems are on their way to assist with talent acquisition! Using your data from your applicant tracking system is the key in effective recruiting by researching: employee referrals, boomerangs, branding, candidates you met at certain events and community based interviewing.We also learned about some great search engine tools to help streamline our recruiting processes: Prophet, Sell Hack, Source Hub and Capture were a few great tools we saw for the first time. We need to have a written and distributed strategic recruiting plan in place, and hire for future skills by developing a pipeline before an open job exists. Recruiting– We should be hiring self-motivators, forward thinkers and rapid learners, and also be asking the candidates for people they know are good referrals.The valuable lessons and experience that we gained during our conference allows Extra Help to continue to be a leader in the areas of: We had the opportunity to share best practices of recruiting and talent acquisition with some of the best organizations from USA, Canada and Saudi Arabia. Recently we attended a Recruiting Trends Conference 2014 in Las Vegas, NV, with the goal to become even more valuable to meeting our clients’ employment staffing needs. In today’s world of recruiting, Extra Help is continuously learning and discovering innovative ways to keep building our talent pipeline with quality applicants. focuses on recruiting for our clients, so they can turn their focus on what matters to them, running their business. The time that it takes to search and sift through applications and resumes, then adding the time to contact and interview applicants can be a burdensome process.Įxtra Help, Inc. Recruiting can be a costly measure for any size company. ![]()
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