Tag: candidate attraction
Tips to recruit with Twitter
As a Recruitment Advertising Agency we’re keen to stay ahead of the latest recruitment advertising trends and the adoption of social recruitment is only set to increase.
Twitter has over 500 million registered users, or in other words 500 million potential candidates. That’s a huge pool of people right at your fingertips and for free. So with that in mind surely there should be at least a couple of potential new recruits.
Twitter Recruitment: 5 Top Tips
1) Hashtags are a great way to source potential candidates; search hashtags related to your industry to find candidates and use hash tags such as #jobs #industrykeyword #location to enable candidates to find you.
2) Get savvy: Share posts in one simple click across all your social media accounts with tools like HootSuite and Tweet Deck.
3) Search …
Ever thought of advertising a job vacancy on Overlooked Talent? Have you even heard of the Overlooked Talent jobsite?
Overlooked Talent is a jobsite that assists offenders and ex-offenders in the recruitment process, helping them find and apply for employment.
The Overlooked Talent jobsite plays an active role in encouraging the recruitment of ex-offenders and matching them with employment opportunities. Overlooked Talent challenges the preconceptions many recruiters hold about these groups by breaking down the employment barriers that offenders currently face, by providing a platform for employers to have contact with ex-offenders.
A growing body of evidence suggests that employer discrimination is a key barrier contributing to the marginalisation of offenders in the labour market. There are 7.3 million people in England and Wales on the Home Office Offenders Index; a huge potential talent pool that is currently being overlooked by employers.
Overlooked Talent …
So you’ve got a position to fill, maybe even several positions, and you have a dilemma how are you going to recruit and fill the posts if you can’t internally? What is the best way to recruit, saving both time and money? The traditional options tend to be the two extremes: The costly option of recruitment agencies or the time consuming alternative of recruiting solely in-house.
A recruitment agency will use their database and advertise and pre-screen candidates for you, providing you with their recommended shortlist, with the hope that one of the short-listed candidates will be right for your position; if using a reputable agency this is often an effective method but also very costly. Or there’s the DIY alternative, do all the recruitment yourself in house: Decide on a job spec, create an advert, choose the right media (local/national …
Recruitment is often regarded as a costly, time consuming hassle. With the high recruitment agency fees and stress of meeting publication deadlines.. Never mind agreeing on the design and artwork for the actual ad.
So when we tell people about our free recruitment advertising service, they are instantly skeptical and quite rightly want to know the catch.
Well the only catch is that the publishers or job boards pay our fee for you. As a recognized advertising agency within the industry, we receive commission for every advert we book. So for the same price you would pay placing your advert directly, you get our recruitment service for free!
This free service includes negotiation and booking, advert design and artwork, an optional post box service for sensitive appointments and our vouchering service that checks your correct advert has appeared in the right place at …
Jobs.ac.uk one of the leading international job boards recently undertook a survey into recruitment trends and the key findings are very much centred around advertising and marketing.
The survey identified candidate attraction and the lack of skilled/ quality candidates as the biggest challenge facing recruiters. This is nothing new and will always be a problem; as the best candidates are rarely actively looking for new opportunities, so how to find them?
Currently there is a lot of hype around LinkedIn, and don’t get me wrong used correctly, it is fantastic, but never forget good old fashioned media research. Thorough media research allows you to target candidates effectively, by identifying key trade publications and websites that your target audience is likely to read, without necessarily searching for a job.
The 2013 survey also identified Job Boards as the most effective recruitment tool, recognising sector …
When trying to fill a new position, HR and recruitment professionals are likely to fall into one of two categories, either:
1) Attract too many unsuitable candidates
2) Struggle with a poor response rate and very few applications
To avoid this predicament it is essential to get your job advertisement right in the first place; saving lots of time and money.
You could design the most eye-catching, informative job advert ever, but if it isn’t displayed in the right medium for your target audience, they will never see it.
What media you use depends on the type of candidate you want to attract. For specialist technical roles, trade publications often work well, whereas a local paper tends to be more effective for low-skilled local roles, LinkedIn is effective to attract senior candidates that are not necessarily job seeking and the internet and social media …