Tag: online recruitment
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 …
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 …
At Stuart Hirst we have built long-established relationships with the leading national and specialist job boards, enabling us to secure the best deals and advertising space for our clients, aiding quality candidate attraction.
We can appreciate that Job Boards can be a minefield, with the many different categories to choose and forms to fill out, so to ease the pain we have listed our three top tips to job board success:
1) Choose Carefully
The quantity of applications will depend on what job boards you advertise on and the type of role you are recruiting for. It is the age old dilemma of quality vs quantity, general job boards are great for general roles, but if you are seeking a very specific skill set in a niche market, a specialist job board might be more suited. Media Research is key; Stuart …
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 …
Having worked in recruitment advertising for nearly 20 years I have been in the vanguard of most recruitment innovations as they have come along and I have some shocking news to report, one of them, online recruitment, is not working and the situation is getting worse.
Fifteen years ago if you were an employer and you wanted to recruit a new member of staff your choices were limited, mainly to which newspaper you advertised in – the local paper for junior and blue collar staff and the national broadsheets for senior execs or field based staff. There were also a range of well-read technical, trade and professional titles that targeted specific professions. At the time these publications enjoyed a virtual monopoly (either geographical or functional), so it was an expensive exercise, discounts or special deals were the things of dreams and …