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Professional development works best when you understand the challenges and triumphs of your peers. With that in mind, what can recruiters learn from the field of medical sales recruiting?
Recruiters today recognize that they can, and probably should, do most or all of their sourcing online and through social media, but many recruiters don’t know how to go about it.
In yesterday’s Advisor, we outlined some of the risks recruiters and employers face when using social media for background screening. Today, let’s take a look at a few ways to reduce such risks and be less prone to problems when conducting social media background screening:
How many of you routinely use Twitter as part of your overall recruiting platform? How many candidates do you get from Twitter? Is this something you’d like to do more of? Let’s take a look at some tips for recruiters hoping to get the most out of this social media platform.
Over the years, sourcing has evolved from a function within recruiting to its own discipline. Today, many large organizations have entire departments dedicated to candidate sourcing.
A recent Recruiting Daily Advisor article cites a survey that shows recruiters don’t seem to care much if a job candidate holds a second job.
Debate about whether recruiting is sales will likely continue until the purple squirrel jumps over the moon. But one thing talent acquisition professionals can agree on is that recruiting requires communication.
As job seekers expand their digital footprints through social media and other online activity, recruiters are hot on their heels.
Before the internet, companies that wanted to reach job seekers posted ads in newspapers. Today, many companies continue to rely on newspaper advertising for employee recruitment, although the focus has changed.
Employer awards help companies attract top talent. Job seekers look for proof that a company is what it says it is, and awards provide validation.