Geico is in the midst of a two-day virtual career fair on Facebook – the first one it has ever done.
Getting the recruitment process right is a no-brainer when it comes to ensuring success, but if it is so obvious, why do so many HR practitioners still get it wrong? The answer might lie in your recruitment review.
Want to break through your LinkedIn barriers, speed up your sourcing with search shortcuts, and get social without wasting time?
Since Facebook graph search started rolling out earlier this year, it has been hotly debated. Some think it’s the next best thing for recruiting. Others are more skeptical. Today, we are &
Here’s a quick look at some real life examples of how a recruiting organization is integrating mobile into their recruiting strategy to improve efficiency and better engage with the mobile audience
Qandidate.com, the free recruitment system announced today it has welcomed its 1000th unique customer in little more than 3 months since the introduction of the public beta version.
Tumblr has been in the news a lot lately. Getting acquired by Yahoo! will do that. However, for many, the blogging network is rarely talked about as a recruiting medium.
Mobile recruiting is not about innovation so much as it is taking advantage of the best possible means of reaching the largest audience.
You look for people that are not political. People that are not bureaucrats. People that can privately celebrate the achievement, but not care if their name that is in the one in the lights. There are greater reasons to do things.
As the economy picks up, companies are putting a priority on retaining employes, according to a recent survey looking at workplace turnover. That’s good news if you’re looking for a job — or hoping to get more out of the one you have.
Mention “war for talent” and some people groan or roll their eyes. But you better pay attention. Everyone is hiring right now. ZipRecruiter can help.
Please enter a description….What if I told you that saying “rep” instead of “representative” in your job posting title might be the difference between receiving 40 candidates and receiving 55 candidates? Or that dropping the “s” in “human resources” might cost you 20 applicants?
It’s an uncomfortable situation. You’re interviewing a candidate and know within moments that it’s not the right fit. Now what? In this week’s Q&A, HR expert David Lewis shares his advice…
Recruitment publishers need to help hiring managers not only seek candidates via social media, but also make job offers by way of social sites as well. Here’s why.