One of the key obstacles many talent acquisition leaders face is building their employer brand with limited or no budget. While there are plenty of case studies and whitepapers out there to justif…
When it comes to mobile technology, “single and looking” can sound like “unemployed and looking.” Mobile recruiting can learn a lot from mobile dating.
By 2050, Hispanics will represent over half of the U.S. workforce.
Content and community-enabled careers portalFor many years, careers portals provided the information that organizations wanted to convey to candidates. But that’s putting the cart before the horse.
Recruiters need to ensure their messages are reaching the right platform. For Twitter recruiting, that is mobile.
Binge-watching has changed how we watch television. Mobile recruiting is doing the same – by doing away with binge-applying
With the success Facebook has seen with mobile, it’s easy to see how important a mobile presence is to any organization invested in Facebook recruiting.
Recruitment Marketing should evaluate the impressions that they are creating in Owned, Paid and Earned media to get the most value from every dollar spent.
Application letters are mostly very formally written, with the goal of getting invited for an interview and eventually getting hired. But these people had very interesting ideas of what an application letter should look like. We have collected 6 funny (or bizarre) application letters for you. Scroll down and enjoy!
Long past time, LinkedIn is trying to put a stop to fake profiles on its site by suing them. It took a potential disruption to recruitment revenue to spur the business network into action, but as of Jan 6 these bot bullies are on notice to get off LinkedIn
Your own corporate career site is the place where candidates go to learn more about the vacancy and to apply for the job. Qandidate.com comes with an out of the box career site. Every Qandidate.com account is automatically provided with a career campaign site, which exists of a few different pages.
Want to build more rapport with candidates and set yourself apart from other recruiters? Use the 50 percent rule.
Many creative companies talk about hiring different talent. Strategist and change agent Bud Caddell discusses the realities of hiring outsiders.
Tell the world how many you need to hire this year and why.