recruitment-blog.com » Social Networking

Social Recruiting Tips

recruitmentblog — Fri, 13 Nov 2009 22:18:13 +0000

Social Recruiting is evolving faster than nanotechnology (that’s pretty fast). Here’s a great article written by Fred Wilson, he will be the keynote speaker at Monday’s Social Recruiting Summit in New York City. You can see the original article here.

Ad Club, a full-service leader in recruitment advertising since 1987 – Our Motto, “No Fee’s, No Contracts, No Kidding”. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

Recruitment Ads Increase With Holiday Hiring

recruitmentblog — Tue, 06 Oct 2009 17:23:37 +0000

The Wall Street Journal estimates that there will be about 600,000 people hired for seasonal retail positions this year. That’s good news. If all 15 million unemployed people apply for those jobs, though, that will be bad news. Read the full story here

Online Recruitment Stabilizing?

recruitmentblog — Mon, 31 Aug 2009 18:48:19 +0000

The vital signs for the online recruitment industry are mixed at best. Monster.com is the only large job site that maintained it’s previous level of visits and paid users. In a recession, stability is the goal and Monster shares reflected the news with a 3.4% rise in stock prices ($16.41 per share on 8/28). The recruitment advertising that is taking place is being done on niche sites and job aggregators like Indeed.com and Simplyhired.com.

The other two big players, Careerbuilder and Hotjobs, saw a drop in page views 20% and 60% respectively. In response both sites are offering great posting specials. The forecast for September – November should see an increase in postings and traffic due to seasonal hiring.

For more information about current recruitment ad specials (including great deals from Careerbuilder and HotJobs.com) contact us.

Job Board Sales are Down

Ad Club, a full-service leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

Recruitment Ad Specials

recruitmentblog — Wed, 12 Aug 2009 23:23:11 +0000

Saving You Money

There are some fantastic savings going around – all you need is a little guidance to find them. Several clients have taken advantage of the following offers:

Monster.com – Buy now and save, postings are only $125 each when you purchase a 10 pack. Don’t forget you have a year to use all ten.
Google Adwords – Get $100 free towards a new campaign – offer good for new Adwords users only.
Careerbuilder – $250 per posting – no minimum required.
Niche Postings – $289 per posting on the largest network of industry niche sites.
Print Advertising – Depends on the location but most papers are willing to offer a 20-40% discount.

Ad Club, a full-service leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

Online Recruiting Good or Bad?

recruitmentblog — Fri, 10 Jul 2009 22:25:48 +0000

The list of successful online recruiting campaigns is growing daily. As the Wall Street Journal pointed out this week, companies are having great success recruiting off their own website. In the month of May, there were 22.9 million unique job seekers visiting job boards, a 37% increase compared to the previous year. Companies with a properly optimized career page are seeing a 30% surge in applicants. The goal of any recruiting department should be getting qualified applicants to their career page while lowering the price-per-hire. Social Networking and optimization are two techniques that will make that happen.

Social site presence is critical, companies need to capture the vast hiring pool that utilizes sites like Facebook, LinkedIn and Twitter daily. Also, more and more applicants are searching within social site databases for leads and company information. From the job-seekers point of view, they can quickly find information about a company’s culture, possible employee connections and if they’re lucky ask the hiring recruiter questions. These are all options traditional job boards don’t offer – a big plus for social recruiting.

Optimization is another great traffic generating technique that a company’s career site needs. A properly optimized site allows the search engines to include your company in the organic results listing. If a job-seeker searches for “accounting jobs Houston, Tx” – all properly optimized sites for that search term will come up in the results field. Most ATS systems don’t account for optimization, this can be overcome by enlisting the help of an SEO (search engine optimization) firm or a full-service recruitment advertising agency. Some tips for getting your site optimized were previously mentioned here.

Cutting job board costs and reaching applicants directly will save employers hundreds of thousand of dollars a year. Proper online presence will also increase brand awareness and protect a company’s reputation. As online recruiting continues to evolve one thing is certain, it’s here to stay; those who capture it effectively will have the advantage.

Ad Club, a full-service leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

5 Recruitment Budget Tips

recruitmentblog — Wed, 01 Jul 2009 21:13:55 +0000

A new fiscal year is starting which means you might be suffering from a case of the “Budget Allocation Blues.” Fortunately, this isn’t a terminal diagnosis, actually it can be looked at as a new beginning” or as the eternal optimist says, “It’s still possible to be a cockeyed optimist these days – you just have to be a little more cockeyed.” ~Robert Brault

There are a few ways to effectively recruit on a slimmer budget, here are a few options:

Outsourcing: Fewer people to do required tasks is a common problem facing HR department’s today. Outsourcing to a reputable recruitment agency is a great option. These agencies can handle all your ad placement, ad writing, market research, job postings, contracts negotiations, job fairs etc.. Make sure the chosen agency doesn’t have a laundry list of “extra” fee’s. There are a few agency’s that do not have additional fee’s and in this challenging economic environment, deals can be made to sweeten the relationship. The agency will free-up time for other HR duties without increasing the bottom line.
Social Networking: Using sites like LinkedIn, Twitter and Facebook provide a great way for recruiters to get in touch with prospective employees, former workers and others who might assist in finding quality applicants. Companies can use these sites for free and if set-up effectively, social media can be a great tool in the recruiting arsenal.
Job Board Aggregators: Placing your recruitment ads on sites like Indeed.com, Simplyhired.com will garner good results and they’re free.
Posting Jobs on Discussion Boards: This tool is primarily used with LinkedIn. You can post job openings for free within discussion groups. The group is already targeted towards your industry, if someone likes what they see, they can either apply or forward to a friend. Once again the power of networking is utilized.
Referral Program – A great motivator for employee recommendations; typically a company will offer a monetary reward or industry goods as the incentive. On average a solid referral program will fill 30% of positions. Requests for referrals should be specific with mandatory qualifications slated toward the qualifications of the above average. This will help filter applicants and prevents employees from referring unqualified people.

As company’s adjust to smaller budgets, the above mentioned options can help now and in more affluent times. Solid, cost-effective recruiting methods never go out of style.

Ad Club, a leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

HotJobs Pricing Format Change

recruitmentblog — Fri, 26 Jun 2009 20:18:11 +0000

Hotjobs announced a big change to their pricing format for job postings. They now function on a pay-per-performance model. Yahoo calls it the “first performance-based online recruitment product.” HotJobs is the first of the big 3 job boards to use this model. With smaller recruiting budgets and falling job board revenues this seems like a smart alternative.

Job Aggregators such as simplyhired and indeed.com also operate on a similar pay-per-click model that has propelled their usage and profits. Yahoo’s has studied the PPC models and pinpointed a competitive area to exploit…..unwanted applicants. A job posting under the normal PPC method still has to deal with the problem of unwanted clicks. Yahoo’s “performance” posting allows the hiring company to filter applicants, which will eliminate the unqualified. The number of remaining “qualified” applicants is what you pay for. The entire online recruiting genre is in flux, we’ll see if this new “performance” posting gains traction.

Ad Club, a leader in social recruiting and traditional recruitment advertising since 1987. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

Monster’s Social Recruiting Solution Offer

recruitmentblog — Tue, 09 Jun 2009 20:09:50 +0000

I attended Monster’s webinar about their new Social Network Package, interesting offer but there’s a catch. The package includes public profiles on Facebook and Twitter, a Monster job feed to both sites and social media ads. Anytime you have a monster posting, it will show up on your profile page automatically. If you don’t have a monster posting, there will be no job feed. The profile pages can be customized with a company logo, passwords and an admin interface will be provided to each client.

The “social media ads” apply to Facebook. There’s a guaranteed 2 million impressions to help drive “fans” to your page with the use of a small banner ad. The ad can be targeted by location, keywords, age, sex, education, work experience, etc.. This concept is similar to Google Adwords, anytime a Fan’s search matches your ads parameters, the ad appears. This feature if very common today, but as the statistics show most people have “banner block”. Only approx. 15% of searchers click on banner ads.

The odd thing about this Social Recruiting offer is the fact that Monster doesn’t have a page on Facebook or Twitter? Strange to push a product when the hosting company doesn’t have an active page (possibly a rush offer to keep up with the competition).

Pricing for the Monster Social Recruiting Solution: $12,000.00 for set-up. If you just want the Monster job feed – $1500.00 per site. Additional social media ads can be purchased for $650.00 per 1 million impressions.

As mentioned above there are a few companies already offering similar packages. Ad Club Advertising has a Social Recruiting Package that also includes LinkedIn. You receive all 3 sites, custom profile pages, job feed that includes all your open positions and an optimized job blog so your positions can be found by the search engines. See Ad Club’s custom Twitter profile page.

Ad Club’s Social Recruiting Package price: No Set-up charge – $399 per month. A-La-Carte pricing is available if you want 1 site or service.

The recruitment industry will see more and more social networking packages as this genre matures. Recruiters can be discerning consumers, using price and results to find their perfect match.

A leader in online and traditional recruitment advertising since 1987. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

Posting a job on Twitter

recruitmentblog — Wed, 03 Jun 2009 23:38:09 +0000

Posting a job on Twitter is an interesting proposal – if anything the idea a job posting will be under 140 characters is appealing. As any recruiter knows the whole job board industry expanded much like sub-prime housing loans; a similar demise for the boards is well underway. However, in relation to Twitter, this social site has a large upside. A few reasons why your company should post job openings on Twitter:

Unlimited audience- with the right management a list of “followers” can be achieved rather quickly.
Industry Targeted Audience – A big drawback to job boards is the endless stream of unqualified applicants; a majority of your Twitter followers already expressed an interest in your company & industry (by following).
Geo-Targeted – A company with several regions or branch offices can start their own twitter account and attract followers in that area.
Cost – The price is right – as the big boards start to come down to reality in price, they will never reach free – hello Twitter. Some companies opt for outside management of their accounts which is still less expensive than one posting on Careerbuilder (should be less than $150 mo).
Re-Tweet – For the important positions you can “retweet” to keep the listing on top of the pile.

These are exciting and scary times for recruiting – we’re in between the newspaper collapse and over-saturation of job boards. Twitter offers a refreshing change and a great way to reach targeted applicants while keeping budgets low.

To your recruiting success,

Rick Walsh

follow me on Twitter

For all your social recruiting needs contact Ad Club Advertising – a leader in online and traditional recruitment advertising since 1987. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com

Social Networking – A Must for Recruiting Success

recruitmentblog — Fri, 15 May 2009 17:55:40 +0000

Successful recruiting depends on how much exposure your company has on the web & social network scene. Over 70% of college graduates actively use social network sites such as Facebook, Linkedin & Twitter. Now the old adage of, “It’s who you know” is taken to a new level. Anyone over the age of 35 remembers you literally had to meet a contact to elicit a recommendation or get an introduction – talk about time consuming. Today, college graduates can “virtually” meet thousands of people & recruiters. Having a solid online presence is now expected, if you’re not correctly participating – your competition is very happy.

Is it really necessary for a company recruiter to actively participate in the social network community? Go where the data leads you, take a look at some current numbers reflecting users on a few of the largest social sites: Facebook, LinkedIn and Twitter:

Unique users on Facebook, LinkedIn & Twitter

As you can see from the figures above, the numbers are staggering and must be respected. The question now becomes, how do I successfully represent my company on the sites and filter quality candidates. I’ll address this issue on my next post.

-Rick Walsh is the Marketing Manager for Ad Club Advertising – a leader in online and traditional recruitment advertising. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com