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Social Media Recruiting: Contact Building & Job Marketing

Social Media Recruiting: Contact Building & Job Marketing
July 18, 2012 at 12:30 - 1:30 PM ET
Gregorio Cardenas, Chief Executive Officer(GForce HR)
Social Media Recruiting: Contact Building & Job Marketing

As social media recruiting practices continue develop worldwide there are a few things that are clear. First of all social media recruiting requires building up sizeable social media contacts across many networks like linkedin, twitter, facebook, google plus, etc. Secondly, the use of SEO fundamentals are increasingly a new skill set that recruiters need to know. Lastly, job marketing via social media is the fastest way to increase traffic to your job posts and ultimately candidates to hire.

Since late 2011, there have been an array of new “social media recruiting apps” enter the market. Two of these apps include MeshHire and BullHorn. I will review the pros and cons of each from the perspective of a buyer and not software sales rep.
Additionally, I will share how we use these tools as a service provider to companies that engage us for Recruiting Process Outsourcing (RPO) services, by giving you a hands-on tour of our system.

You will be able to leverage from our lessons learned in using Social Media Recruiting Systems including:
1.       Which social media networks generate the most traffic
2.       Which social media networks generate the most applicants
3.       Speed of pipeline building via social media
4.       Volume job marketing tips to increase ROI
5.       What not to do when building you social media networks so you don’t get “disabled” or “banned” by the them

Unlike other presentations that may be more academic, you will get to see exactly how we have been using social media for our clients and to also recruiting staff for our own company.

Join Greg Cardenas from Armada Human Capital based in Nairobi, Kenya for an exciting and fast paced hour of Web 2.0 best practices!
Who Should Participate
Recruiters, Staffing Consultants, Sourcers, Recruiting Managers, Staffing Managers, HR managers, HR Directors, Recruiting Directors, Staffing Directors, Human Resource VP, RPO service providers, staffing agency staff, social media recruiting enthusiasts.
What You Will Learn
1. Comparison of Social Media Recruiting Systems (MeshHire vs. BullHorn). 2. How to build social media network contact effectively by avoiding getting "disabled" or "banned" by them. 3. How to job market using social media and win!
Recommended Resources
You can compare social media recruiting systems at: MeshHire: BullHorn: Both systems allow trials for your own testing.
Staffing and Recruitment
HR Outsourcing
Shared Services
Payroll Outsourcing
Software Hosting (only)
Call Center Outsourcing
Vendor Marketplace
Proven Cost Savings
Contract Negotiations
Business Process Outsourcing
Workforce Scheduling
Time and Attendance
Overall Trends
Other Contract Issues
Service Level Agreements
Screening, Assessment and Testing
Corporate Branding/Employer Branding
Reference Checking
Privacy and Security
ROI on Investment in Staffing Technology
Simulations and Work Samples
Expatriate Selection
Competency Modeling
Career Transitions and Outplacement
Labor Trends
Staffing Metrics
Recruitment Process Outsourcing
Staffing Technology
Affirmative Action/EEO/Diversity
Employment Contracts
Employment Applications
Job Analysis, Evaluation and Grading
Corporate Career Portal
Vendor Management Systems
Global Talent Management and Development F2000
Talent Management and Development (SME)
ATS - Applicant Tracking System - Applications/Resume/Profile/IVR
Salary Surveys
Job Requisitions
Job Descriptions
Internet and Job Tools / Courses
Online Media / Job Boards
Innovations in Testing
Test Validation
Knowledge and Skills Testing
Behavioral Based Testing
Cognitive Ability Testing
Personality Testing
Test Development
Technology Based Assessment Systems
Assessment Centers
Structured Interviews
Person-Job Fit
Situational Judgement
Automated Qualifications Screening
Social Media And Employee Communications
Online Staffing and Sourcing
Presented by
speaker spacer
Gregorio Cardenas
GForce HR

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Event Sponsors
GForce HR
GForceHR is a revolutionary new global recruiting process outsourcing (RPO) and human resources outsourcing (HRO) company. GForceHR is headquartered in Chicago, USA with services provided in: Kenya Nigeria Ghana South Africa Tunisia etc.
File List
Name Comment Rating
Image of Ericka Browne, SPHR-CA, GPHR Ericka Browne, SPHR-CA, GPHR
Blue Water Thermal Solutions
4 / 5
Very Good Presentation
Image of Nancy Mansfield Nancy Mansfield
United Federal Credit Union
3 / 5
Good Presentation
5 / 5
Excellent Presentation
Image of Stephen Gibson Stephen Gibson
Kettering Health Network
3 / 5
Good Presentation
Image of Jaime Clark Jaime Clark
MedTrak Services
4 / 5
Very Good Presentation
Image of Jamie Bradlee Jamie Bradlee
Colonial Savings
4 / 5
Very Good Presentation
Image of Elle` Houston Elle` Houston
First Horizon National Corporation
4 / 5
Very Good Presentation
Image of Sandy Lovell Sandy Lovell
3 / 5
Good Presentation
Image of Amy Basel Amy Basel
CTA (Chicago Transit Authority)
5 / 5
Excellent Presentation
Image of Cassandra Richardson Cassandra Richardson
Wells Fargo & Company
5 / 5
Excellent Presentation
Image of Frank Brodsky Frank Brodsky
2 / 5
Poor Presentation
Image of Laura Wilson Laura Wilson
County Of Marin
5 / 5
Excellent Presentation
Image of Mirjana Relic Bajic Mirjana Relic Bajic
Metro cash&carry, Serbia
4 / 5
Very Good Presentation
Image of Sharon Roberts Sharon Roberts
3 / 5
Good Presentation
Image of Dalene Crowder Dalene Crowder
Verizon Telecom
4 / 5
Very Good Presentation
Image of Sharon Wilgenburg Sharon Wilgenburg
Wilgenburg Greenhouses
4 / 5
Very Good Presentation
Image of Tina Powers, PHR Tina Powers, PHR
ARAMARK Refreshment Services
3 / 5
Good Presentation
Expected more specific detail in utilizing the different social media applications - and which are most effective 3 / 5
Good Presentation
Image of els schaefer els schaefer
Manpower Canada
felt like it was a commercial for Meshhire. also Project Eva was a little confusing to understand. 2 / 5
Poor Presentation

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