What did we do before we had our mobile phones? What was once a device for simply making calls on the go has evolved into a powerful tool, on which most of depend for the vast majority of our day to day lives. Mobile devices have completely changed how we interact with the world around us – from booking vacations, to opening our car doors, to buying a latte at Starbucks. For job seekers, as well as employers, this is especially true.
As a recruiter or an employer, if you want to stay competitive in today's market for attracting top talent, it's imperative you evolve your online strategies for mobile devices ASAP. Understanding the pluses and minuses of different mobile strategies can help you best determine how to approach mobile recruiting.
Job seekers today are mobile. In fact, the existence of the ‘mobile only’ candidate is becoming more and more common. When it comes to mobile opportunities, there are many considerations to make in terms of availability, platforms and content delivery strategies. Come learn more about the opportunities, trends and strategies that exist today for mobile recruiting, staffing and hiring.
Internet Recruiting is constantly evolving.
Job aggregators have changed the job posting game.
LinkedIn has simplified sourcing for passive candidates.
Social Networking has changed how HR communicates with prospective applicants.
Join Jonathan Duarte, Internet recruiting pioneer, to go over the state of Internet recruiting, best practices, and strategies to adopt the tools and tactics that will work for your business.
Social networks and social media are changing the way HR interacts with prospects and applicants.
How do you put it all together?
What are vendors doing to make it easier?
Join Jonathan Duarte, Internet Recruiting Pioneer, as we dive into the current state of Internet Recruiting, from Sourcing to Posting, and everything in between.
Talent acquisition processes have evolved from a series of discrete, primarily reactive tasks, to a strategic proactive integrated process. Driven by challenging economic conditions, dramatic changes in jobseeker attitudes and preferences, and internal organizational demands, talent acquisition is now viewed as a strategic business process which aligns the capabilities of incoming talent with the business objectives of the organization. As organizations develop their strategy, the technology market has responded with a variety of supporting technologies-including sourcing, analytics, mobile and video solutions. Unfortunately, the adoption of this variety of technologies can be time consuming on the part of the HR leader. This webinar will focus on assisting the talent leader to identify potential talent pipeline strategies, the tools that will impact this process, and sustaining principles of talent pipeline development.
A company’s corporate website is a powerful recruiting tool. The reality is that every ‘A’ level candidate who is carefully managing their career is visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the candidate experience in mind and fail to engage the right talent.
This program will illustrate how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right candidates in and the wrong candidates out. The audience will be engaged, challenged and will leave with new ideas that can impact their organization immediately.
Why has social media become popular for recruiting? Internet users in the US spend nearly a quarter of their time online using social media (Social Media Explorer: 101 Social Media Stats to Make your Spirits Bright and your Head Spin – Dec 15, 2010).
Recruiters need to start using social media to search for candidates, market job openings, and learn more about candidates. However, these activities are manual, time-consuming, and occur outside of your HCM system, making it impossible to capture any information from these activities.
Attendees will learn how to incorporate social media into their recruitment process to help find, attract and engage with the best candidates available, all from a solution that integrates with their existing HCM system.
We will also share customer case studies to demonstrate how customers are using the integrated solution and the benefits they’ve gained.
Discuss the importance of incorporating social media into your recruitment strategy.
Learn how to incorporate social media throughout your organization's recruitment process from within your existing HCM system.
Explore case studies of organizations that have implemented social media recruiting and the benefits they've gained.
Small business owners and HR leaders often recognize that employees are the most valuable asset but taking the first step towards identifying and executing an effective talent management strategy that can lead to engaged employees and small business success is often not top priority or just too difficult to accomplish.
Learn the challenges faced by small organizations to implement solutions to address organizational requirements and how to overcome these barriers to attracting, engaging and retaining top talent.
Systems and strategies are equally important when attempting to ensure results in small companies as they are in large organizations. Statics show that organizations that implement effective talent management solutions outperform like companies by in excess of 22%.
This session will focus on the what, why and how of implementing strategies and solutions in small businesses to better attract, engage and retain top performers.
We will help you build a business case to get C-Level buy-in to your talent management initiatives and identify ways to effectively illustrate return on investment (ROI) for these programs.
Virtually every member of Gen Y -- today's college students and recent graduates -- and about 90 percent of Gen X'ers and Baby Boomers care enough about only one electronic device to carry it with them virtually everywhere they go: their cell phones.
Most young adults see their cell phones as important to carry with them as their wallet and keys and the significance of their cell phones has only grown as most of those young adults have graduated from feature to smartphones like iPhones, Androids, and Blackberrys. Indeed, some studies are now projecting that in 2013 the large majority of college students and recent graduates will own smartphones.
In this highly interactive and humorous presentation, learn why your organization needs to have a mobile recruitment marketing strategy and how best to implement it so you can recruit the candidates you need and stay within your budget.
As the competition for top talent increases, Recruiters and Human Resource professionals are under increased pressure to find new and innovative ways to attract top talent. This session is designed to support you as you ‘up your game’ by taking you through step-by-step approaches to increasing the size and level of engagement of your talent pool. We’ll look at not only thoughtfully targeting your audience, but also increasing your understanding of your brand including being able to communicate it effectively. This session will take social, sourcing, and candidate engagement back to basics and give you easy to implement changes that you can easily make starting today.
Whether we're prepared for it or not, today's reality is that we are all our own personal brands. Whether you're on LinkedIn, Facebook, or Twitter, how you represent yourself on these platforms (or not) projects an image about you and the company you represent.
The days of employees checking out of their corporate personas at 5 o'clock on are over. However, you need not fear the blurring of the lines between one's professional and personal brands.
In this session, we will answer the questions posed above, provide specific examples of effective co-branding, and demonstrate how a mutually beneficial policy of co-branding between you and your employees can be implemented and encouraged within your organization.
In today’s ever changing world of recruitment marketing, one variable remains constant: your employment website. No matter the sourcing channel, be it social or traditional media, referrals, emails, SEO, SEM or even snail mail, your career site is and will remain the primary destination for candidates as they evaluate your organization as an employer. Thus, it has the ability to make – or break – your recruitment marketing outcomes. This seminar will demonstrate the profound effect the look and user interface (UI) have on recruiting efforts by walking attendees through employment website best practices and innovations, from the very basics of quick search job functionality to rich and social media integrations. Participants will come away with a thorough understanding of how they can increase the number of quality applicants they attract by improving their organization’s career site.