5 Great Recruitment Marketing Tactics You Should Be Using

Want to attract top talent? Check out the list of the great recruitment marketing tactics you should be using…but you probably aren’t.

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Want to attract top talent?

In a candidate driven job market, HR professionals have to be innovative in order to attract top talent’s attention.

This is where recruitment marketing comes in. Recruitment marketing is HR’s latest tool for attracting candidates. By applying marketing methods in recruiting, you can get candidates interested in your company and eager to apply for your open positions.

➡️ Download free eBook: Most Productive Recruitment Marketing Strategies!

Recruitment marketing can help you differentiate your company. Using proven marketing tactics, you can attract candidates attention and get them to apply to your open job positions.

In the following text, you will discover 5 effective recruitment marketing tactics your probably aren’t using – yet!

Top 5 recruitment marketing tactics

Here are the top 5 smart recruitment marketing tactics:

Tactic #1: Create diversified recruitment content

One of the best ways to attract your ideal candidates is with interesting and useful recruitment content. There is a myriad of different types of recruitment content for each step of the candidate’s journey. Here are a few examples:

  1. Blogs
  2. Emails
  3. Newsletter
  4. Videos
  5. Webinars
  6. White papers, case studies and eBooks
  7. Infographics, diagrams, flowcharts & graphs
  8. Checklists
  9. Mini games and competitions.

Tactic #2: Upgrade your career site

A perfect career site explains who your company is, what you do and contain information about your company culture, values and work environment. It also invites potential candidates to browse your open job positions and makes it easy for them to apply.

When was the last time you updated your career site? I don’t mean job ads. Did you publish the photos of your new office? Updated your employee page? Added new perks and benefits? Make sure to keep your career site up to date!

Tactic #3: Use social media

Social media recruiting is another important tactic used in recruitment marketing. You can use social media to find great candidates and promote your recruitment content.

You should start by building a social media recruitment strategy. You should also get familiar with the best tips for recruiting on the most popular social media networks: LinkedIn, Instagram and Facebook.

Tactic #4: Utilize employee advocacy

Encourage your employees to become your employer brand ambassadors. Ask them to write an article for your career blog, take photos of everyday life at your office and share it on social media, explain why they like to work at your company in a video or write a review of your company on Glassdoor.

Tactic #5: Experiment!

Measure the results of your recruitment marketing tactics. Once you find areas you want to improve, start experimenting to see what gets you the best results. You can use A/B testing, test different landing pages, job ads, calls to action, etc.

A specialized recruitment marketing software will enable you to automate, streamline and improve your recruitment marketing process. It is affordable, easy to use and our customers love it!

 

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Social Media Recruiting: How to recruit on Facebook?

Social Media Recruiting: How to recruit on Facebook?

facebook-recruiting

One of the biggest trends in recruiting over the past few years has been the use of Facebook to attract and convert talent. This practice even got its own buzzword – “Facebook recruiting”. So what is it exactly and how to do it #likeaboss?

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What is Facebook recruiting?
Simply put, “Facebook recruiting” is the process of recruiting (potential job candidates) through the use of Facebook. You can use Facebook to source, attract, convert and hire new employees. “Facebook recruiting” is a form of social recruiting and a vital part of recruitment marketing.

The benefits of Facebook recruiting
Here are the top 3 benefits of Facebook recruiting:

1.) Facebook is the biggest talent pool

Facebook is the largest social network site in the world: it has over 2.07 billion monthly active users, so more people will come across your recruitment ads on Facebook than on any other platform.

2.) You can reach active job seekers

It’s little known that active job seekers prefer Facebook – research shows that there are more job seekers on Facebook than on LinkedIn!

3.) You can also grab the attention of passive job candidates

Passive candidates are those candidates who are not actively looking for a new job, but would be willing to accept a better offer. Facebook is a great tool that can be used to get in front of these people.

How to recruit on Facebook: Step-by-step guide

Step 1: Find potential candidates

Did you know that you can use Facebook as a proactive sourcing tool? Facebook has a powerful built-in search engine, called Graph Search. Graph Search utilizes publicly-available information listed on Facebook users profiles. Facebook Graph Search allows you to find candidates who meet specific criteria using filters (e.g. city, education, company etc.).

Step 2: Create a Facebook page

Your company probably already has a Corporate page, but you should think about opening a Career page too because the audience and message you deliver on those two pages should be different. On your Corporate Facebook page you talk to your customers, and on your Career Facebook page you talk to potential employees.

Step 3: Share your company culture

If you display a great culture within your company, people will want to become a part of it! Post photos and videos which show what it’s like to work at your company. Facebook makes it easy to be visual with your storytelling. People want to be able to envision themselves working for companies, so here photos really are worth a thousand words.

Step 4: Create a job ad

Start by considering your tone of voice, which should be a reflection of your business’s personality and the vacant position you are looking to fill. Next, find or create an eye-catching image. Following, think of a great copy! This is your chance to communicate your key message in an inspiring way that will make potential candidates eager to work at your company!

In the end, don’t forget to add the target link that leads directly to a job listing.

Step 5: Free promotion of your job ad

There are two most important additional channels you can use to promote your job ads: Referrals and Facebook groups. Referrals on Facebook can be done with just one click and reach all of employees’ network on Facebook. Also, take advantage of: hiring groups, interest groups and student/alumni groups.

Step 6: Paid promotion of your job ad

Promoting jor job ads does call for a budget, but if done correctly, investing just a few dollars in promoting your job ad can really pay off bigtime! The reason why Facebook ads work so well in recruiting is because you can specify exactly who you want to reach. The targeting option lets you select location, age, education, interests etc. of the people you want to reach.

Step 7: Use Facebook Live

Facebook Live streaming makes it possible to interact with your potential candidates in real-time via live chats and videos. Live video session is a unique opportunity to introduce your team, give a tour of your office and answer candidates questions in a real time and in a really engaging and fun way!

So should you do Facbook recruiting?

Facebook is and will continue to be a powerful recruiting tool in 2018. With new features rolling out and new trends emerging, we can expect a lot of new opportunities for recruiters, HR professionals, business owners and small business CEOs to connect instantly with thousands of high-quality candidates through Facebook.

Step-by-step guide: How to write, publish and promote job ads?

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How to write a great job ad? Where should you publish it and how to promote it to attract the best candidates? Find out in this easy to follow, step-by-step guide!

What is a job ad?

A job ad is an advertisement for an open job position.

The purpose of a job ad is to inform potential job candidates about a new opening and attract them to apply. In order to do that, an effective job ad will highlight interesting information about your company and the benefits you offer.

How to write a job ad that works?

Step #1: Start form job description

If you want to write a great job ad, you first have to have a clear job description.

An effective job description explains your company’s job position and contains all the details about the role you are looking to fill.

You can find some great examples in 500 most common job descriptions templates.

Step #2: Create your candidate persona

Now, take your job description and imagine a person that would be a perfect fit for this position.

This representation of your ideal candidate is called candidate persona. 👩 This persona is formed by defining the characteristics, skills, and traits that make up your perfect hire.

Step #3: Craft your job ad

To write a great job ad, you have to go through few steps – the great 4 Ws. Your job ads need to answer the questions: What, Who, Where and Why. By following this 4 Ws, you will outline the structure of your job ad.

  • What is the job?

 Write a clear job ad title and list the main job responsibilities form your job description

  • Who is your ideal candidate?

List qualifications related to education, previous working experience, technical and soft skills of your candidate persona.

  • Where is your job located?

This is one of the main criteria job seekers use in job search, so be sure to mention it!

  • Why would someone want to work for your company?

Briefly introduce your company and focus on the benefits you offer. Include information about the salary range, exciting projects and perks.

PRO TIP: Customize your job ad

This step is the secret of writing a great job ad that will attract your perfect candidate!

You need to customize the content and tone of your job ad to specifically target your candidate persona. Use your imagination and put yourself in your candidate persona’s shoes!

How to publish your job ad?

Step #1: Publish your job ad on your career site

First and most important, you should publish your job ad is on your company’s career site. Did you know that 60% of job seekers start their search on career sites?

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PRO TIP:
Here are our tired out tips and tricks that will help you get more job applicants from your career site.

Step #2: Publish your job ad on online job boards

Next, you should publish your job ad on online job boards.

Make sure to utilize the job boards where you can publish your job ads for free. Some of the most popular free job boards are Indeed, Monster, Simply Hired, Glassdoor, Stackoverflow and many others.

PRO TIP:

Here’s how to save your time by publishing your job ad on multiple free job boards with just one click!

How to promote your job ad?

If you want to attract high-quality candidates, it is not enough just to publish your job ad on your career site and job boards. Your best job candidates are passive job seekers, who are not actively looking for a new job. 75% of candidates are passive job seekers. That means they won’t be visiting your career site and searching job boards.

Step #1: Promote your job ad on social media

Social recruiting has become one of the most popular methods for finding and attracting best talent. Social recruiting is using different social media networks (such as Facebook, Twitter, LinkedIn etc.) to actively share and promote your job ads.

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PRO TIP:

Check out our easy to follow Complete Guide on Social Recruiting and learn how to recruit on social networks like a pro!

Step #2: Promote your job ad through referrals

Another great way to promote your job ads is through referrals. Referrals are one of the most effective and most productive modern recruiting tactics. When using structured employee referral programs you can ask your existing employees to help you promote your job ads and motivate them with great employee referral rewards.

PRO TIP:

Learn how employee referral programs can improve time, cost and quality of hire.

Useful tools

There are many different tools and applications that can help you promote your job ads on Facebook, set up referral programs etc. You can check out the Ultimate list of best HR software by type and chose the one you need.

PRO TIP:
There are also all in one type of software that can help you with all phases of posting jobs, form writing to publishing and promoting.
With these modern recruiting tools you can access free job description templates, build beautiful career sites (no coding needed!) and publish your job postings on multiple job boards with just one click. You can also set up employee referral programs, create engaging email campaigns and easily share your job postings on social media – all from one easy to use platform!

5 Mistakes You May Be Making in Your Social Recruiting Process

Social Recruiting

Nowadays, social media recruitment is a well-known practice and most organizations are using it as a hiring tool during their recruitment process. Such companies use the online platform or social media to screen candidates and thus shortlist a select few to be interviewed physically. Social media allows these recruiting companies the option to advertise and market their jobs and also give the potential candidates access to such jobs 24 hours a day. However, most firms find it hard to get the right candidates using social media due to some mistakes they make in the selection process. Avoiding such mistakes gives you the opportunity to choose the right candidate easily.

Here are the 5 mistakes you may be making in your social recruiting process which you can do well to avoid:

  1. Failing to Plan and To Describe Your Scope Properly

This is a common mistake committed by most online recruiters. It is important to plan your recruitment process well and have your company description properly displayed. There are many social media sites and you need only the best candidates.

If you just post the job advert without properly describing it, most candidates may not even bother seeing it. Ensure that you plan well on social media sites to use and employ some strategies to make the advert reach as many people as possible. For instance, you can sponsor your advert and set your preferred target candidates.

  1. Not Defining Your Target Audience 

This is a mistake that most hiring firms do when posting jobs on social media. You have to describe your job and state clearly the target audience including the academic qualification, age and the required experience. This gives you a chance to eliminate unnecessary applicants and you will have a chance to choose from the candidates you want. This makes your selection process easier instead of having many applicants that are not qualified.

  1. Limiting Yourself to A Few Social Media Sites

This is another common mistake you should avoid. Researches have revealed that most of the employers only use the common sites such as LinkedIn and Facebook. There are many sites where you can reach all your potential candidates easily. It is a fact that not all candidates are on one site and this explains why you should make use of as many sites as possible. This increases your chances of choosing the right candidate suitable for your job description.

  1. Use of Lengthy Application Process

Most applicants do not complete lengthy application processes. Most firms hiring online lose qualified candidates due to such processes. It is advisable that you make your online application and hiring process simple, short but thorough. This gives many qualified applicants a chance to complete their process and thus you get the best candidate.

  1. Failure to Display the Benefits of Joining Your Company

Most firms do not clearly display the benefits of joining their company. As an employer of choice, you need to convince them that they will not only grow financially but also professionally. This encourages many qualified candidates to apply and you will choose from the best candidates. These benefits can very easily be conveyed via social media though failing to do so can be a mistake.

These are some of the mistakes most recruiters commit while using social media for their hiring initiatives.

While you make sure you avoid these 5 mistakes, you can go a step further to refine your recruitment process by making use of online skill assessments to hire the absolutely right fit for your organisation.

Are there any such errors in social recruiting that you may like to share with us? Reply in the comments box and we will be happy to learn from your experience.

Best Practices Guide to Recruiting Passive Candidates

Passive Candidates

Considering that 66% of millennials rate life outside of work as more important than their career, chances are that the candidates you are looking for aren’t spending much time looking for you. For this reason, among many others, passive candidates are becoming the new purple squirrel. Some of the best talent around may be just satisfied enough to stay where they are.

Don’t Waste Time on Cold Calls

Believe it or not, sending a direct message through a social platform (yes, even the professional ones) is about as effective and efficient as a good old fashioned cold call. It is certainly possible to find some great hires via direct messaging, and even generate a few referrals. However, consider how much time are you spending to fill one open position; with all the non-interested and unqualified candidates, forget about sourcing enough talent to staff an entire office. If the goal is to find the hidden gems in a sea of passive candidates, your recruitment strategy will need to incorporate the latest in talent acquisition technology and trends.

Some popular social platforms even charge recruiters to send messages to potential candidates. If you have enough open jobs to fill, that could get quite expensive. The big pink elephant that most talent acquisition teams don’t want to admit is that sending unsolicited messages to candidates is SPAM, even via LinkedIn. Sending those unsolicited messages doesn’t give off a very good impression of your organization.

There are several assumptions that go into contacting a passive candidate on social channels, the least of which is whether the candidate profile is accurate and current. That’s not to say there is no fruit on that tree, but it isn’t the low hanging fruit and it takes a lot of time and effort to reach it.

Source More Passive Candidates with Employee Referrals

One great way to reach a broader audience of passive candidates is through an employee referral program (ERP). Just think about it. Word of mouth marketing and advertising has long been touted the most effective at providing great return on investment. Everyone loves customer referrals, and some companies even incentivize clients to refer new business. The same rules should apply to employee referral programs. Even though 84% of employer’s rate employee referrals as the best source for return on new hire investment, only 8% of organizations feel they have the right program in place to reach these candidates.

By utilizing employee referrals, you are turning what would have been a hit-or-miss cold call into a warm transfer. You are no longer sending spam to candidates you are trying to recruit, and you have the endorsement of your current team. In addition, employee referrals help to pre-screen candidates for cultural fit, which is something even the most experienced talent acquisition teams could take 1-2 interviews to uncover.

Seeing that 52% of millennials consider corporate loyalty to be overrated, an employee referral might be the catalyst needed to take your passive candidate sourcing and talent acquisition strategies to the next level.

New Talent Acquisition Technology

Technology is great, however there are some major concerns with how employee referral programs are being developed and implemented. Misapplication of technology has attempted to replace human connections with a computer-based algorithm, resulting in underperforming ERPs. The current state of technology in the recruitment marketplace has focused on the ability of tech and social media to source, match, and present candidates for hire. The reality is that a computer match is not a referral, but merely a set of matching keywords and for this reason does not provide the results expected of a referred employee. Automation is not the same as a referral and as such has not solved the problem of reaching passive talent.

Talent acquisition efforts at a local level have made great strides by incorporating internet job boards and social media into candidate sourcing strategies, but these techniques alone are not enough to create the groundswell of support among employees that would be required to make an automated process a reliable source of organic employee referrals. The most effective ERPs include ways to share jobs via social media and distribute to networks of connections, but they also include functions like referral bonus tracking, employee notifications, employee engagement reporting, ATS integration and more. These are the types of force multipliers that are difficult to develop at a local level and are often beyond the reach of HR teams.

At Lingo, we believe in the power of referrals. That’s why we took our best in class referral marketing platform and re-invented employee referrals for the digital generation. With Lingo, employers can load jobs (one at a time or in bulk) and current employees are automatically notified of the new job openings via the Lingo mobile app. Employees can then elect which jobs to share, which channels to share them on (text message, Facebook, LinkedIn, Twitter and email), and which of their friends are best suited for the role. Employees can even elect to share the job opening on their social profile wall, and endorse applicants as they see fit. By taking the keyword matching and automation out of the process, you can empower your staff to recruit the most qualified candidates they know, even the most passive contenders.

Click here to learn more about recruiting passive candidates with employee referrals and how Lingo Careers enables teams to increase talent acquisition efficiency.


If you want to share this article the reference to Adam Palmer and The HR Tech Weekly® is obligatory.

Infographic Based Job Posts by TalentBait

TalentBait Launches Private Beta on BetaList

Hamburg, October 1st 2016 – TalentBait launches into private beta on BetaList with a new recruitment tool that turns classic job postings into viral infographics.

TalentBait, an HR-Tech Startup from Hamburg, has launched a web tool that helps businesses leverage their employer branding by creating stunning infographic-based job postings and career sites tailored for social recruiting.
Companies just enter the information about their culture, core values and the job vacancy and TalentBait transforms this data into highly visual job postings. The Infographics are, compared to classic job postings, easier to remember and 3x more likely to be shared on social platforms like Facebook and Twitter. Businesses can also create a career page which includes the generated job ads, team pictures and other aggregated data, giving visitors and future employees a better picture of the company.

TalentBait’s mission is to modernize the bridge between companies and talents for a successful, long-lasting relationship. Co-founder and CTO Nils Schlomann says:

“Talent recruiting is one of the main areas where many “old economy” companies fall behind. Traditional businesses are used to buy print ads to reach high potentials and are too slow to learn how young talents look for jobs nowadays. We help companies get the eyeballs of millennials and digital natives when it comes to leveraging social media and the internet in general.”

TalentBait is focusing on small and medium-sized businesses and is offering a job posting at $25 a month. The public beta is planned for December 2016.

Request your invite for TalentBait here: talentbait.com

BetaList Page: https://betalist.com/@talentbait

Download PDF

About TalentBait

Based in Hamburg, Germany, TalentBait is a HR Tech startup developing a web-based application focused on changing the direction of recruiting marketing. The company was founded by Nils Schlomann and Diana Basso, who previously co-founded Click&Pass and worked on numerous Startups in San Francisco.

Media Contact

Nils Schlomann

+49 159 03007 344

press@talentbait.com


Source: TalentBait Launches Private Beta on BetaList

31 must follow blogs for tech recruiters in 2016

Written by  | Originally published in DevSKiller.

We gathered 4 groups of best blogs in: Recruiting the best programmers, On programming that you can’t miss, Social recruiting and Recruiting tips, methods.

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Recruiting tech talents is a tough job. Times when posting a job ad on job site and waiting for candidates to send resume are gone for good. To recruit in IT field you need to adapt to new methods of recruiting and constantly try them out, to see what combination works and brings you the most and best candidates.

In order for you to stay up to date with trends in tech recruiting market we gathered Top 31 blogs that will help you find and recruit best programmers. We’ve chosen them from hundreds of blogs on the internet, giving you only the most valuable ones.

We divided them into 4 groups of blogs:

  1. Recruiting the best programmers
  2. On programming that you can’t miss
  3. Social recruiting
  4. Recruiting tips, methods and techniques

Please remember to congratulate the blogs that are most helpful for you, because they do a great job!

Recruiting the best programmers

icon-twittericon-linkedinicon-facebook1. Stack Overflow Careers blog

stack-overflow-careers-logoThe Stack Overflow Careers blog is your go-to place for everything involving recruiting the best tech talent. You can find here useful and practical tips on sourcing, interviewing, onboarding, recruiting and many more. Whether you want to learn how to write an effective developer job listing or read up on the latest recruiting practices, it’s the right place to visit.

Blog run by Stack Overflow, which provides a language-independent collaboratively edited question and answer site for programmers.

CONGRATULATE STACK OVERFLOW ON TWITTER

icon-twittericon-linkedinicon-facebook2. Geekology Blog

‘Understanding Geeks made simple’ – this blog helps non-programmers master technical recruiting without being technical. You can find here tips on tech/IT recruiting, explanation of tech terms, interviews with programmers about their hiring experience and become familiar with various programming languages.

It’s very useful as you get insights and valuable experience from someone who understands both software development and recruiting.

Blog written by Geekology which offers technical training programs for modern recruiters.

CONGRATULATE GEEKOLOGY ON TWITTER

icon-twittericon-linkedinicon-facebook3. SmartRecruiters Blog

Tech recruitment made easy. As SmartRecruiter states, it provides you with all the information you need for hiring successfully. You can find here latest news and tips on hiring programmers and developers divided into categories such as: tech recruiting, startup recruiting, social media recruiting, recruiter advice, interview tips.

Blog run by SmartRecruiters, owner of the Talent Acquisition Platform.

CONGRATULATE SMARTRECRUITERS ON TWITTER

icon-twittericon-linkedin4. Recruiting Division Blog

This blog lets you keep up to to date with the latest thoughts, ideas, tips and techniques for recruiting and sourcing. It serves as a good source of information on recruiting trends and strategies, social recruiting as well as interviewing, employee engagement and employer branding. If you are interested in tech recruitment then go to IT recruiting category.

Blog run by Recruiting Division, which provides on-demand recruiting and sourcing solutions.

CONGRATULATE RECRUITING DIVISION ON TWITTER

icon-twittericon-linkedinicon-facebook5. HR Tech World Blog

HR Tech World Blog gathers news and opinions from HR community. This blog helps you stay up-to-date with HR topics in tech world. Learn about new technologies, recruiting techs, trends. You’ll find here also inspiring interviews with founders and CEOs of high-powered companies.

Blog run by organizers of one of the biggest HR Tech congresses.

CONGRATULATE HR TECH WORLD ON TWITTER

icon-twittericon-linkedinicon-facebook6. IT Insights by Modis

IT Insights lets you understand where the IT world is heading next. Modis’ IT staffing experts share their understanding of trends in the IT sector and knowledge, connecting you with relevant and influential information to keep you in the know and stay competitive. Here you can get access to valuable IT White Papers and interesting IT Infographics.

IT Insights is run by Modis, IT staffing agency that connects candidates to top tech jobs.

CONGRATULATE MODIS ON TWITTER

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7. DevSKiller Blog

DevSKiller Blog is focused on recruiting programmers. Still quite fresh but fills in a gap for IT recruitment know-how. You will find there useful articles and tips for tech recruiters on how to select, recruit and hire the true performers.

This Blog is run by DevSKiller team, that provides online programming skills assessment platform by using online coding tasks, code review challenges and multiple-choice tests.

CONGRATULATE DEVSKILLER ON TWITTER

On programming that you can’t miss

icon-twitter8. Coding Horror – programming and human factors

Coding Horror is a blog about programming from a human factors perspective: thoughts on software usability and effective team development. Often the author writes about programming in a light way.

Blog run by Jeff Atwood, an experienced web and software developer, co-founder of the question-and-answer website Stack Overflow and the Stack Exchange Network. He believes that: “In the art of software development, studying code isn’t enough; you have to study the people behind the software, too”.

CONGRATULATE CODING HORROR ON TWITTER

icon-twitter9. Joel on Software

Joel on Software is a blog devoted to software development, management, business, and the Internet. It may look outdated, but it is one of the best sources on recruiting programmers. Check the `Recruiter` section to get some evergreen tips.

Joel on Software Blog is written by Joel Spolsky, co-founder of the question-and-answer website Stack Overflow and the Stack Exchange Network.

CONGRATULATE JOEL ON SOFTWARE ON TWITTER

Social Recruiting

icon-twittericon-linkedinicon-facebook10. Boolean Black Belt-Sourcing/Recruiting

One of the best sources on social media recruitment which helps you in online recruiting.

Here you can learn how to succeed in sourcing, recruiting, and talent discovery, identification and acquisition. Treasure trove on how to use LinkedIn, Google Plus, Facebook, Twitter, Big Data, Analytics, Social Media in recruitment.

Blog written by Glen Cathey – experienced tech recruiter, expert and leader on recruiting strategies, technologies, and processes for firms.

CONGRATULATE BOOLEAN BLACK BELT ON TWITTER

icon-twittericon-linkedinicon-facebook11. Social Recruiting Blog – Social Media for Hiring & Job Search

Social Recruiting Blog provides you with tips and advice on the use of social media for recruitment, for hiring and job search. You can also find here a collection of social recruiting interviews and podcasts on social media and online recruitment.

Social Recruiting Blog is run by Katrina Collier, Speaker, Trainer & Writer on the use of social media in recruitment, both for hiring & job search.

CONGRATULATE WINNING IMPRESSION ON TWITTER

icon-twittericon-linkedinicon-facebook12. Social Talent Blog

Social Talent Blog is a blog where you can learn more about recruitment trends and get tips on how to use social media in recruitment process. Here you can also find webinars on various HR topics.

Social Talent Blog is run by Jonathan Campbell and Vincent O’Donoghue, whose company provide online and social media training to the recruitment and staffing industry worldwide.

CONGRATULATE SOCIAL TALENT ON TWITTER

icon-twittericon-linkedinicon-facebook13. Sirona Says Blog

Sirona Says Blog is a great source to find out more about leveraging social media and technology to improve company’s recruitment strategy, social recruiting and recruitment marketing.

Sirona Says Blog is run by Andy Headworth, the author of book “Social Media Recruitment”, a well-known recruiting influencer.

CONGRATULATE SIRONA ON TWITTER

icon-twittericon-linkedinicon-facebook14. SmashFly Recruitment Marketing Technology Blog

SmashFly Blog provides you with information on new techniques, company success stories and helpful tips with recruiters. Everything that can help you improve your recruiting ROI. As far as recruitment is concerned following blog categories should be of particular interest for you: Digital Recruiting, Recruitment Analytics, Recruitment Marketing and Recruitment Metrics.

This Blog is run by SmashFly team, that offers Recruitment Marketing Platform transforming how you find, attract, engage, nurture and convert leads into applicants.

CONGRATULATE SMASHFLY ON TWITTER

Recruiting tips, methods and techniques

icon-twittericon-linkedinicon-facebook15. Recruiting Animal

Recruiting Animal Blog is a great mix of podcast and blog posts on the recruiting field. Each week, the Animal and his panel chat with a guest who has a professional connection to recruiting: a recruiter or a sourcer or a HR member or someone who makes software for the recruiting business. This can be a great source on how to leverage online networks to source top notch talent. You can listen to Recruiting Animal Show here.

CONGRATULATE RECRUITING ANIMAL ON TWITTER

icon-twittericon-linkedinicon-facebook16. Undercover Recruiter – Career & Recruitment Blog

Undercover Recruiter serves as a great source on recruitment, interviewing, social networking, career management, personal branding and job search. Particularly useful from HR perspective are following categories: Technology (how to use recruiting technology), Employer (hire and retain the best talent), Recruiting (tips and tricks from real recruiters) and Social Media (how to use social media for recruiting and job search).

If you feel like sharing your HR experience with this community, you can do it with guest writing.

Undercover Recruiter Blog is run by Link Humans, a social and digital marketing agency.

CONGRATULATE UNDERCOVER RECRUITER ON TWITTER

icon-twittericon-linkedinicon-facebook17. ERE | Recruiting Intelligence by Ere Media

ERE Recruiting Intelligence serves corporate recruiters and talent acquisition professionals by providing news and insights about the recruiting industry, opinions on what’s hot in the talent acquisition space, and evaluations on the best technology for recruiting. You can also participate in upcoming webinars on talent acquisition and hiring organised by ERE and its partners.

ERE Recruiting Intelligence is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.

CONGRATULATE ERE BY ERE MEDIA ON TWITTER

icon-twittericon-linkedinicon-facebook18. TLNT | Talent Management and HR by Ere Media

TLNT serves HR executives and directors who want to stay informed about the latest HR news–such as legal trends in the workforce, compensation and benefits, HR technology, talent management, organizational leadership, and retention strategies. You can also participate in upcoming webinars on talent acquisition and hiring organised by TLNT and its partners.

TLNT | Talent Management and HR is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.

CONGRATULATE TLNT BY ERE MEDIA ON TWITTER

icon-twittericon-linkedinicon-facebook19. SOURCECON | Sourcing by Ere Media

SourceCon is a community of sourcing experts who share tools and tips on how to take your sourcing skills to the next level. If topics like semantic search, web-scraping and people aggregators get you excited, you’ll love SourceCon.

You can also become a member of SourceCon community where you can ask questions and share your opinions on important HR topics.

SOURCECON | Sourcing is run by ERE Media, the go-to information and conference source for human resources, talent acquisition, and recruiting professionals.

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icon-twittericon-linkedinicon-facebook20. Glassdoor for Employers

Glassdoor helps employers target, influence and convert candidates to quality hires. If you are looking for valuable information concerning recruitment process, you can find them under following sections: Talent Acquisition, Recruiting and Social Recruiting. You can also find eBooks and Guides on Recruiting here.

Glassdoor is a jobs and recruiting site, created to help people everywhere find jobs and companies they love.

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icon-twittericon-linkedinicon-facebook21. Spark Hire HR and Recruiting Blog

Spark Hire HR and Recruiting Blog focuses on topics such as video interviewing, online recruiting, and best practices for hiring.

HR and Recruiting Blog is run by Spark Hire team, that offers video interviewing platform to connect with the best candidates for their job openings.

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icon-twittericon-linkedinicon-facebook22. TalentCulture

TalentCulture is an open online community exploring the world of work. Its blog provides information on workplace culture & innovation, career strategies, talent management, HR technology. It features an extensive collection of posts by expert contributors from across the community.

You can also broaden your HR horizons through TalentCulture forum named #TChat Twitter and podcasts called #TChat Radio.

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icon-twittericon-linkedinicon-facebook23. HR Kitchen by Recruiterbox

HR Kitchen serves as a good source on ideas and best practices in hiring and HR. Check this site for recruiting tools, how to articles and tips on recruiting and HR strategy.

HR Kitchen is run by Recruiterbox team, who provide software to track job applicants.

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icon-twittericon-linkedinicon-facebook24. RecruitingDaily

RecruitingDaily is online media resource for today’s recruiting world, offering a signature mix of content, news, webinars, podcasts, videos, eBooks, white papers and events that develop professional best practices. RecruitingDaily is much more than just information website. To its network belongs RecruitingBlogsRecruitingTools, RecruitingWebinars and RecruitingConferences. All of them are worth visiting regularly.

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icon-twittericon-facebook25. HRZone

The online community for HR professionals – the site for those who want to be up-to-date with HR world which covers everything on innovations and best practices in the HR field. HR articles are divided into following categories: Lead, Engage, Perform and Talent. You can also become a member of this community, discuss important HR topics and share your knowledge in the field.

The blog is run by Sift Media, B2B publisher, specialising in online, interactive professional communities.

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icon-twittericon-linkedinicon-facebook26. Fistful of Talent

Fistful of Talent is a blog where recruiters, HR pros, managers and consultants are brought together and share their experience. The center of the conversation is talent – which includes recruiting as well as everything you do with the talent once it’s in the door.

You can find here section devoted to Recruiting and Selection.

Fistful of Talent blog is run by Kris Dunn, Founder of HR Capitalist and Fistful of Talent.

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icon-twittericon-linkedinicon-facebook27. HR BARTENDER

HR Bartender Blog is a friendly place to discuss workplace issues. If you are a recruiter then Recruiting and Retention section is for you. Here you can find a lot of useful tips and articles showing hands-on experience in HR field.

HR Bartender Blog is run by Sharlyn Lauby, an experienced and well recognized in HR world consultant.

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icon-twittericon-linkedinicon-facebook28. Marenated by Redbranch Media

Marenated blog helps you become better recruiter and hr specialist. You can find useful articles under categories such as: HR, Recruiting and Company Culture. On this blog you can find a couple of podcasts which also cover HR field.

Marenated Blog is run by Red Branch Media, a full-service B2B marketing agency, primarily focused on HR and global workforce vendors.

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icon-twittericon-linkedinicon-facebook29. BuzzRecruiter Blog for Recruiters

BuzzRecruiter provides insightful articles on recruitment from marketing perspective. You can find here tips on online presence, social media and branding for recruiters.

This blog serves as a good source on how to reach candidates better, improve recruiting marketing strategy and campaigns.

Blog written by BuzzRecruiter, a marketing agency that dedicated its services to Recruiting and Staffing Industry.

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icon-twittericon-linkedin30. Lever Blog

Lever Blog deals with recruiting, candidate sourcing and start-ups. Sometimes you can find here also tips on tech recruitment. Lever organises also webinars on various HR topics held by their partners.

Blog run by Lever, which offers applicant tracking system for companies.

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icon-twittericon-linkedinicon-facebook31. I/O at Work

I/O At Work bridges the gap between I/O Psychology, HR Management, and Job Performance by making it easy to access and apply difficult, hard to find, research. This site helps you stay on top of the latest-and-greatest discoveries in HR-related fields by gathering articles from multiple journals.

From recruiter’s point of view, probably the most interesting articles can be found in following sections: RecruitingStaffing, Interviewing and Assessment.

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Extras

icon-twittericon-linkedinicon-facebookTechCrunch

TechCrunch provides breaking technology news, opinions, and analysis on tech companies from around the world. All news on tech world in one place.

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Source: 31 must follow blogs for tech recruiters in 2016