We are pleased to announce that CareerArc has been named a finalist in the 11th Annual Stevie Awards for Sales & Customer Service, marking 2017 as our third straight year to earn this high distinction for customer care. As a finalist, CareerArc will ultimately be declared a Bronze, Silver, or Gold winner in three categories:
By Katie Gechijian
Lead Consultant, Proactive Talent Strategies
World’s Greatest Sourcer 2016 Competition, #2 of 1235
Beyond the accelerating demand for qualified talent, healthcare organizations face some of the toughest challenges unique to their industry:
by Irma Long, VP of Talent Acquisition, Follett Corporation
Over 500 career sites with a minimum of 100 active job postings were evaluated between June and August 2016, and CareerArc was ranked second in Highest Candidate Responses per job posting.
View the full list below displayed in order of highest candidate activity.
The report was released on Sept. 27, 2016 as part of eQuest’s By The Numbers HR analytics series. Read the official release here.
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By Katie Gechijian
Vice President, Wealth and Investment Management Talent Acquisition, Wells Fargo
World’s Greatest Sourcer 2016 Competition, #2 of 1235
If you are an HR or talent leader in your organization, chances are you are constantly on the hunt for ways to reach better talent, elevate your employment brand, and improve the processes that support these initiatives.
However, experimenting with new approaches and improving upon past methods can be difficult. Old habits stick, legacy systems persist, and the status quo can remain unchallenged for years.
The talent acquisition and talent management professionals we work with everyday are often the change agents in their organization who ask the most important question: “Why?”
“Why fix what isn’t (perceived as) broken?” “Why rock the boat?”
Often the most difficult task for these change agents is convincing internal stakeholders of the power of employee advocacy, candidate experience, and talent brand awareness have on today’s hiring strategy.
Here are the most compelling social media stats to help illustrate the potential reach and influence of a social approach to recruitment, candidate engagement, and employment branding.
Guest Post: By Alex Youdim, Client Success Manager, CareerArc
Sure, there are several factors out of your control that could explain why a particular social media recruiting campaign does not return job potential candidates on Twitter you expected at that time–such as seasonality, or hyper-niche job openings or fields that lack an audience on social media.
But in my experience, regardless of the industry or job type, usually the real culprit behind unsuccessful recruiting on twitter is the lack of an informed strategy and creativity–the “art” of social strategy often overlooked and yet more crucial than ever to any business use of social media.
Below is an example of how we helped one of our clients generate a surprising amount of applicants through one Twitter recruiting campaign, with a bit of creativity and iteration. But first, before we talk strategy, let’s talk about the main building block to any Twitter campaign–the hashtag.