https://vimeo.com/136759094 We recently had the privilege of being invited to participate in Top Recruiter’s #TheMovement – a recruiting-contest-meets-documentary brainchild of show producer and host, Chris LaVoie. Teasers for the documentary have been released, and one of the most recent clips features CareerArc VP, Mira Greenland. In the quick excerpt, Mira shares seven tips and questions for recruiters, talent acquisition professionals, and hiring managers to consider before launching their first social recruiting program. Here are four she mentions:
Celinda Appleby, Head of Global Recruitment Branding, Oracle
Guest Post | By Celinda Appleby, Head of Global Recruitment Branding, Oracle | @celindaappleby – Veiw Celinda’s #TalkHR Webinar “Employer Branding 101.”
After the NYT exposé of (allegedly) Amazon’s “Bruising Workplace” and following the quick rebuttal from Amazon employees and execs–including from CEO Jeff Bezos himself–highly differing opinions began surfacing from all corners of the media.
On one side were those who blamed the company for instituting a culture of overwork and sabotage, as claimed by the testimonies of Amazon ex-employees. On the other side were those who suggest Amazon employees knew exactly what they were signing up for. Somewhere between were those who ask if we could really blame Amazon for “perfecting what the American work culture created?” Beyond the deluge of opinion pieces, and before getting lost in debate, what employer branding lessons can we all take away from this story?
We’ve all seen them, and some of us might even have them–that “professional headshot” that’s far from professional. On LinkedIn, your headshot is likely the first element on your profile that anyone focuses on. To make sure you, and perhaps even your employees, are representing their personal and employer brands at their best, we put together a list of the six most common types of LinkedIn photo sins so you can avoid (or stop) committing them.
The HR-Marketer has emerged. As more companies adopt social recruiting, HR professionals are urged to learn new skills and quickly adapt to recruitment and sourcing in the social age.
However, with social recruiting still a relatively new field, most of the VPs of HR and Talent Acquisition and Employment Branding, Talent/Recruitment Marketing, and Social Recruiting Managers are still developing their social media experience. HR leaders have a choice: Either adopt enough social recruiting skills to be dangerous, or learn just enough social recruiting strategy to find, hire, and manage someone else to help or join your recruitment team. When choosing the latter, many HR leaders hire staff, consultants, or elect someone from their existing team to do the job–a job which they themselves may not fully understand. With so many HR-Marketers, social media managers, and employment brand marketers who are declaring “expert” status in social media strategy, how do you know who is truly qualified?How do you know which people to hire and how to manage them effectively? We’ve put together a list of interview questions to ask when hiring a social recruiter These questions are designed to serve two purposes: First, to structure the interview so that your candidate educates you on social recruiting; second, to help you see what the candidate can offer you and your company. This first set of questions focuses on high-level concepts and tests a candidate’s grasp of social media strategy.
Millennials will make up roughly half of the American workforce by year 2020. What’s your strategy for hiring top millennial talent today to lead your company tomorrow? Read this roundup to learn where this generation is looking for opportunities, and what they are looking for.
Our newly released 2015 Employer Branding Study revealed that enhancing and protecting employer brand is a top priority for today’s HR leaders. Read up on the latest in employer branding posts for best practices and tactics in this quick article roundup.
Dear CareerArc Community, We have come a long way. In just a few short years, you have helped us usher in a new era in hiring and transitioning the modern workforce. Believing today’s companies need more effective employer branding support, and that employees need quicker and easier ways to search, prepare, and apply for jobs; you helped our company and our products make the difficult leap from startup innovation to tested solutions. Today, we announced we are consolidating and rebranding our two leading HR Solutions under the CareerArc corporate banner: CareerArc Social Recruiting—formerly known as TweetMyJobs—and CareerArc Outplacement—formerly CareerBeam—complete our integrated HR software suite to support talent needs at both ends of the employment lifecycle. This integration will now allow HR leaders to leverage the core strengths of our solutions—rooted in social media technology, a robust jobs engine and network, and employer brand marketing capabilities—to give organizations a more holistic view of how they hire and transition talent. Our award-winning solutions, now together under one corporate brand, further strengthen our commitment to fulfilling our founding mission: helping job seekers and companies alike navigate the new world of work. To that same end, we also announced today the release of two new product innovations:
