Many people I talk to think LinkedIn is primarily for job seekers or recruiters but there are so many other ways to use the site. I use it to search for information and articles, I do research on companies, I find information about people I am networking with and I also use the Groups feature to stay in close contact with other professionals with similar interests.
According to the 2012 Workforce Mobility Survey, “Two factors are most likely to increase a candidate’s willingness to relocate- higher salary (reported by 82% of HR professionals) and career advancement (reported by 79%). Three factors are most likely to limit or restrict willingness to relocate: spousal employment situation (80%), children’s plans/ schools (72%), and selling a home/ mortgage (69%).
Make sure that at a minimum, your recruiters are sharing their job openings on Twitter.
Sharing ten quick things you can do to amp up your HR team’s involvement in social media.
Knowing your core approach to talent can help you realize why you’re so good at certain things and what others value most about it. It affirms the way you typically approach things.
By employing a more tactical approach to the close, recruiters can have greater success in reeling in the strongest candidates while also determining the “fit” of that candidate.
The main purpose of HRevolution is to grow your professional and personal network. You will network with 200 of the brightest and most innovative leaders in the industry.
There are three critical steps a recruiter needs to follow with an identified candidate in order to not only close the deal, but to help ensure that the candidate-turned-employee will have a good experience with the company during onboarding.
