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Posts Tagged ‘mobile recruiting’

Mobile Recruiting….

Comments Off on Mobile Recruiting….Written on February 20th, 2017 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Today, we’re going to share some great articles about, The Future of recruiting mobile, 5 Tips to make your remote sales reps connected and successful, The case for developing a recruitment website for your company. Here is how to own your response. Take time to negotiate stop by and visit  RecruitAlliance.

The Future of recruiting mobile: It wasn’t even half a decade ago that top-of-the-line smartphones were out of the question for most. Today, we reach for our phones as a reflex. Faced with an unanswered question, a moment of free time, or virtually any unmet need, we turn to our smartphones. Because we shop, pay, talk, meet, and learn on our phones, it only makes sense that we would start to look for new jobs on our phones as well. Indeed, the future of recruiting is mobile. What Is Mobile Recruiting?  …Read More…

5 Tips to make your remote sales reps connected and successful: Together, new technologies and changing philosophies on work/life balance have created an increasingly mobile workforce. In a survey of business leaders at the Global Leadership Summit in 2014, more than a third of respondents said half their full-time employees would be working remotely by 2020. A quarter of respondents said more than 75 percent of their employees would not be working in traditional offices by 2020. A massive shift like this will have a profound impact across all industries and fields, but perhaps the effects will be even more pronounced in sales. Salespeople thrive on the energy of engaging with others, and they need to be motivated on a daily basis. ..Read More..

The case for developing a recruitment website for your company: Recruiting is no longer an activity that only takes place when a company has a vacancy to fill. Today, recruitment happens 24/7/365. Smart employers are constantly on the lookout for opportunities to reach and engage prospective hires. How a Recruitment Website Can Help In an improving job market where candidates have increased leverage and multiple opportunities, it’s the employer that has to do the selling. In an effort to differentiate themselves, many companies are trying to enhance their images through recruitment websites that are specifically designed to target and engage candidates. … Read More…

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Mobile Recruitment: A Guide for Talent Acquisition

Comments Off on Mobile Recruitment: A Guide for Talent AcquisitionWritten on August 12th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
Mobile-Recruiting-BlogMobile Recruiting is a recruitment strategy that uses mobile technology to attract, engage and convert candidates. Whether your company uses such tactics as mobile career sites, mobile recruiting by text, mobile recruiting apps and social recruiting – or a combination of them all, this is one facet of search every company should invest their time in today. What is your company or staffing agency doing to leverage this trending technique?  How can an organization effectively increase their candidate pool through mobile recruiting?  Let’s take a look at the top 6 ways to utilize a quality mobile talent acquisition strategy.
  1. Candidates are 86% more likely to review your jobs on their mobile device than on their computer. A recent Deloitte survey revealed that 90 percent of people check their mobile device within one hour of waking up, 50 percent of people check their phones 25 times per day and 10 percent of us do it 100+ times per day.  The broad majority of candidates are already researching and applying to opportunities via mobile device and recruiters must be ready to instantly engage those individuals on any device, immediately. If your company or agency does not have an adequate mobile strategy now, you risk losing your candidate audience and being overtaken by your talent competition.  If you don’t have a mobile website, it’s crucial to invest and roll-out your fully optimized site as soon as possible.
 
  1. According to LinkedIn Talent, 74% of active candidates and 62% of passive candidates are opening and reviewing jobs sent to their inbox. Once you have your mobile site up and running, it’s important to incorporate a job alert option.  Candidates who visit your career page can search for jobs that match their background and experience, and elect to have new job openings sent via email on a regular basis.  Make sure all emails are automated and formatted appropriately for viewing across all types of mobile devices.
 
  1. SMS messaging is a quick and efficient way to connect and engage candidates after they have applied on your site. Over 60% of recruiters are using text messages to contact candidates, and it makes sense. Since most Millennials have their phone on or near them most of the time, recruiters want to reach them through their phones, using the same notification systems they use for contact with friends. It’s important to text candidates the right way, or you can turn them off to your company and your open position, very quickly.  For recruiters using an iPhone or Android mobile device, there are apps such as Text-Free Ultra, which allow you to set up a local phone number for texting and voicemail – so you don’t have to give out your private cell number.
 
  1. Utilize a tablet or mobile phone to capture talent at recruiting events. Whether you’re at a campus career fair or a networking event, leverage mobile Talent Network forms to easily collect candidate information via a mobile device such as a tablet.  Best of all, use CRM workflows to automatically tag and route candidate information into their own talent pipelines so you can engage with candidates when you get back in the office.
 
  1. Leverage social media pages to post jobs, and engage with current employees to grow your talent community. Posting job openings on social media is easy and free. Information spreads across your network and even if no one is interested or a good fit for that role, they might know a strong candidate. When building your online network, don’t forget your biggest resource: your current workforce. Everyone at an organization can support recruiting efforts. Internal recommendations and referrals are a great way to find reliable people. Having employees help announce job openings in their LinkedIn and Facebook status updates, expands your reach to people who aren’t directly connected to your company.  Social media recruiting doesn’t follow the rules of the old standard job posting: publishing a job ad and waiting for the inbound of resumes won’t work here. In this new environment, the best approach is to constantly work on building relationships that you can rely on when it’s time to hire, accessing a pipeline of candidates that already showed interest in working for you, or access trusted influencers that can help you connect to the right people.
Although many Fortune 500 companies have only begun to exploit the potential of mobile recruiting, innovators are plowing ahead with the next generation of mobile recruiting. RecruitAlliance is a Vendor Management portal that connects hiring companies with quality staffing agencies.  Employer access is available to qualified companies at no cost, and it simplifies the process of engaging and working with search firms and agencies.  To learn more, visit www.RecruitAlliance.com.    

Recruiting Top Talent in India: 5 Major Trends to Watch

Comments Off on Recruiting Top Talent in India: 5 Major Trends to WatchWritten on July 27th, 2016 by
Categories: Corporate Recruiters, Human Resources, Third-Party Recruiters
India

So your company is ready to expand operations in the Pacific Rim. The outlook for sustainable profitability in India is excellent, and will continue to increase. Consider the following about the region:

• Largest democracy in the world.
• 7th largest country on the globe.
• Current population is approximately 1.28 Billion.
• 50% of India’s current population is under 25 years old.
• 9th largest economy and one of the world’s fastest growing.
• Average annual GDP growth rate of 5.5% and anticipated to grow at an annualized average of 8%.
• The labor force is the world’s second largest.
• More than 70% of organizations propose to increase hiring across all levels, thanks to a stable political environment and macro-economic conditions.

There has never been a better time to grow a business in India. If you’re already operating in this region, here are the top five trends to watch, the second half of 2016.

1. Employer branding remains a core focus of hiring companies. Businesses see the connection between quality branding and the ability to attract top talent. The increased use of social media has prompted more than 60% of companies to upscale the employer branding budget to stand out as an employer of choice. Indian-based companies identify such social media channels as LinkedIn with the best way to market their brand and engage candidates socially.

2. Mobile recruiting is gaining momentum. 59% of candidates are leveraging mobile to seek new jobs, and 52% use mobile to apply. In 2015, only 13% of employers invested in a mobile strategy. That number is expected to more than double, by the end of the year.

3. Job board recruitment activity in India continues to grow. According to the Employment Index for June, the increase is 17% year-on-year. The demand for senior management professionals expended by 50%. The education sector increased 65%, and the greatest decrease in online hiring was in the shipping and marine sector (down 14%).

4. HR technologies enable centralized recruitment processes. As human resources changes to a shared services model, with the goal of improving enterprise-wide efficiency, organizations are aligning talent acquisition with expanded business strategies. HR technology will become more streamlined as companies strive to achieve a single application for applicant tracking, vendor management, and video interviewing.

5. The top 10 companies in India growing at the highest rate. Organizations generally use a mix of four to five sourcing channels in order to access a diverse and varied talent pool. According to Economictimes.com, these companies are implementing the best processes, creating a quality brand image, and attracting the highest quality talent. These are the competitors in the region to look out for: Google India, American Express India, Ujjivan Financial Services, Teleperformance India, Godrej Consumer Products, Marriott Hotels India, SAP Labs, The Oberoi Group, Lemon Tree Hotels, and Intuit India Product.

With a workforce in ready-mode, an expanding economy and markets waiting to explode, growing operations in the Pacific Rim in 2016 is like getting in on the ground floor of an amazing business opportunity. There has never been a better time to run an organization in India!

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4 ways to differentiate your staffing firm with mobile recruiting

Comments Off on 4 ways to differentiate your staffing firm with mobile recruitingWritten on February 2nd, 2015 by
Categories: Third-Party Recruiters

According to Pew Research Center, 90% of American adults have a cell phone. 42% of American adults own a tablet computer. 58% of American adults have a smartphone, and this number is increasing every day. With the rise of smartphone and tablet usage it's become crucial for staffing firms to develop and implement an aggressive mobile recruiting strategy.

What exactly is mobile recruiting, and how can an independent practitioner or agency establish themselves as leaders in this trend? What are the most effective ways to differentiate your search firm from the competition on the mobile front?

What is mobile recruiting?

Mobile Recruiting is the act of finding job candidates actively and passively through the use of mobile career pages and internet recruiting strategies through social platforms. Suprisingly, only approximately 20% of companies have mobile-optimized career sites, and a mere three percent have a mobile app. Clearly, mobile recruiting offers staffing firms an opportunity to differentiate themselves from their competitors.

4 methods to stand-out from your talent acquisition competitors

1. Have your website optimized for mobile. The stats provided previously speak for themselves. A lot of recruiters do not have a mobile site. If you're running your operation on a shoestring budget, there are a variety of services that will quickly convert your current website to mobile. Mofuse, BMobilized, and Mobify offer affordable and reliable service.

2. Leverage mobile video interviewing, and include the file for your clients with candidate submissions. This is a game-changing move that will make partnering with your agency more attractive. Imagine how this will assist your clients in reducing their time to fill, while giving you a winning edge over your competitors. Video interviewing tools are affordable, and adding this as part of your service will undoubtedly generate more business. Learn more about video interviewing tools.

3. Focusing on mobile recruiting techniques enhances "the candidate experience." When the candidate has access to your jobs through their smartphone, can complete an application, conduct an interview, and access your social media sites to learn more about your search firm--they rate their candidate experience far higher. Think of the time your candidate will save by choosing to work with you, versus a competitor. Implementing a well executed mobile strategy shows candidates you are forward-thinking, and that you can get them in their target company.

4. Use your Social Media channels to connect and engage candidates, consistently. Recruiters find candidates via Facebook, LinkedIn, Twitter, etc. everyday. While it's a great sourcing tool, these mobile-optimized sites offer far more than an opportunity to find relevant names for your current search. Recruiters can build a dynamic and candidate-focused brand by interacting regularly and on a timely basis. Virtual assistants can save you time and money in this effort, while providing an excellent ROI.

Creating and developing a solid mobile recruiting strategy can catapult your staffing from typical to extraordinary.

#recruiting, #RecruitAlliance, #mobilerecruiting

Leveraging a Bad Economy to Gain High-Caliber Local Talent

Comments Off on Leveraging a Bad Economy to Gain High-Caliber Local TalentWritten on November 28th, 2011 by
Categories: Corporate Recruiters, Human Resources
Let RecruitAlliance help you uncover top talent in an uncertain economy.A weakened economy continues to be a newsworthy item across the country. We read signs of hope one day, and hear about more jobs lost the next. One thing is for certain; until there is a true upswing in the current economic conditions, employers and hiring organizations must be cognizant of the fact this is a great time to tap into a quality talent pool.

What's the most efficient way to sort out the top talent in your local area? How can companies who aren't laying off, take full advantage of this temporary situation in their favor?

Here are five tips to help human resources and corporate recruiters leverage a poor economy to efficiently hire exceptional employees.

1. Use the mobile platform. The smart phone is the most powerful communications medium, simply because prospects are constantly on it and carry it with them at all times. Make sure that your corporate website is compatible with smart phones, and use text, voice, and videos to communicate your message. Obtain candidates' permission to send new job openings via email or SMS, and get the word out.

2. Hiring freeze recruiting. Target your recruiting to begin whenever a competing firm has instituted a hiring freeze or slow down. Off-cycle recruiting during an economic downturn or a period of layoffs is also almost always a good strategy for lesser-known companies.

3. Side-by-side job sell sheets. Provide your hiring managers with a single sheet that shows how your firm and its offer may be superior to likely offers from competing firms. This practice can help managers with weak selling skills and allows candidates to see the “big picture” value of working for your company.

4. Contact them on the “right day.” Candidates who say no initially may change their mind after they experience a negative “triggering” event such as the firing of a boss or friend, a merger announcement, or major change within their current company.

5. Be prepared when a competitor is in trouble. When a competing firm is undergoing cutbacks, staff reductions, or other turmoil, increase your recruiting efforts to target their best people. Always be “in-the-know” in your community; know what companies are leaving, moving to the area, and in financial trouble. Open a dialog with candidates you know will be leaving or facing a lay-off from the competitor, and keep in touch on a regular basis. It is essential to think and act strategically.

RecruitAlliance can assist companies in uncovering top talent, faster and more efficiently. This powerful, cloud-based solution is available at no cost for approved employers. To learn more, visit the RecruitAlliance website.

Mobile Social Recruiting: Beyond the Buzz Words

Comments Off on Mobile Social Recruiting: Beyond the Buzz WordsWritten on September 30th, 2011 by
Categories: Corporate Recruiters, Third-Party Recruiters

The high volume demands of 2st century recruiting drive hiring professionals' search for the next best thing for finding talent. Recruiters have always been quick on the uptake when it comes to new and innovative technology, especially if this technology makes it easier to stay connected. Lately, there’s a lot of buzz surrounding social recruiting and mobile recruiting – and many recruiters are blinldy jumping on the bandwagon. But what’s just buzz, and what will become a permanent part of every recruiter’s toolbox?

Mobile Recruiting, Mobile Recruiting & Social Recruiting

If you don't know what I'm talking about when I say “moblie recruiting,” don't feel bad. Though you've clearly been living a rock, I think it's safe to assume you aren't alone. So begore we answer my larger question, I think it would behoove us to establish exactly what we're talking about.

When talking about mobile recruiting, there are two distinct things someone may be referring to. Mobile recruiting usually refers to tools and best practices for managing the recruiting process on the go. However, mobile recruiting can also refer to marketing and recruiting strategies that leverage SMS, QR code and mobile technology (a relatively new idea in the industry).

Social recruiting is the all-encompassing term for strategies leveraging social media outlets for sourcing and recruiting candidates. Some might argue that social recruiting is only reinventing the wheel - as hiring professionals have always drawn on their social networks - but this is something different. Social media is taking the wheel, and bringing it out of the Stone Age.

Mobile Recruiting: Apps and More

What started with the mobile phone has exploded into a new way of doing business. Mobile recruiting allows recruiters to do what they do best: stay connected. How? Apps. Recruiters love gadgets. And mobile apps are, like, so in right now. Beyond staples like LinkedIns mobile app, there are a few recruiting apps that I really like.

  • JobScience puts the functionality of an applicant tracking system right into recruiters' pockets. Access jobs, applications and contacts on the iPhone. Their nifty resume search completes this powerhouse package.
  • TrafficGeyser’s Instant Customer is a handy gadget for business card and contact management. Snap a picture of the contact’s business card, and Instant Customer scans the contact info, creates a profile for the candidate, and allows you to send a pre-written follow-up.
  • Recruit2’s Global Recruiting Roundtable app gives users access to top industry news and trends, and allows them to plug in to a community of experts. The app also delivers some serious functionality (sharing capabilities, videos, full article library) while running on a straightforward interface.
  • JobSpeek wins the award for originality. This free app adds a new dimension to job postings: audio. When posting a job description, recruiters can record a “hiring message.” Your very original postings go live on JobSpeek, as well as the major job search engines. It’s just downright cool.
Mobile SMS and QR code recruiting is getting some serious attention in recent months. Many of the big-name innovators in talent acquisition are on the quest to get candidates using smartphones to connect with their organizations. However, recruiting leader and sourcing consultant Geoff Peterson says, “The technology’s not 100% there.” A lot of time and energy is going into developing this new avenue for recruiting, though, and I expect we’ll see more developments in the next year or so.

Social Recruiting: Plan for Your Slice of the Pie

Though recruiting has always been social, social media has opened an entirely new can of worms. And if you want a piece of the social recruiting pie, there are a few things you should keep in mind:

  • You need a strategy. You may have a Twitter account, but that doesn’t mean you have a social recruiting strategy.
  • Don’t bombard, engage. Anyone can post “an exciting opportunity” on LinkedIn. If that’s all your using your social media accounts for, however, you’re going to lose your audience fast.
  • Keep the social in social media. You can get all the Facebook fans and Twitter followers you want, but unless you’re engaging your network, they’re just numbers.

Do Social & Mobile Really Create an Improved Process?

Amidst all the social and mobile recruiting buzz, everyone is talking about an “improved process,” and gushing over the benefits of all of these great developments in recruiting technology. But this phrase strikes a chord with me. What, exactly, dictates “an improved hiring process?” Will all of these nifty apps and tools continue to drive the high-volume recruiting demands of the 21st century? Or will the automation of the more tedious processes give us the time to shift the focus back to what recruiting is all about (getting to know people)?

Based on your answer, you’ll be the one to decide what hip new trends are worth investing in.

About the Author: Kyle is the HR Analyst at Software Advice. He blogs about trends, technology and best practices in HR and recruiting by day, and drinks entirely too much wine by night.

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