Webcast:
Great recruiters (and sourcers and researchers) can uncover secret caches tens, even hundreds of potential candidates. Unfortunately, most recruiters still use one-off management and administrative tools, like spreadsheets, for keeping track of the passive candidate's data.
This is such a waste of money, and could truly be a loss to the employer if the recruiter left with the data or just didn't turn it over to someone before IT came and reformatted their computer. What better technology solutions exist for this purpose? What options do employers have to meet compliance and reporting regulations? How can candidate sourcing move beyond the spreadsheet?
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Presenters
Lennart Sloof is currently working for Deloitte, Netherlands in Amsterdam with the e-Recruitment team, in the role of interim-manager. The e-Recruitment team is supporting the Dutch Deloitte recruitment process. Our core business is basically internet-marketing focused on Deloitte's requisitions, events and career site (http://www.werkenbijdeloitte.nl) How? Content management is our daily work and we are monitoring ALL of our online actions and initiatives with the help of Google Analytics. Social Media is our means of existence. All of our online initiatives can be seen as satellites surrounding our career site in order to create traffic to very specific parts on our career site. That is also why you will find all Dutch Deloitte Recruiters on LinkedIn, Twitter, Facebook (coming soon!) and Hyves (Dutch equivalent of Facebook)Feel free to contact/follow me on:Twitter: http://twitter.com/LennartSloofLinkedIn: http://nl.linkedin.com/in/lennartsloofHyves: http://lennart-deloitte.hyves.nl/Please take a look at http://www.werkenbijdeloitte.nl to see how we have made the integration between a career site and social media.