Webcast:
Taking a page from our Marketing brethren, Recruiting has learned that the best use of social networking is relationship building and branding. The networks, widely varied though they may be, have provided a singular and democratic opportunity for talent acquisition, with "come one, come all" and "share and share alike" attitudes, and thereby opening recruiting avenues once unexplored. Employers are learning to harness this propelling wind to develop deep pipelines of talent and strengthen candidate relationships. Talent pools are only the first step in hiring the best; eventually the prospect must be converted into applicant, and then convinced to come on board. How can organizations maximize social recruiting activities and turn them over into employees?
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Presenters
As a mobile marketing/recruiting evangelist and self proclaimed Social ‘X’ addict, I've been pushing the boundaries of each aspect of full-cycle recruiting for over 15 years – most recently in my new role as Talent Engagement & Marketing Leader at PepsiCo.
Historically I've successfully led the full scale and enterprise wide integration of social media and mobile marketing within a workforce strategy that included search engine marketing and optimization for Talent Attraction teams around the globe. The strongest focus of my work most recently has been seated firmly within the realm of Interactive/Social Recruiting, Candidate Experience, and both national and regional based strategies..
With a passion for breaking out of traditional recruitment practices and a background that includes training it's been my job to successfully coach teams of recruiters and sourcers to constantly evolve and collectively push the envelope of non-traditional talent attraction and recruitment.
Are employers able to use a rounding rule on their time clocks? I'm familiar with companies that use a 7/8 minute rounding rule.