Sourcing

Google has a habit of coming up with innovative products and services that help change the way we work. This time around it’s Google Drive. Here the innovation is about its functionality and the way in which they are integrating could storage into its other native applications.

Resumes are dead. Interviews are largely ineffectual. Linked-In is good. Portfolios are useful.
But projects are the real future of hiring, especially knowledge working hiring. No matter how wonderful your references or how well you do on those too-clever-by-half Microsoft/Google brainteasers, serious firms will increasingly ask serious candidates to do serious work in order to get a serious job offer.

 
Social recruiting is here to stay, so how can you use it to directly benefit your existing recruiting and hiring strategy?
This workbook is a comprehensive guide that will walk you through key steps o n how to build your strategy and executive it effectively and consistently while integrate company's qualities and requirements.
In Part 2 of this workbook, you will learn how you can:
·         Build an effective social recruiting strategy.
·         Involve and engage employees to refer & share jobs.
·         Be consistent & have proper social time management.
·         Determine which social networks are right for your company.
·         Execute successful social recruiting campaigns.

Our customers’ employees send on average 730 Jobvites per a job description. That’s more than 38 million Jobvites sent and 52,000 positions filled since the dawn of Jobvite! 
 
Referral applicants are easily the highest quality candidates, are hired faster and stay longer, and we’ve got the data to prove it!

Candidate selection and assessment is one of the most conservative processes in all of talent management. Many think the topic is not worth a detailed examination, but a weak assessment or interview process can be the primary cause for not hiring top candidates. For decades, the majority of firms have relied heavily on the basic trio of resume screening, interviewing, and reference checks to choose the best candidates. Fortunately, the growth of metrics, the Internet, and technology in HR is now challenging these traditional approaches.

India is one-third the size of the U.S., but has almost four times the population. The U.S. is more than five times richer (GDP) than India, which is still largely an agricultural economy. However the Indian population is considerably younger. This is a huge opportunity — and also a challenge — for the leadership.

Employee referrals have long been accepted as the “number one source of hire” and often the highest caliber, too. And new studies show this trend will likely continue, as organizations rely more heavily on their referral programs.
In fact, a majority of organizations report not only having an employee referral program but also focusing on referrals as a key component of their overall recruitment strategy.

Hard-working, innovative employees are the key to any successful business enterprise.  But finding the best candidates can be difficult. When properly implemented, employee referral programs can be a useful, cost-effective method for attracting high quality talent, and the most successful programs motivate employees to participate, offer ongoing communication and frequent assessment.

All of the Oscar buzz has gotten us excited over at TalentMinded, so today we have decided to recognize some of the best recruiting videos and strategies from 2011 and years before to create our own mini-Oscars (sorry, no statues).

While you're planning your expansion, you're going to find that talent is in short supply, especially in these five areas.

A five-piece mariachi band, a cake with a hidden message, and more food than you'd believe, were all delivered to our office—resume in tow—in an attempt to help an applicant stand out from the other 2,000 monthly hopefuls who apply for a job here. People do crazy things like this because they, with all their hearts, want to work at Red Frog Events.

In recent weeks we’ve seen a lot of outpouring of grief over the now dead SOPA legislation. The law’s critics claim that, if passed, the law would end the Internet as we know it, threaten our way of life, and confirm the Mayans were right. We periodically experience this type of mass hysteria, whenever something seems to threaten the “promise of the Internet” — the last time was over net neutrality. That so-called promise has to do with the perceived “free” flow of information: articles, stories, videos, songs, or content. What’s gotten lost in this noise is that that nothing is free. The current business model of the Internet has simply shifted dollars from content creators to content aggregators. Advertisers sponsor content so users can pretend it is “free.”