Branding and Social Media

An HCI Topic

As recruiting practices become more digital, you need to use marketing techniques and social media to source hires and build your employer brand. You can create a content strategy to share messages about your work environment and employee culture. Use social networking to attract, grab the interest of passive candidates with your online reputation, and update your systems to better manage digital recruiting efforts.

Featured in Branding and Social Media:


Three Things You Need to Know about Job Mobility

Blog | Author: Kimberly Kasper | Source: HCI | Published: 1 day ago

Anyone navigating the recruiting landscape today knows that no two candidates are alike. But there are certain traits candidates share that can help you predict key outcomes—such as where candidates will land, how well they will work, and how long they will stay. We call this job mobility, and it’s vital that recruiters understand which characteristics tend to classify applicants as “high mobility” or “low mobility” workers. 

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Mobile Recruiting: The Future is Already Here – Are You?

Blog | Author: Elaine Orler, CEO and Founder of Talent Function | Source: HCI | Published: 2 days ago

The mobile revolution is well underway, with the number of mobile subscribers reaching 7 billion sooner than expected. And while the growing use and ubiquity of smartphones and tablets have changed the way job seekers search and apply to jobs, not all companies have adapted to this new reality. But those that neglect to make their recruiting processes more mobile friendly – from the way they promote their open positions to how candidates can apply – will struggle to find the right talent.

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5 Questions to Ask to Find Out If You Have an Amazing Career Site

Blog | Author: Ryan Rivera, Digital and Social Marketing Specialist at SilkRoad | Source: HCI | Published: July 21, 2014

Have you ever done an Internet search on “how to write an amazing resume” or seen a post on how to “get your resume noticed”?  Pretty much every job site, job board, or job blog has at least one (usually multiple) post on ways to make a resume stand out in the crowd.  Which makes sense, a good resume is key to getting the interview.  What about the other side of the coin; what are employers doing to stand out in the crowd?

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Social Recruiting for the Millennial Generation

Webcast | Presented By: Steve Fogarty | Webcast Aired: July 10, 2014
Gerry Crispin states, “A quarter of all large U.S. employers will get 50 percent of their hires from employee and alumni referrals by year end 2014.”  For Millennials, social recruiting starts with candidates checking out ... Read more

2014 Talent Pulse Acquisition

Research | Source: Human Capital Institute | Published: July 1, 2014
Talent Pulse from the Human Capital Institute (HCI) is a quarterly research e-book that explores the latest trends and challenges in managing talent. Each quarter, a new report is released in conjunction with one of the four HCI Communities. ... Read more

Talent Pulse Party: 2014 Talent Acquisition Research Results

Webcast | Presented By: Jenna Filipkowski, Andrew Bateman, David O'Connell | Webcast Aired: July 1, 2014
Join us as we reveal the results from our latest Talent Pulse signature research. Topics include: social media, employment branding, and passive candidates.    You will learn:  How organizations are using social ... Read more

Four Secrets to Filling Your Talent Pool

Blog | Author: Kimberley Kasper | Source: HCI | Published: July 1, 2014

The recruiting industry has changed drastically in recent years. Many recruiters feel the biggest impact of this evolution is a talent shortage—but the issue isn’t really about finding people, it’s about finding people with skills. The truth is that most of the skills that are in demand are scarce and often short-lived, which makes it all the more necessary to understand which skills you need and which people have them. But unlike the process of recruiting for specific job openings, sourcing by skillset demands proper timing, preparation, and—most importantly—endurance. It’s about creating a talent pool that you cultivate and nurture before you even need to hire.
The question is: How do you get that pool full of talent—and then keep it that way?

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