Recruit with Twitter???

As a recruiter, you can use your own Twitter account or use your company’s, but it should be clear that the purpose of your account is to share available jobs and information about the companies that are hiring.

Since Twitter gives you just 140 characters to get your message across, get straight to the point. Tweets should be along the lines of: “Looking for a Mechanical Engineer in Knoxville, TN.  Very competitive salary, apply at (your url).” To make your job postings stand out, you can also use hash tags, which are formed simply by prefixing a word with a hash symbol (#). Hash tags are used as a way to filter and find information on Twitter. By including a hash tag with a keyword in your tweet, it becomes instantly searchable. Here are a few examples of hash tags you might consider using: #job, #jobpost, #employment, #recruiting, #hiring, #career, #staffing, #engineer. It’s twitter lingo for ‘Need A Job?’. You can use more than one hash tag in your tweet, but remember that your characters are limited, so be strategic in which hash tag or tags you use.

If your company has a Twitter account but not a lot of followers, there are tricks for expanding your network and building relationships with clients and job candidates. Run a quick search on Twitter (search.twitter.com) for anybody discussing a specific keyword and you can get hundreds of contacts. You can search for people you know, by location, by industry or interest, by hash tag, by popularity, by time and more. You should also follow associates and other recruiters that might be sources for candidates. If a recruiter has established a network of followers who tend to fall within their area of specialization, then the tweet about a job might not be an invitation to apply, but a request for referrals.

There is also the opportunity to advertise events you will be attending, such as a tweet saying, “Stop by our career booth at the Tennessee Engineering Expo in Nashville.”  More importantly, your Twitter account is a place to inform potential hires about your business. Your tweets say a lot about your company and what’s important to it.

Don’t Worry! Be Happy!!!

And now, for something COMPLETELY different…

How to Stop Worrying and Start Living

This is Dale Carnegie’s summary of his book, from 1948


Table of Contents

  1. Fundamental facts you should know about worry
  2. Basic techniques in analyzing worry
  3. How to break the worry habit before it breaks you
  4. Seven ways to cultivate a mental attitude that will bring you peace and happiness
  5. The perfect way to conquer worry
  6. How to keep from worrying about criticism
  7. Six ways to prevent fatigue and worry and keep your energy and spirits high

Part One

Fundamental facts you should know about worry

  1. If you want to avoid worry, do what Sir William Osler did: Live in “day-tight compartments.” Don’t stew about the futures. Just live each day until bedtime.
  2. The next time Trouble–with a Capital T–backs you up in a corner, try the magic formula of Willis H. Carrier:
    1. Ask yourself, “What is the worst that can possibly happen if I can’t solve my problem?
    2. Prepare yourself mentally to accept the worst–if necessary.
    3. Then calmly try to improve upon the worst–which you have already mentally agreed to accept.
  3. Remind yourself of the exorbitant price you can pay for worry in terms of your health. “Those who do not know how to fight worry die young.”

Part Two

Basic techniques in analyzing worry

  1. Get the facts. Remember that Dean Hawkes of Columbia University said that “half the worry in the world is caused by people trying to make decisions before they have sufficient knowledge on which to base a decision.”
  2. After carefully weighing all the facts, come to a decision.
  3. Once a decision is carefully reached, act!  Get busy carrying out your decision–and dismiss all anxiety about the outcome.
  4. When you, or any of your associates, are tempted to worry about a problem, write out and answer the following questions:
    1. What is the problem?
    2. What is the cause of the problem?
    3. What are all possible solutions?
    4. What is the best solution?

Part Three

How to break the worry habit before it breaks you

  1. Crowd worry out of your mind by keeping busy. Plenty of action is one of the best therapies ever devised for curing “wibber gibbers.”
  2. Don’t fuss about trifles. Don’t permit little things–the mere termites of life–to ruin your happiness.
  3. Use the law of averages to outlaw your worries. Ask yourself: “What are the odds against this thing’s happening at all?”
  4. Co-operate with the inevitable. If you know a circumstance is beyond your power to change or revise, say to yourself: “It is so; it cannot be otherwise.”
  5. Put a “stop-less” order on your worries. Decide just how much anxiety a thing may be worth–and refuse to give it anymore.
  6. Let the past bury its dead. Don’t saw sawdust.

Part Four

Seven ways to cultivate a mental attitude that will bring you peace and happiness

  1. Let’s fill our minds with thoughts of peace, courage, health, and hope, for “our life is what our thoughts make it.”
  2. Let’s never try to get even with our enemies, because if we do we will hurt ourselves far more than we hurt them. Let’s do as General Eisenhower does: let’s never waste a minute thinking about people we don’t like.
  3. Instead of worrying about ingratitude, let’s expect it. Let’s remember that Jesus healed ten lepers in one day–and only one thanked Him. Why should we expect more gratitude than Jesus got?
    1. Let’s remember that the only way to find happiness is not to expect gratitude–but to give for the joy of giving.
    2. Let’s remember that gratitude is a “cultivated” trait; so if we want our children to be grateful, we must train them to be grateful.
  4. Count your blessings–not your troubles!
  5. Let’s not imitate others. Let’s find ourselves and be ourselves, for “envy is ignorance” and “imitation is suicide.”
  6. When fate hands us a lemon, let’s try to make a lemonade.
  7. Let’s forget our own unhappiness–by trying to create a little happiness for others. “When you are good to others, you are best to yourself.”

Part Five

The perfect way to conquer worry

  1. Prayer

Part Six

How to keep from worrying about criticism

  1. Unjust criticism is often a disguised compliment. It often means that you have aroused jealousy and envy. Remember that no one ever kicks a dead dog.
  2. Do the very best you can; and then put up your old umbrella and keep the rain of criticism from running down the back of your neck.
  3. Let’s keep a record of the fool things we have done and criticize ourselves. Since we can’t hope to be perfect, let’s do what E.H. Little did: let’s ask for unbiased, helpful, constructive criticism.

Part Seven

Six ways to prevent fatigue and worry and keep your energy and spirits high

  1. Rest before you get tired.
  2. Learn to relax at your work.
  3. Learn to relax at home.
  4. Apply these four good workings habits:
    1. Clear your desk of all papers except those relating to the immediate problem at hand.
    2. Do things in the order of their importance.
    3. When you face a problem, solve it then and there if you have the facts to make a decision.
    4. Learn to organize, deputize, and supervise.
  5. To prevent worry and fatigue, put enthusiasm into your work.
  6. Remember, no one was ever killed by lack of sleep. It is worrying about insomnia that does the damage–not the insomnia.

JOB FOR SALE!

Companies are finding themselves in a unique situation with a multitude of good candidates.  As well, candidates are looking for the right fit for their next career move.  Recruiters must be able to sell the “brand” of their organization.

Selling your job, team and company is really about selling your brand promise – the functional (we pay well) as well as the intangible (we’re passionate about our work) dimensions.

Know your customer

As in any marketing process, it is essential to gain a clear understanding of your customers’ (candidates, clients, recruitment consultants) needs, and to build a picture of what your competition is offering. Without this information it is extremely difficult to know how best to position your company and its attributes.

Asking a candidate where else he/she is currently interviewing and at which stage, is invaluable information to the interviewer.

It not only provides you with an idea of the timescale within which to act in order to capture the best talent, but perhaps more importantly it also provides an insight into how the candidate is regarded within the marketplace: their level, status and maybe how highly they regard themselves.

It also lets you know who the competition is and determine what elements of your own role and organization you need to sell; for example if you’re up against another blue chip company, you may need to increase the starting salary. If your competition is a weaker brand, they may be able to offer more senior and more autonomous roles.

Either way, you need to know what you’re up against. Why not ask candidates what the nature of the role is with competing brands?

More often than not, they will be forthcoming with this information, and digging deeper in this way may also uncover other candidate attributes; i.e. a consistency in their job search may suggest they know what they want, rather than scatter bombing the market in the hope to find something else.

Understanding your candidate’s motives for seeking change is the single most important learn from an interview process. It will enable you to sell your opportunity better to them; this knowledge will also go along way towards determining whether or not the candidate is a fit for the opportunity you have; as well as revealing the likliehood of the candidate hanging around should they be successful.

Know your product, its brand and its strengths

Understanding where your brand ranks against the competition is equally important. In an increasingly brand conscious world, the strongest candidates are more likely than ever to base their decision on the kudos of the brand they have before them.

Brands act as psychological triggers to candidates of every level. Graduates in particular target strong employer brands.

A company with a great reputation is more likely to provide great training and provides a stamp of credibility which can hold a candidate in good stead for years to come. So making good play of your brand is key to winning the best talent.

If you know that your brand is not as strong as the competition, then you may have to be more imaginative in the way you sell your company; pay more attention to the nature of the role, the dynamism of the team, the strength of leadership or the clear career path offered.

There are also definite steps you can take to enhance the reputation of your company, for example focusing effort in submitting entries into various industry awards can help strengthen brand equity.

It’s time to sell

The holy grail of course is to lever your company into that illustrious echelon, ‘employer of choice’; where strong candidates gravitate naturally and in turn create a self-fulfilling promise – the best talent always goes there, because that’s where the best talent is. Andersens was the most obvious exponent of this phenomenon in the 1990’s; a CV with that brand on could open the door to many future opportunities and candidates knew it, so in some ways Andersens didn’t have to sell itself, the myth had been created and served the purpose.

But of course achieving that status starts with getting the right people in the first place, and that is achieved by understanding what the people you want, desire, and then matching it. The new generation of so-called millennials (those who have graduated around the time of the millennium) are more savvy and assertive than their counterparts from yesteryear and are not shy about asking in interviews ‘what can you do for me?’ The onus on the interviewer to sell his/her organisation has never been so strong. It really is time to sell.

In conclusion, it’s imperative to understand the real reason behind every candidate’s decision to seek employment with you. Only then can you sell your job, your team and your company in the right way.

Excerpts from:  Badenoch & Clark Recruitment Consultants

Can’t Be Good at EVERYTHING? Try Recruitment Process Outsourcing…

Recruitment Process Outsourcing offers customized recruitment projects for companies to better source candidates quickly and with reduced risk and cost-per-hire.  When done correctly, RPO’s deliver a strategic advantage through the quality of candidates because they go where and when you need them for recruiting.

RPO was a new concept in the early 1990s and consists of a recruitment services model that companies are leveraging for various reasons. Typically the primary business drivers are scalability, process improvement, capability, and cost. Hiring demand normally fluctuates either seasonally and/or during regular business cycles of expansion and contraction. Building a world-class recruitment process can be a time intense expensive proposition, so companies are turning to Recruitment Process Outsourcing firms to leverage their existing expertise, tools, resources, and processes. By outsourcing some or all of the recruiting function, companies are able to improve recruiting performance, drive down cycle times, and drive out costs and inefficiencies.

An RPO does not replace the need for a Human Resources function in an organization, but fills the hiring gap with professional expertise in an area that is usually on the “back burner”.  This process can involve from receiving the candidates application until they physically start their new position – or any where in between.  Selecting the right RPO provider is key to developing a relationship and criteria of which to measure their success.  Most importantly, it will “boil down” to the value this provides your organization.

Making the Most of LinkedIn

LinkedIn can be a huge asset to any professional, whether you’re job seeking or not. As with any application, there is always more you can do than just the basics. Here are a few things you can be doing to optimize your overall LinkedIn experience:

Updates and comment on statuses. This is probably the easiest thing you can do on LinkedIn apart from completing your profile. Updating your status shows your connections (and even hiring managers and recruiters) that you’re actually utilizing the platform, rather than just updating it when you need a job. You could also link your Twitter account and sync the updates, cementing your online presence. Further, commenting on the statuses of your connections is another way you can optimize LinkedIn because you are actually utilizing the core of the site: networking and molding relationships.

Make the most out of groups. Groups are a great way to interact with your connections and network with those in your industry. Join alumni groups, engage in discussions and help those who need resources and information. You could take this one step further and actually create a group of your own. How impressive will it look if you can say you created and maintained a group of a certain amount? It shows your leadership.

Research and follow companies. Interested in the tech industry? Want to work for one of the big three finance firms? The most useful information may not be found on a company’s website or networking events, but on their LinkedIn page. An organization’s LinkedIn page doesn’t just show company headquarters and mission statements. It also shows recent departures and job openings…things that regular sites just don’t show. Research and follow the companies you’re interested in; it may be the key to gaining insider knowledge.

More: http://vizibility.net/blog/how-to-make-the-most-out-of-linkedin/?utm_source=BlogGlue_Network&utm_medium=BlogGlue_Plugin