All recruiters may not be created equal, but when it comes down to it, many do share one common lament: getting hiring managers to respond to active candidates. While many factors come into play in perpetuating this barrier to talent acquisition and solving them often feels outside the recruiter’s domain, the right strategies can help you sidestep this all-too-common Catch-22.

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Who doesn’t want to connect with Millennials these days? After all, they now officially represent the largest component of the American labor force: More than a third of the country’s workers are Millennials. Not only that, but the U.S. Bureau of Labor Statistics predicts this will rise to 50 percent by the year 2020.

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Leading job site ‘Indeed’ recently revealed some insightful information about the current state of the job search: just under 50 percent of all job searches are done via a mobile device — a 17 percent leap over a one-year period of time. Can you afford to reach only half of the talent pool? Of course not. And that’s just the start of it.

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If you think your recruitment and brand-building needs are covered just because you’re on Facebook, think again. While Facebook is a requisite part of any successful contemporary recruitment strategy, it’s not the requisite. In fact, several other social media sites come with abundant advantages — particularly if you know how to leverage them into results. One of our top picks? Twitter.

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In the recent past, social selling has turned traditional marketing efforts upside down. Although it is a highly misunderstood sales strategy, it is nonetheless, a highly effective method. As all good sales professionals know, achieving success in sales is about building relationships. Social selling epitomizes that. So, is it as easy as simply following a herd of consumers and bombarding them with all of your irresistible deals? Certainly not. That is more like cold-calling which is the exact opposite of social selling.

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