ClearCompany Recruiting
JUNE 8, 2023
Social technology refers to social media platforms’ capabilities. For example, HR uses social media to post and advertise job openings, find and vet candidates, and build talent pools. Post-pandemic, we’re still seeing lots of competition for top talent on top of high expectations for busy teams.
ClearCompany Recruiting
APRIL 20, 2020
If you search for articles on employer brand, you’ll find that many of the articles are vague, sidestep a concrete definition, or don’t really know how to properly define the concept while speaking only to individual tactics like employer value proposition (EVP), social media strategies, video content, and leveraging on-campus or industry events.
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JazzHR
SEPTEMBER 5, 2023
That means your HR manager, TA director, recruiters, and even hiring managers need to sync with one another to map out your efforts to onboard an advanced yet easy-to-use applicant tracking system. ” 2) You can engage top talent across multiple channels Executing your recruitment marketing activities (e.g.,
AkkenCloud
MAY 18, 2023
In addition, by leveraging intelligent algorithms, these tools can analyze data from diverse sources, including social media platforms and professional networks, to identify potential candidates with the desired skills and qualifications.
Glassdoor for Employers
APRIL 18, 2016
Here’s just a sampling of the topics that will be discussed at our digital event: Analytics – “Are These Small Hands?” ” A Recruiting Leader’s Guide to Talent Analytics. Recruiting Technology – Ballot Initiative: Best technology for finishing strong in Talent.
SmartRecruiters
DECEMBER 23, 2014
2) Social And Mobile, Or Dinosaur? Social media is a standard component of the HR platform — from recruitment to onboarding, education to engagement. Social media posts overtake static websites and press releases to deliver company news, deepen awareness of its brand and attract potential hires.
Glassdoor for Employers
MARCH 13, 2015
Here are five recruiting challenges for 2015 and how to overcome them: Challenge #1: Talent Analytics. Thirty-four percent say cost-per-hire is the most important analytics tool for their company, while 27% say time-to-hire per job listing and demographics of job candidates are the most important things to measure. Time-to-hire.
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