The convergence of social media and mobile recruitment

Posted by Guest Contributor

February 21, 2014 @ 01:26 PM

JobMobile panelist talks about the need to modernize your entire recruitment process to be competitive in today's candidate-driven market.

By Scott Bass

Social_Media_Skippy_Smartphone

Technology is continually changing the way recruiters and HR professionals interact with candidates every day. Social networks like LinkedIn, Facebook and Twitter have become a rich source of passive candidates; top professionals that are typically employed. But is it enough to simply be present on social media? If the goal is to hire exceptional talent, there has to be more - and all signs point to mobile recruitment as the latest tool in connecting with top candidates.

Topics: TheLadders Events, Social & Mobile Trends

TheLadders' Top 200 Recruiters and Top 50 Employers: Q4 2013

Posted by Alexandre Douzet

February 16, 2014 @ 10:55 PM

TheLadders reveals its most influential recruiters of Q4 2013.

TheLadders Top Recruiters and Employers

Greetings from the frozen tundra better known as New York City! With record-breaking cold temperatures blasting across the country, there’s no question that the winter season is well underway. That means it’s time to for me to unveil the fourth-quarter rankings of the most influential recruiters on TheLadders.

Today, we are announcing the Q4 2013 contributions of recruiters and employers in the following categories:

  • Top 50 Employers
  • Top 200 Individual Recruiters at an Agency
  • Top 200 Individual Recruiters at a Corporation

Topics: TheLadders Announcements

HubSpot thinks your “careers” site is broken

Posted by Guest Contributor

January 21, 2014 @ 09:00 AM

If it ain’t broke, why fix it?

By David Fernandez

HubSpot_LogoSo there we were, the HubSpot recruiting team, sitting around a large conference room table. We were prepped with ideas for solving a problem that to most people didn’t seem like a problem at all.

Let me explain.

recruiter gets an approved headcount. He meets with hiring managers, asks some important questions, then creates the job description. Finally, he publishes it on the company website. Shortly after he blankets the web with said job description. Done. He waits, with fingers crossed. The thing is that this works for generating tens, and in our case, hundreds of resumes but it doesn’t solve for fit. See? We were just marketing our jobs and not US, not our culture. We didn’t just want new employees who could do their jobs extremely well, we also wanted new employees who wanted to be a part of our culture. But how could they learn about our culture without experiencing it firsthand?

Topics: Social & Mobile Trends

The company culture myth part 2: The perks

Posted by Mike Deissig

January 09, 2014 @ 01:13 PM

While the perks aren’t everything, the extras certainly help attract – and keep – top talent.

TheLadders_Culture_02In my last post, I talked about the importance of building “company culture” and what that really means. The term has become synonymous with “company perks,” and while perks are a huge part of culture, they aren’t everything. That being said, they can be extremely helpful in the hiring process, making it easier for prospective candidates to make the decision to join a company.

So what are some of the perks out there? I can’t speak to all companies’ perks, but I do know what TheLadders offers and why we do it. These are just a few of the categories I’ve seen to be especially effective.

Topics: Recruiting & Sourcing, HR & Benefits

The 5 areas to focus on during small business hiring

Posted by Jessica Morales

December 18, 2013 @ 02:16 PM

Hiring candidates at a small business can be daunting. Follow these instructions to optimize your hiring process. 

Topics: Recruiting & Sourcing

Bridging the candidate skills gap with a compromise: Part II

Posted by Guest Contributor

December 09, 2013 @ 10:00 AM

Learn how Adcap developed its apprenticeship programs to address the candidate skills gap.

By Brad Wilkins

Adcap_NetApp_Update1In my last post, I discussed Adcap’s belief in bridging the candidate ‘skills gap’ with a compromise. With an abundance of intelligent and capable recent graduates, returning veterans and individuals seeking industry transitions, we knew we could find a successful compromise.  Instead of complaining about the lack of an already-qualified talent pool, we would create one.  This is how we got the idea to institute our apprentice program.

When we first discussed the concept of an apprenticeship position with the management team, they were a bit confused by the language.

Is this an internship?they asked. No, this was a full W-2 salaried position with benefits. 

“Then how is this different from an entry-level position?” they wanted to know. 

Topics: Recruiting & Sourcing

Attract top candidates through mobile recruiting

Posted by TheLadders

December 05, 2013 @ 09:45 AM

To find the best talent, recruiters must optimize their talent acquisition strategies for the mobile candidate.

Social_Media_MobileA recent Jobvite survey found that 75 percent of the American workforce is comprised of job seekers. Of these job seekers, 77 percent take to their mobile phones to get leads on potential job opportunities. With individuals increasingly relying on mobile devices to job search, recruiters and hiring managers need to follow suit if they want to get the best candidates. As demonstrated in our JobMobile event series, it’s easy to talk about mobilizing recruiting strategies, but actually implementing them can be a challenge.

Here are three mobile strategies that you should take action on immediately to engage and recruit top talent.

Topics: Recruiting & Sourcing, Social & Mobile Trends

The company culture myth

Posted by Mike Deissig

December 04, 2013 @ 01:00 PM

Company culture is the new HR buzzword, and we get to the bottom of what it really is.

TheLadders_Culture_01The word ‘culture’ is thrown around a lot In the NYC tech space and hiring market as a whole. It’s as hot a topic as data science. As the technical recruiter at TheLadders, I’ve seen first-hand that members of the HR and talent acquisition community tend to look for easy ways to instill ‘culture’ into a company. Because of the popularity of these shortcuts, the term has become diluted. So what’s really at the heart of company culture?

Topics: Recruiting & Sourcing, HR & Benefits

Relationships: The missing element in modern recruiting

Posted by Guest Contributor

November 07, 2013 @ 10:00 AM

JobMobile Boston panelist talks about how 'paying it forward' can really pay off in the recruiting business.  

By Steve Kasmouski

handshakeFor recruiters, HR professionals and hiring managers, finding top talent requires more than just posting ads, making phone calls and sending emails. In today's world of information overload and technology abundance, in-demand professionals are doing everything they can to avoid constant solicitation from recruiters. And who can blame them? Regardless of your profession, it is likely that you have had a bad experience with a narrow-minded recruiter who claims to have the ticket to your dream job without knowing the first thing about you. These conversations lack what is most important: the candidate-recruiter relationship.

Topics: TheLadders Events, Recruiting & Sourcing

Bridging the candidate skills gap with a compromise: Part I

Posted by Guest Contributor

November 05, 2013 @ 10:00 AM

Could the Founding Fathers hold the talent acquisition solution?

By Brad Wilkins

Mind_the_GapThe Opportunity Nation Coalition published a study last week indicating “Almost 6 million [people aged 16 to 24] are neither in school nor working.”  Additionally, veterans are coming home from serving our country with great teamwork skills and discipline, but are unable to provide for their families.  Yet HR departments across the country bemoan the lack of qualified candidates for the 3.7 million job openings unable to be filled. This is because of what HR collectively calls the “skills gap,” which we have been trying to bridge for over a decade. 

Let’s start calling it what it really is:  The “compromise gap”

The compromise gap is when both parties stop blaming each other for the gap, and recognize that they must meet in the middle.  Employers need to invest in substantial training and career planning, and the unemployed need to adjust their expectations.  As long as HR continues to call it a “skills gap,” implying the onus is on the candidate to bring all the qualifications to the table, we will continue to have this issue.

Topics: Recruiting & Sourcing, HR & Benefits