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Below are the presentation slides and live recording of the latest webinar - Social Recruiting 101.
There is a lot of buzz surrounding the use of Social Networking sites like Facebook, MySpace, Twitter and LinkedIn. But have you actually mastered the use of basic web 2.0 tools? Most recruiters are confused on how to integrate these tools into their recruiting strategy in a scalable fashion!
During this webinar you will learn:
What is Social Recruiting?
How to create a basic Social Recruiting Strategy
How to best use tools such as social bookmarking, RSS, aggregators, social networks, virtual worlds, video, podcasts, wikis, referral networking, blogs, micro-blogging.
How to effectively manage and integrate these tools into day-to-day use
Integrate these tools into your website, career site or job board
ROI, measurement & management
Tips & tricks
Find out how why these tools are important for you to master. Don’t get left behind.
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This blog post has evolved from a lengthy debate with an industry colleague today. While we agree that SEO is important for all recruitment sites - should we rank the individual job ads higher than the rest of the site?
We managed to summarise the problems into a few discussion points. These points are also relevant for job aggregators. What do you think?
How often do the search engines crawl your website - daily, weekly?
Job adverts are usually only online for 30 days; therefore any links established will effectively be pointing to a closed advert.
Is linking to closed adverts fair on the job seekers or dose this create an opportunity for the site to suggest other job ads based on the search query?
Should sites display closed adverts or a simple error message?
With everyone now "tweeting" jobs, its great to see aggregators like TwitterJobSearch now implementing functions where you can report that the job advert is closed.
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Below are the presentation slides and live recording of the latest webinar - Using Twitter for Recruitment.
Have you tried recruiting on Facebook? Do you manually click through profiles and post messages on group profiles? Guess what, you have already created your first mistake! If you are like most online recruiters, then more than likely you are concerned about how to grow traffic to your website and increase sales and placements.
Do you know how to pull profiles details such as skills, interests, current employer/role and qualifications into your database? This webinar will be presented by leading Online Recruitment Specialist, Thomas Shaw MRCSA, who has shown hundreds of recruiters how to effectively use Facebook as a recruiting tool.
Facebook is a talent goldmine and during this webinar you will learn
The various types of Advertising Models and how Pay Per Click adverts work.
The difference between a Facebook Profile, Facebook Pages, Groups & Facebook Applications
How to search for candidates
What is the Facebook Marketplace and how you can post jobs in the Marketplace
What is an API, OAuth, OpenID
A detailed look at Facebook Applications
Why Facebook Connect is important
By creating an application specifically for your recruitment agency, you can automatically display all your jobs, and allow users to share the job with their friends. All you need is a RSS feed and you can be online within a few hours. The result can be viral. Once your job is posted on Facebook users can repeatedly install your own brand application which generates massive amounts of continuous traffic to your website and expands your brand to significant proportions.
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Are you unsure whether you need a Consultancy Agreement or Contractor Agreement? This depends on whether you are engaging the services of a consultant or a contractor. Sometimes the difference between a consultant and a contractor is not always clear. The following blog post has been provided by LawLive
A consultant is a type of contractor who provides high-level expert advice of a managerial, professional or technical nature. Generally it is the advisory nature of the work or the provision of expertise that differentiates consultants from other contractors. Both are forms of external labour under a contract for services, as distinct from a relationship of employer/employee.
A consultant generally works in the following manner:
They generally work for themselves, a company or a firm
They provide services to multiple clients during the same period
Most work is performed on an as-required basis
Generally a consultant does not require allocated facilities on the client premises
Generally are engaged for a fixed period of time at an agreed rate of payment
Provide expert advice with recommendations in the form of a written report or an intellectual product.
Consultancy Agreements are often used when contracting for professional services such as recruiters, engineers, architects, legal practitioners, public relations, IT and advertising/media firms.
Why use a consultant?
Generally the need to engage a consultant arises when:
A problem is known to exist but your business does not have the time, the particular expertise or staff to tackle it
When expertise is needed to introduce new information technology, new techniques and or a fundamental change in the business' structure, procedures, nature or business direction
When a conflict of views on future policy has arisen within the business and an independent and skilled assessment is needed
An appraisal of proposed changes is needed to confirm and/or amend the business plans and help implement them
In smaller businesses, there is often a need to import a particular type of knowledge or expertise for a period to deal with such matters as technology.
It is essential that the nature of the contractual relationship is determined, and that the appropriate written contract is in place, before any work is undertaken. Consultants and contractors, and all other outsourced professionals should also have signed confidentiality agreements to protect your company's proprietary information.
LawLive helps you minimize your companies risks by getting all the legal documents your business requires. Cut down your legal costs by using LawLive's contracts & documents before seeing your Lawyer. All LawLive's contracts & documents are drafted by leading legal professionals, which ensures the professional quality of our contracts & documents.
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Domain name mycareer.com is currently listed for sale at the Sedo Careers Auction. The auction finishes 12pm, 10th June 2009 (EST) and the reserve price range is between USD $100,000 - $249,999. This may be one of the last opportunities MyCareer has to purchase this top level domain name.
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URL manipulation is a common issue faced in all database driven sites such as job boards, resume databases, blogs or any other site where parameters are passed via the URL. By manipulating certain parts of a URL, users may be able to access files they are not supposed to have access to.
URL manipulation, also called URL rewriting, is the process of altering parameters in a URL.
In this example below, the website stores data files on the server with a parameter "resumeid". If the script is not written correctly, we can edit the number and return another resume we may or may not have access to
URL/clientdata.aspx?resumeid=233
Change the "233" to another numeric number, easy!
URL/clientdata.aspx?resumeid=545
If the programmer has not anticipated this possibility, the user may potentially obtain data legitimately. This manipulation is not limited to numbers, you can try letters or special characters. See previous blog post on HTML Special Character #39 - The Apostrophe
To secure your website against URL manipulation, you should check on the following
Make sure the server accurately interprets dynamic pages
Delete unnecessary script interpreters
Prevent HTTP viewing of HTTPS accessible pages. Make sure the server - Protects access to directories containing sensitive data
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A new premium SMS information line is currently seeking casual textoligists to answer customer questions. Candidates have been asked to complete an online knowledge test, and successful smarty-pants will be sent further application information. We have managed to obtain a list of pre-application questions.
Are you passionate about learning new pieces of useless information? Don’t you wish you could get paid to use all of the random things you’ve learned over the years? Now you can.
[ADMIN EDIT - 5-JUN-09] We have removed the test questions at the request of Ask Hugo. You can still try the test and see how you go.
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Because of the effectiveness of online communities in disseminating information, social media/networking websites have become indispensable tools for HR professionals. HR can use these sites for recruitment, employee engagement, increasing retention, management, monitoring and more.
Recruiting and brand building is social media's biggest use for HR currently. It's not uncommon to find organisations recruiting through social media such as Facebook and Twitter.
HR are applying the same principles that marketers and advertisers use to attract a particular targeted audience. HR can maximise the use of social networking given the right strategies.
Go to the right networks
It doesn't make sense to explore social media site that do not meet your targeted demographic. Take the time to search
It's going to take a bit of practice to learn the ropes for social networking. Use basic profile searching to begin with and over time you will learn boolean and x-ray search techniques.
Move or lose!
It's also important to note that you're not the only organisation or recruiting through these sites. Others would have begun tapping into the site long before you have started exploring it.
Be professional
Even in a social environment, appearances are everything. If you're going to put up a profile on Facebook or Twitter for recruiting, you want to maintain a certain degree of professionalism in your pages.
It seems obvious to say it, but it's also important to be nice. Don't treat people rudely. Word of mouth works fast, especially in a diverse online community. You don't want to be the subject of a blog post or YouTube video making the rounds of how you were unprofessional to a particular applicant.
Use social networks to promote employee engagement
When employees feel passionate about the company's products and services, sales improve. Social networks can have a huge impact on employee engagement, and more and more organisations now use it to increase involvement and commitment among workers.
These are just a few of the many tips that you have to keep in mind when working with social networking websites.
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Well done to Mark Tayar from Recruitment Systems, who has set up a social enterprise called Hire Marks Consulting. They are currently offering financial grants to teach young people about entrepreurship in the community.
Hire Marks Consulting is a group of young people helping fellow young people to start successful businesses. It aims to help others profit but not create profits for themselves.
For more information on the grants, or find out how you can get involved visit the website http://www.hiremarks.com
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LawLive helps you minimize your companies risks by getting all the legal documents your business requires. Cut down your legal costs by using LawLive's contracts & documents before seeing your Lawyer. All LawLive's contracts & documents are drafted by leading legal professionals, which ensures the professional quality of our contracts & documents.
Hire Marks Consulting is a group of young people helping fellow young people to start successful businesses. It aims to help others profit but not create profits for themselves. 
