Posted: August 14, 2009 at 9:46 am
The changing labor market has presented management with an onslaught of unsolicited resumes…some good…some not so good. To some there is a perception that there is a glut of candidates on the open market…however, the screening, interviewing and hiring processes need to be that much more selective! How do you get to the passive job seeker?
I have had success finding the passive candidate by embracing the newest sourcing techniques. I am committed to understanding the goals and objectives of my clients, as well as my candidates. Staying ahead of the curve allows me to present the most impressive candidates to my clients. Let me enable you to replace fixed costs with the variable expense of contingency recruiting.
“To give real service you must add something which cannot be bought or measured with money, and that is sincerity and integrity.”
Posted: August 14, 2009 at 9:45 am
Lately I have been using Twitter to look for candidates for my open jobs. I have been having great success attracting all levels of candidates to respond to my Twitters. By twittering many times a day I have been constantly adding new followers. Just yesterday I was able to speak to two candidates that my client has never spoken to before. This is a very valuable tool that I have added to my repertoire.
That got me thinking that Twitter is definitely a great tool for people actively looking for jobs as well. I have many followers from many different cities that are posting jobs. Some of them are posting 8-10 jobs every day. If you are looking for a job it would be very smart to follow these twitterers. My followers and people I am following vary from individual recruiters to job boards, to regional job sites to corporate job boards. All of them are twittering about their open jobs all day long. I think it would be very smart to add Twitter to your job search toolkit if you are looking for a job now.
To follow me go to: https://twitter.com/RecruiterKevin
Posted: July 20, 2009 at 11:21 am
This is my first Staffing blog post on TransHire’s new blog