Recruiting Trends

3 Worst New Years Resolutions for Social Recruiters

by Tallulah on December 15, 2014

3 worst new years resolutions social recruiters2 3 Worst New Years Resolutions for Social Recruiters
logo TMJ circle resize 3 Worst New Years Resolutions for Social Recruiters
Join us for our upcoming webinar: 
Your 2015 Social Recruiting Roadmap: Craft a Winning Plan with Advice from Top Companies (45 Minutes) Wednesday, December 17, 2014 – 11:00-11:45 AM PT / 2:00-2:45 PM ET Register NowSee details below.


A New Year is filled with boundless hope and promise…until February rolls around and you’ve lost all hope by breaking every promise made on New Year’s Eve. Increase the likelihood of sticking to your resolution by making a good one worthy of your will power.

As you evaluate your personal and professional goals, we give you the top 3 misguided social recruiting resolutions you should omit or revise before midnight strikes on January 1st.

  1. Continue chasing just that one KPI = No. of Applicants

  2. Of course increasing the amount of applicants is a good goal to have—a goal which social recruiting has proven to help meet time and time again —but increased applications should not be your only marker of success. If it is, you may be limiting the impact of your social recruiting campaigns and likely overlooking some key benefits you could be attributing to your efforts.

    Remember that Social Media is NOT a job board. Requisitions posted on job boards and picked up by job aggregators do not live in the same dynamic, real-time environment as other social networks—like Facebook, Twitter, and LinkedIn—and they hardly ever reach the gaze of the passive job seeker. Enhanced employer branding, increased brand exposure, and enriched candidate engagement are among the many surprising benefits social recruiting can offer. But if you don’t track KPIs like engagement—number of likes, shares, retweets, comments, clicks on original or curated content, etc.—you will have a harder time proving these results.

    social media not a job board employer brand 3 Worst New Years Resolutions for Social Recruiters

    Sharing quality content is a key to increasing real engagement. FB posts and tweets that express the company culture, employer values, or even a healthy sense of humor, could help attract better culture-fit hires, driving higher candidate quality—rather than only quantity—into your candidate flow.

    Related: 3 Keys to a Results-Driven Social Recruiting Strategy

  3. Do everything on your own

  4. Self-reliance is a virtue, but there comes a point when it turns to vice. We know many talent acquisition professionals—because of lack of funds, staff, or executive buy-in—don’t have much choice but to lead a one-person army in establishing and executing a social recruitment strategy. So allow us to revise this resolution and offer alternative goals to shoot for:

    worst new year resolution do not do it all 3 Worst New Years Resolutions for Social Recruiters

    • Do more, but with good help (yes, this requires you to ask for help.)
    • Chances are your company’s marketing team handles corporate social media accounts on the same social networks you either plan to or already have established career-focused channels. As social recruiting continues to nudge HR pros into becoming and thinking more like marketers, a relationship with the marketing team will soon move from recommended to required.

      Start small: Ask the marketing team to feature one job post every 1-2 days on the company’s main FB page. See where content can overlap—does the marketing team share inspirational quotes or original images that you can also post or retweet on your feed? The key is to start with an initiative where everyone will likely gain more exposure and engagement so the partnership can be founded upon positive results.

    • Do less, but more effectively. Set yourself up for success by limiting your load and dialing up your focus. What’s key to prioritizing your efforts is clearly communicating the possible, realistic outcomes to yourself and anyone evaluating the program’s success or failure. This is not the time to overpromise. Setting expectations prevents you from overextending and becoming overwhelmed. For example, instead of managing multiple communities at once, start with growing one community at a time to really be able to gauge what types of job posts, content, and even optimal times of day that drive the most engagement on your page.  

     
    Related: Recruiting Just Got A Lot Harder: 5 New Reasons Why

  5. Commit to social recruiting…in Q2…or Q3…or maybe after a year…give or take…

  6. The worst kind of resolution is the one that doesn’t start on time. But like blogging in the early 2000′s or vlogging on YouTube in 2006, social recruiting will continue to favor early adopters. Companies first to adopt a social recruiting strategy in their market or region will gain a competitive advantage that will only wane as more players join everyday. This early advantage will expire once social recruiting moves from today’s innovation to tomorrow’s HR norm.

    worst new year resolution does not start social recruiting 3 Worst New Years Resolutions for Social Recruiters

     

    Just as David Creelmen comments in his recent, opinionated post on TLNT:

    The HR technology world moves quickly and last year’s hot new idea becomes this year’s commonplace feature. HR needs a technology road map and they need to update that road map every year. The road map isn’t necessarily the path you will end up following, however it keeps you aware of the terrain.

Do you have a social recruiting road map? Attend our upcoming webinar to devise or refine your plan:

Your 2015 Social Recruiting Roadmap: Craft a Winning Plan with Advice from Top Companies (45 Minutes)

logo TMJ circle resize 3 Worst New Years Resolutions for Social Recruiters
Wednesday, November 19, 2014
11:00-11:30 AM PT / 2:00-2:30 PM ET

In this 45-minute power session, industry veteran Mira Greenland along with colleagues Lindsay Parks (Aetna) and Duarte Mendonca (Bethesda Health) will reference real examples at these top companies where- despite limited time, team, and budget—executed an effective social recruiting strategy.

Sign up today to discover how to:
• Learn how to set goals specific to social recruiting that can enhance your brand and bottom-line
• Discover the strategies and tactics that have worked, and the planning pitfalls to avoid
• Determine which results really matter so you can accurately measure success and increase ROI
• And much more!

Register Now.
 

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Infographic: Holiday Hiring By The Numbers

by Yair on December 1, 2014

We’re underway. Black Friday. Cyber Monday. The holiday shopping season is here. And with the billions of dollars spent in store and online from savvy shoppers, employers need to make sure they keep the shelves stocked and online customer support stations manned. A few weeks ago we reported on the massive growth in holiday hiring by employers, and today, we came across this great infographic from Adecco which illustrates the significant impact of holiday hiring on the economy. Check out the mind-blowing scale of holiday hiring.

1416942826 holiday hiring by numbers infographic Infographic: Holiday Hiring By The Numbers Holiday Hiring by the Numbers

 

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Retailers and shippers are projecting to hire about a total of 800,000 in seasonal staff this winter for what is expected to be the strongest holiday shopping season in this millennium, thus far.  However, employers are finding it more difficult to fill these seasonal positions in 2014 than in recent years, and the dearth of applicants has prompted companies to explore new channels for hire. The Wall Street Journal caught the trend, reporting that companies are primarily flocking to one new destination to source more qualified candidates: social media.

WSJ retailers social media holiday hires video 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

In a video interview on WSJ live, journalist Eric Morath was asked why it took so many retailers so long to utilize social media for recruitment:

Q. It’s interesting that they’re turning to social media out of necessity. You wonder, “Why didn’t they think of this before?”

Morath: Well these have traditionally been ways to essentially advertise to customers, reach out to people who want to buy your products, and for some companies…they are not necessarily advertising to people who are looking for low-wage retail jobs, but they realize, ‘Hey, if we open up our audience maybe that mom or dad that’s staying home with the kids might be willing to help us out during the holidays so why not reach out to our customers as employees?

Perhaps necessity is the greatest invention, as social recruiting has already given companies, like Beverages & More Inc., quick wins to celebrate—bringing us to the first reason WSJ cites social as the medium of choice for holiday hiring:

  1. Social Media Has Already Proven To Drive Quick Recruitment Results

  2. The article touts BevMo’s recent success with Twitter, noting that the company had 1,000 open seasonal requisitions to fill, and was at first reluctant about advertising jobs to its customers. However, after just a month of distributing jobs on social media, BevMo increased online applications by 66%.

    Here is one example of their job tweets:

    BevMo Holiday Hiring Tweet 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    Spiking its online application volume just by adding social media into their mix of hiring channels gives us fantastic proof of social media as an effective source of hire; however, we would add that BevMo may have seen an even higher jump in online applications if they had followed just a few TweetMyJobs Twitter best practices—such as hashtag optimization, geo-tagging, and incorporating inline twitter images and twitter cards—all of which have shown to increase SEO and click through rates on Twitter.

    They’re ability to garner these numbers without tweet optimization techniques only open up the imagination to what conversion rates might still be possible if their tweets could reach even more potential candidates on Twitter.

    Related: 3 Signs You’re a Twitter Recruiting Ace

  3. Recruiting on Social Media Effectively Attracts Passive Candidates

  4. 2014 holiday hires graph 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    High staffing demand, but low-applicant turnout reveals a holiday labor market reacting to the continued economic upswing. As Morath explains, although national unemployment has dipped, the labor force participation rate—which includes everyone employed along with everyone who desired to be employed and is 16 years-old or above—is at a sluggish 62.7%, a number unseen since the late 1970’s. Retail employees of past holiday seasons may have since found full-time positions or experienced the boons of economic recovery, thus rendering the need for a seasonal job this year less urgent and less crucial.

    With so much potential human capital waiting in the wings, Morath argues:

    “Social media pushes broaden the pool of candidates by attracting workers who aren’t actively looking for jobs.”

    While traditional job boards are the venue for active job seekers and employers to meet with one common goal—securing a hire—social media has become the venue for brands to engage with followers and even turn these loyal customers into loyal employees.

    Related: Recruiting Just Got A Lot Harder: 5 New Reasons Why

  5. Holiday Hiring is a Sprint to the Finish. Social Media Moves at the Speed of the Season.

  6. Holiday hiring is tricky business: Employers have just about a month to fill thousands of requisitions. Usually starting after holiday sales forecasts are announced in early October, companies make a mad dash to be fully staffed by early November, just a few weeks before Black Friday.

    Ellen Davis, an executive who manages National Retail Federation’s Talent Acquisition Group, supports employers’ moves towards social media:

    “When you’re hiring 10,000 people in that short time, you can’t take out newspaper ads…Using existing channels to reach prospective hires is smart and economical.”

UPS is leveraging social media and other interactive platforms to fill 95,000 holiday jobs.

UPS—a TweetMyJobs client—is projecting to add a whopping 95,000 members to their team this season, almost doubling their last year’s count of only 50,000 hires. They advertise jobs on Twitter (@UPSJobs), and their Facebook page links directly to the Job Map powered by TweetMyJobs which visually captures the breadth of their current hiring demands.

UPS Holiday Jobs Map 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

Are you using social media to hire this holiday season? Share your experiences and tips below or with us on Twitter @TweetMyJobs using the #TMJEdu hashtag.

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Recruiting Just Got A Lot Harder: 5 New Reasons Why

by Tallulah on October 13, 2014

Mall Crowd Recruiting Just Got A Lot Harder: 5 New Reasons Why

The latest employment data shows an economy in real recovery. Although this is great news for all, the numbers reveal a tightening labor market, adding pressure on hiring departments to meet increased demand for full- and part-time employees and manage a holiday hiring season poised to set records.

Here are 5 reasons why your job may have just gotten a lot harder:

  1. Recruiting Difficulty Measured At a Four-Year High

  2. “In September, for the fifth consecutive month, recruiting difficulty reached four-year highs.” (Source: SHRM LINE Employment Report October for 2014)

    SHRM’s LINE Report measures many areas, one among them is difficulty in recruiting top-level talent, surveying 500 private-sector HR professionals from both the manufacturing and service sectors—the two sectors accounting for 90 percent of the private labor force.

    Both sectors showed the following:

    • Strong hiring rates in October
    • Increased recruiting difficulty for the fourth straight year
    • Raised pay for new hires
  3. Average Time-to-Fill is Now 26.5 Working Days, Its Highest in the Past 14 Years

  4. In a recent ERE article, John Zappe reports:

    “In August, it took an average of 26.5 working days (Mon-Sat) to fill a job, says the monthly Dice-DFH Vacancy Duration Measure… [T]he measure is now at its highest level in 14 years.”

  5. Employee Wages Are On the Rise

  6. “Real growth in the private economy, excluding government, has been about 3%+ per annum… That’s a pretty strong rate of growth…There’s also been a substantive growth in average hourly wages [in the past three years].”  - Mark Zandi, chief economist of Moody’s Analytics. Video | Infographic

    Very positive news for workers, and the economy, but as the labor market tightens and as we continue to see a consistent rise in wages per quarter and year, hard-to-fill positions may not only take more time to satisfy, but become also more costly to secure.

    Signs of a strong economy could also encourage a rise in consumer confidence, and surveys suggest the holidays may be coming early this year.

  7. Seasonal Holiday Hire Head Count Could Top Numbers Unseen Since 1999

  8. “U.S.-based retailers may hire more than 800,000 temporary staff for the first time since 1999…That would top last year’s 786,200 hires.” Source: Bloomberg News

    US Holiday Retail Chart Recruiting Just Got A Lot Harder: 5 New Reasons Why
    The NRF last stated that purchases this year could advance 4.1 percent to $617 billion in November and December. In comparison, last year’s percent gain was only 3.1 percent, and the 10-year average is 2.9 percent.

    Major retailers and parcel shipping companies are bracing for a record season; for example, UPS is set to top their 2013 estimated hire count by 73 percent, that’s roughly  95,000 temporary jobs.

  9. Highest Demand In Years for Q4 Full-Time AND Temporary Workers

  10. “Our forecast for the 2014 fourth quarter follows recent trends, demonstrating growth and indicating another increase in demand for temporary workers, marking the 19thconsecutive quarter of year-over-year increases.” - Greg Palmer, founder and managing director of G. Palmer & Associates, a California human capital advisory firm. (Source: ERE)

    Workers employed by staffing firms now account for 2.1 percent of the total U.S. workforce, a historic high.

    NYC Small Recruiting Just Got A Lot Harder: 5 New Reasons Why

    Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

    Full-Time Talent In High-Demand, But Gainfully Employed Still Cautious of Quitting Current Job For New Opportunities

    “The Bureau of Labor Statistics says job openings (as of August, the most recent month available) hit 4.4 million, the level seen before the recession. However, the number of workers quitting their job was 2.3 million, still significantly below the pre-recession rate.” (Source: Fordyce Letter)

Good News is Still Very Good News

Despite the hiring challenges that come with adjusting to the fits and spurts of economic recovery, getting up and out of a recession will always prove a much better ride than the one we had going into one.

So as we all roll up our sleeves through a busy hiring season and new year, let’s remember that this is the good part, and we have a lot of tools at our reach—like social recruiting—to aid in the new era of hiring.

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Roundup Social Recruiting Roundup: 3 Top Posts You Might Have Missed

We’ve scoured the web to find the best posts on social recruiting — so you don’t have to. Catch up on the latest survey findings, tips, and ideas in the world of social media and hiring.

  1. How to Get Hired in a Digital World – InfographicUndercover Recruiter – Read Time: 2 mins.

  2. Although this infographic is intended for the digital job seeker, it lists some notable stats for employers who are paying attention to the rise of social recruiting:

    • 30% of all Google searches are job-related
    • 78% of recruiters have made a hire through social media
    • Close to 8 recruiters out of 10 have already hired through social media
    • Employers who used social media to hire found a 49% improvement in candidate quality
  3. Social-Media StorytellingHRE Online – Read Time: 4 mins.

  4. HRE discusses the surprising HCI survey results that speak to how employers are adopting and using social recruiting:

    72 percent of organizations use social media for recruiting, but only 55 percent believe they’re using it effectively.

    The article asks HR pros, employers, and human capital analysts to share what they’ve observed to be the most effective social recruiting strategies and weigh in on why some organizations might be missing the mark.

    Related: 3 Qualities of Highly Successful Social Recruiters

  5. The Easy Way to Get a Social Influencer Advocating Your Brand Is to Hire OneEntrepreneur - Read Time: 3 mins.

  6. This post lists the steps in sourcing a social influencer, which the author claims could help drive awareness to your brand–especially if you own a small business or startup.

    “Social media has given rise to a new breed of social influencers capable of driving 16 times more engagement with your target audience than paid or owned media programs.”

    Will one’s social media clout find its way onto future resumes? Or has this era already dawned?


Follow us on Twitter for the latest social recruiting content and virtual events – like our upcoming webinar on Social Recruiting Best Practices. Share your top industry posts using the #TMJEdu so we can share it with our community!

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10891456256 0b557c1564 5 Social and Mobile Recruiting Posts You Might Have Missed

Aside from the story on the NSA using encrypted tweets to recruit code breakers, below are 5 stories on today’s recruiting tips and trends you might have missed.

  1.  Your Employer Brand Owns The Candidate ExperienceForbes -Read Time: 2 mins
  2. Employer Branding goes way beyond slapping on logos and slogans to a Twitter cover photo. This post argues that employer reputation should run as deep as evaluating and reforming the candidate experience and the employee experience. Read on to see how you can push your Employer Brand standard.

  3. Facebook Users Engage With Brands Most on FridaysMarketingProfs - Read Time: 3 mins
  4. Get the edge on your Facebook engagement by testing the findings from a recent Adobe study, which found Friday is the day when users were most actively engaging with brands, as well as brands’ videos.

  5. How to Hire Without Spending a Fortune. (Hint: Use Social Media.)Entrepreneur – Read Time: 2 minutes
  6. Yet another post on the cost-effective benefits of social recruiting. The article lists tips on other low-cost outlets and mentions a 1-800-Contacts case study that spiked click-throughs and tripled applicant quality.

  7. How To Hack HiringTechCrunch - Read Time: 3 mins
  8. This myth-busting post explains why Google threw out those surprise interview questions their employer brand was once famous for. Find out what other tips and trends are emerging, or receding, from Tech HR that may apply to your business.

  9. 4 Questions to Ask BEFORE Planning Your Mobile Recruiting Strategy [Illustration]The Middle Ground Blog – Read Time: 30 Seconds
  10. After that reading sprint, rest your eyes on this illustration on Mobile Recruiting prep questions to ask before you choreograph your next big mobile play. The illustration itself was entirely created on a mobile device–apparently in just 10 seconds.

Do you have any posts on modern hiring tips and trends? Please share them below.
 

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trophy And the Social Recruiting Survey Award Goes to...
We had a great time in Las Vegas last week meeting and talking with the ever-lively HR professionals at the HR in Hospitality Conference.

Since the conference did not end with an awards ceremony, as some shows do, we’ve put together an unofficial list of winners from an informal survey we took on the expo floor.

So, without further adieu, the winners are…

Most Used Social Platform for Recruiting after LinkedIn:

Facebook just edged out Twitter to take first position. This is actually close to the SHRM data collected last year (Slide 14) which found recruiting use of Twitter to trail that of Facebook by about 15%.

However, what we found more revealing than the difference in adoption of these platforms was, rather, the similarity in what the respondents wanted us to note, namely:

  • Their Marketing Department officially owned these social channels.
  • These channels naturally aimed to drive branding and engagement first.
  • Their main challenge was how to balance brand engagement with recruitment activity on these feeds.

We assured them that they can balance that brand engagement with recruitment activity via social media. In fact, keeping Twitter job channels and Facebook careers tabs separate from a brand’s main engagement channel is actually a best practice we apply and preach at TweetMyJobs.

Most Common Reason Someone Came Directly To Our Booth:

Bandwidth. Our most engaged conversations were with professionals who were already managing, at some level, a social recruiting tactic. Usually this management was manual—copying and pasting job listing URLs from their career site and posting onto various social platforms.

But those who had the best question, the most defined problems, came to our booth ready to share their challenges because they had arrived at a tipping point. They were outgrowing the current method and needed to graduate to a robust solution that could grow alongside their business.

3 graphic flyer TMJ 1b web And the Social Recruiting Survey Award Goes to...

 Above is an excerpt of our New TweetMyJobs Product One Sheet that we debuted at the show. To request a copy, please contact us and note it in your message. We’ll send you one right away.

Most Candid Answer to Our Most Asked Question:

“So how are you using Social Media for recruiting today?”

The individual replied with confidence, “Well I’m glad you asked.” Then after a pause, “We are using it very poorly.”

Although I cannot disclose to whom I can credit this candid, and comically delivered, quote; I will say that the conversation that followed was one of our most engaging talks at the conference.

We discovered that this HR Pro was handling a good amount of requisitions a month and was already utilizing social media to reach qualified candidates—but was doing so by posting jobs one-by-one on Twitter manually, fastidiously, heroically.

Again, at a certain volume, the biggest problem becomes bandwidth, and the biggest demand—intelligent, automated job distribution.

Most Given Reason for Not Having Yet Adopted Social Recruiting:

“I want to, but my Boss/Colleague/Company is a little behind the Social Recruiting curve.” 

We even received a more aggressive response, and possibly borderline threat:

“Our HR Director doesn’t ‘get’ Social Recruiting. So our Social Recruiting strategy is to get a new Director,” they laughed.

I laughed, nervously.

We’ve heard this before: Company culture and the dearth of social recruiting education were the most often cited barriers. But in the year 2014, can the lack of social recruiting education really be blamed anymore?

Consider our observation that the main question surrounding Social Recruiting has greatly shifted in just the past few years from “What is Social Recruiting?” to “How can we implement Social Recruiting better?”

Since most HR pros know what Social Recruiting is today, the barrier may truly be more cultural than educational.

Most Engaging Topic During the HR Tips & Trends Panel:

Millennials and Baby Boomers. Perhaps the most memorable fact I left with from the conference was that, for the first time ever, the Hospitality Industry boasts an employee demographic spanning across five generations—at times Baby Boomers and Millennials working “smack right up against each other,” as Debbie Brown, VP of HR at Four Seasons Hotels and Resorts phrased during the panel session.

Brown expounds on what millennials are looking for in their work:

“For Millennials, a job is not just a job; they expect an experience,” and then added for comedic kick, “…whatever that means.”

However, fellow panelist Alan Momeyer, VP of HR at Loews Corporation, finds a point of similarity, “It’s a search for meaning for the Millennials—not much different from the Baby Boomers.” He adds, “People don’t retire unless they feel like they are going to something.”

Momeyer weighs in a little more on the Baby Boomer Exodus, warning, “Baby Boomers will leave at some point, and they will leave a leadership vacuum you may not be prepared for.”

Momeyer may be urging his colleagues to prepare for the coming Boomer Exodus, but according to a recent survey, 63% of CFOs remain nonchalant about the big exit.

The talk was a great reminder of how unique the Human Capital space is and how it demands from its top leaders a deep understanding of age, cultural, and generational issues which are in a constant state of flux and usually at the center of debate.

Attend any HR conferences recently? Have you observed similar shifts in conversation surrounding Social Recruiting in the past few years? Share your comments below. We’d love to hear from you.

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bayada logo Social Recruiting to Fill 16,000 Healthcare Positions
We’re working with thousands of companies of all sizes helping to amplify their employment brand and distribute their jobs throughout social media. We’ve seen successes in industries from retail and hospitality to finance, technology, healthcare and more. One of those healthcare partners is BAYADA Home Health Care, an innovative company that employs more than 20,000 nurses, home health aides, therapists, medical social workers, managers, and other health care professionals.

BAYADA Home Health Care is making over 16,000 hires per year. To find passive candidates in some of their hard to fill roles BAYADA partnered with TweetMyJobs. The adoption of social recruiting has been a great success for the company and their entrepreneurial culture.

The results? BAYADA received more than 1,000 applicants in just a few months through TweetMyJobs, and dropped their time-to-fill average from 65 days to 55 days.

Click to learn more and download the full Bayada case study.

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This week in San Francisco,  HR pros and recruiters from around the world are gathered at the Social Recruiting Strategies Conference to discuss new and existing ways to implement social recruiting strategies to find the best candidates. Leading brands and organizations are in attendance to share their best practices and success stories.

ihg logo ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Over the last few years, IHG has been strategically building a social media presence to attract and engage with talent worldwide, and has utilized TweetMyJobs to do much of the heavy lifting of distribution, targeting, and branding for their social recruiting needs.

GaryZukowski ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs

Gary Zukowski, Founder of TweetMyJobs

During their session “IHG + TMJ = ROI: A Case Study of InterContinental Hotels Group and TweetMyJobs“, Francene Taylor, Director of Resourcing for the Americas, and Gary Zukowski, Founder of TweetMyJobs, will share IHG’s expanding footprint in social recruiting and how this effort is driving revenue to their organization.

If you’re at SRSC, join Gary and Francene on January 31 at 10:30am pacific. The conference has been pre-approved for 18 HRCI credits!

Featured speakers at the Social Recruiting Strategies Conference also include UPS, Groupon, NPR and many more. If you’re not at the San Francisco conference, follow along on Twitter: #SRSC

TweetMyJobs has many features to develop a successful social recruiting strategy for your organization. Learn more and change the way you recruit.

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