Samara Parker


November 24
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Stress will mess you up.

According to Forbes, stress is to blame for 40% of all workplace illness. Stress also causes loss of productivity, communication breakdown and decreased engagement.

But, it’s hard not to fall into the stress trap. Especially for those of us surrounded by social media.

There is a culture of humble bragging about extreme busyness that is rampant on the Internet.

For some reason being busy has become synonymous with being productive, at times it seems that it has become synonymous with being a good person.

And yet study after study shows that this “business” leads to stress, and that stress is counter-productive.

This busyness overload is a major issue for organizations because it leads to burnout, disengagement, and poor decision-making.

Not good

To combat the urge to run around like a crazy person, shouting, “I am busy, here me roar!” from the rooftops, only to end up out on stress leave… Here are some steps you can take to keep your work productive, and your busyness in perspective.

Free Write

Keep a notepad and a pen by your desk. Preferably a spiral notepad that is at least medium sized and a nice pen that feels good to hold.

Every morning when you first arrive at your desk, open up your notebook and write down everything that is in your head.

This is called a Brain Dump, Getting Things Done popularized the term, but I learned it from a high school English teacher.

Writing all of the thoughts –junk- floating around in your head out on paper will help you clear your mind so that you are less likely to be distracted by random thoughts about laundry, or projects that need attention. Basically, it helps you stay focused on the task at hand.

Turn Off Your Phone

Or, in my case, disable What’s App!

Constant texts are extremely distracting. Texts may be quick to read and answer, but getting re-focused on your work afterward is a time suck.

Constant interruption is also surprisingly stressful for your brain and can trigger a sense of being overwhelmed even when you really aren’t.

If you feel the need to keep in touch throughout the day, try only checking your phone at allotted times, once in the morning, once on lunch, and once in the afternoon for example. This will prevent the problems associated with constant interruption.

Eat

Did you know that your brain takes up 20% of resting calories?

You need fuel in order to be productive, solve problems, and think in general.

According to the BBC 1 in 4 people in the UK are on a permanent diet (37% of women, 18% of men). According to a survey of my friend group: everyone I know, is on a diet.

I’m not saying that you shouldn’t eat healthy, but coming to work hungry is terrible for productivity and causes a ton of psychological and physical stress.

Keep healthy snacks around the office and if you notice yourself getting irritable, feeling spacey, or developing brain fog you might want to grab a snack.

I am partial to hard-boiled eggs and apples… But I work remotely, so I do not have to worry about offending my colleagues with smelly snacks!

Here is a great list of healthy, portable snacks that you can take to work, or have on hand for your employees.

Slow Down

Rushing about the office is stressful for you, your brain, and all of your colleagues because it creates a false sense of emergency, making every action seem urgent, whether it is or isn’t.

When everyday tasks are imbued with a sense of urgency, it is exceedingly hard to prioritize those tasks that do demand extra attention, time, and focus. This keeps stress levels constantly elevated, and depletes the reserves of strength that we need to call on in times of real emergency!

“Speed isn’t the key factor; velocity is, conscious movement in the right direction.” – Joe Robinson, Work to Live

Slow down, breath, and walk with purpose.

STOP

Your brain needs to rest. A lot. Most people’s brains work best in 90-minute cycles.

This is because your brain can only focus for 90 to 120 minutes before it needs to take a break. Apparently this has to do with the ultradian rhythm (not social media destroying our minds!)

Whatever the reason, science says that you need to give your brain a break if you want to reduce stress and work efficiently.

These breaks are an important part of your workday, not a detractor from it

What kind of breaks should you take? The gold standard is a walk in the great outdoors, but, if this isn’t an option, try a little deep breathing at your desk, or some office appropriate stretching.

On that note, I’m going to put on a cozy sweater and go for a little stroll.

How will you de-stress this week?

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November 19
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The Jobcast team has been extra busy this past week! Onboarding new users, making videos, and working on our product roadmap (we’ve got some pretty big stuff on the way) has left little time for reading. Normally I spend every morning pouring over the latest human resources blogs and social recruiting articles, but not this week. This week I’ve spent my mornings furiously typing away at my computer, oblivious to the coffee stains accumulating on the front of my PJs (a downside to remote work!) It’s times like this that I rely very heavily on Twitter to help me stay in the loop and find content worth sharing. We follow some pretty awesome HR Twitter accounts and these tweeters are always an excellent source of news, advice, and inspiration. This week’s link love is dedicated to a few of our favorite HR and recruiting Twitter accounts!

@HRBartender: Workplace tips and advice served up in a friendly place. Sharlyn Lauby tweets excellent advice for employers, recruiters and job seekers combined with excellent visuals.

@WinningImpress: Trainer, Speaker, Writer, Social Media in Recruitment & Job Search. Katrina Collier is a busy woman! She’s an extremely talented writer (we’ve linked to her articles on the blog before) and all-around lovely person. Her Twitter has a definite recruitment and HR focus, but she still manages to keep her feed fun and engaging.

@Social_Hire: Use the power of social media to recruit more effectively or accelerate your job search. As their name implies, Social Hire knows how to do social media. Their Twitter is a great place to turn for social recruiting advice. @Deandacosta: Dean Da Costa The Search Authority: Staffing, Recruiter and Sourcing expert. Finding what cannot be Found. Dean Da Costa means business. His Twitter is an excellent source of recruiting and sourcing info. His Twitter lists are even better. Dean’s lists are an essential resource for finding new accounts to follow. @andyheadworth: Founder Sirona Consulting - help companies integrate social media into recruitment strategy aka social recruiting. Consultant. Author, blogger & #LFC fan.

I love Andy’s work, his blog is smart, informative, and funny and these qualities carry over to his Twitter account as well. Those are just five of our favorites. For more check out this list:

The Top 100 HR Influencers To Follow on Twitter by Witty Parrot. Do you have any Twitter recomendations? Let us know about them in the comments!

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November 17
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Seasonal hiring for 2014 significantly outpaced that of 2013.

In October, retailers went on the largest hiring spree ever recorded for that month according to Gray & Christmas Inc. who have been tracking seasonal hiring trends since 1939.

The seasonal hiring surge doesn’t end in October.

As the weather turns chilly, the war for talent burns hotter than ever before.

November will see most major retailers add even more staff than they did in October.

For a sense of scale, last year Kohl’s planned to add 53, 000 holiday workers, this year they plan to hire 76, 970.

UPS will add 40, 000 more seasonal workers in 2014 than they did in 2013, and FedEx’s seasonal hiring will best last year’s by 30, 000.

To meet holiday hiring goals companies are turning to social recruiting.

Along with #BOGO and campaigns promising candy cane scented candles for Likes, retailers are tweeting #hiring, and posting recruitment videos to their Facebook Pages.

When confronted with this year’s challenging hiring landscape, and 1, 000 seasonal positions that needed filling, Beverages and More Inc. turned to Twitter.

The company launched a social recruiting campaign that lead to a 66% increase in online applications.

Macy’s is using Twitter and Facebook to fill their predicted 86, 000 seasonal positions.

Want more inspiration? Canada Post has implemented a multi-channel social recruiting strategy worthy of imitation.

They make effective use of hashtags when posting jobs to Twitter:

And, not only do they share job postings on their Facebook Timeline, but they’ve created a Social Career Site on Facebook to promote all of their open jobs.

Why create a Social Career Site on top of your Company Career Site?

44% more candidates applied for jobs on Facebook using the Jobcast app this year (2014), compared to last year (2013).

Job seekers are more social than ever before.

29% of job seekers now use social media as the primary tool in their job search, and that number is growing as more and more millennials enter the labour force.

An Aberdeen study found that 73% of 18-34 year-olds found their last job through a social network.

These social job seekers are not just looking to social to find job postings, they are also using networks like Facebook to vet future employers based on their online employer brand.

Companies with branded Facebook Career Pages received 7 times more applications than those with non-branded Pages (Source: Survey of over 18, 000 Facebook Career Pages.)

Social recruiting isn’t just for the holidays.

Both Canada and the US are predicting a surge in hiring over the next year and social recruiting is one of the best tools you can have for getting ahead in this highly competitive recruitment landscape.

If you want to get started with social recruiting, check out these articles to learn more:

You can also give the Jobcast social recruiting app a try for free. Here’s a quick video that explains what Jobcast does:

How Jobcast Works for Social Recruiting

Happy social recruiting 😀

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November 12
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I’m never sure what to say on Remembrance Day (or Veterans Day if you’re born in the U.S.A). Living in Europe, in a country that remembers the war in a way most Americans can’t, drives home the fact that saying Happy Remembrance Day is extremely inappropriate. What is appropriate? Giving thanks. Honoring vets with words, poppies, and ceremonies is the appropriate thing to do, but hiring veterans is a much more practical way to give thanks. There are currently 21.4 million veterans in America; over 720,000 of them are without a job. Each year, about 7,600 Canadian Armed Forces personnel leave the Canadian Armed Forces, including approximately 1,000 personnel released for medical reasons beyond their control. Finding meaningful employment is a key factor in making a successful transition to civilian life. Today I’d like to share some links that explain why hiring vets is great for your company, how to go about hiring vets, and highlighting those companies that make hiring veterans a priority.

Looking to Hire? Consider a Veteran – Martin Birt Great explanation of why hiring vets is beneficial for companies with a focus on Canadian veterans and businesses. “In the next year some 5,000 exceptional candidates will be entering the job market. Many of them will be mission focused and extraordinary team players, guided by ethical obligations including integrity, loyalty, courage, honesty, fairness and responsibility.”

Resources and Tips to Source Military and Veteran Candidates – Dean DaCosta This is the most useful article I’ve read about how to go about hiring vets, and the resources available to (US) companies that hire veterans. “More than 200,000 service members leave the military every year. Over 80% of military jobs have a civilian counterpart, meaning of the 200,000 getting out, over 160,000 will come out with skills and experience directly relevant to civilian jobs. All you have to do is identify and hire them.”

Military Vets Excel in IT, Companies Find – Tracy Mayor Struggling to find IT talent? Hiring veterans may be the solution you’ve been looking for. "Veterans possess the drive, self-discipline and problem-solving skills that are essential for working as an IT professional." - Jim Kuhn, SVP of USAA's project delivery group

5 Fortune 500 Companies Transforming The Job Market for Veterans – Laura Lorenzetti Learn about the innovative approaches these Fortune 500 companies take to hire veterans. “Starbucks established an internal development network that will match veterans and military spouses with the right roles within the organization.”

Military-Civilian Connecting Military Veterans with Civilian Careers Lucy Jensen founded Military-Civilian to connect employers with military veterans and their spouses. Lucy’s blog, Facebook Page, and Twitter provides a wealth of information, as well as job postings for vets. Visit Military-Civilian if you are looking to hire more veterans, or if you, or someone you know is a vet in search of a civilian career.

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November 5
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Ripped from the headlines (Buzzsumo), we’re bringing you the hottest (most shared on LinkedIn) social recruiting articles of the week. I don’t know about you, but I love using Buzzsumo to see what’s trending on the internet. Personally, I use Buzzsumo to find out about the latest social media releases, HR Tech news, and social recruiting articles. Then I share these articles here with you our beloved readers. Although I’ll probably have to find a new link loving strategy now... According to Buzzsumo, here are the most shared social recruiting articles this week: The first is actually targeted at job seekers, not employers or recruiters, but it’s an interesting reminder that job seekers also struggle with social recruiting best practices!

Social media use says what resume can't to recruiters The next article is a must read for employers.

5 Reasons Why Your Social-Recruiting Strategy Isn't Working Abby Perkins’ tips are blunt and to the point. I’m not sure that I agree with her third point, You’re Sticking to the Basics, as it actually serves many employers well to keep their social recruiting simple. But her fourth point, You’re Being Reactive Not Proactive, is bang on!

Apparently it’s trendy to be critical of employers and their use of social media...

Employers Love Social and Mobile Recruiting--But They Don't Know How to Do It (Infographic) This one comes to us from Inc. (no wonder the engagement is sky high!) The information presented is mostly taken from Jobvite's latest recruiting survey results. Jobvite inspired infographics are another hot trend this week and Sharlyn Lauby’s first page Buzzsumo post proves it! Recruiters: Target Your Audience [infographic] 

Next up: How Social Media is Changing College Recruiting This article is specific to sports recruiting and doesn’t transfer much to other fields of recruiting, but it’s a very interesting piece. Did you know that if handled incorrectly, the universities can face serious penalties and sanctions from the NCAA (over social media posts concerning recruiting), even if the communication comes from someone outside the university athletic department?! The Social Tester got a lot of engagement with yet another post blasting recruiters.

How to Help Your Recruiters Create a Great First Impression The article warns employers that “some recruiters are creating a bad first impression of [their] company.” Eep! Oh, and guess who made it on to Buzzsumo’s first page for social recruiting... We did!

The Jobcast blog’s post, Social Recruiting Lessons Inspired by Facebook Rooms, made it. Barely. But we’re still pretty happy about it. Enjoy these links and stay social. PS. I did not include three other pieces of content that were on Buzzsumo’s front page because 2 of them  had nothing to do with social recruiting and the other was in a language that I do not speak, and therefore could not vet.

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November 3
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Facebook recently released a new app for iOS called Rooms. Like forums, message boards, and chat rooms, the app allows users to connect with each other based on shared interests. Each "Room" is a feed where users can share photos, commentary, video, and links specific to that Room’s theme. Similar to your Facebook News Feed, but tailored to your particular interests. Facebook Rooms may or may not catch on, but either way the app is indicative of two growing trends in social media: A renewed focus on connecting over common interests, rather than common friends, and diversified feeds. Here's how these trends can help you rethink your social recruiting:

Your candidates’ common interests matter

One of the most attractive things about rooms is that it aims to bring people together based on their common interests, because really, when it comes to being social online, what you want to talk about is often more important than who you’re talking to. Each of the app’s Rooms is dedicated to a specific topic such as photography, technology, or even, social recruiting!

Taking this emphasis on interest-based communities into account, when planning your social recruiting strategy, can really help you step up your game. Joining online communities related to your field or that of the candidates’ you wish to recruit is a great way to discover and connect with potential hires. You can also start a community yourself and use it as a means to both engage the general public (potential customers), and scout top talent. e.g. A company that builds data visualization tools could start a Beautiful Data Room, Facebook Group, Twitter chat, etc...

Diversified social media strategies are more effective

Different Social networks have entirely different purposes. Sharing pics of your daily espresso to your Facebook Time Line = clutter, those same pics + a filter shared to Instagram = gold! With the acquisition of apps like What’s App and Insta, Facebook has shown that they understand that different social networks demand different types of content and vice versa. Rooms, with its content specific feeds, is a perfect example. The social recruiting takeaway here is that when it comes to social recruiting you must tailor your efforts to each different platform that you use. If you have a visually appealing brand, like Lululemon or Starbucks, then you’ll definitely want to make Instagram a part of your employer branding and recruitment strategy!

The same cannot be said when it comes to sourcing. It’s very unlikely that a candidate will broadcast their skills on Instagram (unless they happen to be a photographer or model), that’s just not what the network is about. But, it is much more likely for potential hires to share information about their skills and work experience with Facebook’s graph due to the type of prompts Facebook gives its users. So, when it comes to sourcing, you’ll want to spend more time mining Facebook’s graph for talent than searching Instagram. Choosing the right networks for the job at hand is essential for effective social recruiting. Here are some examples of the different ways that recruiters tailor their efforts to the big three social networks:

If you’re interested in trying Rooms for yourself you can get it in the (American) App Store for free. Then, join our Social Recruiting Room with this invite:

Have you tried Facebook’s latest app? Do you even want to? Let us know in the comments!

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October 29
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This Week's Link Love is going to be a little different because Facebook recently released a new app; Facebook Rooms. Not only is Facebook's latest app big news in the social media world... it’s also really, really fun. I’ll admit, I’ve been a little annoyed with Facebook since the release and forced adoption of Messenger, but Rooms is awesome and definitely worth a download. Its major strength is that, unlike Facebook, Rooms is an app for connecting with people based on interests alone.

If you're into photography the VSCO Room is awesome! I don’t know about you, but as much as I love my friends, I don’t always love their hobbies.  Your Facebook news feed is populated based on the content that your friends share. For me, that means a lot of fashion, tech gadgets, and emo looking musicians… No thank you! I’m about as interested in these posts as my friends are in my posts about proper squat form, and who won last nights TUFF fight. Facebook’s new app is a lovely alternative that allows you to create “Rooms” based upon common interests. These Rooms resemble a Facebook Timeline but instead of a random assortment of content, the entire feed focuses on one specific topic. To join a room you need to use QR codes which you can get via invite or by searching #rooms on Instagram and Twitter.

We recently created a Room for Social Recruiting, which you can join by installing the app, then using the “invite” pictured above. If you're not reading this on your phone, email the image to yourself and save it to your phone's photo library so that the Rooms app can access it.

This room is dedicated to anything remotely related to social recruiting, so if you have blog posts, comments to share, or questions to ask, please join us. Hope to see you there! More on Facebook Rooms: Straight From the Horses Mouth:

The Rooms Blog

3 Reasons to Pay Attention to Facebook Rooms

The Future of Anonymity on the Internet is Facebook Rooms Facebook Rooms is a fun little app, and we think it may even have recruiting potential, but more on that next week! For now we want to know: Have you tried Facebook Rooms? If so, what do you think? Let us know in the comments. Or in the Social Recruiting Room!

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October 22
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This week has been an absolute dream for social recruiters. Mostly because of all the buzz around Jobvite’s 2014 Social Recruiting Survey. In fact, almost all of this week’s article are in response to it.

So I should probably go read it now…

Jobvite’s 7th Social Recruiting Survey

This survey is a font of knowledge for anyone in the business of hiring.

It’s full of interesting tidbits about how today’s job seekers are using social media, and how recruiters are responding.

Jobvite’s survey is free, but you must give them your info in order to access it… and it’s really long!

If you don’t have all day, then check out:

How Recruiters Are Using Social Media in 2014

This article is a summary of Jobvite’s survey, highlighting the most salient of its findings for you so that you can save a little time and effort.

For a more visual summary have a look at MediaBistro’s blog post:

73% of Recruiters Spending More on Social Networks

This article is full of beautiful, sharable graphics. Like this one…

Job Seekers Rely on Facebook, But Recruiters Prefer LinkedIn

It seems like everyone’s on a Jobvite kick this week! This article from Human Resources Online interprets the results from Jobvite’s survey to better understand the social media disconnect between recruiters/human resources and job seekers.

The author shares some interesting thoughts and ideas about the survey, instead of just summarizing its findings.

What Everybody Ought To Know About Social Recruiting

Identify, Follow, Share, And Engage, these are the key factors for effective social recruiting according to Alexandra Vornle.

Her article is a wonderful follow up to all this research as it provides simples steps for anyone looking to make their hiring process a little more social.

Is Your Social Recruiting Cart Before The Application Horse?

Or, if your application process sucks, then no amount of social recruiting can save you.

Katrina Collier’s article is an excellent reminder that the process of directing candidates from your Facebook job ad to the application “landing page” is as important as the ad itself.

She goes on to provide some excellent tips for improving this part of the recruiting process.

It’s a must read!

For more great advice about improving candidate experience, I highly recommend our recent article:

3 Tips For Improving Candidate Experience From a User Experience Designer

Happy link loving and stay social!

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October 20
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Candidate experience is at the heart of effective recruitment strategy. Experience is what converts job seekers into applicants. 75% of jobseekers say that the look and feel of a job posting influences their decision to apply (Source: HireRight) and 30% of these candidates will leave the job posting without applying. The application process itself is also a key factor considering that another 30% of the applicants left will abandon your job post without completing their application! (Source: Smashfly) These drop-off rates may have something to do with almost half of jobseekers rating their experience as poor, or VERY poor (Source: MysteryCandidate) Oh, and not only does poor experience result in an immediate loss, but it also negatively affects application potential as over 60% of candidates who have a positive application experience with a company will go on to recommend that company to their friends. (Source: Forbes) Conversely, candidates who have a negative experience will actively discourage their friends from applying for a company’s jobs! Why such dismal numbers? User experience is hard. User experience is hard to get right even if you are a tech company with a whole team dedicated specifically to user experience. I think it’s safe to assume that most HR departments do not have such a team. That’s why I asked former Jobcast designer Leif Parker to share some tips for improving your candidate experience. Leif specializes in user experience. His job is to use design to influence how users navigate a site and how they experience that site all with a goal of improving conversion rates.

Here are his 3 tips for improving candidate experience:

Determine Your USP

Your USP (unique selling point) is what sets you apart from other employers. It’s what makes your organization different and better. This could be your company culture, flexible work options, or an awesome vacation package. Your USP needs to be clearly communicated to candidates on your career-site landing page (where job seekers first land on your site), through your employer branding, and in your job posts. Think of Every Possible Action Consider what actions a jobseeker might take on the road to becoming an applicant and the results of those possible actions. If, for example, you are a design firm in Austen, chances are that the candidates you want to attract are Googling “Design jobs in Austen.” Make a list of the most common actions you come up with. It might look a little like this:

  • Google Search

  • Facebook Search

  • Visit Company Facebook Page

  • Visit Company Website

  • Click on Job Post

  • Apply to Job

  • Upload Resume

  • Connect on LinkedIn

But a lot longer! Now curate this list. Find a way to cut out any and all actions that are unimportant or redundant. For example, if your application process requires a candidate to fill out five pages of information about themselves, then don’t require that they also attach a resume… Or better yet, give them the option to auto-fill their application using “Apply with LinkedIn”. Cutting out actions that candidates must take to apply for your jobs will improve their experience by making it shorter and easier.

Imagine Common User Flows

A user flow refers to a series of actions a user makes. Normally when designing Leif would recommend considering the following three user flows:

  • New User

  • Common User

  • Power User

To make this tip work for recruiting, think about the most common ways jobseekers find your job postings and go from there. If potential hires find you via ads on job-boards, Twitter, and referrals, then assess those users’ actions to understand what their common user flows are. For example: A jobseeker that found your company on Twitter typically clicks on a job posting that you tweeted, then navigates from that job posting to your “About Us” section, then returns to the job posting, and applies for the job. Whereas a jobseeker who found out about your company through a referral typically Googles your company, and then emails your hiring manager directly rather than going through the typical application process.

Sketch out typical user/candidate flows and pay attention to what specific actions must be available in order to facilitate the application process. Then follow the different flows. This will show you if there are any roadblocks in your candidates’ way, or if there are any gaps that need filling in to make the application process easier. Candidate experience will determine both the quality and quantity of applications you get, so make sure you give it the attention it deserves.

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October 15
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It’s time to get your learn on with this week’s top articles!

When Performance Reviews Simply Aren’t Enough – Anna Carroll “For the average Millennial, feedback is indeed ‘the breakfast of champions.’ ” – Click to Tweet

I agree with this statement 100% and I’m willing to bet most of my fellow Millennials would too. Anna Carroll’s excellent article explains the importance of real-time feedback especially in regards to GenY. Oh, and hot tip: If you don’t have time for a constructive feedback conversation, just use emojis!

But First, A Single Source Of Business Truth – Kevin Grossman “It’s time to answer the talent analytics call!” According to Kevin, HR and recruiters need to step-up their data game, as it is essential for moving away from a reactive hiring model to a more effective, organized, and proactive one.

#HRTech Gossip - ToddRaphael Because who doesn’t love being in the know?! This blog post shares a little of what Todd Raphael picked up at the HR Technology Conference in Las Vegas.

4 Tips to Drastically Improve Your Career Site Now – Shannon Smedstad “Whether it’s a consumer or career site, you have to give users just the right amount of information to know what to do next.” This post gives excellent advice for improving candidate experience by putting the jobseeker first.

101 Super Effective Ways to Reward Employees – By Peter Economy According to a poll conducted by Maritz Research, employees who are recognized on the job are:

  • 5 times more likely to feel valued

  • 7 times more likely to stay with the company

  • 6 times more likely to invest in the company

  • 11 times more likely to feel completely committed to the company

Sooo… You should definitely read Peter’s article! Have a lovely Wednesday and stay social!

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