Tag Archives: recruiting

7 Aspects About Recruiting That Will Make You Look Differently at the Job Search

This entry was posted in Articles, Employment trends and tagged , on by Lynn.

list_ok HR managers devote merely 6 seconds to CVs as a rule. As part of a case study, the American company TheLadders analysed the decision making of recruiters. The result: HR managers devote merely 6 seconds on average to individual CVs! Specific basic data, such as education and previous jobs, seem to be particularly relevant while reviewing CVs; well-structured CVs are generally rated better than complex CVs. We have already presented the study in a previous blog post.

understanding the recruiting process

list_ok There is no correct answer to interview questions, what matter is your way to answer them. There are interview questions that were already asked countless times and the possible responses are always the same. Here’s where the big opportunities for applicants lie. In the case of annoying interview questions, there is no correct response but what matters is the manner in which you answer the question. If the question unnerves you, the HR manager will most certainly dig deeper. Surprise with an authentic response to a standard question and you will make a lasting positive memory.

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Social media recruiting doesn’t have to be difficult

This entry was posted in Advice for recruiters, Articles, Social media and tagged , , , , , , , , on by Lynn.

Social media recruiting doesn’t need to be forbidding or complex, but can be easy and contemporary. And even if it appears that the large companies are setting the tone, social media recruiting is just as relevant for medium-sized companies. Interestingly, there are small social media recruiting campaigns that make a better impression due to their quirkiness and authenticity than some high-budget productions. In this case, take look at how Twitter sell their employer brand on the internet on a small budget but with plenty of humour to make up for it:

Along with having enthusiasm and originality, it’s important to observe the rules of the game. Here are the most important things to remember for successful social media recruiting:

list_ok You shouldn’t expect too much from social media recruiting. It serves to develop a corporate network, and to expand outreach and awareness levels, but it will not perform miracles if the traditional recruiting processes are not well planned and integrated.

list_ok There are legal frameworks for active sourcing. You need to know exactly what is legal and where limits are crossed. For example, copying and saving the data of potential employees from social media without their permission is not allowed.

list_ok Not everyone wants to be headhunted via social media. If a high-potential candidate states on their social media profiles that they’re not looking for new opportunities, you should respect that.

list_ok Alongside the serious, “professional” social media channels such as LinkedIn, all other platforms can also be used. Only a small portion of this potential is currently being tapped, meaning that you still have the opportunity to be one of the few companies whose campaign whips up a storm!

How do you recruit using social media?


Because most companies are already successfully represented on LinkedIn, here we will address the less crowded social media channels that businesses can use to advertise their employmer brand and open positions:

Facebook-Icon FacebookBy now, Facebook offers excellent advertising possibilities to ensure that your job advertisements or employer brand reaches the right target group. First of all, however, you should establish whether the demographic you want to reach is active on Facebook. If that is the case, your company’s recruiting website can be integrated into your profile, advertisements can be switched on, posts furnished with hash-tags and questions can be answered publicly to good effect. Facebook is amongst the more informal platforms, but this doesn’t mean that you should try to appear young or cool at any cost: retain a degree of professionality if it’s appropriate to your brand.

twitter_icon TwitterOn Twitter you should, first and foremost, ensure that you’re not just tweeting job adverts. Each open vacancy should, of course, reach your followers and be furnished with hashtags. But a Twitter account without other types of chat and information is unlikely to be thought interesting and might quickly lose its appeal.

googleplus-icon Google+ – One thing’s for certain, Google+ is on the way up! And because it enjoys a solid professional reputation, you should by all means publish your open positions or at least your general merits as an employer here. It is almost refreshing that there are no official advertisements on Google+. Content (videos, photos etc.) can be published in high quality and it makes sense to register before the big onslaught because it’s likely that Google+ will reward its older users with better positioning.

Pinterest-icon Pinterest/Instagram Because Pinterest and Instagram let you integrate and link photos, these can be used in ingenious ways to captivate your audience. Because there is so much to look at, your target group probably spends a huge amount of time on this platform. Great photos attract a lot of attention and the links will send your conversion rate booming. The greatest challenge here is to get some visually compelling pictures that your target group simply cannot ignore.

304145-youtube-youtube-app-logo Youtube  Please refrain from cheesy campaigns, especially with videos.  There is a fine line between inspiring/motivating and over-the-top. To see the difference between likeable and authentic videos and those which are not so much, have a look at the following two examples. Timeless values and arguments work across all generations.

Lines such as “I am Microsoft research” make this video seem like it’s trying to be something it’s not. In contrast, a contemporary soundtrack and a simple message make Express Vending’s recruitment video appealing and up-to-date:

Top Tip: If you have numerous connected accounts, then pay attention to the readability of your posts if you publish in all of them at the same time. The quantity of hashtags you use can look great on some networks (Twitter) and on others appear rather unattractive (LinkedIn). Always put yourself in the position of a potential applicant.

At JobisJob, jobseekers can use the function “My Network” to connect online job adverts to their social media channels. This can be done privately, and lets the reader know at a glance whether acquaintances are working for the company they would like to apply for.

Social Media Week_JobisJob

How not to follow recruiting rules

This entry was posted in Advice for recruiters, Articles and tagged , , , , , , , on by plabram.

Recruiters – are you bored of standard hiring procedures? Do you find yourself doodling in the margins of CVs? Do you ever wish your interviewees would do something really outrageous, just to make life more interesting?

We’ve tracked down three examples of companies who, without doubt, win a JobisJob gold award for Innovative Recruiting Strategies. But does this kind of practice actually work when it comes to sourcing top talent? Answers in the comments box, please…

Three innovative recruiting techniques


Heineken’s “The Candidate”:

Bored of asking all the same questions and getting all the same answers, Heineken videoed a set of radical interview techniques which included taking employees by the hand, an interviewer who pretended to pass out and a fake fire drill.


“My Marriott Hotel” – innovative HR at Marriott Hotels:

Fancy getting a taste of what it’s like to work in the hospitality industry? Marriott Hotels’ hiring procedure revolves around a highly addictive Facebook game. “My Marriott Hotel” allows users to put themselves in the shoes of a kitchen supervisor, where they are required to cook, manage supplies and serve dishes. The “Do It For Real” button at the top takes you to Marriott’s career’s page.

HR at Marriott Hotels


Hiring pirates, not cowboys, at Ogilvy:

Ahoy there! PR and communications company Ogilvy resorted to lily-livered tactics in order to find their next web designer. They uploaded a call-to-action to apply for their next job opportunity onto various pirate media sites, and named it after a famous design package. Scallywag “Talented Steve” has now been hired to work for Ogilvy, where he can use all the software he likes for free.