Tag Archives: buffer

The Time is Now! Use your Data & Improve your Recruiting Process

24 Mar

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In years gone by, content producers across the digital divide didn’t always know who they’d influenced. But that’s changed. Companies like Buffer, Hootsuite, make it as easy as pie. You can schedule your messages, and follow the potential and actual impact your information is having in real time.  These things are typically measured via clicks, views & re-shares, as compared to the number of followers and tags referenced.

I’m curious to see how HR pros are tapping into these tools to curate their messages for passive and active job seekers in social space.

  •  Are they tracking the number of  job ad views in their social presence?
  • Are they following the digital bread crumbs from the first twitter link to the website, to Glassdoor?
  • Are they capturing the information that leads a candidate to close out of their website or job application?

This is the quantitative information that should be easy to gather on the back-end.  But why aren’t more employers doing it?

HR Bloggers have discussed the suckiness of the job application process many, many times in the past. In this day of HR software it’s mind-blowing that companies still make candidates fill out page after page of repetitive, clunky text boxes, just to send information into a void of silence.

We know the application process can be simple. So why this reluctance for everyone to get on-board?

The prevalence of new HR tech means big changes for stuffy HR offices.  The companies who start the conversation the quickest, and offer an engaging, humanizing experience are winning this race.

I really think there should be more employers in the winners circle these days.  You have the technology to help your recruiting brand not suck. What are the stragglers waiting for?

Radical Transparency: Another Win for Social Business Tech

23 Mar

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I read an article this morning about the future of global leadership. It highlighted a group of 30 somethings who were redefining the way we do business, and the way leaders interact and guide their business growth.

The article described “radical transparency” as the factor making this possible. In the future there will be  nowhere for bad apples or bad behavior to hide. This is awesome for people and awesome for business. It’s just another plug for the benefits of global technology.

42% of the global population will have some type of smart device by the end of this year.

That’s a lot of people with a lot of things to say.

If you’re lucky, they’re promoting your brand.

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If you haven’t been on your best behavior, that’s going to get out, and I promise, there will be changes.

Is radical transparency a part of your employee brand?

How do you promote it in your office?