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29/6/2015
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this may result in a tedious
In the midst of a shrinking job market flooded with applicants who are growing
increasingly desperate for employment nike roshe
run femme pas cher , sorting through potential candidates to find
those who are truly qualified for the positions they re seeking is becoming a
more complex job for many recruiters, especially those looking to fill highly
specialized positions that demand relevant industry experience. Furthermore, in
an economy where everyone recruiters and staffing firms included is looking to
cut costs, placing advertisements in large publications or online job boards may
not be as affordable or practical an option as it once was. To make sourcing
more effective and affordable, many recruiters have begun incorporating online
social networking in their recruitment strategies. But how do these networks
stack up against more traditional online sourcing methods like job boards? We
took a look at some of the pros and cons of this potential new recruitment tool
to find out. The Advantages of Social Networking Social networking sites, such
as LinkedIn, Facebook, Spoke, and MySpace http://www.rosheoneprint.fr/nike-roshe-run-homme-pas-cher.html ,
are rapidly becoming the most frequented spots on the Internet, particularly
among young adults. According to a recent survey by the Bernard Hodes Group, 89
of young adults between the ages of 16 and 29 reported spending time on social
networking sites at least once a week. Baby Boomers, too, are slowly beginning
to gravitate toward these online communities. According to the LinkedIn website,
their network alone has more than 34 million registered members in over 170
industries. By gathering voluntary personal and professional information from
millions of users, these sites have the added value of acting as a priceless
resource of information and networking for advertisers, businesses, and yes
recruiters. Online social networking mimics the dynamic of word of mouth
networking nike roshe
run homme pas cher , but thanks to the speed and ease of the
Internet it takes place at a faster pace and often requires less effort. By
connecting to friends and colleagues on these sites and then viewing their
network of contacts, recruiters can obtain access to an extensive,
interconnected web of professionals who may share some common skill sets,
industry knowledge, and expertise. Among the benefits to using social networking
sites as sourcing tools are: Cost effectiveness: Most social networking sites
are free to join, and require only the time commitment necessary to create a
profile and begin building your network of contacts. Some sites also offer the
ability to advertise job openings in the form of paid ads placed in a particular
geographic region or targeted at a specific group of network users. These ads
vary in price but often are less expensive than (or comparable to) the cost of
advertising on a job board such as Monster. Filling specialty positions: Because
social networks are often built around common interests and industries, finding
one highly specialized individual on a networking site can often quickly point
you in the direction of many others who are members of a common job specific
group on a site like Facebook or LinkedIn. You can also search within smaller,
industry specific online networks; there are a number of such sites designed for
engineers, medical professionals http://www.rosheoneprint.fr/ ,
legal professionals, and others. Targeting the younger generation: Social
networks are an excellent way to engage and build relationships with Generations
X and Y for the purpose of recruiting. According to Bernard Hodes, these
generations are considered the most technologically advanced group in the
workforce...and an increasing number of them (47 ) are considering social
networking sites as an outlet to receive career and employment information. Why
Job Boards Still Matter Though social networking sites may be a valuable
resource for recruiters looking to access otherwise tough to reach networks of
highly specialized workers, don t expect them to replace traditional job boards
anytime soon. The key difference between traditional job boards and social
networking sites as sourcing tools can be summed up in two words: candidate
motivation. Individuals on social networking sites are primarily using them for
just that: socializing. Unlike job board applicants, candidates sourced through
social networking sites are generally passive jobseekers; while they may have
the industry experience and expertise to fit the position you re looking to
fill, they re most likely not actively seeking a change in employment. For
recruiters, this may result in a tedious, time consuming process of contacting
and re contacting passive candidates, a process that could potentially result in
a frustrating number of delayed responses andor dead ends. Traditional online
job boards nike roshe run pas cher , on
the other hand, may be far less time consuming, since they offer the ability to
quickly search and scan candidate resumes, and to easily contact a pool of job
applicants who are highly motivated, eager to hear about potential employment
opportunities, and likely to be far more responsive. What s Next? Ultimately,
recruiters looking to sharpen their competitive edge by accessing a larger pool
of potential job candidates should consider cultivating an active presence in
social networking sphere, if they haven t already. For those nervous about
entering this potentially unfamiliar territory, creating a profile on a site
such as LinkedIn is an excellent place to begin: the site is driven by a focus
on networking rather than socializing nike
roshe run rouge et blanche , and offers a user friendly, business
driven platform on which to build your web of contacts.
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