If it seems like every word in the dictionary now begins with “Tw,” it’s not just your imagination.
In February, Twitter had nearly 7.1 million users, with a growth rate of 1,382 percent from the year before, according to Nielsen NetView. As mainstream America braces for the Twitter storm, talent acquisition professionals are just beginning to uncover all the social network has to offer.
Little more than nine months ago, at digital advertising agency Organic, we began to incorporate Twitter into our social media recruiting strategy. We held a “Twitter Twaining” with our recruiters, introducing them to capabilities of the network, along with helpful accompanying apps and instruction on how to search for key talent.
They ran with it, and in a short time, Twitter has become the anchor of Organic’s job posting strategy. In fact, today more than three-quarters of our jobs are placed solely on social media sites such as Twitter (along with LinkedIn, Facebook and, of course, the company Web site). Only a quarter of our postings are posted on traditional job boards such as Coroflot, Mediabistro, Monster and TalentZoo.
Why are we weaning ourselves from traditional job boards?
Simple: We get results from social networking tools with no expense. Every day we discover new and innovative ways to use social media for our recruiting efforts.
Read the entire article plus Six Tips for Using Twitter as a Recruiting Tool here.
For consultation on developing your social media recruitment strategy, please contact your NAS Account Manager.
Source: Workforce Management, by Tracy Cote and Traci Armstrong
Tuesday, May 19, 2009
Wednesday, May 13, 2009
Article: Mass Staff Cuts Don’t Slam the Brakes on New Hires
Companies that bring on new workers while laying off others increase the risk of a discrimination lawsuit. By Fay Hansen
CEO Steve Ballmer rocked the high-tech world with his January 22 e-mail to Microsoft employees announcing that the company would eliminate 5,000 jobs in the next 18 months, including 1,400 immediately.
The layoffs and other cost-saving measures will help Microsoft save $600 million in the first quarter of 2009 and $1.5 billion for the full fiscal year ending June 30.
Ballmer noted, however, that net employment would contract by only 2,000 to 3,000 jobs. He explained the company would simultaneously "open new positions to support key investment areas during this same period of time."
Microsoft’s decision to hire new employees in the middle of a mass layoff reflects a broader trend now under way. Nearly two-thirds of employers plan to lay off workers in 2009, but many will not freeze hiring, according to the latest surveys.
Instead, companies will continue to hire new employees for their still profitable units, upgrade their talent and replace higher-cost employees with lower-cost new hires. Hiring during layoffs, however, increases the likelihood of a discrimination lawsuit.
"We suggest to our clients that there is opportunity in the recession to hire talent if a company is able to do so," says Michael Rosen, partner and employment law specialist at law firm Foley Hoag in Boston. "There is some inherent risk, but it can be minimized as long as the company is sensitive to it."
Read the rest of the Workforce Management article here.
CEO Steve Ballmer rocked the high-tech world with his January 22 e-mail to Microsoft employees announcing that the company would eliminate 5,000 jobs in the next 18 months, including 1,400 immediately.
The layoffs and other cost-saving measures will help Microsoft save $600 million in the first quarter of 2009 and $1.5 billion for the full fiscal year ending June 30.
Ballmer noted, however, that net employment would contract by only 2,000 to 3,000 jobs. He explained the company would simultaneously "open new positions to support key investment areas during this same period of time."
Microsoft’s decision to hire new employees in the middle of a mass layoff reflects a broader trend now under way. Nearly two-thirds of employers plan to lay off workers in 2009, but many will not freeze hiring, according to the latest surveys.
Instead, companies will continue to hire new employees for their still profitable units, upgrade their talent and replace higher-cost employees with lower-cost new hires. Hiring during layoffs, however, increases the likelihood of a discrimination lawsuit.
"We suggest to our clients that there is opportunity in the recession to hire talent if a company is able to do so," says Michael Rosen, partner and employment law specialist at law firm Foley Hoag in Boston. "There is some inherent risk, but it can be minimized as long as the company is sensitive to it."
Read the rest of the Workforce Management article here.
Tuesday, May 12, 2009
Article: Job Losses Moderate. Is This An "Inflection Point?"
The job loss numbers released this morning, as deep as they are, nevertheless support the growing sense among economists and the public that the economy may be in the early stages of a recovery.
“This looks very much like an inflection point,” says Stephen Stanley, chief economist for RBS Securities, who was quoted by Marketwatch this morning. “And the corroborating evidence … all suggest that the pace of layoffs is finally beginning to abate.”
Nevertheless, the 539,000 jobs lost during April pushed the unemployment rate nationally to 8.9 percent. It could have been even higher, but for government hiring in anticipation of the 2010 census.
“It is a sobering toll,” said President Barack Obama, cautioning that, “We should expect further job losses in the months to come.” Still, “The gears of our economic engine do appear to be slowly turning once again,” the President said. “Step by step, we’re beginning to make progress.”
The American people apparently sensed that too. The Conference Board’s consumer confidence Index for April took its biggest jump up in more than year, rising from 26.9 to 39.2. The 5,000 households that were surveyed also showed more optimism about improving business conditions. Those expecting that jobs will continue to decline over the next several months decreased from 41.6 percent to 33.6 percent, while those expecting more jobs increased to 13.9 percent from 7.3 percent.
That confidence was supported by a slight rise in the Monster Index. Though the change is still far below where it was a year ago and not even as high as in February, the Index found that eight of the nine regions in the U.S. had increases. Leisure and hospitality and some increases in banking and finance were the primary drivers to the Monster Index improvement, suggesting that seasonal hiring is probably playing a role in moderating the job losses.
Source: ere.net, by John Zappe; May 8, 2009, 1:30 pm ET
“This looks very much like an inflection point,” says Stephen Stanley, chief economist for RBS Securities, who was quoted by Marketwatch this morning. “And the corroborating evidence … all suggest that the pace of layoffs is finally beginning to abate.”
Nevertheless, the 539,000 jobs lost during April pushed the unemployment rate nationally to 8.9 percent. It could have been even higher, but for government hiring in anticipation of the 2010 census.
“It is a sobering toll,” said President Barack Obama, cautioning that, “We should expect further job losses in the months to come.” Still, “The gears of our economic engine do appear to be slowly turning once again,” the President said. “Step by step, we’re beginning to make progress.”
The American people apparently sensed that too. The Conference Board’s consumer confidence Index for April took its biggest jump up in more than year, rising from 26.9 to 39.2. The 5,000 households that were surveyed also showed more optimism about improving business conditions. Those expecting that jobs will continue to decline over the next several months decreased from 41.6 percent to 33.6 percent, while those expecting more jobs increased to 13.9 percent from 7.3 percent.
That confidence was supported by a slight rise in the Monster Index. Though the change is still far below where it was a year ago and not even as high as in February, the Index found that eight of the nine regions in the U.S. had increases. Leisure and hospitality and some increases in banking and finance were the primary drivers to the Monster Index improvement, suggesting that seasonal hiring is probably playing a role in moderating the job losses.
Source: ere.net, by John Zappe; May 8, 2009, 1:30 pm ET
Monday, May 11, 2009
NAS Launches Social Network Training Initiative
Webinar helps organizations position themselves to reach broader audiences
Cleveland, OH (PRWEB) May 11, 2009 –NAS Interactive, a division of NAS Recruitment Communications, announced today the launch of a new training offering for recruitment professionals: Recruiter’s Social Networking Boot Camp. The announcement came on the heels of a successful webinar NAS Interactive co-hosted with popular social network LinkedIn, “Using Social Media as Part of your Talent Sourcing Strategy.”
“Even before the presentation ended, we had received dozens of requests from participants for training on how to get a viable social networking strategy up and running,” said Kevin Hawkins, National Internet Strategist for NAS. “We recognize it can be daunting to determine where to begin engaging for recruitment. Our training will help organizations supercharge their online recruitment team with a comprehensive knowledge base of social media, access to the top time-saving tools and the blueprint for a comprehensive social media campaign—from launch through measurement.”
Recruiter’s Social Networking Boot Camp will guide organizations and recruiting staff through the maze of social media sites and develop a strategy for brand extension, outreach and engagement. And, as conversations that affect your brand as an employer are happening every day—in environments you may not know about— Recruiter’s Social Networking Boot Camp will include tools and techniques for online Brand Reputation Management. That means not only will you be able to identify where conversations about your brand are taking place online, but you’ll also be able to quickly respond to and engage in those conversations.
To learn more about NAS’ digital recruitment solutions, please contact your dedicated NAS rep today.
Cleveland, OH (PRWEB) May 11, 2009 –NAS Interactive, a division of NAS Recruitment Communications, announced today the launch of a new training offering for recruitment professionals: Recruiter’s Social Networking Boot Camp. The announcement came on the heels of a successful webinar NAS Interactive co-hosted with popular social network LinkedIn, “Using Social Media as Part of your Talent Sourcing Strategy.”
“Even before the presentation ended, we had received dozens of requests from participants for training on how to get a viable social networking strategy up and running,” said Kevin Hawkins, National Internet Strategist for NAS. “We recognize it can be daunting to determine where to begin engaging for recruitment. Our training will help organizations supercharge their online recruitment team with a comprehensive knowledge base of social media, access to the top time-saving tools and the blueprint for a comprehensive social media campaign—from launch through measurement.”
Recruiter’s Social Networking Boot Camp will guide organizations and recruiting staff through the maze of social media sites and develop a strategy for brand extension, outreach and engagement. And, as conversations that affect your brand as an employer are happening every day—in environments you may not know about— Recruiter’s Social Networking Boot Camp will include tools and techniques for online Brand Reputation Management. That means not only will you be able to identify where conversations about your brand are taking place online, but you’ll also be able to quickly respond to and engage in those conversations.
To learn more about NAS’ digital recruitment solutions, please contact your dedicated NAS rep today.
Wednesday, May 6, 2009
May's PRIDE Incentives
Looking for something to raise interest in your company and create a lasting positive impression?
NAS PRIDE (Premium Recognition Incentive Division for Employees) specializes in providing quality custom gifts, awards, and promotional merchandise to support your organization’s corporate identity, recruitment efforts, and employee incentive/retention/communication programs.
Check out this month’s NAS Pride Select Products here.
Contact one of our dedicated Account Managers to learn more or place your PRIDE order today.
NAS PRIDE (Premium Recognition Incentive Division for Employees) specializes in providing quality custom gifts, awards, and promotional merchandise to support your organization’s corporate identity, recruitment efforts, and employee incentive/retention/communication programs.
Check out this month’s NAS Pride Select Products here.
Contact one of our dedicated Account Managers to learn more or place your PRIDE order today.
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