I love LinkedIn, I've literally built a sales career from using it!
But I do have one major problem with it...Connection Collectors!
I've noticed that there are a lot of Connection Collectors on LinkedIn these days. These are people who want to connect but have no intention to network, talk or share ideas (what's the point then!?!?).
I'm connected with (at this current time) 6,384 connections.
This is a blog that I've been meaning to write for a while...
I founded Prince Talent in 2014 to aid my recovery from a serious back illness.
With £600 to invest (I bought a laptop, £10 skype credit and a bluetooth headset!), I generated £150k in sales and worked with leading brands in London and Kent.
How did I do this? There was a lot of hard work, LinkedIn and free work involved! But, I wouldn't of had the success I had without the amazing online tools I used on a daily basis.
Today, I want to share those tools with you.
I hope this blogs helps you build something special, whether that's part of a wider business or your very own business.
Being involved in the Start Up world , I get to see many different forms of technology and online platforms.
With this in mind, I wanted to share with you the technology that is set to change the game of recruitment!
Of course recruitment will always be people based but as we've seen over the past 4 years, technology is an ever - increasing part of it.....
Not to mention that they should make your recruitment strategy more effective and efficient!
I must admit that I am slightly late on this one! Sorry!
I thought I would do something slightly different…
Rather than choosing a topic to cover myself, I have asked my trusty tribe what they want to read about, what queries they are having about the industry and what they would like to explore.
With that in mind, questions were submitted from a wide range of people, from Internal Recruiters to CEO’s…
Here are the top 3 questions, written and chosen by you, the reader.
I once started a job where on my first day nobody spoke to me, I muddled through set work and ate lunch on my own.
I wanted to quit within the first week.
A Leadership study of over 20,000 new hires showed that 46% of new employees didn’t stay with the business past 18 months of employment.
Having a good onboarding process will be a lot cheaper and easier than having a high turnover.
In previous blogs we have discussed how to find and capture top talents’ attention and drive traffic to your site. But what happens after that?
You've managed to stand out from the crowd and attract the right people. You've even managed to get your job advert to go viral (thanks to your superstar recruitment employees!). The hard work is done right? I'm sorry to say, you’re wrong…
We are always looking at recruitment from a business point of view: what’s the best way to attract candidates? How can we make our process faster and more effective? What can we do to make interviewing easier for our Line Managers?
But what about the candidate? Why aren't we striving to amaze them?
Let’s begin with some recruitment statistics from the candidates’ perspective:
What is social recruiting?
For me, social recruiting is the process of attracting, engaging and retaining talent through the use of social networks (both online and offline!)
The multi-platform dilemma:
Facebook, Pintrest, LinkedIn, Twitter, Flickr, Vine, Google+ and yes many, many more!
How are you supposed to master all of these platforms?
Do not fear! I've written this blog to guide you through the biggest platforms used for social recruiting (LinkedIn, Facebook, Twitter and Google+).
How is your employee referral programme going? For a large number of companies, it’s a struggle.
However, employee referral programmes can be one of the most powerful weapons an internal recruitment or HR department can have.
Here are some of the benefits that show why an employee referral programme is so great:
Social media has got to be one of the most effective tools for attracting, engaging and communicating with targeted candidates.
The good news; top candidates have become more accessible than ever! The bad news? It will take more than a ‘I'd like to add you to my professional network’ to get them interested.
Hi, I'm Chantelle Jones