Social recruiting is arguably the most popular way that HR uses social media to its advantage. It means attracting and sourcing qualified candidates through social media (for example, Facebook, LinkedIn, and Twitter). Ultimately, it is about growing networks, building lasting relationships, and finding higher-calibre candidates. It gives the people responsible for recruitment a more interactive way to engage active job-seekers and connect with passive talent in the online communities that they frequent the most. Using social media lets you reach beyond your network and attract potential candidates with targeted or non-targeted advertising and automated job feeds.
Everyone who has worked in retail knows that the end-of-year holiday shopping rush is always a hectic time. Due to a phenomenon known as the “Golden Quarter” in the United Kingdom and “Christmas creep” elsewhere, retailers begin their transition into holiday mode months ahead of the holiday season. This means that long before many consumers shop till they drop, holiday merchandise begins appearing on store shelves, in-store music turns to festive carols, and human resource professionals in stores across Canada scramble to prepare for the chaos that the holiday season brings.
If you’ve recruited volunteers before, you may have experienced dissapointment with a newly recruited volunteer that you believed was brimming with potential. Not long after they start, it becomes abundantly clear that they are not right for the position you recruited them for. Recruiting volunteers that are a perfect fit for the positions your organization offers can be a real struggle, but with the right mindset and approach, you can land those ideal candidates.