Daily Quotes

The world is stitching into a new avatar for grabbing ideal jobs and that fabric is known as Recruitment industry.

Recruitment is all about extracting the cream of skilled workers and help them to implement their learning’s in the business.

The basic fundamentals of recruiters’ job is mapping the candidate and prove to be an excellent communicator for both organization’s and job-seeker.

The recruiter doesn’t only sell job opportunities; he is the reason of the big smiles of the families on the pay days.

Be a recruiter who creates a difference. Be a recruiter who connects the dots. Be a recruiter who is the reason for the smiles on the face of the candidates.

The recruiter should be able to colour between the lines, the skilled worker and organization.

Word of mouth, networking and references have emerged as a powerful tool in the recruitment industry.

The sources of external recruitment are external bulletin boards, employment agencies, educational institutes, personal recommendations, employee referrals, and classified newspaper advertisements.

Justin Bieber has 88.3 Mn followers on Twitter, and 24.5 Mn followers on YouTube. Social Media helped him to build his own individual brand.

Social Media Recruitment is the new buzzword in the recruitment industry and has created a sea-change in all internal functionalities.

The tools of Social Media Recruitment are interactive web application, which includes the use of user generated content such as comments, blogs, videos or any other online interaction in social communities.

Social Media helps to understand the psychology of the candidate and creates sea-change in their recruitment process.

The vision of an ideal recruitment is to hire skilled candidates and enhance the rate of job satisfaction in the market.

The various social Media Recruitment platforms are LinkedIn, Facebook, Google, and XING. These online platforms have revolutionized the recruitment world.

The magnificence of the trend of Social Media Recruitment is that it can be done using mobile technology, mobile phones, laptops or tablets.

The first thought in the mind of every recruiter is ‘How can I find a well-fitting candidate for this organization and ensure that the candidate’s job satisfaction needs are met in the position they are going to fill?’ Isn’t it?

Social Media Recruitment is a brave new world which also helps in connecting with co-workers, ex-employees and industrial experts.

Social Media gives the flexibility of accessing professionals’ data by 24*7*365, which is absolutely incredible.

Bad Social Media skills can create a dent on your reputation. Share a good Social Media presence everywhere.

When a recruiter posts about a job opportunity on Facebook or Linkedin, he/she also observes the kind of responses he/she receives and the style of content job-seekers write on that same post.

Social Media Recruitment helps in faster recruitment. It saves time, energy and money. Social Media Recruitment is efficient.

Many job-seeking-candidates are rejected because of poor Social Media posts presence. Monitor your Social Media presence carefully, it is your brand indentity in this new brave world!

In 2013, an organization named “On Device Research” surveyed a huge population sample of 17,000 young people in six countries. The results of the study indicated that nearly 1 in 10 youth between 16 and 34 get rejected from potential jobs because of comments they have made on social platforms.

Social Media Recruiters have to be educated and informative, when they are offering jobs on the Internet.

93% of recruiters check candidates' social media postings as part of the screening process.

The Indian Prime Minister Mr Narendra Modi has crafted a giant social media presence during his reign in office. He is one of the few politicians in the world who have a strong and positive web presence.

Skype call is the new trend and preference in conducting interview. It saves time.

A BBC reporter tweeted that "Queen Elizabeth has died." But she had gone for a routine body check-up. The reporter lost job. Prank is no more a prank. Tweet carefully.

Social Media enables two-way communication.

A girl created doodles on her photos and videos on snapchat. This illustration of stories resulted in a huge following of around 20,000 followers on Snapchat. She also took over Disney's Snapchat account for Disneyland's 60th anniversary at the young age of 19. Her handle name is @OperAmericano.

Recruiters use Social Media to find the rock star for their Companies

Social Media is meant to be Social, engaging, and creative. Recruitment companies can craft strategies to search for potential candidates.

Snapchat helps to search for young millennials. It is a new buzz in the Social Media recruitment industry.

Ask for potential recruits to send your Snapchat videos explaining-Concisely!-Why are they the right reasons for the job? If they are able to convince you in a few videos and bring them in for an interview, you have find the right millenials’ for your company.

In today’s era, people are spending a good amount of their time on Social networking websites in their “online Social life”.

Recruiters use Social Media to identify prospects, build relationships, network with peers, and contribute to the discussion in various areas.

According to the Society for Human Resource Management about 40 percent of companies use Twitter to source talent, 54 percent recruiters rely on Facebook, 8 percent use Google+ and You tube and 4 percent use Pinterest to post jobs.

Job satisfaction and happiness are the most important factors in the Recruitment industry.

A Company’s talent brand is how their mission, vision, and corporate culture are perceived on Social Media.

Update your Social channels with your recent triumphs, and more importantly, update your Careers page.

Social Media recruitment, a fancy term for the act of poaching good talent from other employers by recruiting people who aren’t even in the job market.

Your company should consistently put out a variety of written and visual content on a corporate blog, or post photos of events and everyday happenings at the office on Twitter, Instagram, and Facebook—with corresponding hashtags.

A recent U.S. Study indicated that millennials are more productive workaholics than their parent’s generation.

The millennial generation says "If I am doing a certain job today- I want the freedom to go back and learn new skills, to re-invent myself in a different profession if I so choose!”

Start being active on millennial-favorite Instagram and Snapchat to push your company’s name to the right crowd.”

Monitor the effectiveness of your Social hiring.

There are 14.4 million Americans using Social Media to job search, with 29% of those in the job market using Social Media as their primary resource.

Linkedin is a surefire way.

The good working relationship in the office makes our work enjoyable more and we get more sharp and innovative.

Focus on bring positive. Positivity is contagious and attractive

The practice of listening, being positive and developing your skills help you to remain active in the professional world.

In this Digital age, the candidate experience has become paramount.

HR and recruiters should learn to maximize Social Media in such a way that gets across a consistent employer brand message about all departments in a company.

Social Media has evidently become a universal hiring tool, with 92 percent of recruiters surveyed using it as part of their hiring process.

The Top three qualities to check during an interview with the candidate: preparedness, professionalism, & interest in our position specifically.

Why are some companies so resistant to new recruitment strategies to target millennials? We are the future talent.

Social Media recruitment will allow your company to measure effectiveness versus competition

The best and most organic way to hire on Twitter is by tweeting about your opening.

Social Media is a goldmine for marketers as they have access to a large pool of audiences of various ages and nationalities.

Social Media is a community of people with a common interest who connect with on4e another to learn, play, organize and Socialize.

Social recruitment, which encompasses the use of well-known platforms such as LinkedIn, Twitter, and Facebook, as well as the Social Media and mobile-enabled careers sites of employers themselves.

Facebook is used as a platform to connect with passive talented job seekers and build long term talent pools.

Recruitment companies have created youtube channels as a portal for recruitment videos and videos.

Yammer is a Social Media tool to assist organizations in being more productive through the exchange of short frequent answers to one question “What are you working on”.

Social recruitment is a serious business. It fuels the recruitment process and helps to spread work of the job.

Many global employers have established a twitter stream for employer branding and recruitment purposes.

According to a Statistics survey conducted in April this year, Facebook has 1,590 million active users, WhatsApp 1,000 million, Twitter about 320 million and LinkedIn a 100 million users.

Paper screening is a preliminary screening stage that lets the recruiter weed out candidates who are not a good fit.

Paper screening includes resume screening, cover letter review, following up on letters of reference

82% of HR professionals in a recent survey reported that passive recruitment was the primary reason for using Social Media to recruit candidates.

Using Social Media for recruitment is one of the economical ways to attract top talent to your company.

Don’t discount your abilities and work by giving undue credit to luck. Celebrate your success and be proud of what you’ve achieved.

LinkedIn, Facebook and, Twitter have been recruiter’s top hunting grounds for Social-savvy candidates.

Recruiting is a wonderful and exciting job. But sometimes even the best of us need a little bit of inspiration.

On Twitter, a company should use a particular hashtag for your tweets to be found and recognized by your audience.

84% of employers said they use Social Media in their recruitment efforts, and 9% said they plan to in the near future.

In Social Media Recruitment, the chrome extension enables the recruiters to import prospective candidates from Linkedin, Facebook, Twitter, Dribbble, Behance, and Github.

Social Media recruiters save time by using job boards and hiring tools which smart integrations with Social Media and professional networks.

Social Media recruitment is a skill, not a function!

To reach a larger audience, share your Linkedin blog on other Social Media platforms.

Social skill and Social development play an important role in person’s professional success.

By acting on that opportunity, you made the magic happen.

In the recruitment area, a person’s Social make-up directly impacts their ability to understand clients and candidates as a recruiter.

The recruiter has the ability to connect with the person they are hiring immediately.

Self-expression and the ability to Socially connect play an important role in the recruitment industry.

The irony of Social Media is that the recruiters are able to reach out to each other over the geographical, economic and Social-cultural difference.

A good set of Social etiquette is an important factor in maintaining a healthy professional network, which will also impact the recruitment business.

The letter of references helps the recruiter to have a third party objective and insight onto how the candidate behaves in the workplace.

Social skills create an impact on recruiting skills and professional success.

It takes a village to teach excellent communication skills to a child.

Any tension or miscommunication to the candidate or recruiter can lead to the disaster.

It takes a lot of patience and understanding to keep everyone working as a team towards the same goal: fill those positions.

When a recruiter finds a great candidate who is absolutely perfect for the position and the company, it’s common for them to say they got lucky.

Are you really a unique recruiter? Does your presence really create impact in the recruitment market?

An overprotecting upbringing a child doesn’t allow him or her to practice their Social skills.

The lack of Social skills may predispose naturally introverted people to lag behind others when it comes to Social development.

Research says if a child or a person is extremely smart, they can have problems in adjusting Socially in society.

A child suffering from bullying loses their self-esteem and can become the really confused person. Say No to bullying!

Lack of schooling, changing schools often, personal loss, sickness, responsibility etc. can create an impact in the upbringing of the child.

Members not in your network can now follow you from your long-form post to receive updates when you publish next on LinkedIn.

Muse video editor Daniel Zana, spoke to me about his pre-Muse experience found paid work via Facebook group of TV and film editing groups: NY TV People, Edit Suite Stories, and The Avid Editors of Facebook.

A potential candidate can gain quite a lot of information about a potential employer through its website and Social Media pages.

Writing quality content on LinkedIn will both strengthen your brand and add more dimension to your profile for the recruitment.

The Eat the Frog concept, created by author Brian Tracy, is all about doing your most important task first each day.

McDonalds’ is hiring candidates via snap chat. The company is saying – ‘we’re young, we’re funky, come work with us’.

The recruiter will fall in love with your profile if you use keywords in your summary with a pinch of storytelling.

Did you know that you can even use Instagram to your advantage? Yup—you can learn a lot about a company’s culture by looking at its account.

To attract followers and be memorable, you’ll want to weave a clear and powerful content on Social Media.

By writing down all the tasks you complete, you see where your time goes. Time management is an important art in professionalism.

The recruiter should be given the opportunity to see the office, feel the work environment and talk to the current team.

In recruitment context, a good set of communication skills is often considered ad the key to success of the company on many levels.

Lack of proper communication skills has been the reason for the low effectiveness of work, hindered business development etc. Be an excellent communicator!

The recruiter should keep in the tab that the letter of reference must be written by candidate's professional contacts.

A study by Jobvite points out that 41% of recruiters say seeing a picture of a candidate before meeting them influences their first impression.

The recruiter needs to understand and map a new understanding every day. He should be able to catch the highly skilled but highly evasive millennials workers!

In the last century, professionals worked for an organization who dictated from dress to work hours to job responsibilities.

Youtube: A (Google-owned) video-sharing website on which users can upload, share, and view videos. It used to upload resumes by candidates, corporate videos, insights about companies etc. in the social recruitment.

Some recruiters are using the leading Social Media channels simply to search and advertise, while others are building longer-term strategies, such as investing in permanent, interactive online talent pools.

In today’s professional era, the very fiber of workspace flow has loosed-not weakened. It has changed for innovation and productivity.

Social Media profiles of the candidates before interview helps in powerful screening for doing a constructive interview.

An efficient communication at each step of the interview and recruitment process is crucial for both sides.

Youtube is a platform which enables organizations to display more information about themselves and vacancies, by recording interviews with key individuals in the organizations.

Social Media also has the potential to be used as a means to improve the recruitment experience for candidates who are not successful.

The website, Online advertisement, and notices in press journals are also powerful tools for Social Media recruitment.

Pets at Home company uses Linkedin to search for senior and technical employees through searching in the styles of traditional forms of headhunting.

“We’re trying to engage people, rather than just bombard them with jobs.”

The more specialized the job gets, the more time screening the candidate goes, in order to choose the best one for the job position.

In the recruitment activities, screening includes resume review, reading cover letter, telephonic interview, skype interviews etc.

A cover letter helps the recruiter to know the writing style of the candidates and check how much he or she is loyal about the job role.

A cover letter helps the recruiter to observe the hidden micro-expressions of their attitude to life and work minutely!

The screening activity can also include a test of written aptitude test or a questionnaire to check the psychology and skills of the candidate.

The three major steps in screening the candidate for job positions: Narrowing down the promising candidate, paper screening and establishing the strong connection.

The recruiter should be able to evaluate the core competencies of the candidate to meet the requirement of the job position.

A recruiter should assess the resumes from different angles and he might see something he originally thought was bad is actually good.

Many candidates are underestimated because of previous career mistakes. Maybe they realized they were in the wrong industry and are trying to switch.

The Social Media recruitment has proven that nothing stays the same in the recruiting world. There are always new tools and techniques, and trends to stay on top of.

The Social networking platforms can be distinguished between business-oriented and Social- oriented channels.

Business oriented websites allow job applicants to interact with one another through business information, endorsements, testimonials, and reputations.

Social networking platforms are built on personal information of members who participate in and contribute to the online network.

Linkedin can be used to establish international contacts.

Linkedin and Facebook are the most important Social networking platforms in Germany.

If the recruiter will change according to the changing scenarios of technology, then it will be hard to stay ahead.

Kaplan and Haenlein(2010) define Social Media as “a group of Internet-based applications that build on the ideological and technological foundations of web 2.0, and that allow the creation and exchange of user-generated content.

A survey carried out by the Potential park in 2011 of over 30,000 graduates, students and early career professionals worldwide found that Europe, almost 100 percent of survey participation would like to interact with employers online. The preference was for LinkedIn (48 percent), with Facebook scoring 25 percent(Potential,2011)

Linkedin is a professional Social Media platform and offers the easiest access to resume-style information.

The Facebook Jobs tab automatically notifies about the open positions in the company.

The impact of Social Media on recruiting is immense and powerful.

Hiring potential candidates also use Twitter or Facebook to reach out to universities for their on-campus recruitment.

Paper screening is a preliminary screening stage which helps the recruiter to weed out the candidates who are not a good fit.

During the process of resume screening, the recruiter can use software’s to scan for the right keywords.

Work history, Educational background, soft skills are the main parameters during the resume screening.

Some breakfast words for recruiters: Time spent on hiring is time well spent.

After the interview, a recruiter should match the gathered information to the job qualifications.

During the Social Media posting, the engagement has to be human, because the job-seeker will trust you more than brands.

One Facebook, job-seekers can follow their favorite companies and brands and check updates and job listing.

Hire character, Train skill.

The questions during the interview should be linked to job skills detailed in the job description.

Using Linkedin, Facebook and Twitter takes recruiting back to its grass roots of networking but for a digital age.

The harder you work, the luckier you get.

It is a myth that evidence of job hopping on a resume is a big red flag against hiring the candidate

Just a tip: Changing jobs frequently doesn't inherently mean the person is the bad or disloyal employee.

If a recruiter is able to utilize the tools and information in the book, they could be lighting the spark which triggers an industrial shift towards the entire new recruitment paradigm.

In today’s professional era, the conventional methods of hiring are not as powerful as they used to be.

If the recruiter wants to reinvent himself, he should learn the news ways of the hiring process. His motive should be tapping into full Social potential.

In the business driven society, the thought-process of workers where they work is changing everyday like how they work and what work they do.

The recruiter should have a sharp eye and critical knowledge about how the candidate can fit bring growth and fit into an organization.

In recruitment, skills and experience are not pro's or cons; it's when we consider them in terms of the job position. It is about understanding how the candidate may appear!

An efficient recruiter will dig the past and superficial qualities and really get to know the candidate.

The use of Social Media as a recruitment tool throws up some opportunities and challenges for employers.

Social Media potentially offers speed, efficiency and the ability to target and interact specific in the recruitment process.

A truly veteran recruiter will give you a list of candidates as per your professional requirement.

A truly veteran recruiter will have an understanding and know even a highly qualified candidates needs to be hired for a new position, even though there is no imMediate opening.

The recruiter should have a higher-level of thinking. He should have an analytical foresight and critical thought.

The recruiter needs to constantly scan the field of new hiring methods and new technology.

A relevant set of questions during the interview help to avoid awkward moments and provides an anchor for keeping interviews on track.

The professional world is constantly changing like day and night with the workforce.

A recruiter should have a determination, foresightedness and practice higher thinking in recruitment with a competitive mentality.

A recruiter should have a determination, foresightedness and practice higher thinking in recruitment with a competitive mentality.

Social Media recruiting helps an employer get to know a potential job candidate. Is this a highly skilled, well-rounded individual that fits with your team?

To what extent does the use of Social Networking Site lead to recruitment? Buy the book now to learn everything about the subject of Social Media Recruitment.

The concept of Social networking sites is a topical subject and represents a revolutionary new trend in the recruitment companies.

If you always hire people who are smaller than you are, we shall become a company of dwarfs. If on the other hand, you always hire people who are bigger than you are, we shall become a company of giants."

I will only hire someone to work directly for me if I would work for that person.

Background checks, communicating with references, non-disclosure agreements etc. are few examples of legal requirements of the candidate before they get hired.

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