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Last week, Facebook announced the addition of its new, streamlined job posting and job application tool, Facebook Jobs. Now, similar to LinkedIn, employers and job seekers alike can use the Facebook Jobs component to easily post and apply to jobs, respectively. While the tool is still quite new, and adoption will take some time before we begin to see its true success, Facebook Jobs appears to be a promising addition to your staffing and recruiting arsenal.

What does this mean for employers and staffing agencies?

It has long been known that businesses, and staffing agencies of all sizes, have already been using Facebook as a core component of their recruiting strategy. Having a strong social media presence cannot be overstated enough. With a reported 1 billion people viewing Facebook Pages each month, the need for an active, forward-facing company page has been, and continues to be critical for employers.

The new Facebook Jobs functionality will now enable you to maximize your exposure and interaction with candidates, taking your recruiting efforts on Facebook to the next level. With a more formal process in place, posting and managing job applications has never been easier on Facebook. When viewing your business’s page, logged in as an admin, you now have a handful of new post options that enable you to connect with your audience. The Create a Job Post icon, visible right on your company’s home page is one of the new options. Additionally, the Jobs tab of your business’s page features a Create Job button, taking you through to the same posting process.

Also worth noting, sharing job openings on your business’s Facebook page is free! Taking advantage of this new functionality is a no-brainer. If you are worried that your posts won’t reach the full audience you are targeting, the traditional boost options are still available as a way to maximize the exposure of your job posting.

The process of posting itself is also very simple. Once you fill out the form fields (introduction, job title, location, salary, job type, and details) along with uploading your featured photo, posting your job is as easy as clicking the Publish Job Post button! All submissions to your posted jobs get directly sent to your business through Facebook Messenger.

What does this mean for job seekers?

If you haven’t already started your social media facelift, you need to make that your top priority! Let’s dig a little deeper to better understand the what and why behind it. With the new streamlined Facebook Job component, searching and applying for jobs is a breeze. Seeing jobs posted in your news feed, searching for jobs directly within the bookmark for jobs tool, and directly viewing jobs posted on business pages, opens up an easily accessible new channel to search and find your next job within.

When something sounds of interest to you, applying is easy. Clicking on the Apply Now button opens up a pre-populated form, pulling in some of the basic information you previously set up on your Facebook profile. Name, phone number, city, email, previous experience (work history), and education will auto populate if applicable, and a text box asking you to explain “Why do you think you’re a good candidate for (Company Name)?” will require you to summarize a response in 1,000 words or less.

Concerned your job application will be visible or mentioned on your Facebook wall? Don’t worry, your application will be sent as a private message to the company, and your profile won’t reveal any activity related to your job searching or application submissions. Once you hit Send, your application will be submitted. Submitting your application (aka sending your application directly to the company via Messenger) will now enable the employer to see who you are, and have the ability to view your public profile. This is where your the importance of your social media facelift comes into play.

Before immediately thinking to go nuclear on your profile and delete everything, or even to make your profile complete private, consider how that could be detrimental. In an article on the topic of recruiting on Facebook, we found that 70 percent of recruiters believe that they connect better with job candidates through Facebook. Additionally, according to a CareerBuilder study, 41 percent of employers said they were less likely to interview job candidates if they weren’t able to find them on social media. So rather than hiding your social media persona, take this opportunity to show recruiters and employers an awesome job candidate they won’t be able to ignore.

Need more tips on how to overhaul your profile? Rest assured, AkkenCloud has you covered with a full length infographic outlining how your social accounts can impact your candidacy, and how to implement a social facelift.

The post Facebook Jobs: What This Means for Recruiters and Job Seekers appeared first on AkkenCloud.

At SilkRoad, we’re always looking for unique ways to promote our brand.  We use all of the traditional methods, of course, but we’re always on a search for the next big thing.  You might be wondering what this has to do with talent management, other than the fact that the products we promote are for HR.  If you’re active in the recruiting industry you’ve probably heard of the Web reality series, Top Recruiter: The Competition, Miami.  Toward the end of last year I was introduced to this concept and immediately  [ Read more... ]

Graph Search guidePuzzled about how to use Facebook to proactively find candidates? The social networking site — the world’s largest — has thoughtfully issued a quickie how-to guide for both job seekers and recruiters.

Oout last week, Graph Search for Job Search final offers no secret insights. Any recruiter who’s tried even a casual search won’t learn much. But if you’ve not given Facebook a try before, this one-page guide will help you get started, and may even surprise you. (more…)

About the author: John has been writing about recruiting and employment for nearly a decade,and has worked in the field for almost twice as long. He traces his connection to the employment industry back to the beginning of the commercial Internet when he managed some of the earliest news oriented websites. These offered job boards, which became highly popular with users. John worked with agencies and large employers on job postings, resume search, and campaigns, before consulting with media companies on audience development and online advertising sales.

We live in a society where it’s easy to be overwhelmed by data. It seems as if there are statistics about virtually everything, making it hard to figure out which numbers are actually important. Nonprofits are among the groups that are gathering more data  than ever, but not all of them are using the information they gather, or are not using it as well as they can.

Beth Kanter and Katie Delahaye Paine wrote in their book, “Measuring the Networked Nonprofit,” that it is more important to evaluate impact than to gather and store numbers. They offered nine suggestions on how organizations can get the most out of the statistics they gather:
  • “Likes” on Facebook is not a victory. Social change is a victory. Proper
    measurement keeps organizations focused on results rather than the
    tools they use.
  • Measurement helps nonprofits understand and improve their social networks. It helps them listen to and engage with constituents.
  • Measurement means data for decisions, not for data’s sake. It isn’t numbers to dump on the board’s desk.
  • Measurement makes an organization plan for success. Measurement leads to
    smarter investments and smarter use of those investments.
  • Good measurement is good governance. Credible evaluation reports and demonstrations of impact are crucial.
  • Data without insight is just trivia.
  • Measuring failure is part of the path to success. If an experiment bombs
    or a great idea isn’t really so great, learn from it, and learn why it
  • Incremental success is no failure. Victories often come in baby steps.
  • Measurement is valuable at every level of functioning.


The Importance of Google+ as a Tool for Recruitment Agencies

As a recruiter, you may be well versed in social media and its relation to your work and matching clients with jobs. LinkedIn generally is the first source for recruiters when it comes to establishing client links. If you have put off learning more about Google+, then it may be time to dive into Google’s world. You may soon find this social tool as your priority source for recruiting and looking for the best minds in the business.

Broaden Your Network

According to Google’s own blog, this social media network serves 500 million members, of which 235 million use the platform’s various social tools by way of searching for others and giving a “+1” to items in the news stream. This is the network’s version of a Facebook “like,” but it also carries the heft of showing up on Google searches. With this high volume of traffic and exploration among its members, it makes sense to start creating your own “circles,” the account network on Google+. (more…)

About the author: Dunya Carter is a marketing and HR specialist from Brisbane, Australia. She works as a consultant for Ochre Recruitment, a medical recruitment agency specializing in locum tenens. She also writes articles on recruitment and career development for several websites and blogs.

Candidates and hiring companies have at least one thing in common: Both are looking for the perfect match.

Skills, knowledge, and experience are the tangibles to determine a functional fit within an organization. Aspects of values and personality may determine one’s ability to adapt to an organization’s culture. Recruiters, human resources professionals, and hiring managers understand the value of assessing a candidate’s potential cultural fit. Poor cultural fit is something that cannot be resolved with training.

Cultural fit goes beyond simply getting along with fellow workers. For example, according to an Accountempts survey, “Nearly eight in 10 (79%) chief financial officers (CFOs) interviewed said an employee’s sense of humor is important for fitting into the company’s corporate culture.” That is important to the employer and the employee. If you are going to spend more than 40 hours per week working, you want to be with people with whom you can relate.

There are several methods that employers, recruiters, and candidates use to ensure a cultural match is made.

Job Posting

An employer can signal candidates by writing a detailed job posting including information about the company and its culture. The description will hopefully attract candidates of like mind and deter candidates with opposing values. Take a look at these sample postings — AppleKaiser PermanenteSolutions IQ. Can you determine if you would be a cultural match?


Just as an employer communicates their values through the job posting, a candidate can share their values through the résumé.

Candidates should be careful not to go over the top. For example, résumés should focus on skills, accomplishments, and knowledge. Through achievements employees can demonstrate values such as customer care, attention to quality, and on-time delivery of projects. Characteristics such as humor and honesty are not necessary to list on a résumé. A candidate can also show compassion through community and philanthropic roles.


Employers may ask questions to uncover a candidate’s work ethics, personal values, and work style. This may be achieved through situational questions in which the interviewer inquires about a choice a candidate may make or how they would solve a particular problem. To determine fit, often multiple team members will interview the candidate.


Some employers use psychometric tests to learn more about a candidate’s personality traits, and how they will interact with others in the company. According to Sanford Rose, “It has been estimated that 30% of all companies have incorporated some sort of personality testing into their hiring process.”

Internet Search

Employers can gain insight into an employee’s personality by reviewing a candidate’s postings on social media sites. Candidates can learn about a company by searching online and especially reviewing the corporate website.

Job Shadowing

A trial day or even few hours is a great way to for the candidate and the hiring company to evaluate each other.

It is beneficial to the employer and the candidate to be forthright and honest throughout the job/candidate selection process. Any manipulation or false representation can result in a mismatch, which is a setback for the employer and the employee. With openness during the process, a perfect match can be found.

About the author: Debra Wheatman is a Certified Professional Resume Writer (CPRW) and Certified Professional Career Coach (CPCC). She is globally recognized as an expert in advanced career search techniques with more than 18 years’ corporate human resource experience. Debra is a featured blogger on numerous sites and posts regularly on her own site. She has been featured on Fox Business News, WNYW with Brian Lehrer, and quoted in leading publications, including Forbes.com, The Washington Post, The New York Times, The Wall Street Journal, and CNBC. Debra may be reached at debra@careersdonewrite.com or you may visit her website at http://www.careersdonewrite.com.

Here’s a sobering reminder for you: Just because your nonprofit’s Facebook page has a lot of “Likes” doesn’t mean people actually like it.

Carie Lewis, director of emerging media at the Humane Society of the United States (HSUS), said at a a session at the recent Nonprofit Technology Conference (NTC) in San Francisco, Calif., that success on Facebook is no longer about how many friends you have. “It’s what happens after the ‘Like’ that matters,” she explained.

Lewis went on to present research that revealed an average 90 percent of people who click “Like” never visit the page again, so it’s imperative for your organization to come up with reasons for users to want to read your content. As easy as it is to click the “Like” button, it’s even easier to click “unlike” or “hide content.”

How do you make content more interesting for users? Lewis suggested the following tips:

  • Answer everyone.
  • Connect with your über-fans.
  • Maintain a consistent voice.
  • Provide exclusivity.
  • Create your own memes.
  • Plan it out; but be flexible.
  • Don’t be so serious all the time.
  • Make real-world events social.
  • Use photos and video.
  • Show people how their time, money and efforts make a difference.
  • Pay attention to feedback.
  • Make friends, cross promote.

SHRM logo

The annual conference of the Society for Human Resource Management is underway this week in Atlanta.

As it typically does, the event is a huge draw for HR professionals worldwide. Thousand attend the multi-day event that offers hundreds of workshops and sessions and training programs, and a show floor measured in acres.

For the recruiting community, especially for independents, there’s not as much of a focus on talent acquisition. This year’s conference is no different. Of the more than 300 sessions, 16 are designated for recruiting and new media. The emphasis is on how social media is changing recruiting and how recruiters are using social media to attract and hire talent.

Particularly for solo recruiters and small firms social media is an underused and even less understood tool for attracting candidates. Even for brand building and marketing — a topic covered by Randstad’s Joanie Ruge at the Fordyce Forum a few weeks ago — social media is being undertulitized.

However, your corporate brethren have been experimenting with social media for years, finding it not only a powerful tool for building employer brand, but an effective means for building a pipeline of engaged, talented potentials. It’s true that only a small portion of annual hires are directly sourced via social media, but the influence of social channels is significant and growing.

No wonder, therefore, that SHRM has paired recruiting and social media as one of the multiple focus areas for this year’s conference.

One noteworthy session is Brian Glade’sThe Quest for Global Talent. He’s managing director, Global Strategy and the Americas, Association of Executive Search Consultants. He’s discussing global sourcing and the trends in executive recruiting.

It wouldn’t be a SHRM conference without at least some fireworks, which, as has been the case the last couple of years, is being provided by the SHRM Members for Transparency. The organization said it would field a slate of candidates in a bid to remake the organization’s board of directors.

John Hollon, editor of our sister site, TLNT.com, detailed the announcement from the SHRM conference where the insurgent group opened its campaign and released the names of the first four candidates.

About the author: John has been writing about recruiting and employment for nearly a decade,and has worked in the field for almost twice as long. He traces his connection to the employment industry back to the beginning of the commercial Internet when he managed some of the earliest news oriented websites. These offered job boards, which became highly popular with users. John worked with agencies and large employers on job postings, resume search, and campaigns, before consulting with media companies on audience development and online advertising sales.


Yesterday, LinkedIn clarified efforts to contain the 6 million password breach that occurred last week. In an e-mail to the media the company summarized its work to secure the site.

While there didn’t seem to be any immediate danger to member accounts (and LinkedIn confirmed this), there was concern about how the breach occurred and how the company would respond to prevent future breaches.

According to the e-mail, by June 7th (a day after the breach) LinkedIn disabled the impacted user passwords. Customer service teams reached out to those users explaining how to reset their passwords. As of yesterday, there had been no compromised accounts. LinkedIn also made sure to say there has been no impact on sign up numbers or with people leaving the network.

LinkedIn also clarified that passwords are now both hashed and salted (previously, they had only been hashed). In case you think this turned into a conversation about breakfast food, Joe Basirico, director of security services for security innovation, explained the difference in a post last week:

What could LinkedIn have done to protect you from your own poor password choice? Well, they could have required a Password Policy, but everybody seems to hate those. They could have also added Salt. No, not that salt, this Salt.

In software we call a chunk of random data that we add to passwords “salt.” Since your password is so easily guessable it’s likely it already exists in somebody’s Rainbow table so the lookup would be really quick and easy. We want to make them work for it. So for each user I generate, say, 10 extra random characters to add to each password. This means I generate some random characters “7%bKeVm!fN” and add that to your password turning it into LvBieber7%bKeVm!fN. If I do this for every user the hacker has to generate a rainbow table for each user independently.

If you want to get into the specifics of the security measures, that post (and the thread on Reddit) is a great start.

LinkedIn didn’t reveal how the breach occurred or what measures are being taken to prevent a future breach. However, the company said it’s working with law enforcement and taking unspecified security measures.

About the author: Lance Haun is the Editor of SourceCon. After spending seven years in the recruiting and HR business, he moved over to ERE Media in 2010 where he started as Community Director for ERE and then as a contributing editor for HR publication TLNT. You can follow him on Twitter, check out his rarely updated blog or contact him directly at lance@ere.net.

Ask Barb

Dear Barb:

My recruiters are convinced that clients want to communicate by email, text, and IM vs. telephone conversations. I still think we should pick up the phone and have conversations with our clients. They [the recruiters] spend most of their time on Facebook and LinkedIn and are rarely on the telephone. None of my sales team are hitting their production goals, which is why I’m reaching out to you. I don’t want to be old-fashioned and dated, but when we picked up the phone – we hit our goals! My team likes your NOBSNewsletter and respects your opinion so I’m putting this ball in your court to answer. Thanks!

Michael P., San Jose, CA

Dear Michael:

Recruiting has been, is, and always will be a relationship building business. It’s difficult to build a relationship communicating only by email, text, or IM. I believe you have to use all means of communication, but I also believe every third contact should be a telephone conversation! In this competitive market you want to elevate your client relationship from “one of many vendors” to the status of “trusted advisor.”

Clients will give more business to individuals they trust and like. The more you allow clients to talk about themselves, discuss their challenges, or complain – the more they will like you! You can pick up buying signs or issues during a phone conversation that you can’t in an email. When I speak to audiences of Corporate Executives, one of their biggest complaints is they only hear from us when we want something. I explain that we are workforce/workplace experts and they find that surprising. It’s important that we communicate consistently with key accounts whether or not we are working on a current opportunity.

Regarding Facebook and LinkedIn… LinkedIn is valuable if utilized properly because you can learn inside information about companies and connect with prospective candidates and clients. However, unless you are a full time researcher or sourcer, research on Social Media sites is not done during prime time. As an owner, I will never believe that having Facebook minimized on a computer is in my best interest. Facebook is normally used to play with family and friends!

Some of you may think it’s old-fashioned to pick up the phone and have a conversation, I’m telling you it’s the most effective way to consistently hit your production and income goals! I agree with you 100%,Michael!

Barbara J. Bruno, CPC, CTS

Would you like to Ask Barb a question? Email her at support@staffingandrecruiting.com. Each month in The Fordyce Letter print edition, Barbara Bruno answers questions from individuals in the Recruiting Profession. We will bring you some of these Q&A responses from Barb each week on FordyceLetter.com.

About the author: Barb Bruno, CPC, CTS, is one of the most trusted experts, speakers, and trainers in the Staffing and Recruiting Professions. If you want to receive FREE training articles from Barb, sign up for her NO BS Newsletter! Barb has spent the last twenty years focused on helping Owners, Managers, and Recruiters increase their sales, profits, and income. Her Top Producer Tutor web-based training program jumps-starts new hires and takes experienced recruiters to their next level of production. Barb’s cutting-edge program, Happy Candidates, provides you with a Customized Career Portal in less than 10 minutes. Happy Candidates allows you to help the 95% of candidates you don’t place and eliminates the greatest time waster in your business. If you’d like to contact Barb, call 219.663.9609 or email support@staffingandrecruiting.com.