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Welcome to the first in a three part series on using LinkedIn, Twitter and Facebook for Social Recruiting. 1. Define your LinkedIn strategy and conversion funnel The first key step is to have a clearly defined strategy for your presence on LinkedIn.
Um, yeah. Talent Analytics, Data analysis, Big Data, Small Data. Heard about them? Of course you have. Lots of folks are on the HR circuit talking about data or selling tools so HR folks can better leverage data. Keep in mind, folks, lesson number one about HR data.
I recently wrote a blog on stockpiling candidates. One of the problems that I talked about is that collecting unusable candidates in your database results in lots of unnecessary work for recruiters. Recruitment databases can quickly overflow with dud data. Here's what to do if you've stockpiled useless information on candidates.
Recruiting doesn't end once you've made your hire. Valuable post-hire data exists if you know where to look and what to do with it. It's not enough for companies to spend thousands of dollars investing in an applicant tracking system. I see companies missing out on key data opportunities all the time.
It's probably the most common complaint we hear from candidates: They submit their resume to an employer, but receive no response. They visit the company for interviews, follow up as promised, and receive no response. They email or call the hiring manager and HR to check on the status of their application and receive no response.