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Showing up on Social Media everyday is extremely tough for small businesses. They need a strategy that works with the limited budget and resources available. #WesleySocial on this webinar will help ease the pain but the toughness will remain. The struggle is real and so are the Olympics but you still want the Gold medal! This webinar will address the following
Wesley Madziva aka #WesleySocial is a Social Media maverick. His dynamic speaking style enlivened the room, causing even belly-full recruiters at KR’s Electronic Recruitment Conference to perk up and listen as he shared his unique methods for finding candidates who would otherwise remain hidden through social media. As he speaks, he “retweets” quotes from conference participants and other speakers, mimicking the online interactive style of social media marketers.
Often, LinkedIn account holders intentionally hide their profiles from recruiters by misspelling their job titles. Wesley finds them using misspellings: A search for “acountant” rather than “accountant” yields profiles that recruiters using traditional search methods would miss.
Instead of searching for candidates by job title or skill, he searches exactly what they do [e.g bending schedules and drawings], unearthing candidates who might otherwise stayed buried.
He scours diverse social media platforms for his ideal candidates. He has found candidates who are unaware that they have Google Plus accounts, through their Gmail Accounts. All the candidate needs to have entered is a name, and what it is that they do. [By the way: If you have a gmail account, you have a Google Plus account.] He has found candidates using information they’ve entered into the “hometown” and “professional skills” fields on Facebook. He even finds candidates through photo sharing platform Instagram.
Tools such as Followerwonk, Recruitin.net, Socialtalent.co and Intel-sw.com enable him to search social platforms, but his favourite search tool for doing so remains Google. The functions of this powerful search engine are free to use, and Boolean search strings can be used to make Google searches highly specific.
For example, “site:za.LinkedIn.com” specifies that Google should search LinkedIn only.“Intitle:accountant” specifies that only this title should be searched for within the site. The minus symbol specifies which terms to exclude, e.g. “-Trainee”. He boasts that Google enables him to circumvent the need for paid tools such as LinkedIn Recruiter.
This Article was published by Carin on The HR Pulse Site. Click Here for article
Thank you very much to Knowledge Resources for the invite to be one of their E-Recruitment Conference Speakers. We are going to have another packed 60mins! The conference is a two day event 18-19 May 2016 at Indaba Hotel, Spa & Conference Centre, Fourways | JHB.
To view more details on venue, speakers, sponsors and to book click —> E-Recruitment Conference 2016
It’s time to find out more about e-recruitment and how to fit it into your HR practices. The emphasis must be on making your e-recruitment strategy more efficient through new methods and approaches! The influence of digital, social and mobile developments is big and ever changing. This means that HR professionals need to think and act strategically and combine the power of social media; job boards and application processing technology in order to win the war on talent. The E-Recruitment Conference offers both recruiters and marketer’s insight into every
facet of e-recruitment, what works and what it could mean for you. Walk away knowing you can implement an e-recruitment strategy tomorrow, know the suppliers and learn from the experts that have implemented world class strategies.
View the Conference Brochure —> E-Recruitment-LR-Brochure
I will be looking at a Case Study and presenting other cool stuff as always. See you there!
Employee disengagement is a huge problem right now. It is not only causing unproductive workplaces, but causing a lot of stress for both employees and management.
Infographic crafted with love by Officevibe, the corporate team building and employee engagement platform.
I came across this article Top 20 biggest websites in South Africa. The statistics for Top websites visited by South Africans makes interesting reading for us sourcing geniuses 🙂 Bottom line the masses are on Facebook! so we should be sourcing on Facebook and as we already know they are on Google but Google takes number one and number two spots! I still believe Google Plus will make it big. For those into online advertising, I guess Google.com and Google.co.za should be your targets. Also note how high YouTube is… #2016 will be interesting
Effective Measure is the official traffic measurement partner of the IAB South Africa, and provides accurate traffic and demographics statistics for SA’s top websites.
1. Use a professional email address like Firstname.Surname@Gmail.com
2. Subject should contain what you do e.g Project Engineer, Forklift Driver, Personal Assistant etc
3. Always indicate your area of residence e.g Durban, Bloemfontein, Piet Retief etc
4. Do not use the words “Hi or Hie” especially in the subject line, spam servers pick that up as spam and besides you do not know the person you are emailing to. Always be professional and say “Good Day or Greetings”
5. Don’t attach certificates unless if the advert requires you to.
6. Avoid emailing compressed files such as zip files as they are considered potentially to be viruses or containing viruses
7. Write a very short message in message body stating what you are looking for and in which areas and industries.
Facebook users who have their Language setting set to English(US) have access to Facebook Graph Search. This is a massively powerful search engine of all the data within Facebook. People, companies, groups and even concepts are represented on Facebook by different types of Pages. Every time a user does something on Facebook it creates a relationship between that user and the other thing they have liked or friended or interacted with. All these pages and the relationships between them are searchable and provide a massive freely available resource to recruiters.