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	<title>eSocialMedia &#187; Social Media for Recruitment</title>
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	<link>http://esocialmedia.co.uk</link>
	<description>London&#039;s Leading Social Media Consultancy</description>
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		<title>How to use Skype for Recruitment</title>
		<link>http://esocialmedia.co.uk/general/how-to-use-skype-for-recruitment-2/</link>
		<comments>http://esocialmedia.co.uk/general/how-to-use-skype-for-recruitment-2/#comments</comments>
		<pubDate>Fri, 27 Apr 2012 15:30:18 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media Case Studies]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media Tools]]></category>
		<category><![CDATA[direct recruitment]]></category>
		<category><![CDATA[esocialmedia]]></category>
		<category><![CDATA[Gavin Russell]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[london]]></category>
		<category><![CDATA[Skype]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[staffing]]></category>
		<category><![CDATA[UK]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5530</guid>
		<description><![CDATA[Skype has to increase headcount by 40% in the next 6 months. eSocialMedia&#039;s Managing Director Colm Hannon asks Gavin Russell, Global Program Manager at Skype about how they use Skype for recruitment. &#160; If you would like to share how you are applying social media in your business get in touch @eSocialMediaUK]]></description>
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		<title>The Secret to Innovation in Recruitment</title>
		<link>http://esocialmedia.co.uk/social-media-recruitment/the-secret-to-innovation-in-recruitment/</link>
		<comments>http://esocialmedia.co.uk/social-media-recruitment/the-secret-to-innovation-in-recruitment/#comments</comments>
		<pubDate>Wed, 18 Apr 2012 09:01:35 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment Consultants]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[social recruitment]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5517</guid>
		<description><![CDATA[Recently at Barclays in Canary Wharf we had a fascinating Think Tank about the Future of Innovation in Recruitment. Again as always it was a who's who of global brands and international recruitment leaders. It was interesting for me that most recruitment leaders perceived social media as the recruitment innovation that  they felt they should be discussing but few of the direct recruiters in attendance could demonstrate tangible ROI or success from social media activities to date.]]></description>
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		<title>Social Media Return on Investment – it makes me MAD!</title>
		<link>http://esocialmedia.co.uk/general/social-media-return-on-investment-%e2%80%93-it-makes-me-mad/</link>
		<comments>http://esocialmedia.co.uk/general/social-media-return-on-investment-%e2%80%93-it-makes-me-mad/#comments</comments>
		<pubDate>Tue, 13 Mar 2012 14:52:01 +0000</pubDate>
		<dc:creator>Tim Hodder</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment Consultants]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[Social Media London]]></category>
		<category><![CDATA[social media return on investment]]></category>
		<category><![CDATA[social media roi]]></category>
		<category><![CDATA[social media success]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5440</guid>
		<description><![CDATA[Have you seen many articles on social media and the measurement of the ROI it brings? Have you noticed that most of them either skirt around the issue or say that &#8220;it&#8217;s a grey area&#8221; or &#8220;it can&#8217;t be measured like other things&#8221;? Or even worse, they are patronizing articles telling you the arithmetic of calculating ROI, taken straight out of their GCSE Business Studies books. This type of comment makes me really annoyed. Whilst it&#8217;s certainly true that different uses of social media should be measured in different ways, the fact is that most people talk like this because the social media projects they are involved in are not worth doing because they deliver no real benefits. They get social media a bad name and give a lot of people a pretty good excuse to ignore the whole area of social media. Well, the fact is that social media for business, when planned and executed professionally, has the potential to deliver huge benefits to many types of company. Watch this video to see Sean Burns, from the recruitment company Burns Sheehan, talk about the ROI they have been able to measure. &#160; Let me know what you think &#8211; have you got other great examples like this? &#160;Please share them! tim.hodder@esocialmedia.co.uk]]></description>
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		<title>How Leading Head Hunters Can Use Social Media</title>
		<link>http://esocialmedia.co.uk/social-media-recruitment/how-leading-head-hunters-can-use-social-media/</link>
		<comments>http://esocialmedia.co.uk/social-media-recruitment/how-leading-head-hunters-can-use-social-media/#comments</comments>
		<pubDate>Mon, 05 Mar 2012 14:36:38 +0000</pubDate>
		<dc:creator>Tim Hodder</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media Monitoring]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[head hunting]]></category>
		<category><![CDATA[social media]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5404</guid>
		<description><![CDATA[Progressive companies in many different market sectors are adopting a pragmatic, planned approach to social media which will allows them to demonstrate that they understand their customers issues and what is happening in the market. Martin Tripp Associates, a specialist Head Hunting firm in the Media sector, is one of these companies and in this video they talk about their moves into this area. &#160;   &#160; &#160; If I can help please just ask us @eSocialMediaUK or ask me @TimHodder &#160; eSocialMedia &#8211; Enterprise Social Media Consultants &#160;]]></description>
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		<item>
		<title>London Recruiters &#8211; Don&#8217;t start using social media&#8230;</title>
		<link>http://esocialmedia.co.uk/social-media-strategy/london-recruiters-dont-start-using-social-media/</link>
		<comments>http://esocialmedia.co.uk/social-media-strategy/london-recruiters-dont-start-using-social-media/#comments</comments>
		<pubDate>Mon, 05 Mar 2012 12:14:48 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment Consultants]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[business objectives]]></category>
		<category><![CDATA[london]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[recruitment london]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5388</guid>
		<description><![CDATA[London Recruiters &#8211; Don&#39;t start using social media&#8230; Unless: 1. You know what your quantifiable business objectives are. Not your marketing objectives but your business objectives. How many&#160;clients, candidates, recruiters, meetings, deals, do you need this week or month? 2. You identify which objectives can be helped by socially interacting online with your target talent or target clients. 3. You can estimate the value in terms of money, time and brand of achieving the goals that social interaction can help with. 4. There is someone in leadership accountable for achieving those goals and they are prepared to sponsor the use of online social interaction. Will they lead by example? 5. You identify what resources you are prepared to invest to enable your staff to communicate online. 6. You believe that in B2B it is the quality of interactions that is more important than volume of messages or followers. 6 good relationships beats 1000 followers every time. It is Ok to admit if you don&#39;t know where to start and it is OK to ask for help. Be that from another recruitment company or a third party with a track record. Make a plan linked to solid business goals and get started today. &#160; If I can help please just ask me @ColmHannon &#160; &#160; &#160; &#160; eSocialMedia &#8211; Enterprise Social Media Consultants &#160;]]></description>
		<wfw:commentRss>http://esocialmedia.co.uk/social-media-strategy/london-recruiters-dont-start-using-social-media/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Are recruitment companies adopting serious social media strategies?</title>
		<link>http://esocialmedia.co.uk/social-media-strategy/are-recruitment-companies-adopting-serious-social-media-strategies/</link>
		<comments>http://esocialmedia.co.uk/social-media-strategy/are-recruitment-companies-adopting-serious-social-media-strategies/#comments</comments>
		<pubDate>Mon, 27 Feb 2012 11:14:48 +0000</pubDate>
		<dc:creator>Tim Hodder</dc:creator>
				<category><![CDATA[Community Building]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[innovation for business]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[social media management]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[social network media]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5370</guid>
		<description><![CDATA[Recruitment was one of the first market sectors to use social media as an advertising channel, taking advantage of the huge number of potential candidates who use Facebook and LinkedIn. Then, within a few years, they started to make use of Twitter as a great way to broadcast the availability of roles, and LinkedIn as a fantastic search tool for potential talent to fill those roles. Now, there is a growing number of recruitment companies who are taking the best of all these tactics, and combining them with &#8216;Content Driven Marketing&#8217; techniques to dramatically increase their visibility and really take advantage of the two-way communication potential of the social media channels.&#160;They are taking a systematic approach to these channels to generate the relationships which will increase their business and help make them a trusted partner for the best candidates. One of these, Morpheus Group, are doing just this and have completed the training of all their staff. Watch them talk about why they have done this and what they expect to achieve. &#160; If you&#39;d like some advice on getting started using social media just ask&#160;me @TimHodder]]></description>
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		<title>Creating The Perfect Recruitment On Boarding Process</title>
		<link>http://esocialmedia.co.uk/social-media-for-recruitment/the-perfect-recruitment-on-boarding-process-british-airways-direct-resourcing-think-tank/</link>
		<comments>http://esocialmedia.co.uk/social-media-for-recruitment/the-perfect-recruitment-on-boarding-process-british-airways-direct-resourcing-think-tank/#comments</comments>
		<pubDate>Wed, 25 Jan 2012 09:43:07 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[On Boarding]]></category>
		<category><![CDATA[onboarding]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[resourcing]]></category>
		<category><![CDATA[social media and recruitment onboarding]]></category>
		<category><![CDATA[Social Media Consultancy]]></category>
		<category><![CDATA[social media consulting]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[social recruitment]]></category>
		<category><![CDATA[Using social media for on boarding]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5210</guid>
		<description><![CDATA[Our most recent Direct Resourcing Think Tank was hosted by Sara Philp from British Airways and the recruitment topic was On Boarding. Nothing to do with boarding flights but rather how to on board people into jobs and into your organisation. The event was well attended with recruitment leaders from Tesco, Vodafone, Chartis, Eurostar, Serco, Ladbrokes, Expedia, TK Maxx, Currys, Gilead, BP, Foxtons, Home Retail Group, Mitie, Three Mobile, Accenture, Quicktec and Logica.&#160; Sara Philp lead off with a very insightful 10 minute presentation about where BA were on their journey towards the perfect on boarding process and described on boarding as: &#039;The integration of new colleagues into an organisation preparing them to succeed in their job and to become fully engaged and productive.&#039; BA forecasted to recruit at least 2,500 this year from 34,000 employees where 58% of their new hires in the last 12 months were Gen Y and 10% of colleagues are under 30. So as you can imagine the area of on boarding is an important one. &#160; Sara shared some research that they had undertaken looking at on boarding at other companies and some of the highlights were: &#160; &#8226;&#160; 90% of employees make a decision to stay in the first 6 months &#8226;&#160; A third of managers will fail in their jobs in the first 18 months &#8226;&#160; Failure of successful transition costs x 1.5 to 5 times annual salary &#8226;&#160; Generation Y expects 5 &#8211; 7 career changes compared to baby boomers wanting 2-3 so on boarding is becoming more and more important &#160; Time to reach full productivity on average &#160; &#8226;&#160; 24-26 weeks for execs &#8226;&#160; 8-22 weeks for professionals &#8226;&#160; 8-12 for administrators &#160; Sara said that some of the most important elements of on boarding were: &#160; For employees to to feel welcome, feel valued, be engaged with their role and the company and have the information and support to be productive as soon as possible. &#160; Sara also complimented Bersin and Associates who are consultants in the on boarding process who had helped them learn what best companies do like: &#160; &#160; &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Automate processes &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Customise program&#039;s where appropriate &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Recognise that line managers are key to success &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Give visibility to new hires within the team or organisation &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Provide networking opportunities online (social media) and offline &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Extend the on boarding experience into the first 6 months &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Best companies have someone dedicated to Onboarding experience &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Introduce measures of success &#160; &#160; Interesting comments and insights from the group &#160; &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; If you want money to invest in on boarding you need to understand the value of on boarding to the business. For example what would the increase in revenue be if you could get sales people up and running in a month instead of three months? What would happen if due to on boarding, less good people left in the first year? What would happen to your company brand and employer brand if...]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>How to hire better recruiters using Social Media</title>
		<link>http://esocialmedia.co.uk/social-media-recruitment/how-to-hire-better-recruiters-using-social-media/</link>
		<comments>http://esocialmedia.co.uk/social-media-recruitment/how-to-hire-better-recruiters-using-social-media/#comments</comments>
		<pubDate>Fri, 02 Dec 2011 13:29:03 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment Consultants]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[human resource management]]></category>
		<category><![CDATA[online recruitment]]></category>
		<category><![CDATA[Quality candidates]]></category>
		<category><![CDATA[recruitment companies]]></category>
		<category><![CDATA[recruitment consultants london]]></category>
		<category><![CDATA[social interaction]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[Social Media Manager]]></category>
		<category><![CDATA[sourcing candidates]]></category>
		<category><![CDATA[sourcing job]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[talent screening]]></category>
		<category><![CDATA[talent sourcing]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5063</guid>
		<description><![CDATA[Recruitment agency MD's say that their biggest challenge is hiring quality recruiters. Hiring high quality recruiters often solves the problem of getting quality candidates and clients. In this post I am going to share some thoughts on how companies could source better candidates.]]></description>
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		<slash:comments>0</slash:comments>
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		<title>It’s time for recruitment companies to engage in online conversations</title>
		<link>http://esocialmedia.co.uk/general/it%e2%80%99s-time-for-recruitment-companies-to-engage-in-online-conversations/</link>
		<comments>http://esocialmedia.co.uk/general/it%e2%80%99s-time-for-recruitment-companies-to-engage-in-online-conversations/#comments</comments>
		<pubDate>Wed, 23 Nov 2011 11:30:02 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[colm hannon]]></category>
		<category><![CDATA[content planning]]></category>
		<category><![CDATA[esocialmedia]]></category>
		<category><![CDATA[london]]></category>
		<category><![CDATA[Online Communication]]></category>
		<category><![CDATA[online communities]]></category>
		<category><![CDATA[online conversation]]></category>
		<category><![CDATA[recruitiment]]></category>
		<category><![CDATA[sm]]></category>
		<category><![CDATA[social interaction]]></category>
		<category><![CDATA[socialmedia]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=525</guid>
		<description><![CDATA[If you can talk about the things that people find interesting and can add value then the conversation will almost always come around to these fantastic 6 words.....So what do you do then? Jackpot!...]]></description>
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		<slash:comments>1</slash:comments>
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		<title>3 ways to use social media to source quality candidates</title>
		<link>http://esocialmedia.co.uk/social-media-recruitment/3-ways-to-use-social-media-to-source-quality-candidates/</link>
		<comments>http://esocialmedia.co.uk/social-media-recruitment/3-ways-to-use-social-media-to-source-quality-candidates/#comments</comments>
		<pubDate>Thu, 20 Oct 2011 09:23:10 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[Twitter]]></category>
		<category><![CDATA[esocialmedia]]></category>
		<category><![CDATA[hiring managers]]></category>
		<category><![CDATA[hrm]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[online recruitment]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[resourcing]]></category>
		<category><![CDATA[social media consulting]]></category>
		<category><![CDATA[Social Media Training]]></category>
		<category><![CDATA[social recruitment]]></category>
		<category><![CDATA[talent recruitment]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=4735</guid>
		<description><![CDATA[Most of us will agree that the most talented people are already in good jobs and doing well. Passive job seekers are just that, passive and not actively looking, that is why sources like Linkedin are such good sources to find talent but just because I can find someone on Linkedin doesn&#8217;t mean I can covince them to come and work at eSocialMedia. Many recruiters receive training on how to source or find candidates but the sourcing bit is the less difficult part in our opinion. Selection and filtering out the most appropriate person is easier than convincing them to work for you or a third party. That is often the trickier part of the process. But for the sake of this post let&#8217;s look at three ways in which we can effectively source talent using social media and in a future post we wll look at convincing them. &#160; Listen to relevant conversations. Identify the topics that your target talent are discussing in the real world and search online for the places where those topics are being discussed. Ifyou find relevant conversations you often find relevant talent. Good people can be found talking online or offline about what matters to them. There are very cheap or even free tools like Netvibes, Sprout Social or Google Blogsearch that will allow you to find the conversations and where you find the right conversations you will often find the right people.&#160; Talent Communities If you find that the conversations your target talent are interested in are not being facilitated online, then it may well be worth your time facilitating a space for those conversations to happen online. Set up an online space like a blog or community hub and also set up the relevant social channels. &#160;Incentivise your existing talent to supply relevant content to the online group. Regular and relevant content can help generate conversations and conversations are a critical component of a community. Building a community is a skill that requires an appropriate plan and process, so do seek out a good online community builder for some advice before going down this path. If you can get this right then it&#8217;s like having the goose that lays the golden egg from a candidate perspective. Online word of mouth referrals We all know that from a performance and length of service perspective the best hires often come from recommendations and referrals from your existing performers. If you put online referral tools in place that allow existing talent to share job opportunities then this is a much cheaper way for direct and agency recruiters to source talent. Use&#160;Add This&#160;or&#160;Share It&#160;buttons to your jobs on your site or use more advanced tools like&#160;Select Minds, RolePoint&#160;or&#160;Jobvite&#160;for a more structured and measurable way of sharing jobs online.&#160;Betfair,&#160;the UK head quartered online betting company, use this method for hiring staff and as a result they have dramatically improved their referral scheme and allowed them to source cheaper yet higher quality candidates by leveraging their existing talent...]]></description>
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