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There are few elements so essential to the workday as a cup of coffee. This magical beverage helps us survive boring meetings, early morning shifts, and email overload. And, according to a collaboration by CareerBuilder and Dunkin’ Doughnuts, coffee can even help us build relationships with our coworkers.

Coffee Lovers Rejoice: It Could Be Making You Better at Your Job – Lily Herman

This infographic provides some excellent excuses for indulging in a coffee break, or two, or three! A strong cup of coffee is also the perfect companion for tackling social media. But this infographic is a strong runner up:

How to Manage Your Social Media in 34 Minute a Day – Shortstack Shortstack’s infographic is an excellent step-by-step guide for covering all of your social media bases quickly and effectively. Or you could just delegate social media to a millennial…

How are Millennials Shaping the Workforce? – Brian Fanzo with Robin Carey As part of the #NewWaytoWork project Robin Carey interviews Brian Fanzo about how he and fellow millennials view work.

Recruiting Trends for 2015 – Sean Little It should come as no surprise that the trends Sean talks about in his article are strongly influenced by an increased focus on attracting millennial job seekers. Sean explains that companies must focus on transparency, mobile, and retention if they want to win the war for today’s talent.

5 Reasons Why I Love Working At Greatist - Ariella Coombs Ariella’s blog post is a perfect example of employer branding done right. She gives the reader a window into what it’s like working at Greatist and showcases the company’s culture and values in an extremely appealing way. If you need inspiration for creating employer branding content, then definitely check out Ariella’s article! Enjoy these links and stay social :D

Happy April Fools’ Day, if you are lucky enough to live in a country that celebrates it! Unfortunately, the Dutch do not do April Fools’ Day, so I have to indulge vicariously through my Canadian friends and the geniuses at Google. April Fools’ Day is an age-old tradition that can be extremely entertaining, but also somewhat tricky for human resources to navigate!

Like Scotland’s version of the holiday, which revolves around pinning fake tails, and kick me signs to each other’s rear ends, a combination that incorporates just enough potential for violence and sexual harassment to make even the most cool and collected of HR managers sweat. Tricky! Humour is relative; one person’s idea of a hilarious prank is another’s cause for filing a harassment suit, making April Fool’s Day one of the more controversial workplace holidays, and a favourite topic for HR and recruiting bloggers.

Use Humour to Engage Employees on April Fools’ Day! - Karen Huss Why not use April Fools’ Day to your own advantage? Instead of fearing the holiday, embrace it by pulling some of the office appropriate pranks Karen recommends. Getting your team laughing is great for morale, team building, and engagement… It’s also just plain fun!

April Fool’s Pranks You Can Pull at the Office and Not Get Fired - Elizabeth Bromstein Need more prank ideas? Elizabeth has you covered with an excellent list of jokes that you can pull at the office without hurting any feelings or inspiring any lawsuits. She even includes tutorials for the more complex pranks!

List Maker to Create List of Recruiting Lists – Todd Raphael Todd Raphael shows us how it’s done with a unique April Fools’ article. In it he writes about how “In one of the more curious decisions the talent-acquisition field has seen a recruiting vendor has decided to make a list of the 100 most influential lists of recruiting influencers.”

If You Think That Humour is Risky and Hard to Pull off, You Haven’t Seen These Corporate Videos – Rocco Sannelli Maybe the real takeaway from April Fools’ is to add more silliness into every workday! Rocco shares some examples of companies who inject humour into their recruitment process with great success.

The Top Office Pranks for April Fools’ Day - Dan Wisniewski In the spirit of keeping work fun, this infographic shows the best of the best of office pranks. Personally I’m really into the Jell-O stapler idea!

Communicating your employer brand is crucial to attracting candidates. Being authentic in this communication and honest about your company’s culture is essential to ensuring that the candidates you attract are a good fit. Telling your company’s story in a cohesive, transparent and engaging way throughout the entire recruitment process is the best way to accomplish both of these goals.

73% of recruiters said that to compete against other employers they highlight company culture. (Source: Jobvite) Employer brand storytelling is an elegant form of marketing. It gives your company a face and a soul, which is refreshing in a world full of post and pray job ads. It isn’t easy to create an engaging story or to tell it consistently throughout your candidate’s experience, but the rewards far outweigh the time involved.

Start with an outline

Every good story has a simple narrative arc at its core. To find your narrative, ask yourself and your team: What is the essence of our company? What are our core values? What must potential employees know about our culture? Write out everything that you want to convey to job seekers and potential employees, then take all of those points and put them into a logical order. Approach ordering your points with candidate experience in mind. Think about what would attract a job seeker initially and progress from there. This will help your story unfold naturally and in a way that makes sense to your candidate.

Choose Your Channels

The social networks and platforms that you use to promote your employer brand will influence the content that you create, so it’s wise to choose them early. Blogging is a wonderful way to show candidates what your company is about. Unlike most social networks, blogging allows you to write long form stories that are great for giving candidates detailed information about your culture, your application process, and your current team. A blog hosted on your company site can also be used to drive more traffic to your job postings and blog posts can be easily repurposed into shorter content that you can share on social networks. Companies are effectively marketing their employer brand on Facebook, LinkedIn, Twitter, Instagram, Pinterest, and even Snapchat. They’re all fantastic resources, but you do not have to, nor should you, use all of them. Choose your networks based on where your candidates are. To determine where they are you can research surveys such as Pew Internet’s Social Networking Fact Sheet, and/or ask your current employees about their own social network use.

Gather Intel

Compile as much supporting information as you can. Employee profiles, party photos, quotes from happy customers, videos from team building events… Anything that you could use to give candidates positive examples of what it’s like to work at your company is potential content for marketing your employer brand.

Turn Intel Into Content

Once you’ve gathered everything that you can from your team, it’s time to take the raw material and turn it into shareable content. Write up employee profiles, blog posts, and short messages that convey your company culture. Edit all of your photos and size them properly to share on different social networks. Create images with relevant text overlaid such as inspirational quotes, messages from you CEO, or your company’s core values. For more ideas about what content to create, here’s a guide to best practices for posting on Facebook, Twitter, and LinkedIn.

Make Your Content Work Overtime

Creating content for your employer branding is the most time-consuming part of the process. The most effective way to save some of this time is to repurpose your content. For example, start by writing a blog post profiling an outstanding employee that features some great quotes. Add some well-edited images of that employee, such as a headshot, pictures of them working, and photos of them interacting with their colleagues. Edit these photos and add them to the blog post. Then create a Facebook post that includes one of the images that you’ve already made for your blog post and a bite-sized write up about that employee.

Next choose an awesome quote from your featured employee to Tweet with some relevant hashtags and a link to the blog post. And finish up by adding a fun filter to one of the photos from your blog post and sharing it on Instagram with #hiring and a quick caption that lets your followers know that they can read more on your blog. That’s how you can take one piece of original content and turn it into 4 pieces of unique content that you can share across multiple platforms.

Enlist Help

Getting your team involved in your employer branding works on multiple levels. Not only will your message sound more authentic when delivered by actual employees, but also personal social media accounts tend to get more engagement than company accounts so your message will reach more potential candidates. Ask your team to share your employer branding posts on their social networks, to comment on your Facebook Page, and like, retweet, and favourite the content you share.

Engage with Your Candidate

Building a strong employer brand isn’t just about broadcasting your message; it is also about listening to job seekers and candidates and offering them the support, feedback, and answers that they need. Stick around after you share a post on Facebook to respond to comments, thank people who retweet your Twitter posts, and send quick emails letting applicants know about the status of their application. These interactions are crucial to your employer branding as this is where you prove that your company is as awesome and employee friendly as your blog posts say it is! Check out this case study for an awesome example of employer branding with Facebook!

Visual content gets more engagement on social media than any other type! Attach a video, photo, or illustration to your Tweet and you’ll up your chances of getting retweeted by 150%. Images also help us absorb information. In fact, our brain processes visuals 60 000 times faster than text.

Perhaps this explains the rise of the infographic. Infographics have come to dominate online content marketing and social media. If you want an effective, engaging, and attractive way to convey a message, infographics are the perfect medium. Infographics are also a wonderful way for HR and recruiters to learn more about social media. Here are 7 social media infographics that you can use to improve your social recruitment strategy.

2015 Social Media Marketing Trends – JSH&A

Recruiting and marketing are merging in the age of social media making it more important than ever for HR to monitor marketing trends. The trends explained in this infographic are all applicable to social recruitment.

The Best (and Worst) Times to Post on Social Media – SurePayroll

One of JSH&A’s key trends to pay attention to is the importance of timing your social sharing for maximum effectiveness. The times at which you post determine who sees your content. This is exactly why Jobcast’s social recruiting automation tool allows you to schedule when your jobs are shared to which network! SurePayroll’s fantastic infographic will show you the best times to share your job posts and promote employer branding content.

5 Steps to Effective Social Media Measurement – Salesforce

Measuring ROI is essential for ensuring that your social media efforts are successful. The steps presented in this infographic will help you keep tabs on how effective your social recruiting strategy is, and where you need to make adjustments. Hot tip: replace the word conversion with application, sale with hire, and lead with candidate!

The 2014 Social Recruiting Survey Infographic – Jobvite

Jobvite’s social recruiting surveys are always a fantastic resource and chock full of information, but their surveys are long. Jobvite’s infographic highlights all of their most important findings in two pages, and is a great way to quickly revisit their most salient points whenever you need a refresher.

How to Create an Infographic That Boosts Social Shares and Leads - Social Media Examiner

Okay, so this one isn’t an infographic, but the article does contain several of them! If you’ve been inspired to create an infographic of your own, then this article is for you :D Oh, and if you do decide to make an infographic, or if you’ve made one in the past, tell us about it in the comments!

We are very lucky to be living in an age where we have access to such a wealth of information.

Big data is all around us and, when used wisely, it can enrich our lives and our work.

When it comes to social recruitment, the information at our fingertips can help you navigate the vast world of social media in order to build effective strategies by better understanding the candidates that you wish to attract.

We’ve poured over the latest research on social recruiting and job seekers to find the most salient data points to share with you, our readers. And, in case the numbers alone fail to inspire you, we’ve also including some insight as to how each one of these powerful statistics can help guide your social recruiting efforts.

73% of 18-34 year olds found their last job through a social network. (Source: Aberdeen Group)

By 2020, less than 5 years from now, Gen Y will make up 50% of the workforce.

According to this stat, that means almost 50% of the workforce will be using social media as a key part of their job search.

Millennials grew up online and they spend most of their waking hours plugged into social media (an average of 9.5 per day), so it makes perfect sense that they would turn to social networks in their job search.

If you want to reach them, or at least make it easy for them to reach you, then you’ll need a social employer brand and recruitment strategy.

 59% of recruiters rated candidates sourced from social networks as “highest quality.” (Source: Jobvite)

Yet another reason to get social with your recruiting.

Gen Y isn’t the only generation on Facebook, 80% of Gen Xers and 70% of Boomers are also active on the social network. So, if you are looking for a way to recruit the best quality candidates, then social media is the way to go!

3 in 5 job seekers have used their mobile device to look for a job in the past year. (Source: Glassdoor)

If your career site isn’t already mobile-friendly, then it’s time to make a change.

If not, you risk losing out on over half of your potential candidates.

Even if you aren’t ready to make your application process mobile, you should at least make it easy for candidates to view, save, and share your job opening from any device.

(Learn how the Jobcast Jobs Widget can make your application process mobile.)

94% of recruiters are active on LinkedIn, but only 36% of candidates are. Job seekers, by a wide margin, prefer Facebook; with 83% reporting they are active there, compared to just 65% of recruiters. (Source: Jobvite)

This stat does not necessarily mean that you need to make Facebook your number one choice for social recruiting.

What it does is emphasize the importance of knowing your audience.

Social recruitment strategies aren’t all that different from any recruitment strategy in that the end goal is to reach the largest number of qualified candidates possible.

The best way to do this is by figuring out where those candidates spend their time. Do some research and run some test campaigns to learn where your candidates live online and tailor your social recruitment strategy to match your findings.

Content containing images attract 94% more total views than content without images. (Source: Heidi Cohen)

No matter which social networks you choose to focus on, you must share visual content. Even on your company blog and career site.

Visual content is highly engaging, increases social sharing, and captures job seekers attention immediately.

A successful social recruiting strategy is a visually compelling one. Always.

 73% of recruiters said that to compete against other employers they highlight company culture. (Source: Jobvite)

This is especially important for companies looking to improve their recruitment of millennials who value company culture more than any other generation.

Unemployment is way down and the competition for talent is at an all-time high. To win the war for talent, a strong employer brand is the best weapon in most companies’ arsenals… Unless those companies are in the Fortune 500, then an obscenely large paycheque is tops.

For those of you not able to offer staggering salaries, focusing on growing an attractive employer brand is the way to go!

Videos are shared 12x more than text and link posts combined. (Source: Sprout Social)

Sprout Social’s research shows that sharing video as a part of your content strategy is great.

Combine this info with the previous stat from Jobvite about the importance of employer branding and I think that we can all agree that sharing a recruitment video is even better.

The takeaway is clear. Whenever possible, make a recruitment video!

Share that recruitment video on all of your social networks, you career site, and even via email. Use that recruitment video to express your company culture, thereby making it a potent employer branding tool.

Your video does not have to be perfect, but it does have to be a reflection of what makes your company awesome and highlight your best employees.

(Learn more about social recruitment with video.)

21% of candidates say they found their favourite or best job through a social network. (Source: Jobvite)

This one’s my favourite! 21% may not seem huge, but what is huge is the potential for growth that it represents.

If 21% of candidates found their best job through social media, then chances are they will continue to use social as a key part of their job search.

Chances are that they will talk to their friends about how great their job is and how they found that job.

Chances are that their friends will try using social media in their next job search.

And chances are social recruiting will just keep on getting bigger and bigger.

Until, the time when the Internet is replaced by some crazy new technology that our current brains cannot even fathom.

But we’ve got at least a couple of years until we have to start worrying about post internet recruitment, so until then just focus on that recruitment video and staying social!

I have never been asked a quirky interview question. Not a single one! I’d like to think that if I was I would be able to fire back with a witty answer, but after reading through Glass Door’s list of the strange questions job seekers get asked… I’m not sure how I would fair when faced with the quirkier side of human resources.

The questions, gathered from companies in the US, Canada, the UK, Germany, and France, range from the unusually specific: “Can you calculate how many tennis balls are used during the course of Wimbledon?” – Accenture Analyst job candidate. To the downright weird: "Is batman a super hero?" – AlphaSights. Check out the rest of the questions on the Glassdoor blog.

Top Oddball Interview Questions of 2015 – Glassdoor Another equally interesting, yet admittedly less funny study released this week covers the use of analytics to explain the effect of social media marketing on branding.

You Know Social Media Is Advancing Your Brand—Now Prove It! -  Conference Board of Canada This new research from the Conference Board of Canada is helpful for anyone who needs to distill and edit data to clearly demonstrate the impact of social media on their business. A great read for anyone looking to improve their social recruiting.

Recruiters – It’s Time to Embrace Your Inner Troll! - Joshua Jones Joshua Jones explains how human resources can source passive candidates and gain insight into competitors’ employer brands by trolling with a new app called Canary.

Facebook’s Ad Images Checklist - David Cohen A cheat sheet to help you choose what images to use for your Facebook recruitment adds.

7 Cringe Worthy Crimes LinkedIn Users Make – Marisa Sanfilippo Are you making any of these LinkedIn blunders? I was definitely guilty of number 3 when I first joined the network!

#1 Secret To Being A Savvy Recruiter - Careeralism I was shocked to learn that the answer is not providing candidates with delicious snacks. According to Careeralism the secret to great recruiting has more to do with the way that you communicate with job seekers than feeding them!

Bonus link because I care about your general happiness as well as your hiring process:

10 Habits That Will Make You Happy Today (Even if Life Isn’t Going Your Way) – Alexander Heyne I’ve implemented some of these tips already and highly recommend the article. Happy link loving!

In today’s complex job market, employer branding is essential for all companies that want to attract and hire top talent. Convincing potential candidates in the value of working at your company is the core of every employer branding strategy, especially on social media.

Studies show that companies with strong employer brands attract at least 3.5 times more applicants per job. (Source)

Here are five innovative ways to build your employer brand and communicate it through digital channels:

1. Detect your uniqueness

What makes you different from other organizations? Drive to innovation, workplace flexibility or promoting leadership?

Answer these questions to define your message and then spread it.

Employer Branding with Earls Restaurant 

2. Create a specific working culture

Employer branding isn’t only about prospective candidates – it is also about nurturing your current employees and developing a great working culture that they will portray through their own channels.

After all, your employees are the ones that really know what it is like to work at your organization. That’s why they make the best brand ambassadors.

You can create a great working culture by fostering a sense of community and connecting employees on a meaningful level through a variety of dedicated activities. You’ll quickly see how this kind of positive working culture will become attached to your employer brand.

3. Involve company employees

To continue the point above, you can inspire your employees to take an active role in promoting your organization’s employer brand.

Every time your employees are asked about what they do, they’re in a position to communicate your employer brand. Provide them with a clear message about how to express your employer brand to others.

You can also promote great stories about your top employees and encourage workers to share these stories and other content that you have created with their online industry communities.

When it comes to social networks, including company employees is essential to make any news resonate with the largest audience possible. For instance, if you plan to launch a special recruitment video, ask your employees to share the video through their social channels like Facebook, Twitter, and LinkedIn. This is an effective way to make sure the news gets lots of attention.

Learn the Basics of Social Recruiting With Facebook

Try helping your team to develop their individual brands as well. If they have their own blogs you can encourage them to share positive stories about work and they most likely have social media accounts where they can share messages that help grow your employer brand, don’t be afraid to ask for their help.

4. Coordinate with marketing

Get in touch with your marketing team to come up with an efficient strategy for leveraging the potential of social networks for employer branding. More often than not, your goals and those of the marketing department go hand in hand. Fostering a strong and mutually beneficially collaboration is one of the best things you can do to grow your employer brand.

5. Use visuals to build your employer brand

Social media users love photos!

Photos drive more traffic and promote engagement with brands across the board, so why not use photos for communicating your employer brand as well?

Including images or video with the content you tweet or share to Facebook is an excellent way to increase engagement. You can also try using social networks that are visually based like Instagram or Pinterest.

With Pinterest, you can create a company board where you’ll pin content like photos from events, awards or workplace life. All this will give candidates a good sense of the internal life of your organization.

How to Use Pinterest for Recruiting 

Building an employer brand online is easier than you think. All you need is a strategy, motivation and patience to see your branding efforts take off!

Tess Pajaron is a Community Manager at Open Colleges, an online learning provider based in Sydney, Australia. She has a background in Business Administration and Management.

I have never applied for a job via mobile, but the last time I was looking for work Swype Keyboard did not exist, so what do I know?! Personal experience aside, mobile is one of the biggest trends in recruitment. We all know the importance of having a mobile-friendly career site and companies all over the world are investing top dollar in making their application process mobile. The results are mixed. Chipotle recently launched a mobile recruiting app and they’ve seen great results.

Now You Can Apply at Chipotle with Your Mobile Device According to this press release, within one month of launching their app, Chipotle has received 5, 000 applications via mobile (approximately 20% of their total application volume.) Chipotle is a massive brand with a younger talent pool. Their success with mobile recruitment is not necessarily representative of the average employer. That’s where this next article comes in handy.

Mobile Recruiting - You Need It, But Results May Vary... – By Kris Dunn When Kris ran two months of mobile recruitment numbers for his company Kinetix he found that less than 1% of their applications came from mobile. Kris still believes that having a mobile recruitment strategy is essential, but you’ll have to read his article to learn why!

How Recruiters and Job Seekers Use Social Media - From Career Glider More stats on mobile recruiting, as well as social recruiting and candidate behaviour presented in a beautiful infographic.

A Conversation: Top Influencers in HR And Recruiting - By Paul DeBettignies

A fantastic exploration of the use, importance, and accuracy of influencer lists. Read the comments and contribute yourself to get the most out of Paul’s piece.

Why Your Employees Are Leaving (and How You Can Win Them Back) - By John Ruhlin I certainly hope that your employees aren’t jumping ship on mass, but if they are, then John’s blog post is just what the doctor ordered!

5 Stages of the Human Resources Life Cycle in Need of Improvement - Margaret Jacoby A simple, but wonderfully written article about the cyclical nature of recruitment and how a few small changes can improve the process for everyone. Enjoy these links and rest of your week! Oh and just in case you haven’t already, check out our white paper to Learn the Basics of Facebook Recruiting.

It was International Women’s Day this past Sunday.

I celebrated by going to see Focus starring Will Smith and eating a large tub of popcorn.

This was not very feminist of me considering that this film does not even come close to passing the Bechdel test.

To make up for this crime against my gender, today’s blog post is dedicated to women in the workforce, more specifically the importance of getting more women into the workforce.

The case for hiring women is not just about equal rights. It is about doing better business. – Click to Tweet

In the last decade, research has proved that there is a significant financial and strategic benefit to hiring and promoting more women.

Here’s what the data shows:

• According to a study from Carnegie Mellon, teams with at least one female member have a higher collective IQ than all-male teams.

• ABI’s report, The Case for Investing in Women, showed that Fortune 500 companies with at least three female directors see their return on invested capital increase by at least 66%.

• Gallup found that teams that included more women had a 22% lower rate of turnover.

• And, in a study by Credit Suisse, companies with at least one woman on the board outperformed companies with no women on their boards by 26 percent!

Having a diverse team, that includes a significant number of women in key roles, is also vital for identifying with the female contingent of your market.

Here is a somewhat extreme albeit fitting example of why diverse teams are so important: an all-male team designed the first generation of airbags; this led to an airbag designed with only adult males in mind. The result was the avoidable deaths of women and children for whom the airbags were not properly configured. Diversity saves lives!

Having diverse teams not only saves lives, but it also leads to innovative solutions that address a larger portion of the market.

This is why recruiting more women has become a huge goal for employers and a heightened demand for qualified female candidates.

If your company wants to attract more women, then social media should be a part of your strategy. – Click to Tweet

Social recruiting solves two of the major pain points of engaging female candidates: Creating a woman-friendly employer brand and finding female candidates.

Women may only make-up about 10% of the tech industry, but they do have a huge presence on the web.

78 percent of online U.S. adult females use Facebook while only 69 percent of men do!

Learn the Basics of Facebook Recruiting.

Women are more active on Facebook and Twitter than men so it makes sense to try and connect with female candidates on these channels.

To reach them, create Facebook Ad campaigns that target women specifically and tailor your content and hashtags so that they appeal to female candidates.

More on using Facebook Ads to target top talent.

Social media is where today’s employer brands are built. And a female-friendly employer brand is an essential part of attracting women candidates.

Great female candidates are not only in high demand, but they are also wary of ending up at a company with a culture that does not welcome them. There is a strong chance that the women you want to recruit have been burned in the past and as such, are paying very close attention to your employer brand.

Industries such as engineering and tech have been publicly criticized for promoting a work environment that is hostile towards women.

Companies in these industries have turned to social media to show women that their company culture is one that elevates and celebrates female talent.

You can use your social media channels to build a woman-friendly employer brand by sharing content promoting women in your field, highlighting the impact of current female employees with employee profiles, and advertising the benefits and perks available to women that work at your company.

How to create employee profiles to build your employer brand.

If your company doesn’t yet pass the Bechdel test, then it’s time to implement a social recruiting strategy to engage, attract, and recruit some awesome female talent!

Before I post this week’s links, I’d like to share with you a cautionary tale of hiring horror.

My husband Leif is a UX genius  lead product designer by profession, so his particular set of skills and experience are in high demand and very useful when applying for jobs.

So useful in fact that someone, let’s call him “John”, claimed Leif’s work for Silk.co (a fantastic data visualization app) as his own in an attempt to prove that he had desirable skills to a potential employer.

John also claimed honesty as one of his core values on LinkedIn :/

Thankfully the potential employer was smart enough to do a thorough reference check and learned that John had never worked for Silk.

This reference check saved the employer a lot of time, money and tears.

You have been warned!

Now here are this week’s best HR and social recruiting articles 😀

The Unholy Trinity of HR: Reference Checks – by Dawn Burke

Prepare to be warned again, but this time with the added benefit of Dawn’s useful advice.

This article also contains my favorite quote of the week:

“If you think references are irrelevant, unimportant or worthless YOU ARE NUTS. CUCKOO. MAD AS A HATTER. BELONG IN A BOOBY HATCH.”

What Recruitment Can Learn From Community Managers – by Andy Headworth

Social media and mobile technologies have significantly changed the recruitment process, which is why Andy decided to attend a major conference for community managers.

In this article, Andy talks about what he learned and recommends 10 ways that he thinks all recruiters can learn from community managers.

How to Create a Company Blog That Attracts Talent – by Heather Huhman

Blogging is a powerful tool for building a positive employer brand, but only about 22% of employers make use of the medium for this purpose. If your part of the remaining 78% then Heather’s article is a must read.

9 Things to Considering When Creating a Mobile Friendly Recruitment Website – by Newman Stewart

3 in 5 job seekers are now using mobile devices to search for jobs. – Click to Tweet 

I’m willing to bet that number is actually on the low side! If you want to attract top talent your recruitment must be mobile. Newman’s article will help you navigate what it means to have a recruitment website that is truly mobile-optimized rather than just mobile-sort-of-okayish.

Google+ is Poised for a Big Breakup – by David Nield

Via Andy Headworth’s blog

Google Plus is beloved by many recruiters, including Andy Headworth mentioned above, but recent developments may make the network much less valuable for social recruiting.

Google+ is going to be split into separate services called Photos and Streams. It’s still not entirely clear what Streams will look like, but David speculates that this separation may put an end to G+ as a social network.

Do you use Google Plus to recruit? Do you think that this split will make the network less useful for recruitment?

Let us know in the comments!