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Here are seven of our favourite HR and recruiting blog posts this week:

Holiday Gift Giving for Employees – It’s Not That Simple by Paul Hebert Paul provides two pro tips for giving seasonal gifts to employees.

The First Tweets in #HR and #Recruiting by Jessica Miller-Merrel Jessica takes a look back at the first tweets of fifty professionals in the HR and recruitment industry.

2014 Job Board Year in Review by The Job Board Doctor himself! According to the Job Board Doctor, 2014 was the year that VC money returned to the job board industry. His article takes a journey back to look at some of this year’s highlights for the online recruiting world.

How to Have the Best, Litigation-Free Office Holiday Party Ever by Chastity C. Bruno Chastity’s article aims to remind employers that office holiday parties bring with them a host of issues for employers and employees alike. The potential for lawsuits by employees against employers for sexual harassment violations, wage-and-hour violations, religious based discrimination, and social host liability. Scary! But don’t panic, just check out her tips for throwing a successful office holiday party whilst avoiding any potential lawsuits.

Are You Making These Social Recruitment Mistakes? by Cheryl Morgan Not all social recruiting is good social recruiting! Social media may be a fantastic way to reach out to talent, but if you want to engage potential candidates, you’d better avoid this social recruitment faux pas.

Recruiting Millennials Through Social Media by Ladan Nikravan An interview with Prithvi Shergill, chief human resources officer at global IT services firm HCL Technologies, about his company’s most recent innovative social recruitment campaign. HCL Technologies ran a global Twitter recruitment campaign titled #COOLESTINTERVIEWEVER. The campaign was an end-to-end recruitment campaign conducted entirely on Twitter that successfully targeted millennial candidates.

Are We Ready For Social Talent? By Lilian Mahoukou I am social talent… And after reading this article, I don’t even know if I am ready for me! Lilian explains what social talent is, how social talent is different, and how recruitment must shift in order to make room for this new breed of candidate. Enjoy these links and your holiday parties, should you dare to attend them.

Social recruiting is no longer just a trend. As of this year, 94% of recruiters use, or plan to use social media for recruiting. This number has increased steadily for the last 6 years. (Source: Jobvite) Social media is now just another piece of the hiring strategy puzzle. But is this true globally? Yes, I would argue that it is. But, still the vast majority of the information discussed in HR and recruitment articles is based on data coming out of the US and the UK. This can lead to a narrow understanding of who is using social recruiting. The Jobcast blog falls into this trap more often than I would like. Especially considering that Jobcast is an international company. Not only is our team international, based out of Canada and the Netherlands, but the Jobcast social recruiting app has users all over the world! For example, Teleperformance uses Jobcast’s social employee referral program to recruit in Brazil, The Philippines, and India! They’re using Facebook to recruit and grow their employer brand in multiple languages and doing it just as well as their North American counterparts. Here’s an example of Teleperformance’s Facebook Career Page:

As you can see, effective social recruiting looks pretty similar no matter where you go, it’s engaging, well designed, and emphasizes employer brand. This example was taken from Teleperformance India’s Page. Teleperformance is at the forefront of a rising trend, as research shows that social recruitment has seen a huge surge in popularity with Indian companies. According to a study by Kelley Services, 56% of the people they surveyed in India were contacted via social media about an employment opportunity, and 25% said that they had secured a job through social media. The same study found that companies throughout the Asia Pacific region were using social recruiting fruitfully, with Indonesia and Thailand leading the way, followed by China, Malaysia, and Singapore. In Fact, according to the Chapman Consulting Group, 85% of recruiters in Asia Pacific are using social recruiting! With such a massive potential candidate pool to reach (there are 1,856,680,860 active social media users in APAC) it makes perfect sense that organizations based out of Asia Pacific have been so quick to adopt social recruiting.

On the other end of the spectrum there’s the tiny land in which I dwell. The Netherlands is a very small country. You can drive from one end to the other in a couple of hours. Yet there are a surprisingly large number of Dutch Jobcast users. And no, it isn’t because I’m advertising in Dutch, I only wish my language skills were that good! With such a slim candidate pool to draw from, Dutch recruiters and employers have to be extremely strategic if they want to find qualified candidates. This could be the reason why social recruiting is so popular in Holland. From what I’ve seen, Dutch companies have a great deal of success with Facebook recruiting. A fantastic example of this is Dutch clothing line FreshCotton. FreshCotton has brought their clean, young sense of style to their Facebook Career Page. The company’s employer branding, and use of social media is perfect to attract the attention of the stylish candidates that they are looking to attract.

There are also a significant amount of North American and UK companies using social media to reach candidates on a global scale. At any given time Oil & Gas People are advertising jobs to candidates located in over 70 different countries around the world. They use Facebook, Twitter, and LinkedIn to get their job posts seen all over the world.

Social recruiting is a globally viable method for improving time to hire, targeting qualified talent, and increasing application volume. Jobcast is currently available in 11 different languages, and is a perfect tool for seamlessly integrating social media into your hiring strategy. Create a fully branded Facebook Career Page and automatically share the jobs you post to Twitter, LinkedIn, and Facebook with the Jobcast Social Recruiting app. Try Jobcast Premium for free by following this link.

I love a good link love blog post.

I mean, what’s not to love about a well-curated list of articles to read all laid out for you in a single post?

Absolutely nothing, which is why I’m sure you’ll thoroughly enjoy this link love!

Here are five of my favourite HR and recruiting blog posts of the week:

Employers Say Employer Branding Is Working – Jodi Ordioni

Judy highlights the key findings of a recent employer branding survey performed by Brandemix.

For example, the study showed that 80 percent of participants consider their employer branding to be successful at bringing down costs, increasing applications from top candidates. Not bad!

Looking Back at 3 Big HR Technology Trends We Saw This Year – Jayson Saba

Jayson covers the usual suspects: mobile, big data, and social, but his major takeaway is quite refreshing and definitely worth the read.

Don’t Be A HR Scrooge This Holiday Season! – Andy Porter

In this hilarious article, Andy explains how to navigate the holidays and holiday parties specifically, without reinforcing all of the negative stereotypes people have about the human resources department.

Image via Blogging4jobs

The Brocruiter: A New Generation of Recruiting – Blake McCammon

Bro·cruiter noun \bro·cru·ter/ : a bro who is a recruiter.  As someone who is constantly chided by their friends for being a total bro, this article is right up my alley, although I do slightly disagree with Blake’s use of the terms bro and brah interchangeably, as we all know that bros and brahs are nothing at all alike!

Nit-picking aside, this article raises valid points about the deformalization of the recruitment process and what it means for candidate experience.

Office Holiday Parties Your Employees Want to Attend – Suzanne Lucas

I don’t know about you, but I am seriously looking forward to the Jobcast Christmas party. My colleagues are awesome and there will be Thai food. What more could you want?

If you haven’t finished planning your company party yet, then check out Suzanne’s article where she shares her reader’s favourite staff party experiences and what made them so great.

Want something that will make your HR department even happier than eggnog and an office Christmas tree?* Then give them the gift of social recruiting with the Jobcast app. Install the app here, and you’ll get a 1-month free trial of Jobcast Premium.

Happy link loving and holiday partying!

The process of HR recruiting has changed dramatically over the past few years. While recruiters once had to meet candidates at career fairs or wait for resumes to get dropped off at the office, they can now target and communicate with potential candidates on social media.

Sites like Facebook, Twitter, and LinkedIn have millions – even billions – of users. They’ve become the go-to resource for recruiters looking for top talent. And done well, social recruiting can have a big impact – in terms of hiring, but also in terms of reputation. Companies that succeed at social recruiting hire some of the best job seekers – and they create modern, tech-savvy brands.

So – which companies are succeeding at social recruiting? Here are 5 of the best:

Home Depot

Recognized as being an industry leader in social media recruiting, Home Depot proves its recruiting expertise by posting job openings both on Twitter, and on its dedicated company careers page. The company also builds interest in employment opportunities through its Facebook page. Home Depot doesn’t just send posts into a void, either – their Twitter account has 245,000 followers, while its Facebook page has over 60,000 likes.

UPS

UPS takes advantage of multiple social media platforms to recruit new staff members. They have a presence on the big three – Facebook, Twitter and LinkedIn – but they’ve also expanded to Google+, Pinterest, and other social sites. The company is willing to explore new platforms – and they’re savvy enough to create dedicated careers pages on Facebook and Twitter. This combination of strategies has helped add over 14,000 professionals to their workforce.

Sodexo

This company knows the value of social media. Sodexo has been successful in its recruiting efforts because of the various social communities it has created such its Careers blog, Career Connections Newsletter, Talent Community, Facebook, Twitter, LinkedIn, Pinterest, Flickr, Google+, YouTube, and other in-house venues that applicants can join to stay up to date on everything Sodexo has to offer.

Zappos

The shoe retailer has made a big impact in the social media world with its bold stance on recruiting. Zappos has eliminated traditional job postings and online applications in favor of an Inside Zappos page, which it hopes will help applicants learn more about Zappos and choose the department or position that’s right for them. The Inside Zappos page, along with accompanying social media profiles, aims to give job seekers a real inside look at Zappos’ culture and help them get a feel for what it would be like to work there.

M9 Solutions

M9 Solutions is a strategic staffing firm within the HR industry, so it’s no surprise that the company is well versed in using social media platforms for recruiting, both for itself and its clients. M9 Solutions’ recruiters are able to gain leverage with candidates at an exponential rate using social platforms.

Their focus?  Using social media to build better relationships with more candidates, reaching out to thousands of people every year.

Social recruiting statistics

While these companies are well known for launching social media recruiting campaigns and building strong relationships on social platforms, statistics indicate that social recruiting is becoming more and more widespread every year.

According to Jobcast.net, more than 90% of recruiters have adopted social media marketing strategies to bring new workers on board. When integrated with a variety of high-tech and demographically targeted strategies, recruiters have a better chance of finding and hiring the highly skilled and talented applicants they want.

What strategies do you use to succeed on social media? What companies do you see leading the pack?

Abby Perkins is Editor in Chief at Talent Tribune, a data-driven blog dedicated to jobs, workplace culture, and HR software.

If you want to make social recruiting work for you, try the Jobcast social recruiting app. Follow this link to get a free trial of Jobcast Premium.

All I want for Christmas is a group of unusually strong fairies to paint my new apartment for me, and then move all of my old junk into it. How about you? Perhaps speedy gnomes to sort through that pile of resumes on your desk, set aside the most promising, and then toss the rest? Or, does your heart desire a magical app that will automate your social recruiting for you? Oh wait… Totally exists! The holiday season brings with it many wonderful things: Apple pie, pumpkin pie, lemon meringue pie, and of course, the always delicious holiday themed blog post. It’s only the third of December and we’ve already read a slew of fun, funny, and helpful seasonal HR and recruitment articles. Here are our top 7 so far:

Are You Suffering From PTDD? – Via Fistful of Talent How Not to Get Fired After Any Holiday Party – Via Blogging4Jobs

Why Christmas Sucks For HR – Via Change Effect

There Is Little Recruiting Competition During December … So Be Bold and Seize a Great Opportunity – Via ERE.net

How Holidays Impact Engagement and Wellbeing – Via HR Magazine UK

Holiday Travel and Two Americas – Via Laurie Ruettimann’s Blog

Tell Me Your Office Holiday Parties – Via Evil HR Lady (The good stuff is in the comments section!) Oh, and it’s not a blog post, but no holiday list would be complete without a link to a Pinterest board featuring ideas for an “Ugly Christmas Sweater” themed HR party!

Happy Link Lovin' :D

By now, many recruiters are familiar with the concept of social recruiting. But just having a Facebook and Twitter presence isn’t enough to really succeed—or stand out. You need to have a strategy that works well for your business need and complements the employer brand. Here are a few ideas to consider when making your 2015 plans to ensure you’ve got all your bases covered.

1) Use your employees and alumni.

Word of mouth continues to be one of the most trusted forms of advertising. If your employees (and alumni) aren’t part of your social strategy, make them a part of it next year. You can start by simply encouraging current employees to like your social recruiting presence. Then target employees with messages around employee referral, content they may want to share, and jobs, with messaging specifically encouraging them to share to their communities. Encourage employees to blog and share their perspectives. Consider integrating alumni into your social strategy through specific alumni groups on LinkedIn or Facebook, regular alumni newsletters, and integrating into the offboarding process. Depending on your company, you may focus on alumni recruiting or simply use them as a way to spread a message. Either way, seeing a job or piece of content endorsed by a current employee or alumni adds credibility and is likely to target candidates who exist outside of those who currently like or follow your social presence.

2) Get niche.

2015 is shaping up to be a year where the web is getting back to its roots. - Click to Tweet

Web 1.0 was about awkward design (remember under construction gifs?) but more importantly, it was also about niche communities that brought together like-minded individuals. This was typified in geocities, webrings, and AOL’s communities and chat rooms. Late 2014 saw the release of Facebook’s Rooms app, and more and more niche social networks devoted to specific topics including the continued popularity of Reddit and Quora. Although it shouldn’t be at the core of your social strategy, look into niche web forums and social networks, especially for hard-to-fill positions. There’s likely a community out there with exactly the people you need. Start by talking to your existing employees to find out what social communities they use, and encourage them to be an active voice for the brand on those platforms.

3) Have a robust content strategy.

It bears repeating that just posting jobs to a social page isn’t a content strategy. Nor is posting 1,000 articles on interviewing tips. Not to say these aren’t valid as part of a content strategy, but they’re not enough to really tell candidates what your brand is about. Enrich your content strategy through content that demonstrates the philosophy with which you create your products. Day in the life content that you generate, statements of belief (“We believe quality should be…”), and highlighting other companies who share a similar belief system (“We love what XXX is doing”), can help candidates identify with what you stand for and make you seem more human by not only talking about you brand. Another part of your content strategy may be to make candidates feel like they’re already part of the company. Tweet about what’s happening in the offices, use Facebook to share videos or articles that are making the rounds at the office, or film employee brainstorming sessions to give a fly-on-the-wall experience. R/GA is a great example of providing content that helps candidates understand what they do, and goes well beyond the typical job and tips experience.

4) Don’t Discount Consumers.

It’s important to understand how and what your candidate is likely to know about you. Too many brands forget that candidates often know you by your products and services first and then investigate further to understand why they might want to work there. If candidates are likely to know you by what you make, be sure your social presence is giving that behind-the-scenes view on how those products come to life. It helps link back to the consumer brand, and can begin to ease transition into your employer brand (i.e. why those products are so good to begin with—the people). More “how we make it” material is not only interesting to candidates, it’s the kind of thing that is more likely to be shared and content your consumer marketing teams may be able to help you create.

5) Email is social, too.

So many social strategies fail to include email. Think of the last time you shared a link or email with a friend by forwarding it on! Unfortunately, many companies don’t include it in their social plan. Bring email into your editorial calendar. Time it to coincide with social programming, and make it something that people will want to forward to their friends. Not only will you have a new channel, but a good email program will be able to track click-through-rates and even forwarding rates so you can get metrics on the effectiveness of your message.

Happy almost (American) Thanksgiving! What are you thankful for? If you need some help deciding, might I suggest giving thanks for canned pumpkin? It makes pie making significantly easier! Yet this wonderful pantry item is nowhere to be found in Holland. Nor is pumpkin pie, or pumpkin loaf, or pumpkin cheesecake. It’s almost as though there was no Pinterest in the Netherlands. Lack of pumpkin flavored baked goods aside, being an expat I was very thankful to provide my Dutch friends with their very first Thanksgiving celebration. Being a Canadian expat, that celebration was a few weeks ago. So, needless to say… I need more American friends so that I have an excuse to celebrate Thanksgiving twice! In the meantime I will just have to be satisfied with being extra thankful for the internet and all the entertaining blog posts it gives me access to. Here are a few of the best recruitment and HR themed blog posts this week: Getting your employees on board with your social recruiting strategy is a great tactic. But it isn’t entirely risk-free. Kris Dunn discusses the two types of employees that can mess up your social recruiting game and how to deal with them. An employee slipping up online causes damage to your brand, but are you aware of these common office hazards that can cause harm to your employees? What about the hazards of being a Tech recruiter? According to this article from Blogging4Jobs, if you are a Tech recruiter, then chances are good that engineers will hate you. Thankfully, Jessica Miller-Merrell also offers up some thoughts on how to repair the broken relationship between engineers and Tech recruiters. Millennials are already in your workplace. Let’s face it; we’re everywhere! Here is some good advice from Ron Stewart explaining what millennials really want from employers. One of my favorite pieces of advice, perfection is the enemy of good, is beautifully re-imagined in James Clear’s latest article: Avoid the Second Mistake.

His advice is spot on for anyone trying to create good habits. To end on an uplifting note, an article where the good guys finish first! According to TLNT, the good guys — companies that are good to employees, to customers and to their communities — keep winning. In fact, their latest findings support the conclusion that good companies are more successful relative to their peers. Check out the article to learn more about how TLNT came to these conclusions and what Fortune 500 companies made it on to the good list!

Stress will mess you up.

According to Forbes, stress is to blame for 40% of all workplace illness. Stress also causes loss of productivity, communication breakdown and decreased engagement.

But, it’s hard not to fall into the stress trap. Especially for those of us surrounded by social media.

There is a culture of humble bragging about extreme busyness that is rampant on the Internet.

For some reason being busy has become synonymous with being productive, at times it seems that it has become synonymous with being a good person.

And yet study after study shows that this “business” leads to stress, and that stress is counter-productive.

This busyness overload is a major issue for organizations because it leads to burnout, disengagement, and poor decision-making.

Not good

To combat the urge to run around like a crazy person, shouting, “I am busy, here me roar!” from the rooftops, only to end up out on stress leave… Here are some steps you can take to keep your work productive, and your busyness in perspective.

Free Write

Keep a notepad and a pen by your desk. Preferably a spiral notepad that is at least medium sized and a nice pen that feels good to hold.

Every morning when you first arrive at your desk, open up your notebook and write down everything that is in your head.

This is called a Brain Dump, Getting Things Done popularized the term, but I learned it from a high school English teacher.

Writing all of the thoughts –junk- floating around in your head out on paper will help you clear your mind so that you are less likely to be distracted by random thoughts about laundry, or projects that need attention. Basically, it helps you stay focused on the task at hand.

Turn Off Your Phone

Or, in my case, disable What’s App!

Constant texts are extremely distracting. Texts may be quick to read and answer, but getting re-focused on your work afterward is a time suck.

Constant interruption is also surprisingly stressful for your brain and can trigger a sense of being overwhelmed even when you really aren’t.

If you feel the need to keep in touch throughout the day, try only checking your phone at allotted times, once in the morning, once on lunch, and once in the afternoon for example. This will prevent the problems associated with constant interruption.

Eat

Did you know that your brain takes up 20% of resting calories?

You need fuel in order to be productive, solve problems, and think in general.

According to the BBC 1 in 4 people in the UK are on a permanent diet (37% of women, 18% of men). According to a survey of my friend group: everyone I know, is on a diet.

I’m not saying that you shouldn’t eat healthy, but coming to work hungry is terrible for productivity and causes a ton of psychological and physical stress.

Keep healthy snacks around the office and if you notice yourself getting irritable, feeling spacey, or developing brain fog you might want to grab a snack.

I am partial to hard-boiled eggs and apples… But I work remotely, so I do not have to worry about offending my colleagues with smelly snacks!

Here is a great list of healthy, portable snacks that you can take to work, or have on hand for your employees.

Slow Down

Rushing about the office is stressful for you, your brain, and all of your colleagues because it creates a false sense of emergency, making every action seem urgent, whether it is or isn’t.

When everyday tasks are imbued with a sense of urgency, it is exceedingly hard to prioritize those tasks that do demand extra attention, time, and focus. This keeps stress levels constantly elevated, and depletes the reserves of strength that we need to call on in times of real emergency!

“Speed isn’t the key factor; velocity is, conscious movement in the right direction.” – Joe Robinson, Work to Live

Slow down, breath, and walk with purpose.

STOP

Your brain needs to rest. A lot. Most people’s brains work best in 90-minute cycles.

This is because your brain can only focus for 90 to 120 minutes before it needs to take a break. Apparently this has to do with the ultradian rhythm (not social media destroying our minds!)

Whatever the reason, science says that you need to give your brain a break if you want to reduce stress and work efficiently.

These breaks are an important part of your workday, not a detractor from it

What kind of breaks should you take? The gold standard is a walk in the great outdoors, but, if this isn’t an option, try a little deep breathing at your desk, or some office appropriate stretching.

On that note, I’m going to put on a cozy sweater and go for a little stroll.

How will you de-stress this week?

The Jobcast team has been extra busy this past week! Onboarding new users, making videos, and working on our product roadmap (we’ve got some pretty big stuff on the way) has left little time for reading. Normally I spend every morning pouring over the latest human resources blogs and social recruiting articles, but not this week. This week I’ve spent my mornings furiously typing away at my computer, oblivious to the coffee stains accumulating on the front of my PJs (a downside to remote work!) It’s times like this that I rely very heavily on Twitter to help me stay in the loop and find content worth sharing. We follow some pretty awesome HR Twitter accounts and these tweeters are always an excellent source of news, advice, and inspiration. This week’s link love is dedicated to a few of our favorite HR and recruiting Twitter accounts!

@HRBartender: Workplace tips and advice served up in a friendly place. Sharlyn Lauby tweets excellent advice for employers, recruiters and job seekers combined with excellent visuals.

@WinningImpress: Trainer, Speaker, Writer, Social Media in Recruitment & Job Search. Katrina Collier is a busy woman! She’s an extremely talented writer (we’ve linked to her articles on the blog before) and all-around lovely person. Her Twitter has a definite recruitment and HR focus, but she still manages to keep her feed fun and engaging.

@Social_Hire: Use the power of social media to recruit more effectively or accelerate your job search. As their name implies, Social Hire knows how to do social media. Their Twitter is a great place to turn for social recruiting advice. @Deandacosta: Dean Da Costa The Search Authority: Staffing, Recruiter and Sourcing expert. Finding what cannot be Found. Dean Da Costa means business. His Twitter is an excellent source of recruiting and sourcing info. His Twitter lists are even better. Dean’s lists are an essential resource for finding new accounts to follow. @andyheadworth: Founder Sirona Consulting - help companies integrate social media into recruitment strategy aka social recruiting. Consultant. Author, blogger & #LFC fan.

I love Andy’s work, his blog is smart, informative, and funny and these qualities carry over to his Twitter account as well. Those are just five of our favorites. For more check out this list:

The Top 100 HR Influencers To Follow on Twitter by Witty Parrot. Do you have any Twitter recomendations? Let us know about them in the comments!

Seasonal hiring for 2014 significantly outpaced that of 2013.

In October, retailers went on the largest hiring spree ever recorded for that month according to Gray & Christmas Inc. who have been tracking seasonal hiring trends since 1939.

The seasonal hiring surge doesn’t end in October.

As the weather turns chilly, the war for talent burns hotter than ever before.

November will see most major retailers add even more staff than they did in October.

For a sense of scale, last year Kohl’s planned to add 53, 000 holiday workers, this year they plan to hire 76, 970.

UPS will add 40, 000 more seasonal workers in 2014 than they did in 2013, and FedEx’s seasonal hiring will best last year’s by 30, 000.

To meet holiday hiring goals companies are turning to social recruiting.

Along with #BOGO and campaigns promising candy cane scented candles for Likes, retailers are tweeting #hiring, and posting recruitment videos to their Facebook Pages.

When confronted with this year’s challenging hiring landscape, and 1, 000 seasonal positions that needed filling, Beverages and More Inc. turned to Twitter.

The company launched a social recruiting campaign that lead to a 66% increase in online applications.

Macy’s is using Twitter and Facebook to fill their predicted 86, 000 seasonal positions.

Want more inspiration? Canada Post has implemented a multi-channel social recruiting strategy worthy of imitation.

They make effective use of hashtags when posting jobs to Twitter:

And, not only do they share job postings on their Facebook Timeline, but they’ve created a Social Career Site on Facebook to promote all of their open jobs.

Why create a Social Career Site on top of your Company Career Site?

44% more candidates applied for jobs on Facebook using the Jobcast app this year (2014), compared to last year (2013).

Job seekers are more social than ever before.

29% of job seekers now use social media as the primary tool in their job search, and that number is growing as more and more millennials enter the labour force.

An Aberdeen study found that 73% of 18-34 year-olds found their last job through a social network.

These social job seekers are not just looking to social to find job postings, they are also using networks like Facebook to vet future employers based on their online employer brand.

Companies with branded Facebook Career Pages received 7 times more applications than those with non-branded Pages (Source: Survey of over 18, 000 Facebook Career Pages.)

Social recruiting isn’t just for the holidays.

Both Canada and the US are predicting a surge in hiring over the next year and social recruiting is one of the best tools you can have for getting ahead in this highly competitive recruitment landscape.

If you want to get started with social recruiting, check out these articles to learn more:

• Standout from the Crowd with Social Recruiting

• How to Choose Your Social Recruiting Specialty (and Platform)

• One Job Post: All Your Social Networks 

You can also give the Jobcast social recruiting app a try for free. Here’s a quick video that explains what Jobcast does:

How Jobcast Works for Social Recruiting

Happy social recruiting 😀