As we all know, somewhere along the way in our efforts to improve the job posting process, we created a system that now overwhelms recruiters with unqualified candidates. All of whom expect to be contacted – and then are offended when they don’t hear back about their application status. Add to that a bad economy where some job seekers have developed “angry mob” mentalities, and it has forced many recruiters to rethink their job posting strategies as a way to limit the applications submitted. For example, posting on industry-specific sites as opposed to larger sites. But the problem with limiting where we post a job also increases the odds that some of the best possible candidates (i.e. passive job seekers) will never see it. In an article I wrote for Recruiter.com, I talk about three ways Employment Branding is better than job postings. READ FULL POST ► Join our Employment Branding email list to get all the information you need to make great hires efficiently!
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