According to the LinkedIn press centre, 1-in-20 of all LinkedIn profiles are held by recruiters.

Additionally, Oracle’s Chief Finance Officer Jeff Epstein was headhunted for the position via his LinkedIn profile.

And with 80% of companies using LinkedIn as a recruitment tool, it’s clear to see that social media (at least from LinkedIn’s side) is a great tool for any recruiter or human resources department to find their next employee (or for employees to find their next position).

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I remember when the “social media manager” role first started cropping up years ago but boy has the role changed and evolved overtime.  In fact I think it has changed so much that the title no longer describes the actual function that the “social media manager” performs.  A few years ago the social media manager was the person who monitored various social sites and responded to relevant conversations.  Then, the social media manager was the person who did all of that plus figure out how to run marketing promotions and service customers.  Then it was on to developing policies, educating employees internally, developing communities, and on and on it went.

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Felix Gillette at Businessweek recently provided a comprehensive article on the social media director movement. Many firms are looking for them. Felix writes, “in Las Vegas, Harrah’s Entertainment recently circulated a job listing for a “corporate social media rock star.”

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What qualities must a person exhibit during an interview, and through a resume to receive a positive feeling, and ultimately a job from a HR rep or hiring manager? Good character, healthy work ethic, proof of experience in a particular field; all of these are great qualities to look for. Recently, many HR managers have cited ‘critical thinking’ as the number one skill they look for in potential hires.
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We have all heard about the problems with finding the right employee for the jobs you are trying to fill. Usually from my vantage point as a hiring manager my biggest problems have been about resumes that did not make sense for the position being filled.

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In June, the International Association of Business Communicators (IABC) and Buck Consultants published the 2010 IABC Employee Engagement Survey, the results of research on employee engagement strategies, the second year the two organizations have worked together on such research.

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This week you may have noticed we have started recruiting for an SEO executive – rather than just writing up a standard we are recruiting post, I thought I’d share the process of how to advertise for jobs online.

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During the recession, when budget cuts were being made across the board and people were losing their jobs, there was a branch of HR which became extremely valuable – Talent Management. With people being let go, it became vital to maximize performance from the employees still working. Continue Reading…

Traditionally, HR reps have had a bad rap in the office – most of the time being seen as a necessary element, instead of being valuable. If you’ve ever watched the NBC show, The Office, the HR rep is shut out from the rest of the group and is seen as a depressed loner. This stigma surrounding the HR field is dissipating,, and the position is becoming more valuable every year.
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The economy took a major toll on people seeking employment, many of those being college grads. Unemployment rates have been dropping, average starting salaries have decreased. With the economy in recovery, the future is looking a bit brighter. If you’re in hiring mode, you’ve no doubt thought about the graduate market. The question remains, should you select the recently graduated?
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