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Referral bonuses are common enough that they don't hit my radar when I'm looking for HR news. But Pardot, a marketing automation company, grabbed my attention with the news that it's offering a $10,0001 bonus for anyone who refers a new hire, not just current employees. (I almost didn't want to tell you, since it increases the competition!) With an amount significant enough to widen the pool of people helping to find talent, Pardot's unusual strategy is working. Game on, people.
If a 10K bonus isn't in your budget, a number of other low-cost initiatives are available to make a name for your company. Have an influential staff member start her own blog, or hire an outside blogger. Having an established online presence is invaluable when you need to manage a public relations situation. Your company can also post a story or press release on Reddit and let the site's voting system and influential users spread the message for free.
Organizations can also better grab the attention of Generation Z by connecting with them through mobile and social media and pitching open positions in terms of projects instead of job titles. Citigroup created a mobile app to help college students easily find out when recruiting events were happening on campus, watch videos showing "a day in the life," and follow its Twitter feed.
Much of the advice for recruiting for startups can also benefit established companies. Factor in whether you can see a potential employee growing with the company -- enthusiasm can compensate for missing, but teachable skills. Because filling jobs involves marketing your company, treat candidates like your best customers. Even if they're not the right fit for a current opening, you never know when something better could be available.
But, for now, I need to get back to more serious matters. Hmm, now which software engineers can I recommend to Pardot?
How Do You Recruit for Very Specific Positions? (HR Bartender)
Need a specific candidate for a specific position? Try a professional organization, an online community or LinkedIn groups. There's truly a niche online for everyone from airline employees and nurses to the food and beverage industry.
Hiring Advice for Startups (Hackruiter)
"Always speak to people who seem good, even if you don't think they fit any open positions. Your needs will change over time, and sometimes quite quickly....don't write ridiculous job posts...be specific, where it matters." These tips are targeted at tech companies, but they make sense for everyone.
Skills the Social Recruiter Needs to Build (Gautam Blogs)
You can't ignore social recruiting, but it's not as simple as setting up a Twitter account. Gautam Ghosh suggests that a social recruiter needs not only community building skills, but also expertise in content creation and curation and the ability to tell a story.
Citi Built a College Recruiting App in Less Than A Month (ERE.net)
Citigroup built an iPhone app aimed at students in-house in just 27 days. It lets users see nearby Citi recruiting events, follow Citi on Twitter, view recruitment videos and more.
Clever PR Decreases Recruiting Costs (OPEN Forum)
Want to improve your company's reputation and, therefore, the cost of your recruiting? Get the CEO to write (or ghostwrite) a book. Sound crazy? It just might pay off as establishing your company's rep in the industry.
Jobseekers Get a Reminder About How to Use Your ATS (mediabistro.com)
If you use an ATS to filter out candidates, this article will help those candidates get, well, less filtered. Great if you're worried about losing a stellar candidate to a buggy system, not so great if you'll now be deluged with resumes. What do you think?
Friends With Benefits: What Does a $10,001 Referral Bonus Mean? (Fistful of Talent)
A company seeking software engineers decided to offer a referral bonus of $10,001. What does that mean? "Doing something original related to the Referral Bonus level generates more buzz and creates a longer tail of promotion. Note that it's $10,001, not 10K flat. That gets some extra buzz, and the buzz will last longer as a result," writes FoT's Kris Dunn.
How to Hire Gen Z (OPEN Forum)
They're too fast-moving for email. They prefer projects to titles, and they're probably not going to college. How do you hire them? Try some of these tips.
--Compiled by Rachel Kaufman, editor, MediaJobsDaily.com
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