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Internet marketing basics for staffing firms
Staffing Talk
In the old pre-Internet days, staffing firm marketing meant running classified ads in the newspaper. Obviously, a lot has changed since then. Now, with nearly three-fourths of today's active job candidates using mobile devices to search for new opportunities — and half using a mobile device to actually apply — if you don't have a strong online presence, your brand is behind. Here are some basic, but key, elements every staffing firm should consider when it comes to Internet marketing.
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2015 Best Staffing Firms to Work For Awards announced
PR Newswire
Winners of the 2015 Best Staffing Firms to Work For awards were announced by Staffing Industry Analysts, a global advisor on contingent labor. The winners and finalists were recognized at the 24th annual Staffing Industry Analysts' Executive Forum, held March 16-20 at the Loews Royal Pacific Resort in Orlando.
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Where staffing industry tech is heading
The Staffing Stream
As technology emerges that can automate the sourcing and filtering of candidates, where jobs are marketed directly to jobseekers, we can expect to see more firms reducing their reliance on agencies, building stronger in-house teams that use emerging online platforms as their primary sourcing and attraction models.
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Staffing employment grew 5.4 percent in 2014
American Staffing Association
U.S. staffing companies employed an average of 3.2 million temporary and contract workers per week in 2014, up 5.4 percent from 2013, according to data released by the American Staffing Association. Temporary and contract staffing sales were 7.9 percent higher in the fourth quarter of 2014 compared with the same period the prior year.
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How does social recruiting compare to traditional recruiting?
Social-Hire
Social recruiting is quickly taking the place of more traditional recruiting methods. With the many positive outcomes of social media recruiting, it's easy to see why. Social recruiting can help you establish your company's mission and foster a great reputation while also serving its primary objective of helping you find quality candidates for open positions within your company.
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Using social media to screen staffing job candidates
Staffing Talk
Three out of every four American adults are on social networking sites, with many of them using it as a way to search for jobs. But that works the other way as well, with 91 percent of companies surveyed by Reppler recently saying they use social networking sites to screen prospective employees.
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Compensation not top factor in recruiting millennial candidates
Recruiting Trends
It has generally been assumed that recruiters could make an impact on millennial candidates by offering top dollar for targeted positions. That turns out not to be the case, at least according to a Futurestep study.
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Time to fill on the rise again
ERE
With the economy adding jobs at the fastest clip since the depression began eight years, it's taking longer and longer to fill vacancies. In January, the national average was almost 26 working days, an increase of 3.5 days in the 12 months from the previous January. The Dice-DFH Mean Vacancy Duration Measure, a sophisticated measure of how long it's taking employers to fill jobs, came in at 25.7 working days. That's just off from the 15-year high of 26.5 days recorded for last August.
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Managers value attributes over skills for entry-level hiring, survey finds
Staffing Industry Analysts
Managers place a higher importance on soft skills like attitude and work ethic than hard trade skills when considering new candidates for entry-level positions, according to a survey released by Instructure. When hiring, virtually all managers said attitude and work ethic are the most important considerations in choosing a candidate and 85 percent reported work ethic as the most important attribute for employee success. Meanwhile, 79 percent of managers said a candidate’s prestigious schooling was the least important consideration.
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Inside HR: Scheduling and executing interviews
By Catherine Iste
A client of mine is posting for a director-level position at a real estate development and property management firm. The company posted the job on their website, LinkedIn and Indeed. In less than a week, they received more than 60 qualified applicants. They only need one person. After the screening process, the HR manager had four candidates we were ready to interview and a few backups. This is the story of how they got there.
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TRENDING ARTICLES
Missed last week's issue? See which articles your colleagues read most.

    Rewriting the job ad (Human Resource Executive Online)
ACA Supreme Court case would impact staffing (Staffing Industry Analysts)
Temp work gains popularity with job hunters seeking a better work-life balance, more flexibility (Main St.)

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Colby Horton, Vice President of Publishing, 469.420.2601
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