Recruiting doesn’t have to be relegated to job fairs and visits to college campuses. Deloitte is taking a multifaceted digital approach to recruiting by using a blend of social networking resources and multimedia elements. A versatile introduction to their company is available at the click of a button.
The program integrates several interactive social media outlets including a micro-site, a Twitter feed, a Facebook page and LinkedIn group, and a YouTube channel.
The recruiting micro-site offers visitors an in-depth look into the lives of Deloitte’s Gen Y workers, by showcasing a series of profiles and short films about working in the company’s different practice areas. The site also highlights the personal and professional pursuits of its youngest workers such as hobbies, community activities, favorite music, and TV shows.
The "Life at Deloitte" Twitter feed, offers daily tweets with a different business leaders (that rotate weekly) about their day-to-day lives inside and outside of the organization. Followers can study what’s on a senior professional’s mind and gain an understanding of the company’s different practice areas and latest hot topics.
The “Your Future at Deloitte (U.S.)” Facebook page, displays up-to-date information on initiatives and developments in progress at the company. It also has event photos, videos, and interactive message boards where potential candidates can join in the discussion. Deloitte also has a campus-focused LinkedIn group to help connect college students with employees and recruiters.
Finally, the "Your Future at Deloitte" YouTube channel has video testimonies from employees on why they chose to work at Deloitte and what working there means to them. The videos follow employees’ day-to-day roles, including working on site at a technology client and participating in a sustainability project.
Deloitte was recently ranked first on BusinessWeek’s 2009 “Best Places to Intern” and “Best Places to Launch a Career” lists and is also included on the DiversityInc “Top 50 Companies for Diversity” as well as the Fortune “100 Best Companies to Work For” lists. The company plans to hire roughly 4,800 employees for both full-time employment and internship positions this year.
Showing posts with label recruitment. Show all posts
Showing posts with label recruitment. Show all posts
Wednesday, March 24, 2010
Tuesday, July 28, 2009
Resume Versus Interview
Even if you found a potential employee with the perfect resume, it’s still too early to relax. The job interview could quickly damage her image in your eyes, especially if your expectations were already high from what you read on paper.
Seventy-two percent of senior executives reported that it is common for job candidates with strong resumes not to pass muster in the interview, according to a survey by Robert Half International, a staffing services firm specializing in accounting and finance.
"In making crucial hiring decisions, nothing replaces in-person interaction to ensure the candidate has the requisite technical qualifications and the soft skills that will likely make him or her a good fit with the organization,” says Max Messmer, chairman and CEO of Robert Half International.
Robert Half International offers several tips for employers to avoid running into this common hiring pitfall including networking, creating finely tuned job ads with strategic placement, narrowing the initial candidate pool with a phone interview, bringing in workers on a temporary basis, or using specialized recruiters.
Even if you found a potential employee with the perfect resume, it’s still too early to relax. The job interview could quickly damage her image in your eyes, especially if your expectations were already high from what you read on paper.
Seventy-two percent of senior executives reported that it is common for job candidates with strong resumes not to pass muster in the interview, according to a survey by Robert Half International, a staffing services firm specializing in accounting and finance.
"In making crucial hiring decisions, nothing replaces in-person interaction to ensure the candidate has the requisite technical qualifications and the soft skills that will likely make him or her a good fit with the organization,” says Max Messmer, chairman and CEO of Robert Half International.
Robert Half International offers several tips for employers to avoid running into this common hiring pitfall including networking, creating finely tuned job ads with strategic placement, narrowing the initial candidate pool with a phone interview, bringing in workers on a temporary basis, or using specialized recruiters.
Thursday, July 16, 2009
SMS Your Way to Success!
Those Twitter skills may do more than broaden your professional network; they could land you your next job.
Teimlo, a British mobile phone content provider, has a position open for a new marketer, but here’s the catch. The company is only accepting job applications via text message—160 characters or fewer. All applicants who make the shortlist will be texted back.
The announcement on their website reads, “If you are qualified, sassy, good with words, dynamite at events, Adobe compatible, have working knowledge of mobile and social media, and are a determined multi-tasker and networker we want to hear from you.”
Those who make the cut will be invited to send in their CVs and eventually, may be lucky enough to land a face-to-face interview.
Though only Britain-based candidates are allowed to apply, the gimmick does offer a glimpse of a future where everybody has a tagline for his own unique personal brand.
What would yours be?
Those Twitter skills may do more than broaden your professional network; they could land you your next job.
Teimlo, a British mobile phone content provider, has a position open for a new marketer, but here’s the catch. The company is only accepting job applications via text message—160 characters or fewer. All applicants who make the shortlist will be texted back.
The announcement on their website reads, “If you are qualified, sassy, good with words, dynamite at events, Adobe compatible, have working knowledge of mobile and social media, and are a determined multi-tasker and networker we want to hear from you.”
Those who make the cut will be invited to send in their CVs and eventually, may be lucky enough to land a face-to-face interview.
Though only Britain-based candidates are allowed to apply, the gimmick does offer a glimpse of a future where everybody has a tagline for his own unique personal brand.
What would yours be?
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