Do you have all of your questions answered? Do you know where you can save budget in 2012?  Are you getting called by dozens of vendors who have the perfect recruiting widget to do exactly what you need?  Which ones work?  Which fits best?  Should you renew your big job board contract?  How do you make sure you spend widely?

Well, here is your chance.  HireClix is hosting a webinar on December 1st at 4:00 Eastern and the content is driven by YOU – “Ten Questions You Need Answered for Recruiting in 2012.”  During this webinar we will answer the top 10 questions we get from YOU. Here is how it works…

1- You submit your questions & concerns (below) about recruiting tools, advertising and social media that are keeping them up at night.

2 - HireClix experts review the questions and build a webinar around the Top Ten Questions you need answered for Recruiting in 2012

3 - Register for the webinar and our recruitment marketing experts answer the questions during the live webinar on December 1st

Submit your questions here!!!

After you submit your questions, register for your seat on the webinar.  Click here.

Sample questions already submitted by customers…Get your recruitment marketing questions answered before 2012 arrives.

- Why should I sponsor jobs on Indeed and Simply Hired when I get traffic for free?

- I can’t get a price break, does LinkedIn ever negotiate their rates?

- We want to start a blog, who should do the blogging for recruiting?

- What technologies are out there to support my employee referral program?

Please join us for the new and creative webinar built to help you prepare for the year ahead.  HireClix is a digital recruitment advertising agency helping clients find ways to go beyond job boards and build a new recruitment marketing mix.  We advise our clients on the best ways to leverage search engines, social media, targeted advertising and other technologies to better target the right candidates.  We look forward to making this a huge success for you and your team so you can get your questions answered.

To connect with a recruitment marketing expert at HireClix today, email us at contact@hireclix.com.

Educating HR and recruiting teams about recruitment marketing is our #1 priority.

HireClix Digital Recruitment Marketing Webinar (EST) for Thursday November 10th , 2011:

* 2:00 PM Eastern- Facebook Recruiting Strategies – Building Your Brand and Driving Candidates

You will learn…
- Facebook Recruiting – It’s Serious, Start Now
- Are you Ready for Facebook?
- Driving Candidates with Targeted Facebook Ads
- Building a Facebook Fan Page Strategy
- What is BranchOut and why should recruiters care?

Register now for Facebook Recruiting Strategies.

We are here to help you think more strategically about digital recruitment marketing and go beyond job boards. Get serious with Facebook recruiting – Click HERE to register.

HireClix is a recruitment marketing agency who works as a trusted advisor to its clients to help them leverage digital recruitment marketing channels, develop a string recruitment marketing mix and go beyond job boards. To learn more about HireClix you can visit our website at www.hireclix.com, email us – contact@hireclix.com or connect with us directly at 617.899.1166.

Learn how to integrate new LinkedIn recruiting products and solutions into your recruitment marketing campaigns. Find out how they stack up compared to traditional job boards and other social media options. The “Targeting Passive Candidates with LinkedIn Recruiting Solutions” webinar will focus on how to use new products from LinkedIn that help target passive candidates, raise employer brand awareness and leverage a your own employee base as a channel to connect with top talent.

Register now for our LinkedIn Webinar on October 20 at 2:00 Eastern.

HireClix is an authorized reseller of the LinkedIn Corporate Recruiting solutions. During the webinar we will address specific ways to utilize LinkedIn’s “DirectAds”, “Work with Us” and “Jobs for You” solutions. We will also highlight successful examples and results from past LinkedIn recruitment advertising campaigns.

“Targeting Passive Candidates with LinkedIn Recruiting Solutions” will be held on Oct. 20, 2011 at 2 p.m. Eastern. Start building your digital recruitment marketing game plan for 2012.

Register now to attend the HireClix “Targeting Passive Candidates with LinkedIn Recruiting Solutions” Webinar.

HireClix is a digital recruitment marketing agency providing innovative recruitment marketing solutions and zealous service. We are here to help you think more strategically about digital recruitment marketing and go beyond job boards. To learn more about HireClix you can email us – contact@hireclix.com or connect with us directly at 617.899.1166.

Social Media and Hiring: Legal Considerations for Every Employer

Social Media and Hiring: Legal Considerations for Every Employer is hosted by HireClix CEO Neil Costa and will showcase employment attorney Renee M. Jackson, Esq. of Nixon Peabody LLP. Together, they will address the opportunities and legal precautions companies should take as they employ social media channels to screen, recruit and connect with candidates. The presentation will highlight the opportunities to attract active and passive candidates via social recruiting and “how-to” advice on crafting internal policies and procedures to ensure the consistent and non-discriminatory use of social media during the recruitment and pre-employment phases of hiring. “Social Media and Hiring: Legal Considerations for Every Employer” was recorded so you can check it out when it fits your schedule.

The most recent HireClix Digital Recruitment Marketing Webinar (EST) was held on Thursday September 22nd, 2011 but you can tune into the recording by clicking here - Social Media and Hiring: Legal Considerations for Every Employer

“While social media channels can be positive screening tools, learning too much information about a candidate could leave employers exposed to potential liability,” says Jackson. “Employers need not be scared away from social media because of these issues; rather, they should be prepared to address these emerging workplace issues and fully consider the use and misuse of social media starting at the pre-employment stage.”

Tune in to hear the Webinar: Social Media and Hiring: Legal Considerations for Every Employer.

“Our goal is to be a strategic adviser to our corporate recruiting clients and sometimes that includes analyzing the pitfalls of using new recruiting channels. We teamed up with Renee Jackson to educate the recruiting community about these issues from a legal perspective. This webinar empower recruiters to knock down the internal barriers to creating a social recruiting strategy,” said Costa.

Countless HR executives and recruiting teams rely on HireClix as their recruitment advertising partner to help them think more strategically about social media in their recruiting efforts. We help client find ways to go beyond job boards and as a trusted advisor and it is critical to raise awareness around the legal issues with new recruiting channels like social media. Learn more during our webinar with Click HERE to listen to this webinar.

To learn more about how HireClix can help you build a better recruitment advertising strategy, email us – contact@hireclix.com or connect with us directly at 617.899.1166.

What do the money managers on Wall Street know about the job boards that HR and Recruiting executives don’t know?  The folks on Wall Street have questions about the long term growth and viability of the job board business.  The stock price after a strong quarter is an indication of their concerns.  They do not seem concerned about the future growth prospects of innovative organizations like LinkedIn.

Innovation and strategic thinking are key and it is more obvious than ever that recruiting teams have to diversify their recruitment marketing efforts. Job seekers are getting savvier about their search and you have to make sure that your organization is found when they are looking online.

The smart money is moving to digital recruiting through social media recruiting and targeted online advertising. Check out this week’s social recruiting headlines…

A big thank you to Courtney for putting together this overview and recommendations.  Great Stuff!

#1 – Social Media and Recruiting 101: Overview and Recommendations -  http://t.co/7Va02qg

The legal nuances of social media and recruiting are becoming a hot topic and something organizations are going to have to pay attention to starting today.

#2 – WSJ.com – Facebook Is Fun for Recruiters, Too – http://on.wsj.com/nrn0Nt

The Jobvite Survey is full of valuable nuggets like this one.  Both LinkedIn and Facebook will continue to grow as important social media recruiting sources.

#3 – LinkedIn Still Wins For Social Recruiting, But Facebook Is Tops For Referrals? – MediaJobsDaily – http://bit.ly/o2ktwB

The Grandma’s Chicken Soup blog stews up the latest and greatest recruiting news, for please follow me @HireClixScott

Football is back in business after 32 NFL teams and all the players signed a new 10 year agreement. Clubs now need to assemble their team. It’s time to recruit and sign talent while purging players who don’t fit any more. Most of this needs to happen between today and Friday. Interestingly enough, they will face all the same challenges as everyone in recruiting.

• The team has a deadline: The window to acquire talent is small, as negotiations with players start today and contracts can be signed as soon as Friday.

• The supply of talent is limited: There are only about 2,000 NFL players and far fewer stars. There will be a war for talent.
• Hiring is competitive: 32 NFL teams are trying to build the best team for the same goal – Win a Super Bowl.

• They have budgets: The team has a budget just like you. There is a $120M salary cap per team. (Not many of us have that chunk of change but you get the point)

• There is a campus recruiting component: New students leaving campus have high expectations for their compensation and their ability to contribute but need to be signed and integrated into the workforce. Also, you need to teach this talent how to be professionals.

• Workforce reduction: Players who are no longer a fit need to be managed out or “cut” in NFL speak.
Every recruiter can relate to the situation and how these points impact your team. Who will win? The same skills that work for the best NFL teams will work for your team too.
Build Relationships in Recruiting

We all are under pressure to build a talent pipeline, connect on social networks and sift through the masses to find the best possible talent. Why do we do all of this? We do it to build relationships with the right talent and strike when they are ready to make a move and join our team. Each recruiter on your staff makes a real connection with quality candidates just as a coach would to sign a great player.

Build a Strong Employer Brand

Let’s face it. Some NFL teams have better employer brands than others. (I’m looking at you Cincinnati.) They have different locations, benefits, facilities, transportation and many more opportunities to be an employer of choice. Players weigh these factors before deciding to join a team. They want to know the management style and the access they will have to leaders. (Sound familiar yet?) When the New York Jets decided to participate in HBO’s Hard Knocks last season, that gave Jets General Manager Mike Tannenbaum and Coach Rex Ryan a chance to showcase how they manage their team and what drives their culture of winning. In this compressed recruiting window, doesn’t that make it easier for players to understand their employer brand?

Don’t Wait Until the Last Minute to Build a Plan
NFL franchises with a solid game plan will be rewarded during this most competitive recruiting season. Franchises without a game plan are going to be punished. The same is true for your team. Regardless of the economy, there is important work to be done so your team can be better prepared for the hiring rush. We are starting to see job board revenue pick up. We are seeing continued investment in recruiting technology by venture capitalists. We see ATS vendors upgrade their systems to leverage new social recruiting channels and we see LinkedIn continue to push ahead as an industry leader. All of these indicators mean you need to get out there in the market and explore new tools and technology so you and your team are not playing catch up at the last minute like many of the NFL franchises are probably doing today.

I love football, and I’m passionate about recruiting. I want the Patriots to win, and I want your company to win. I trust the Patriots have a plan for success. Does your company? Also, in case you’re wondering, I will provide recruitment marketing advice in exchange for New England Patriots tickets.

It is more obvious than ever that recruiting teams have to diversify their recruitment marketing efforts. Job seekers are getting savvier about their search and you have to make sure that your organization is found when they are looking online.

The smart money is moving to digital recruiting through targeted advertising and social media recruiting. Check out this week’s social recruiting headlines…

Google+ has great potential in terms of users and reach, especially for recruiting. Continued user adoption will be critical, but if it evolves into an effective social recruiting source, time will not be an issue.

#1 – Nobody Has The Free Time For Google+, Says LinkedIn CEO – http://read.bi/mSomAp

This is an easily digestible breakdown of Jobvite’s Social Recruiting Survey 2011.

#2 – Jobvite Social Recruiting Survey 2011 Infographic - http://bit.ly/nZ4wGR

You can’t have any ROI with social recruiting without developing the content to build your employment brand.

#3 -  2 Ways SMBs Make Social Pay: Development, Recruiting — InformationWeek Two Ways SMBs Make Social Pay: Development, Recruiting – http://bit.ly/o4ptyo

The Grandma’s Chicken Soup blog stews up the latest and greatest recruiting news, for please follow me @HireClixScott

Down let Your Recruiting Dollars go down the Drain

HireClix has developed the ebook “Pay-Per-Click Recruiting in Today’s Dynamic Marketplace” to help you think about key components to driving a positive recruiting ROI with the right PPC Recruiting game plan. 

Please click here to download the “Pay-Per-Click Recruiting in Today’s Dynamic Marketplace.”

This HireClix digital recruitment marketing guide will take you through key strategic points to think about when launching or optimizing pay-per-click recruitment marketing campaigns.  We cover :

• - Search engine optimization (SEO) vs. search engine marketing (SEM/PPC)
• - How Pay-Per-Click (PPC) recruitment marketing campaigns work
• - Learn the difference between recruiting with Indeed, Simply Hired and Google
• - Recruitment advertising Pay-Per-Click bidding strategies
• - Handling ATS tracking when structuring a Pay-Per-Click recruiting campaign.

Get your FREE “Pay-Per-Click Recruiting in Today’s Dynamic Marketplace” ebook now.

If you or any member of your organization is interested in learning more about PPC Recruiting or how to have our team manage your PPC campaigns, please connect with us today - contact@hireclix.com.

The agenda and content were great, as recruiters were encouraged to jump into new technology and recruiting strategies. Simply, people were encouraged to innovate, innovate, and innovate.

This last piece was my only issue with the event. Innovation means different things for different organizations and recruiters. For example, I think the augmented reality for recruiting session was way too far out on the ledge for most recruitment marketing game plans. The risk, as I saw it, was that someone may not be comfortable with the bleeding edge of innovation and decides not to innovate at all. It would be a huge mistake for your organization to skip all of the opportunities at its fingertips if it can’t be out on the edge with something like the augmented reality project.

Don’t get me wrong, I love innovation and new technology. I worked at an e-commerce software shop in 1996. I joined Segway as soon as it launched its two wheeled people mover. I dig shiny toys and their digital equivalents. But the bottom line is that my job is to help corporate recruiters build and execute their recruitment advertising and social media strategy, and there is plenty to do today without innovating to the very edge of the field. If you are not ready to innovate out onto the outer edge, here are five key recruitment marketing and social recruiting tips that can help everyone innovate today:

• Look beyond LinkedIn’s recruiter & jobs products. They have built and will continue to build a series of tools that will help you innovate. Check out “Work with Us Recruitment Ads.” Think Apple for recruiting. Love the products and stay close to everything new they do. They have high expectations on their shoulders – they will innovate to help you.

• Facebook recruiting strategy. It’s time to sit down with your team and a blank white board and figure out how to leverage this beast. Targeted Facebook Ads – go for it. Build a dedicated recruiting page. Start the project today. This is a long term play and you need to start learning how Facebook works for your brand today. The audience has voted – it is real and a whole generation of talent visits Facebook first, for everything.

• Start telling your company’s story. Whether you realize it or not, you are in the content game. You need to develop blogs, videos and other windows to tell your story to candidates. Once the story is told, it is key to distribute this on your site, through Twitter and your other social media channels. This is a big undertaking, but people can do more research than ever on sites like glassdoor.com. You need to take control of your employment brand and build a content strategy.

• BranchOut, now. If you have not had the chance to set yourself up with a BranchOut account, check it out today. You should start to dip your toes in it to get a sense for the job seeker experience. There are sure to be innovative recruiting tools coming from this talented and well funded team.

• Dig into Meetup. Meetup is a relatively untapped resource and should be interesting to those of you who like the face to face interaction. We see individual participation for your hiring managers and recruiters at Meetup events as a way for your hiring crew to standout. Also, it is a great way to find relatively low budget events to sponsor if you want to win some local friends.

On my trip to Silicon Valley, I got to spend time at the Recruitment Innovation Summit, meeting with prospective customers at our Facebook Recruiting Seminar and visiting HireClix’s friends at LinkedIn right before their IPO. These events send the same message: now is the time to recharge your recruitment strategies and messages. Find out what innovation is for you and then execute your plan every single day. Please add your thoughts and ideas around innovation you see happening in recruiting.

HireClix is a recruitment marketing agency who works as a trusted advisor to its clients to help them leverage digital recruitment marketing channels, develop a string recruitment marketing mix and go beyond job boards. To learn more about HireClix you can visit our website at www.hireclix.com, email us – contact@hireclix.com or connect with us directly at 617.899.1166.