When you’re a smaller organization, every employee counts. The quality of your hires reflect the quality of your organization. High-powered individuals make for a red-hot organization. As you build out your recruitment strategy, keep in mind these pitfalls and the best way to avoid them.

Go big or go home. You spend all day writing up a beautifully-worded job description, and the following week you receive only 4 resumes. Boo. Creating an attractive workplace starts at home. If you haven’t already, sit down and define the value you provide to employees in the form of an Employer Value Statement, or EVP. Using that as a tool, get the word out through print and online that you’re looking for the next great employee at a great place to work.

Stay ahead of the technology. New technology based around the Internet allows virtual interviews, electronic portfolios, pre-qualifiers even before potential hires arrive at the office. Technology and digital interview tactics allow you create a “short list” of candidates that reduce overhead and narrow down on quality candidates.

Retention, retention, retention. Employee satisfaction extends beyond wages and bonuses. The culture you create at the workplace and affects both retention and productivity for the years your employees call your office home. Work in the concept of flexibility. Find creative ways to reward (and not punish) hard work and keep your base engaged. Good luck!

Signing off for now,
Buyer Advertising
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Once a ripe garden of opportunity, Facebook has become a haven for spammers who would cloud your walls with offers of weight loss products, cheap online colleges, and, ahem, various pills and medicines for those of the male persuasion. And with some clever solicitors enjoying social media conversion rates as high as 47%, it’s no wonder they’re camping your site and peddling their electronic wares. Don’t let it happen! Here are a couple of tips to keep your messages clear and you boards spam free.

Should you encounter an advertisement on your company’s Facebook wall, the important thing is to take immediate action. You could simply delete the message from your wall, but many spammers will test a site’s responsiveness with a single message before unleashing a wave of spam that could clutter things up. Even a few hours exposure can be effective for a spammer—not to mention the possibility of “friending” your fan base for some one-on-one spamming at a later date.

A distant, much more virulent relative to Facebook spam, solicitations using your blog as a platform have become rampant. Typically, a poster will address a theme in your article before listing a service with associated website, but many don’t even take the time to include that level of detail. On an unmoderated blog, this can get out of hand—fast. One sure-fire solution is to turn on moderation, and only allow comments that an administer approves his or herself. If you’re on WordPress, spend some time learning about plug-ins that allow you to block commentors by IP, shrugging off habitual spammers and sending them back to the untamed, unnoticed wilds of the Internet where they belong.
Thanks for reading,
Buyer Advertising

When you’re a smaller organization, every employee counts. The quality of your hires reflect the quality of your organization. High-powered individuals make for a red-hot organization. As you build out your recruitment strategy, keep in mind these pitfalls and the best way to avoid them.

Go big or go home. You spend all day writing up a beautifully-worded job description, and the following week you receive only 4 resumes. Boo. Creating an attractive workplace starts at home. If you haven’t already, sit down and define the value you provide to employees in the form of an Employer Value Statement, or EVP. Using that as a tool, get the word out through print and online that you’re looking for the next great employee at a great place to work.

Stay ahead of the technology. New technology based around the Internet allows virtual interviews, electronic portfolios, pre-qualifiers even before potential hires arrive at the office. Technology and digital interview tactics allow you create a “short list” of candidates that reduce overhead and narrow down on quality candidates.

Retention, retention, retention. Employee satisfaction extends beyond wages and bonuses. The culture you create at the workplace and affects both retention and productivity for the years your employees call your office home. Work in the concept of flexibility. Find creative ways to reward (and not punish) hard work and keep your base engaged. Good luck!

Signing off for now,
Buyer Advertising
www.buyerads.com

Mobile marketing is huge. In fact, if you’ve picked up a cell phone in the last 24 hours, then you’re a potential segment to be tapped. Studies such as a survey by M-Metrics suggest that SMS response rates are in excess of 15%. That means when customers are texting, if clients are talking, there’s an opportunity to gain new business.

Unlike traditional mediums, the most important thing to remember about mobile marketing is this: it’s not a single market channel. There’s a whole micro-universe of utilities and mediums tied in with the mobile world. Here are a few methods to plug into this opportunity-to-be.

Apps. Once only a niche market for Tetris-heads to get their fix, gaming on mobile communication devices has gone mainstream. With the advent of the iPhone, and now the hot-off-the-shelves iPad, the casual consumer has opened up to mobile gaming. Advertising opportunities within these markets include specialty games themed off a company itself (Pizza Hut’s “Pizza Builder”), or advertisements placed cleverly within the virtual world (games like MapleStory and derivatives).

SMS. The goal here is to gain customers by sending out a bulk text messages to consumers. The challenge, of course, is advertising responsibly. The best way to achieve a nice response rate is messaging only to customers who express an interest in your organization, or who indicate a wish to be alerted with job openings, contests, or any special promotions you offer.

Youtube. Whether you’ve developed a catchy commercial or something bizarre enough to spread like wildfire, a mobile medium could work wonders. Thanks to generous storage capacities on new mobile phone devices, videos can be sent and stored entirely on individual devices—meaning there’s plenty of room to spread the next big viral wonder.

Once upon a time, job hunting was pretty straightforward: agencies and newspapers did the heavy lifting. Even the advent of the Internet kept things pretty much in line with one-stop-job sites such as Monster.com. But these times, they’re a-changin’.

What seemed like the pinnacle of online recruitment is transforming now that employees-to-be spend less time on traditional websites, and more time on social networking webpages.

Facebook remains the go-to source for social networking, and combined with the raw mass of human beings logging in every day, and excellent way to talk about jobs. And that’s the trick with social media: it isn’t simply listing positions your company needs to fill—it’s just as important to start a dialog with people. Friends recommending friends for open positions. Answering questions about your work environment. Sites like Twitter offer quick, popcorn glimpses into your workplace, while LinkedIn perfects the art of connecting people with positions in a way that’s more personal than “click-n-apply”.

The switch to social media is exciting, but it can also be confusing. Sometimes it takes months to plan the right strategy. Agencies like Buyer Advertising help.

www.buyeradvertising.com

Have you gone mobile yet? It’s a face: mobile recruitment allows both you and employees-to-be access to send and receive information about job openings. Simply stated, mobile recruitment uses mobile phone technology to update a variety of social networks and involve potential recruits in a much more personal way, including the ability to ask and receive answers of their own.

One essential element of mobile recruitment is the job seekers’ ability to learn about your company. Smart phone technology is a must. Oftentimes, mobile job recruiters will advertise open positions, and include a link or a way to access special, mobile-optimized landing sites where they can learn about the position in detail through prose, pictures, and multi-media.

Another role mobile recruitment satisfies is the desire for affordability. Instead of job boards, billboards, and costly—through expansive—campaigns, reaching out and responding using mobile devices is an effective, soft-spoken way to reach results. Through mobile technology, recruiters are already seeing results at a much lower cost-per-hire. Get involved!

Signing off for now,
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It’s a fact: job fairs remain a great way to connect a community with an employer, and get to know perspectives hires before they even sit down to an interview. But when promoting a job fair, many organizations overlook the importance — and utility — of social media. Using the built-in utility of the new timeline-optimized Facebook, you can create and promote event happenings in a quick, easy, and very visible way.

– Choose a job fair venue that is close to where the majority of your Facebook fans reside. Consider integrating a Tweetup, holding a seminar, or hosting a hiring event for your business that would tie marketing in to your job fair event.

– In order to promote an job fairyou must first have a business Facebook page. A personal account won’t cut it—you need to have a central portal your attendees can “fan” as part of your registration process.

– Send out invitations. Decide if you want your job fair to be invitation only, where the only people who can accept and view details are ones you have sent to, or open to all.

Job faires are a great way to show that your Facebook page isn’t just for looks — things are happening, and that keeps your brand foremost in the minds of your fans.

Until next time,

Buyer Advertising
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HR is changing, and along with streamlining comes bold new changes for the future. Here are some changes that HR departments are already implementing, and how improvements make their way throughout their organization.

– Greenifying: HR staff are being called to take an active role in reducing the company carbon footprint—that means finding new ways to eliminate paper in favor of electronic storage, initiating recycling drives, and sponsoring employee riding-sharing programs.

– Humanizing strategies with perks such as daycare, flex time, and work-at-home opportunities, and a looser attendance policy.

– Cutting the fat—as budgets continue to tighten, HR personnel are called upon to be the gatekeepers of effective programs, and to help eliminate what doesn’t work.

– Succession planning: more than cross-training, there’s a growing demand for battle-preparedness in the likelihood of staff turnover.
Until next time,

Buyer Advertising
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As the economy turns and the once vast pools of hires start to dry, it’s now more important than ever to keep your top talent happy. Maintaining the best hires that your recruitment strategy has drawn in is a solid strategy for maintaining productivity and future-proofing the success of your organization. So, how do you make it hapen?

Consider allowing more personal expression into the workplace. Although an admitted time sink, companies are experimenting with opening up sites like Facebook and Twitter—often for business, networking related purposes. Companies are also providing time for music and exercise, finding that the resources they’re expending catering to high-performing employees is more than worth the investment.

Above all, remember that a plethora of available talent doesn’t necessarily translate into increased productivity, and ultimately higher revenue for your business. Taking the time to plan a thoughtful, fun, creative, rewarding workplace is a great strategy for truly utilizing emerging graduates with a lot to offer your organization.

Signing off for now,
Buyer Advertising