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Is the Technology Industry Leading the Way in Workplace Equality for Women?

Women in tech

The male-dominated technology industry may not seem like the most obvious place to start overcoming the decades old issue of gender inequality in the workplace, but some big-name tech companies are putting forth some serious effort.

In 2015, Salesforce spent $3 million to equalize pay among the company’s workforce. Marc Benioff pointed out, “We did find quite a few women who were being paid less than men and we’ve made that change.” In addition, Mr. Benioff strongly encouraged other CEOs to delve into their own companies’ gender-related salary discrepancies and make the necessary adjustments.

Just recently, Apple reported that women’s salaries are 99.6% of men’s; and Microsoft and Facebook provided data to show that men and women “of equal worth” were paid equally.

But there is still a lot of work to be done. Here in the United States, The Institute for Women’s Policy Research points out that closing the gender gap would have a strong, positive impact on the economy. They calculated that if women in the U.S. earned pay equal to their male counterparts, it would have added $482 billion to the economy in 2014 as well as cut the poverty rate for working women in half.

While, according to the Bureau of Labor Statistics, men generally seem to make about 20% more than women in the same positions, technology jobs, such as computer programmers, software developers, and information systems managers are starting to rank among the highest paying jobs for women. That being said, men still hold about 70% of tech jobs—and the percentage is even higher for leadership roles in tech companies.

Perhaps the U.S. could look to Australia for some pointers since some top technology companies there are doing better than most when it comes to filling high level leadership roles with women. Microsoft Australia, Intel Australia and Twitter Australia all have female managing directors. Australia also boasts a good number of successful female tech entrepreneurs.

With just about half of the world’s population being women—and, as Pip Marlow, managing director at Microsoft Australia points out in this TechRepublic post, with “women accounting for $20 trillion in consumer spend every year”—this segment is important and is tired of being overlooked.

It’s encouraging that some of the top tech companies are putting real programs and policies in place to correct the gender inequality issues, but there are many more—in many industries—that could benefit from moving forward on this issue with the same speed and energy they exert in new technology innovation. Companies that wait too long to bridge the gender gap are going to find themselves quickly falling behind their competition.

If you’d like more information on attracting and recruiting the best talent, contact us at 415-835-0202 or sales@TalentCircles.com

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Talent Communities Strengthen Connections with Customers, Staff and Job Applicants

talent-and-customer-community

If you think of talent communities simply as a holding tank for potential future employees, you’re missing the bigger picture. And missing out on a great opportunity.

Fully functional talent communities not only offer members information about job openings, but they also provide valuable content about the industry and the company and its products. They should be an active forum where customers, staff and job applicants alike can turn for information, guidance and connecting with individuals who have shared interests. While not all companies have embraced the idea of online talent networks, the number of those that have continues to grow.

In particular, many tech companies, such as Jive, Higher Logic and IBM Connections are seeing the value in talent and customer communities. IBM Connections sees them as “a way to empower and engage people, inspire innovation and safely collaborate with customers and partners, bringing them into the conversation.” And, Higher Logic has several different communities to address varying needs. For example, their Collaborative Development community lets members submit suggestions for items they’d like to co-sponsor the building of, and their Feature Requests and Ideas community encourages suggestions for improving the higher logic platform.

With interactive online communities, members will get a solid understanding of the company’s culture and values, as well as the chance to share ideas and connect with other members. Job applicants can build relationships that lead to referrals. Employees can strengthen relationships with clients. And, customers actually have a forum for discussing their needs and preferences. This makes customers feel heard and appreciated, while at the same time allowing online community managers to capture data that is invaluable to businesses.

The key to success is providing customers and potential employees with useful information like upcoming product releases, business news, and job openings before outsiders receive it. You want to give community members the opportunity to regularly interact and network with leaders and decision makers so they begin to see the community as a place of value. Having a forum where they feel heard while also gaining important insights and lasting connections will keep them coming back for more, which, in turn, will strengthen loyalty to your company’s brand.

If you’d like more information about turning your talent communities into customer communities, and staying connected in the most effective and meaningful ways, visit us at TalentCircles.com or contact us at sales@TalentCircles.com.

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Are You Making the Most of Your Online Community?

online-community

You know that building a strong talent network is essential for staying connected to the people who have the potential to be your next great employees. But, if you’re not also focusing on the bigger picture of an online community, you’re letting some great opportunities slip by.

In the blog post from Higher Logic, The Role of Online Communities and Customer Portals in Sales Enablement, they offer some great insights into using online communities for sales enablement. They point out that, “Many of today’s sales enablement programs don’t provide a one-stop shop where prospects can go to learn and ask questions online – something that’s becoming more and more of a necessity as people turn to the internet for information.”

Instead of focusing mainly on standard sales collateral, the goal for communities and customer portals should be to keep people engaged. You want to provide value on multiple levels so they will continue to come back indefinitely.

Susan Magrino, TalentCircles president, agrees with the concept of combining enablement with engagement. She explains, “An online community, which talent communities truly are, should offer more than just jobs and skills. Blogs, product offers and industry expertise should also be considered.”

Just as Higher Logic points out that online communities need to be rich with meaningful content like research, Q&A sessions and customer input opportunities to successfully enable sales teams, TalentCircles’ philosophy is that the same holds true for engaging talent.

If you offer a strong community where prospects, customers, employees and potential employees can interact to create user-generated content, learn more about your business and products, and find loads of helpful information, those individuals can’t help but forge relationships. And, with your company as the hub of those relationships, you’ll be building a network of advocates. Equally important is the fact that you will be able to gather mountains of data from your community members to help you inform your recruiting and business decisions.

If you’d like more information on the strategies for making the most of your online community, contact us at 415-835-0202 or sales@TalentCircles.com

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Recruiters: Attract More Candidates and Keep Them Engaged

attract-candidates

According to HCI (Human Capital Institute), less than one quarter of organizations feel they have a strong enough talent pool to fill their most important positions. And, as the number of new jobs is expected to continue to outnumber the candidates available to fill them, especially as the baby boomer generation retires, that could pose a real problem for many employers. If growing and maintaining a solid network of talent—for current and future hiring needs—isn’t at the top of your recruiting strategies list, it needs to be.

Generating interest in your organization and the jobs you have available is the first step in building a strong talent network. Here are some strategies that can help.

Use automated recruitment options – In addition to posting on job boards and your own website, there are many options now available for getting your job openings in front of your desired audience. Working with a vendor who offers things like automated emails and messaging, cloud-based recruiting software that works directly with social media accounts, and specialized tools for automatically engaging with potential candidates will greatly enhance your recruiting efficiency and effectiveness.

Create enticing job ads – Understand who your target audience is and speak to them directly with your ad. Make the job title interesting and be specific about the key responsibilities and expectations. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Try using video and great graphics. And don’t go overboard on the details. Put your top few serious requirements that you’re unwilling to compromise on in the description, but don’t list unnecessary restrictions that could alienate good people.

Put effort into a positive candidate experience – Be sure you are making it easy and inviting for candidates to join your network and apply for jobs. Make it simple to find your organization’s job offerings; offer single sign-on so they can access multiple websites with just one user name and password; use applicant-friendly job applications that integrate with social media; and always respond quickly and kindly to your job applicants.

You also need to ensure that recruits don’t lose that interest halfway through the process. To keep them engaged, show them that you have their best interests in mind and that remaining in your talent community will open them up to good opportunities.

Make it personal – Responding to applicants with personalized messaging doesn’t need to be complicated or time-consuming—but it does need to be fast. There are many automated options that can provide an immediate response while still adding a personal feel. At the same time, a personal phone call still goes a long way in making a candidate feel valued, so make the effort to reach out to people you don’t want to lose.

Talk about success – Be specific about expectations and opportunities. Appeal to the people who are likely to be well matched to a job by pointing out what success in the role entails. And talk about the skills they get the opportunity to use. By focusing on challenges, results and success, you’ll keep ambitious people interested.

Be honest – If the individual doesn’t seem to be the right fit for the current job, that doesn’t mean he or she wouldn’t be great for a future position. So, don’t alienate good candidates by giving them false hope or mixed messages, and then never getting back to them. Telling applicants you’ll be in touch soon, keeping them hanging on when you have no intention of hiring them for the job, is not only rude, it will also reflect poorly on your company.

Stay connected – Actively engage with people who show some interest. Whether it’s in a virtual community, a newsletter, or through email or engagement on social media sites, keep in touch. Send holiday cards and continue to provide significant information and resources they could find valuable.

While some of these steps will require some work up front, when done correctly, much of it can become like a well-oiled machine that almost runs itself. And the work you put in up front to get the right tools in place will be well worth it in the long run.

To find out more about building a strong talent community, contact us at 415-835-0202 or sales@TalentCircles.com

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3 Ideas for Getting Data Scientist Candidates to Join Your Talent Pool

data-science

According to CareerCast.com, Data Scientist is going to be one of the most in-demand jobs as well as one of the most difficult to fill this year, and well into the future. The field of data science, while on the newer side, is exploding at a fast and furious rate. Since it hasn’t been around long, however, there aren’t a plethora of college graduates with data scientist degrees or an availability of experienced workers in the field. So, employers looking for people who can wade through, and make valuable use of, all the data currently bombarding them, may need to broaden their expectations and efforts to attract qualified talent.

Join Industry and Trade discussion groups

If you want top talent in the data science field to be interested in working with your company, it helps to take an interest in what’s important to them. Make an effort to get to know the talent you want to recruit. Using social media, you can track candidates based on their interests, groups and activities. Join industry and trade discussion groups and continue to follow those individuals that show potential. When the time is right, make contact to introduce yourself and encourage them to meet or have a one-on-one conversation with you. Associating a real and amiable person with your company can go a long way in encouraging top talent to join your talent network, and, ideally, apply for a job.

Data scientists use statistical techniques to analyze raw data, but they also work with groups to share their findings and explore meaningful ways to use these discoveries. As you participate in industry-related discussions, show that you understand and appreciate the field, as well as the people who excel in it so your organization is attractive to potential job candidates.

Here are some popular sites and groups to consider for more information:

Advertise on university websites and college career services offices

Since this field is still in its infancy, employers will likely need to forego the impulse to seek out candidates with a lot of experience. Instead, you can benefit from partnering with universities and plan to work with emerging talent. One of the best ways to create a strong talent pool is to provide internship opportunities for college students. They get experience and exposure to your company, and you get to test drive a potential future hire. The relationship you build with interns can be far reaching. Whether they continue to work for you or not, they can make your company name recognized among peers and faculty.

It’s also beneficial to beef up your alliances in the Career Services departments of the universities that interest you. Making them your key point of contact gives you a central, reliable location for information and introductions. They can get you opportunities with student organizations, suggest the right department heads to contact and help you build solid partnerships within the university, as well as ensure that your company is top-of-mind when they, and other faculty members, work with students who show strong potential for careers in data science.

Check out 23 Great Schools with Master’s Programs in Data Science

Be flexible as well as willing to offer flexibility

In 2011, EMC conducted a Data Science Study that delved into what this emerging field is all about and who is, and who will be, filling the industry’s ever expanding roles. While most early pioneers in the field held Master’s degrees, it looks like the rapid growth and need for big data will require employers to broaden their ideas of where to look for top talent. Rather than depending on only individuals with technology degrees, you need to focus on people with varying degrees and backgrounds who bring statistical abilities along with creative problem-solving and a strong interest in continually satisfying curiosity, then provide them with specific training.

You also need to show that you offer a company culture that supports the importance of data science, allowing data scientists to constantly, creatively and freely experiment with the data they receive. According to the EMC study this also means, “building high-performing, cross-functional teams that include a variety of roles, including programmers, statisticians, and graphic designers, and aligning them to directly support interested business decision makers.”

Offering perks such as flexible scheduling and remote work options is also a good way to both entice strong data scientist candidates to join your talent network and broaden your reach for finding qualified talent.

If you’d like more information on how to expand and manage your talent network, contact us at 415-835-0202 or sales@talentcircles.com.

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Companies Who Want Top Talent Are Focusing on Workplace Flexibility

flexible-jobs

In the war for talent, those employers who are open to flexible work styles and schedules—such as working remotely, part-time or alternative hours—are most likely to come out victorious.

A recent study conducted by Justworks, a benefits firm, and SquareFoot, a real estate leasing company, showed that nearly half of employees surveyed “would take a lower-paying job if it offered a greater degree of workplace flexibility.”

The same study found that seventy percent of employees consider flexible work hours as very important and most of them believe flex hours make their teams better.

Apparently, company executives are listening to these employee concerns and preferences. According to FlexJobs, a professional job service specializing in flexible jobs, “Remote job listings increased 11 percent from 2015 to 2016, and 52 percent in the last two years.”

But offering part-time, remote and flexible-schedule jobs isn’t just a benefit for workers. Many companies are seeing major advantages too.

Implementing flexible schedules can increase productivity, decrease absenteeism, save money, and build trust, just to name a few of the benefits companies can reap. Check out Why These 8  Companies Hire Remote Workers.

Flexible jobs can also combat the burnout (from exceedingly long workdays and workweeks, as well as lack of recognition or growth opportunities) which causes lower productivity and work quality, increased stress-related sick days, and higher turnover.

And, when employees feel that their employer is willing to help them achieve a good work-life balance, they’re more productive and tend to stick around longer, displaying more engagement and loyalty.

Recruiting also becomes easier because for remote and freelance workers, there are fewer geographical constraints. In fact, companies are better able to attract top talent worldwide, and open more opportunities to expand their diversity and inclusion efforts.

Hiring remote workers or offering shareable space options means companies require less office space and equipment for employees, so they can cut down on overhead costs.

And there is also the aspect of commuting to consider. Aside from the employee’s own benefits from cutting down on commuting when they telecommute, employers benefit from needing less parking and the environment benefits from fewer cars on the road and less fuel usage. Always a plus!

Of course, along with these positive aspects of flexible work options, there are some complications to consider. Managing your talent pool effectively for flex jobs adds a level of complexity that can appear daunting. But, at Talent Circles, we have an option specifically designed to accommodate the intricacies of complicated scheduling and logistics.

If you’re aware of the need for flexibility to entice top talent but you’re not sure about the most effective way to manage that talent in your talent network, call us 415-835-0202 or sales@talentcircles.com.

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6 Strategies for More Effective Talent Acquisition

talent-acquisition-strategies

No matter how drastically technology changes the methods used to recruit employees, the one constant when it comes to talent acquisition is the need employers have to hire the best people. However, what “the best” actually means has become more complicated. Employers are no longer just looking at a list of skills to match an individual to a job; but, instead, are placing much more importance on whether a candidate’s visions and values are in line with the company and its culture.

Here are six areas you can focus on to help you more effectively source the best talent for both the job itself and the organization.

  1. Build a Better Brand – In addition to having an inviting careers website that touts your organization’s many wonderful qualities (which is an absolute necessity), be sure to carry that messaging throughout all your marketing materials and social media interactions. Use video testimonials from current employees talking about why it’s great to work there and include specific examples that showcase the company’s values and visions. Reevaluate your messaging and marketing content to be certain everything reflects the story you want to tell and the impression you want to give.
  1. Reassess Job Descriptions – Treat your job descriptions as ads and give them great headlines. Rather than the job title being the first thing people read, think about some ways you can draw people in. A dull, uninspired job description equates to a dull, uninspired job. Convey your company culture and use an inviting voice that sells people on why it’s a great place to work. Try using video and great graphics. And don’t go overboard on the details. Put your top few serious requirements that you’re unwilling to compromise on in the description, but don’t list unnecessary restrictions that could alienate good people. 
  1. Improve Candidate Communications and Build Stronger Talent Networks – Your goal with a talent network is to develop strong relationships with potential candidates well in advance of when you actually need them. To do this, focus on nurturing these relationships just as you would any other friendship or acquaintance: Stay in touch through social media, reach out often, show that you’re interested in things that matter to them and be available when they need you. Fortunately, there are many electronic options available to make this easy, while also storing all the candidate information you amass so you’ll have many people to reach out to when new positions open up.

Also, remember that technology isn’t the only way to go. You can add to your talent network through some good old-fashioned hospitality by holding local events like a cocktail party or an onsite meet and greet to get to know local talent and introduce them to your company.

  1. Make the Most of Employee Referrals – Employers repeatedly find that employee referrals are one of their best sources of talent. As the importance of recruiting individuals who fit with your organization’s visions and values increases, your employees become even better indicators of who would be a good fit. Your whole workforce (or at least your best employees) can become recruiters for you. So, make it worth their while. Raise the monetary incentive you provide your employees for referrals, as well as adding some creative ways—based on your employees’ values—to show recognition. According to this LinkedIn post, referred candidates are faster and cheaper to hire, will get up to speed faster and are more likely to stay longer at the job. 
  1. Hire More Part-Time/Flex-schedule Employees – Part-time and flexible-schedule jobs are a positive for both employers and employees. As companies feel more pressure to increase employee satisfaction, offering alternative scheduling is a great way to accomplish this and, thus, retain top employees. In this post from FlexJobs, they point out that implementing flexible schedules can increase productivity, decrease absenteeism, save money, and build trust, just to name a few of the benefits companies can reap. 
  1. Focus on Predictive Analytics – It’s important to get comfortable with analyzing all that data that’s bombarding you. Since it can be overwhelming, at the very least you want to be certain you are measuring the effectiveness of your various recruiting campaigns—and making changes when necessary. Which messages resonate with which demographics? What is the response rate for your job postings? When is the right time to contact top talent? Are you doing better with some industries than others? In certain locations?  What is your cost per placement? How is the quality of your candidates? What is your time-to-fill? There are so many metrics available that you should be able to pick those you consider most important and integrate the software and/or a vendor to help you track and make sense of what you’re seeing.

For more information about how to ramp up your recruiting and implement successful talent acquisition strategies, call us at 415-835-0202 or email us at sales@talentcircles.com

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How is Artificial Intelligence Impacting Talent Management?

artificial-intelligence

Artificial intelligence (AI) is basically referring to computer programs that use machine learning algorithms to simulate how people would think or respond in certain situations. And, with the ever-increasing amounts of big data being captured, AI is getting more advanced and more prevalent.

In the talent management and recruitment industry, we are seeing three significant trends in how AI is making an impact.

More Efficient Screening – Recruiters often have vast numbers of resumes to weed through, taking up huge chunks of time that could be better spent interacting with those final candidates who are potentially good matches for the job. Intelligent screening software uses AI to automate the screening process by “learning” what has been necessary for success in the job in the past and comparing those traits, skills and experiences to the resumes of new applicants so they can be automatically weeded out or ranked based on potential fit.

Additional information that a company deems important (such as social media profiles) can also be pulled into the process to add another layer of screening. When you consider that some recruiters estimate that 88 percent of the resumes they receive for a given job are unqualified, having a reliable, automated system that quickly eliminates that portion is invaluable.

Better Candidate Experience and Engagement – Whether we are searching the web for information or ordering a pair of shoes, there’s no denying we expect quick results. In fact, we are so used to immediate gratification that we don’t think anything of it—until it doesn’t happen. A Career Builder survey found that 58% of applicants who didn’t get a response after submitting an employment application perceived that company in such a negative light that most wouldn’t consider, or recommend, applying to that company in the future.

Companies can’t afford to lose strong applicants because they are not responsive. AI helps out here with the use of chatbots. Chatbots use “natural language processing” to instantly interact with candidates. This conversational interface can ask job-related questions, provide feedback and give candidates information about what they should do next. The beauty of this is that recruiters will be freed up from the task of responding to repetitive applicant questions, but candidates will still have a strong sense of company responsiveness and communication.

Improved Prediction – People are complex. Capturing all the nuances and possible thoughts and reactions people can have to situations will still require loads more data before we reach perfection in predicting how someone will perform in a given job. That being said, we still have more data than ever before.

Artificial Intelligence for recruiting is compiling and analyzing mountains of performance data, employee engagement data, and turnover data to understand more about performance prediction. The data are being combined with digitized interviews that use “machine learning” to evaluate things like candidate speech patterns, word choice and facial expressions, in order to predict how strongly matched a candidate is to a specific job, and how likely they are to be engaged and successful.

As Artificial Intelligence options continue to evolve, we will continue to see new ways to improve the talent management industry. Consider AI your personal assistant whose goal is to help your effectiveness and efficiency thrive.  For more information about how TalentCircles can help you create a more effective talent community, call us at 415-835-0202 or email us at sales@talentcircles.com.

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Why Your Talent Community Needs to Offer Single Sign-On

username-password

So, what is single sign-on and how important is it for your talent community members?

In the most basic terms, single sign-on is a service that lets you access multiple websites with just one user name and password. Although it sounds simple enough, it’s actually a pretty powerful tool for creating an excellent customer experience.

And, the importance of viewing every aspect of your business or institution from the customer’s perspective seems to increase right along with our increased use of technology. The use of technology—whether in academia or business—should help you engage more effectively with your audience, not make things more difficult.

While the need to enter login credentials for every individual domain might have been acceptable in the early days of the worldwide web, it’s now seen as cumbersome and annoying. The more pervasive technology becomes in people’s everyday lives, the more they expect every action to produce instantaneous results with as little effort as possible. The easier you make your community members’ experiences, the more they feel cared about. This is where the single sign-on comes in.

One of the major advantages of single sign-on is a reduction in the number of passwords people need to remember. Once they log in to one application that’s part of your system of various applications, platforms or websites, they can access everything.

This unified customer experience serves two purposes. First, it makes it effortless for customers or members to regularly engage with your university, community or business; which makes them more likely to remain loyal. And second, it gives you a single view of all the aggregated data available about your customers and community members.

Understanding the customer experience is one of the biggest challenges for marketers and business leaders. Single sign-on is key for creating a central profile that houses data you can analyze to get detailed insights into customer and community members behavior.

As customers enjoy the seamless ease of use, you can continue to make their experiences specific to them as individuals. Having each member’s complete activity data compiled in one single location lets them pick up where they left off in their activities or pursuit of information regardless of the application, platform or device they’re presently using—while you simultaneously learn more about their needs and basically fulfill their expectations by creating an experience that’s unique to their interests.

If you need one more reason to get on board with single sign-on, consider this. You’ll be able to use your IT budget for important technology upgrades since you’ll be spending less on Help Desk calls about passwords!

For more information about how TalentCircles can help you create a more effective talent community, call us at 415-835-0202 or email us at sales@talentcircles.com.

 

 

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The Government Sector Benefits from Social Media as a Recruitment Tool

social-media-icons

A few years ago, the Department of Labor implemented a Social Media project that provided grants to three states wanting to “expand awareness and use of social media tools among a range of stakeholders, including job seekers, employers, and staff.” The impetus for the project was the ongoing need for efficient ways to quickly and successfully connect job seekers with job openings. And since social media had taken off at hyper speed, this seemed like a good place to start.

States who took part in the initial project used grant money to educate job seekers, as well as employers and their staff members, on using social media to effectively job search, network and find training opportunities. In addition to expanding their current knowledge and use of social media options like LinkedIn, Facebook, YouTube and Twitter, the money was also used to introduce new tools such as virtual job fair and electronic chat.

At the end of the three-year project, participants agreed that there are a variety of ways social media is an asset for increasing productivity and reducing time and costs related to staffing. An excerpt from the project report “Experiences of Three States in Developing Social Medial Strategies” states:

“Facebook can be an effective tool for making agency announcements and providing job listings, as well as for responding directly and quickly to customer inquiries. It can be an important device for prompting two-way communication between a state agency and job seekers.

Twitter can be a useful tool for making announcements to the stakeholder community, such as the number of job openings in the state’s automated job bank or about an upcoming job fair. The grantees also found Twitter effective for driving job seekers and other interested parties to the state’s or a local workforce agency’s website or Facebook page to obtain more detailed information.

YouTube can serve as a readily accessible repository for videos to inform job seekers or employers about workforce programs, policies, or procedures. Videos also can demonstrate how to effectively access and use specific workforce services…. Videos targeted to employers can include information on how to submit a job vacancy listing to a state job bank. Job seeker information can focus on how to use social media tools such as LinkedIn to effectively network, how to “dress-for-success” for a job interview, or how to handle certain types of questions during a job interview.”

Overall, these social media tools offer some great benefits for connecting job seekers and employers, especially when it comes to those individuals who probably wouldn’t have visited an agency’s website otherwise. However, project participants also found that “one size does not fit all.” Using a variety of tools and strategies, as well as keeping up with changing trends, is important. It can also get a bit complicated or time consuming to handle independently, so working with a vendor like TalentCircles can make the process much easier and more efficient.

Susan Magrino, TalentCircles President and CEO, says, “TalentCircles provides the talent connection platform which is already designed for social media tools. For state and local agencies who want to get started with a social media recruitment or add more depth to an existing program, we can discuss a variety of options to choose from based on individual need.”

In fact, TalentCircles provided the platform for one of the states that received a social media grant, and Ms. Magrino shares, “We were very pleased to see the grass roots growth of the candidate pool and the connections job seekers were making.”

Considering that social media tools can be inexpensive yet play an important part in enhancing communication, as well as result in time savings and productivity gains, the government sector should make using them a priority. Having them integrated into an intuitive platform should be mandatory!

Call us at 415-835-0202 or email us at sales@talentcircles.com and we’ll help you begin to incorporate social media into your staffing strategy.