In Landry’s, the board is adopting a more reasonable, real-world reading of a social media policy.
One issue I’ve never considered is whether the social media site is a 'consumer reporting agency' subject to the Fair Credit Reporting Act.
Are there best practices or techniques for using social resumes and mobile recruiting tools when sourcing candidates? I’m not looking for technology tools — just some guidelines on making sure we see each résumé without it becoming a time management issue. Our goal is the same: Find the best available talent, but our team is primarily trained to recruit the old-fashioned way.
—Old School, recruitment services practice manager, manufacturing, Anniston, Alabama
Our recruiting methods are getting stale. We aren’t getting great results and it seems to be taking our recruiters more time to find qualified candidates. We rely on all the usual and time-tested methods to recruit, including traditional print ads and online job boards. It seems that the more options we have to post résumés, though, the harder it is to find standout candidates — people who genuinely jump off a résumé and say ‘Hire me.’ Makes me wonder if we are missing somewhere. Am I just venting or might we have a real problem with our recruiting strategy?
—Stuffy in Here, vice president of recruiting, services company, Union, New Jersey