4. Use Smart Tools
Doostang is a smart tool.
Back in 2005, Doostang was created by Mareza Larizadeh as an online career advancement website that connects elite professionals with top jobs. The platform is designed like a social network, which makes leveraging connections easier, but the biggest pull for recruiters is that Doostang is free. We’re talking no fees to post jobs. And since Doostang was started with affiliations to Stanford, Harvard and MIT, many of the applicants on the site come from top-notch university networks.
Just this week, Larizadeh told me their level of “executive recruitment pushes the company out ahead of its competitors.” By my calculations, it’s a winner when it comes to keeping recruitment expenses to a minimum.
5. Use Tools with an Edge
SnapTalent is a tool with an edge.
SnapTalent is a recruitment platform that uses social media to profile and match employers to potential hires. I give them five stars for creating an interface that comprehensively (and easily) profiles companies all for the low price of $0. Jamie Quint, SnapTalent COO, spoke to me about the company’s vision: “We let companies build rich media recruitment pages that tell the full story of their company in a way the ‘connected’ generation understands.”
With the SnapTalent interface, posting information about your company, your employees, your corporate blog and your YouTube video of the office Christmas party happens all in one place. This approach gives candidates the best sense of who your company is and who might fit in with you. Since its start in late 2007, SnapTalent has adopted a tiered pricing plan (like LinkedIn) that’s based on the number of successful contacts it makes for you, but even if you don’t purchase resumes, you still get all the same exposure for a price that can’t be beat.
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