Learn How Recruiters Are Using Social Media [INFORGRAPHIC]

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Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Inforgraphic Highlights

  • 48% of recruiters said they only use LinkedIn.
  • How many connections do you have? The average has 616 connections.
  • Recruiters aren’t active on Twitter, 75% have less then 100 followers.


Make the business case for your new HR strategy with this must have resource. Download 65 HR & Recruiting stats you can't live without.

Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

This week we’re bringing you an inforgraphic about the importance of career sites within your recruiting strategy. Check out our friends at TalentCircles if you’re looking for a cost-effective career site for any sized business!

Inforgraphic Highlights

  • 75% of your career site should be about candidates searching for jobs
  • 79% of visitors to your career site will start an application
  • 31% of people that apply on corporate career sites will get hired (good news for candidates!)
  • 21.5% of the traffic that visits your career site want 30 days to apply, career sites keep your candidates alive.
  • 35% will start an application when finding jobs on a job aggregator (sad day!)

Thanks to Successfactors for the inforgaphic! Check out TalentCircles if you’re interested in starting your own career site! 

TalentCircles Transforms #HRTech & Wins HR Solutions Provider Award

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SAN BRUNO, CA — Global business leaders identified talent as a top five priority in 2014 according to new research from the Conference Board. Technology, particularly in the human resource industry, is an important catalyst to drive this business change.

TalentCircles is at the forefront of this talent-­first philosophy with their innovative cloud based HR technology solution. TalentCircles is an interactive talent engagement platform and was recognized by CIO Review among the Top 20 Most Promising HR Technology Solution Providers of 2014 in the July issue.

“It is an honor to be selected by CIO Review as one of the 20 most promising HR Technology providers,” says TalentCircles CEO, Marylene Delbourg-­Delphis. “HR transformation is the vehicle for organizations to better pursue their hiring goals and further their competitive advantage. We provide the interactive HR technology toolbox connecting recruiters to the best qualified talent pools for current and future job openings.”

TalentCircles manages the end-­to-­end talent acquisition process and allows companies of any size to build their talent community through engagement with these candidates even before a job opportunity becomes available at the company. Once recruiters have a job opening, they are able to search within their existing talent network for qualified candidates that are a match to their specific job requirements before the opening is posted on job boards.

TalentCircles offers a variety of ways for recruiters and job seekers to engage within the community through document sharing, blog posts, webinars, job postings and notifications, video introductions and interviews. “Candidates will be interested in you, if as an employer, you are interesting to them,” says Delbourg-­Delphis. “Our technology is an important component in the fundamental shift away from the reactive recruiting model. We power a proactive and relationship-­based recruiting model that enables recruiters to hire better and faster.”

About TalentCircles: TalentCircles, a technology firm based in the Silicon Valley, offers a transformative approach to talent acquisition by enabling organizations to create and manage their private branded talent pools. Hiring is a huge problem for large, small and midsize businesses. TalentCircles solves this pressing problem with a solution adapted to the needs, behaviors and expectations of job-­seekers in the 21st century. We offer an outstanding experience to potential candidates and we give recruiters the capability to proactively manage the needs of their organization.

For additional information, contact Susan Magrino: [email protected] or call 888-­280-­0808.


Not Recruiting on Youtube? You’re Missing Out! [INFORGRAPHIC]

Make the business case for your new HR strategy with this must have resource. Download 65 HR & Recruiting stats you can't live without.

Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Infographic Highlights:

  • Youtube is the 3rd highest trafficked site in the world trailing Facebook & Google, yet recruiters are glossing over it.
  • In 2011, Youtube had over 1 trillion views. Make a cat video and tie it into your employer brand and BOOM, instant gold.

Why Youtube?

  • Excellent employment branding opportunities.
  • See an increase in traffic, 200% to 300% when posting videos on Youtube
  • Youtube’s demographic is quite broad, 18-54.

Top 5 Brands Using Youtube

  • Google (obviously).
  • US Coast Guard
  • KPMG
  • Northwestern Mutual
  • Bertelsman


Should You Let Your Employees Work Remotely?

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It has long been held that employees are more productive when they are at a workplace.

However, a recent study by Employer Alliance in Singapore suggests that companies who are willing to offer a remote working environment for their employees could potentially reduce overhead costs and increase productivity and profit. Moreover, the study found that employers who don’t allow their employees to work remotely are potentially missing out on a pool of highly-qualified staff that may be unable to make it to work due to location, disability or working conditions.

Indeed, there is evidence that employees in some industries can be more productive than those in-house. A recent Chinese experiment where staff were given the option to work from home showed higher productivity, less sick days and generally happier staff.

“The Employer Alliance recently stated that many Singaporeans (literally, hundreds of thousands) could re-enter the workforce, and hence ease Singapore’s manpower shortage, if more companies were willing to adopt flexible working arrangements”, states content strategist Daniel Tay.

That said, in order to ensure companies reap the full potential benefits of their employee’s working remotely, careful planning, implementation and often cost must be considered. Often the choice is not worthwhile.

Can it work?

In short, yes it can. Apple is a company who has excelled at letting their employees work remotely. They do this by developing a strict training procedure for off-site workers and by monitoring the attendance of employees – who must prove that they are working. One way Apple does this is by tracking mouse movements, random questioning and a final test where failure results in losing the position in the company. Apple has spent a lot of time and money ensuring that staff are motivated to work from home, and are rewarded for doing so.

That said, not every business is like Apple and smaller businesses looking to transfer their workers off-site need to overcome a number of logistical hurdles in order to maximise their productivity and profit with remote working employees.

Working environment

Often remote working positions only require a computer to be effective, while others require much more. Keep in mind that you should avoid overcapitalising on setting up employees to work from home. It must be cost efficient to your business and you need to be sure that they are motivated to work without supervision. In addition, consider any occupational health and safety risks that your company may be liable for, if your employee injures themselves at home.


Data and information security policies should be drafted before allowing any staff external access to company information. Any connection to a server or internet must be set up and paid for or at least subsidised by the company and this needs to be discussed and agreed upon before commencement of a work from home policy.

Are they the best person for the job?

Choosing the right person for the job is imperative. All staff have their strengths, and weaknesses and it is as important to employ the correct person for a position especially if they are working remotely. Some qualities needed from a remote employee are motivation, trustworthiness, flexibility and the ability to complete their work to deadline. The employee’s performance must be effectively assessed to ensure targets are being met.

In order to get the highest output from employees, consider the following:

  • Clearly defined expectations for staff. Ensuring that the tasks are achievable and measurable, for example setting up SMART goals for employees.
  • Ensuring staff are given proper tools, training and support.
  • Communication should be regular and consistent. Meetings, newsletters, training sessions and team building exercises can assist in keeping staff on track and working to their full potential.
  • Salary expectations should be met and regularly assessed, for example by reviewing these salary guides by Robert Half.
  • Implement incentive programs. Giving staff intrinsic and extrinsic rewards for completing tasks will ensure employees continue working to a high standard.


A lack of motivation and team unity were some of the reasons touted by Yahoo! CEO, Marissa Mayer, when she recalled all Yahoo! remote employees back to the Yahoo! office. Her reasoning was that the staff and the business benefited from collaboration, something that could not adequately be achieved from a payroll of remotely working staff.

Some small businesses may thrive under these conditions whereas others may not. Intensive research is required to ascertain whether or not the flexibility of part time or full time remote working environments is going to be beneficial for a particular company and should be assessed on a case-by-case basis.