1. Tell people where they’ll go next.
2. Use your public relations team to prop up the manager.
3. Get some respect for speciality recruiters.
4. Advertise in niche communities.
5. Leverage social media.
I found the bit about speciality recruiters interesting. I would expand that to include HR generalists too, specially the ones who are employee advocates. I know that a lot of such folks, carry their former employees along with them in their social networks (from Yahoo IM buddies to Orkut and Facebook too!)
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