Kevin Wheeler posted over on ERE.Net that he felt it is time for a candidate’s bill of rights. Something that 2Vouch agrees with, in fact a recruiter’s manifesto is being worked on in the back room of the 2Vouch corporate headquarters. Kevin looks at five areas for the bill to cover:

• Honesty & Authenticity
• Accuracy
• Complete Information
• Process
• Status
• Confidentiality

Basically he is calling for Recruiters, and Employers to respect the candidate’s time and position through open and honest communications.

The level of frustration is growing. The longer the recession continues, the deeper this will become. Candidates are not asking for a lot — just basic guidelines and an understanding of how we make interview and hiring decisions. They are seeking some understanding of what the process and timelines are for a position and how your organization goes about its hiring. This is not a lot to ask, but I have not seen a single corporation that spells this out at any level.

By Michael Specht, Consultant to 2Vouch on Social Media and Recruiting

Dr. John Sullivan is widely known as THE thought leader when it comes to using referral programs as part of your recruitment strategy. Which is why his a webinar on updating your employee referral program had over 900 people attended with 70 odd questions submitted. Last week he began to publish the answers to the questions on ERE Part 1, Part 2, Part 3, Part 4, Part 5.

Some of the questions he answered:

• Working with the CFO to build the business case
• How to handle quality of referrals
• What levels of roles should be included in referral programs
• Handling payment amounts and timing
• What technology you should use (other than 2Vouch of course)

If you are interested in referral programs you should definitely read through the 5 part series.

By Michael Specht, Consultant to 2Vouch on Social Media and Recruiting

By Riges Younan

Part 2 of using referrals for college recruiting by Dr John Sullivan on ERE