Comments for Advertising and Marketing Agency | St. Louis, MO | MediaCross, Inc. | Marketing Powerhouse

Comment on “The Good News: Mermaids are Real.” by Amanda Wagoner

Amanda Wagoner — Thu, 03 Jun 2010 16:33:21 +0000

Thought you would like to see this: BP Twitter Spoof Raises $10,000 for Gulf of Mexico Helpers: Popular Parody on Oil Giant’s PR Debacle Related to Oil Spill Generates Money for Gulf Conservation Through T-Shirt Sales

Comment on Front-End Web Developer by Sr. Front-End Web Developer- St. Louis- MediaCross « AdSaint

Sr. Front-End Web Developer- St. Louis- MediaCross « AdSaint — Mon, 03 May 2010 16:28:36 +0000

[...] Apply here for the Web Designer/Front-End Developer Position [...]

Comment on Finding a Job with Facebook by Bobby Duebelbeis

Bobby Duebelbeis — Wed, 11 Nov 2009 19:34:40 +0000

I’ve got a crazy idea about a city-wide scavenger hunt involving QR codes that lead people into a flash-mob scenario at a secret concert showcasing local musicians and artists. The drawback is that this event would rely pretty heavily on people having devices that can read these codes. Nokia has been a leader in QR code technology. Perhaps all we need is their sponsorship? Handset donations?

Comment on Finding a Job with Facebook by Jennifer Umali

Jennifer Umali — Wed, 11 Nov 2009 19:28:15 +0000

There are so many applications for QR codes – how could you use one?

Comment on Leaving Job Boards by Jennifer Umali

Jennifer Umali — Wed, 07 Oct 2009 14:30:23 +0000

Annie,

Thank you for your comments, and we look forward to more of your thoughts and opinions as we expand our recruitment marketing blog content.

Comment on Leaving Job Boards by Annie Wagner

Annie Wagner — Wed, 07 Oct 2009 08:56:03 +0000

Excellent blog. I was really pleased to discover your article on “Leaving Job Boards.” It’s just what I needed to know.
It’s taken me literally 2 hours and 29 minutes of searching the web to find http://www.mediacross.com (joke) I found your site right away! Great job!
But seriously I am really interested in recruiting and so I shall be very pleased to become a regular visitor.

Thanks and well done!

Comment on Considering a Social Media Recruiting Strategy by Bobby Duebelbeis

Bobby Duebelbeis — Tue, 06 Oct 2009 22:26:04 +0000

CL: Great question. And yes, it’s true; these networks can return leads en masse. Finding the qualified candidates can prove extremely difficult. So, you need to have some way to maintain the integrity of your leads while gathering these candidates from the huge pools of potential applicants using social networks.

Without getting into too much detail about the specifics within each network, let me just explain that the messages you’re able to send across these networks are going to vary dependent upon the limitations of the network platforms.

For example, in Twitter, you’re limited not only to 140 characters, but your reach is only as long as your followers and their willingness to RT (re-tweet) or syndicate your content. But, LinkedIn will allow you to pay for the privilege of emailing a group of people based on a litany of demographic information. Your message in both of these networks is going to vary when because the forum for discussion is vastly different.

As a recruiter, you will distill your leads at some point, qualifying them to the best of your ability. A good way to do this is by creating a conversion portal. This could be a blog, micro-site or a landing page on your corporate website. This home-base allows you to manage your content while converting lead traffic into qualified candidates (or at least fortifying the data your collecting).

I hope this answered your question well enough. Stay tuned for a new blog post detailing this idea further. We’ll also be contributing a case study to illustrate some of our success in using social networks for healthcare recruiting over the next couple of months.

Comment on Considering a Social Media Recruiting Strategy by CL

CL — Mon, 05 Oct 2009 21:56:30 +0000

How do you tailor your message in Twitter, LinkedIn, and Facebook to a specific audience? Although, these networks can return recruiting leads in mass numbers, in my experience it seems nearly impossible to find the needle in the stack of under-qualified applicants.

I’m really eager to see how your efforts turn out.

Comment on Considering a Social Media Recruiting Strategy by Bobby Duebelbeis

Bobby Duebelbeis — Fri, 21 Aug 2009 19:07:11 +0000

That’s a great article reference. I had a good time reading it. My only misgiving is that it’s stuck behind a registration form

Comment on Considering a Social Media Recruiting Strategy by Jennifer Umali

Jennifer Umali — Fri, 21 Aug 2009 18:49:16 +0000

http://bit.ly/YZStP This totally works in line with your thoughts here Bobby and shows what an impact can be made through Social Media regardless of who you are trying to reach.