We all know relationship management as a strategy organizations use to engage their audience, whether that be consumers, or other businesses, the goal is the same – keep people invested. The scope of relationship management has expanded to hiring (“candidate relationship management”). With the “war for talent” raging on, employers must be hyper-diligent of the way they treat candidates and the relationships they are able to maintain after a candidate goes through the hiring process.

Now, it’s just not realistic to assume hiring managers will stay connected with every single person the meet, hire, or reject throughout the way. But it IS reasonable to assume that hiring managers won’t act like jerks (you may have heard of the Kelly Blazek story) and will strive to keep giving reasons as to why their office is a good place to work.

At SmartRecruiters we have a couple of examples of Relationship Management “wins.” Our SVP of Product, Maksim Ovsyanikov and our Director of SEO Paul Andre De Vera, were both hired a full two years after they first learned about the company. How’d that happen? Relationship Management, ladies & gentlemen. Sure, two years ago SmartRecruiters wasn’t the right place for them – at the time – and they chose to continue their jobs at Salesforce.com & SuccessFactors. But CEO Jerome Ternynck didn’t let them get away that easily. For two years he stayed on their radar, improving the business and giving them more reasons to join. Two years later they join the team with more knowledge, more experience, and more investment. Why? SmartRecruiters invested in them.

The moral of the story is, the pants don’t always fit right away. Sometimes you have to do a little work. Just because a candidate was not a great fit right at that exact moment, doesn’t mean they won’t be later. By the same token if someone turns down a job offer it doesn’t mean you shouldn’t keep them in the mind for the future. As a hiring manager or recruiter you’ll be able to identify the REALLY good ones, that’s who you build a relationship with.

Do you really want to be the, “hit it and quit it,” kind of employer? Yes, I just said that. But the comparison is fair, and in case you missed it – that’s NOT the kind of recruiter or hiring manager you want to be. Sure you can’t run through all the candidates in the world, and build yourself a HUGE network. But if you treat candidates like one night stands, only contacting them once when you need something, there’s no relationship there and they won’t feel any sort of commitment to you. Who can blame them?

Build long lasting relationships. Treat candidates like people, not reference numbers. Have the decency to give them an answer if they don’t get the job. Keep them interested by sharing relevant materials. Blur the lines between business contact and friend. It’s like a relationship, right? I’ve made this comparison before, along with hundreds of other people. But the point is accepting a job offer or asking a candidate to join your team is like proposing marriage. You wouldn’t accept a marriage proposal after one day would you? No. There’s a courting period for both of you – and some are longer than others.

There are millions of metaphors we can apply to hiring, but one of my favorites is comparing dating to finding a job. With that comparison in mind – let’s all take a second to ask ourselves how do we court a mate? There are lots of answers, but one thing companies need to keep in mind is they have to make themselves attractive to candidates. When you’re courting a candidate you need to pull out all the stops, including creating awesome job ads. These companies got extra creative, and extra clever – and I bet they met the person of their dreams (in hiring terms of course)… 

Providing a challenge is a great way to filter serious candidates in a job ad. Microsoft United Kingdom is not the only company to create crazy developer job ads, but they absolutely know how to target the high-demand group. If you provide a challenge only serious candidates will take the initiative. That means your job ad has already done some of the filtering and selection for you. Ta-Da!

Use your companies main source of traffic to advertise open positions. I can see why it would be easy to get stuck in a rut, and only post jobs on careers pages. The reality is you’ll get a lot more traction if you diversify your advertising channels. Refinery29 published an entire blog on their open position. This is brilliant because their readers were already invested in the company, and are expecting exciting news. Imagine their excitement when they come across an article stating they could be the next hire at one of their favorite companies?

Demonstrate the potential for growth. How many times has a candidate asked you, “How can I grow in this position?” I bet you can’t even count. Growth is a hugely important factor in a career decision. The US Navy does an excellent job showing interested candidates limitless opportunity within the Navy. It’s clear their jobs surpass the traditional ideas of what it means to serve.

Having a sense of humor in your job ads is a great way to attract candidates that have one also. This is a particularly important skill set if you’re looking to hire a customer facing position. Dallas Restaurant and Bar wanted a bartender, and bartenders have to deal with all sorts of nonsense (I know, I was one), and with that in mind they made what I like to think is an oxymoron of a job ad. It makes no sense and perfect sense all at once.

Being social is no longer an option. Everyone is online now, which means you need to make sure your recruiting efforts make it there as well. And I am not just talking about a stream of tweets with job descriptions, I’m talking about web advertisements. Bey2Ollak knows a good quote goes a long way, and has major sharing power.

One thing all the presenters agreed on is that the “world of work” is changing at a faster pace than anyone could have imagined.

Ryan Coonerty, Co-founder of NextSpace and Author of “The Rise of the Naked Economy” says, “what work always has been and always will be is the exchange of your work and skills for money or other work and skills.”

Maintaining the only consistency in the changing work atmosphere is exchange. Rick Von Feldt, Head of Learning and Development at Atlassian, says, “Social and connections to the people who introduce us to careers and skills we want for new jobs are critical.” Von Feldt emphasized that the new path to jobs relies on social and networking.

Pat Flynn, Senior Director of Recruiting at Twitter says, “You cannot be afraid of technology. You need to be familiar enough with tech to get stuff done. More and more we are seeing what used to be two positions become one.”  Flynn reminds us that competition is increasing and employers want candidates that have a wide-range of skills.

Anna Binder, Advisor of Readyforce and Board Chair, emphasizes that even though the world of work is changing we have an opportunity to create the jobs we want by “defining our prosperity and finding the work that allows us to live by that definition.”

Despite the changing definitions and ideologies surrounding work – the hiring process for the most part remains the same; meaning, interviews are unavoidable. Check out my presentation below:

It is no secret the labor market and unemployment rates are a dark shadow hanging over the US. Just recently it was announced that approximately 1.3 million Americans are at risk of losing their unemployment benefits.

At SmartRecruiters employment is obviously something we’re extremely invested in. We started with a mission, to end unemployment, and from that mission grew a platform seeking to reduce friction in the labor market. Recognizing our commitment to labor related issues, CNBC asked Maksim Ovsyanikov, our SVP of Product, to comment on the current employment situation. Ovsyanikov said, “one way to solve this issue is to stop focusing on creating new jobs and start focusing on how to help people find all of these amazing opportunities and jobs out there for them.”

Watch the full video:

My point is that every opportunity to make yourself available to the public, is one worth taking. While some people may argue that Google+ is a ghost town – I think not. I think it’s a great place to share your jobs and your brand. Here’s why.

Volume: According to Time Magazine, there are 390 million people on Google+. Of course not all of these people are going to be the right candidate, not even a fraction of these people are going to be. But say they know someone and are willing to share your job? Or say you create a bunch of new fans because you’ve created such a great presence. The thing about Google+ is that Google rules the internet world. Meaning more and more people are connecting their Gmail and YouTube accounts everyday. It’s a network and talent pool no one, including you and your company can afford to ignore.

I always save the best (and my favorites) for last.

Community: Conversation and community bring us back to my point about accessibility. You want to be able to communicate with talent at every juncture. Google+ is another portal for conversation. If you’re competing for top talent, which I assume you are – you do not want to miss out on opportunities for people to have a chance to talk to you. Google+ does more than share updates; it allows you to create communities. These communities give your company a chance to speak about specific topics related to your field with people all over the world. This shows potential employees that you’re committed to sharing knowledge and making yourself accessible. Don’t get me wrong, going in with no strategy and spamming people is not creating a community, that’s merely creating frustration. The simple of it is approach Google+ like you would face to face, or over the phone conversations. There needs to be back and fourth, there needs to be an equal amount of invested interest on both sides (if anything more so on your side), and there needs to be a sense of community.

So recruiters, hiring managers, and companies of the universe I urge you to share your jobs on Google+ and get social. I have advised before only posting open positions isn’t enough. Mix it up by sharing your company culture, posting industry related articles, or just saying hello. Some companies have already gotten a head start, and because I seem to love clichés, I’ll leave you with this, “The early bird gets the worm.” Which for recruiting purposes can be translated to, “The company that adopts social recruiting on Google+ first, gets top talent.”

Social Recruiting is on the rise, and with that HR has been having a coming out party of sorts. Forget the tales of the evil HR department lurking in the halls of your office. HR’s taking a seat at the table – and not just ANY table – the C-level table. Not only has HR started to tell their stories for themselves, but they are also in the companies’ top ranks, and it makes sense. Who knows what keeps the company running better than HR?

Now while this shocked many… it’s not all that surprising to me. So how can HR rise to the head of the table? And why should they? Well, let me tell you:

1. They hire a team that makes your product unforgettable. When Barra worked as the Vice President of Global Human Resources she took on the task of completely revitalizing the culture of GM, and restructuring a company that was finding it’s way out of bankruptcy. Now, I doubt many people will find themselves restructuring a company of thousands of people but what you will do in HR regardless of company size is hire people and build teams. The qualities of good leadership include identifying what makes people work well together, and understanding how to create a team that will improve each other’s strengths. You do that, and all of a sudden the machine starts to move smoothly – CEO worthy.

2. They spend time in the trenches (all of them). In order to be CEO you have to understand all moving parts of the company. Or at least know them well enough to know who can get the job done in each department. As a Human Resources professional you have the unique opportunity to get more than a bird’s eye view of your company. Dive into different departments and talk to your people to understand what it takes to run each one. Obviously this can’t happen overnight, but neither will becoming CEO.

3. They see an organizational issue and can fix it. In a 2011 Interview with Forbes Magazine, Barra said, “I know how hard people work. We just have to make sure we’re working on the right things.” You hear that? That is the sound of a problem solver and a leader who’s happy to give recognition. Two lessons here. First, if you want to work your way up to CEO you have to be the kind of person people respect, and the kind of person that people respect is one who respects others. Second, you don’t get to be CEO by just going merrily along your way. You have to create positive change in the company. If you see a certain department is lacking or is not working to its full potential, identify the problem and develop a strategy to solve it.

In my opinion, there is no leader better than a leader who understands the needs of their team. The people entrusted with that responsibility in most companies work in the HR department, so why haven’t more risen to the top of totem pole? The truth is, I don’t know… But I think that’s starting to change. Mary Barra is changing it. More and more, we’re hearing that talent acquisition is a company’s top priority. This movement brings HR closer to the board room. Why shouldn’t the CEO be someone who has consistently built amazing teams from the beginning?

Photo Credit Bloomberg & Video Credit eCornell.

We want to make your hiring as easy as possible. That means providing you with the best job search websites to make sure you’re always advertising your jobs where they will be viewed by the right candidates. In sheer volume of traffic as measured by Alexa, these are the Top 50 places to post your jobs.

50. AdopJobs: As former professionals responsible for Ad Ops they understood how difficult it can be to find top talent. Founded by individuals with over 10+ years in the media and publishing field. Alexa Ranking: 2,468,237

49. BigDataJobs.com: With BigDataJobs.com you can focus on one thing, and one thing only – finding Big Data Professionals. Founded by individuals with over 10+ years in the Software Engineering field, the folks behind BigDataJobs.com have been through it all. 2,195,217

48. RecruiterMedia: Leverage Recruiter Media to build a holistic online recruiting presence. Recruiter Media is a recruitment advertising agency that helps employers develop targeted internet recruiting initiatives with high ROI. Alexa Ranking: 1,645,997

47. Ruby on Rails rorjobs.com: The leading job board focusing specifically on Ruby on Rails developers. They will also Tweet it out on a regular basis to our audience of Ruby Developers, as well as include it in their weekly email newsletter. Alexa Ranking: 242, 398

46. Absolutely Health Care: One of the largest niche Job Boards for health care and medical jobs on the Internet with over 1,000 clients and over 300,000 posted healthcare medical jobs. Alexa Ranking: 177,334

45: RubyNow: RubyNow is a prominent niche Ruby & RoR job board that features premium development jobs, primarily at VC-funded and high-growth startups, in both the U.S. & Europe. Alexa Ranking: 175,740

44. DiversityJobs.com: The leading job search engine for diversity and minority job seekers, DiversityJobs.com was developed by LatPro, Inc. to connect minority groups with diversity-friendly companies. Alexa Ranking: 164,263

43. JustJobs.com: JustJobs.com is a job search engine with a network of 3,500 niche job sites for all U.S. locations, job functions, and industries. Alexa Ranking: 54,535

42. JobsInTrucks.com: JobsInTrucks.com is the #1 Driver hiring job board! Next to its sister site of JobsInLogistics.com, the largest and most successful logistics and transportation job board on the Internet. Alexa Ranking: 46,048

41. TipTopJob.com: Tip Top Job offers online advertising for jobs and job search, with employment and career advice for United States and international job vacancies in across many industries. Alexa Ranking: 39,560

40. AllRetailJobs.com: AllRetailJobs.com is the largest Career and Recruiting Board for the Retail industry, featuring corporate, store management and hourly positions nationwide. Alexa Ranking: 32,362

39. JobsInLogisitics.com: Post your jobs in Logistics, Supply Chain, Transportation, Freight Forwarding, Distribution. Alexa Ranking: 31,213

38. CrunchBoard by TechCrunch: CrunchBoard gives you access to the millions of technology and business savvy readers of TechCrunch, MobileCrunch, CrunchGear, TechCrunch IT and is one of the most popular job boards for internet and tech jobs. Alexa Ranking: 30,821

37. ClearanceJobs.com: ClearanceJobs is the premier secure job board focused exclusively on candidates with active or current U.S. government security clearances. Alexa Ranking: 26,411

36. SalesGravy.com: SalesGravy.com connects top sales professionals with organizations looking for sales talent. SalesGravy offers professionals over 30,000 pages of related content and opportunities for career advancement. Alexa Ranking: 25,808

35. Krop: Krop is a designers’ community and job board that also broadcasts through industry blogs, job search sites, and social networks. Alexa Ranking: 24,896

34. AdRants.com: AdRants provides marketing and advertising news alond with editorials on advertising and social media trends. Great for your marketing, advertising and social media jobs. Alexa Ranking: 24,694

33. SalesHeads.com: SalesHeads.com is a premier destination for finding sales professionals looking for career advancement, networking and more. Alexa Ranking: 22,252

32. Authentic Jobs: Authentic Jobs specializes in jobs for web professionals, including design, development, mobile, apps, content strategy, and more. Alexa Ranking: 17,318

31. CollegeRecruiter.com: CollegeRecruiter.com is the leading niche job board used by college and university students who are searching for part-time jobs, seasonal work, and internships and entry-level positions. Alexa Ranking: 17,206

30. eFinancialCareers: eFinancialCareers is an international job board for finance, accounting, and banking jobs. All jobs are cross posted on the eFinancial network of partner industry sites. Alexa Ranking: 15,585

29. The Levo League: The Levo League is the first and foremost career destination for young professional women in the initial 10 years of their career. Alexa Ranking: 13,645

28. HealthCareJobsite.com: HealthcareJobSite.com is a place for candidates to manage their career, search for new opportunities to connect with top Healthcare employers and professionals. Alexa Ranking: 11,400

27. TechCareers.com: TechCareers.com is a premier destination for career advancement, networking and more. Part of the Beyond.com network. Alexa Ranking: 11,337

26. TalentZoo.com: TalentZoo.com is the leading job board focusing on the advertising, marketing, tech, and digitaldesign industries. Alexa Ranking: 11,299

25. YouTern: YouTern is dedicated to matching the best young talent to leading organizations through internship opportunities. Alexa Ranking: 10,521

24. Geebo: Geebo was created to be more than just another regional electronic classified site. Geebo is a community, created by people, for people and designed to fill the void left by online classified ads. Alexa Ranking: 9,491

23. InternMatch: InternMatch works with 850+ universities, millions of college students, and leading companies including Facebook, Virgin, Viacom, Fidelity and more to help them hire talented students. Alexa Ranking: 8,681

22. PaidContent: PaidContent is the online media hub that covers news, information and analysis of the digital media business. Their standard job postings average 14 qualified applicants. Alexa Ranking: 7,640

21. Coroflot: Coroflot helps creative professionals gain exposure and make connections to jobs and opportunities with design-driven companies worldwide. Alexa Ranking: 6,579

20. PoliticalJobHunt.com: Post your political, government, and legislative jobs on the jobs section of Taegan Goddards PoliticalWire.com Alexa Ranking: 4,623

19. Jobs2Careers: Jobs-to-Careers is a search engine for jobs visited by millions of job seekers. It uses innovative ad placements to drive targeted job seekers to your jobs. Alexa Ranking: 3,910

18. Juju.com: Juju.com is a job search engine connecting applicants with relevant jobs. Juju links to thousands of career portals, websites, and job boards across the Internet. Alexa Ranking: 3,846

17. FlexJobs: FlexJobs targets qualified part-time, flexible, freelance, and remote job candidates. Only professional, legitimate companies are welcome. Alexa Ranking: 2,811

16. 37Signals: The 37signals job board focuses on programmers, designers, iPhone developers, and business development jobs, and is used by the New York Times, Apple and American Express. Alexa Ranking: 1,295

15. Beyond.com: By connecting job seekers and employers through 70 unique career channels and 3,000 industry and regional communities, Beyond is changing the way job searching is done. Alexa Ranking: 960

14. Dice: Dice reaches specialized tech and engineering professionals by cross posting your jobs to 1,000+ niche sites and advertising on national radio and internet search engines.Alexa Ranking:836

13. VentureBeat: VentureBeat is a technology blog on innovative companies and the forward-thinking executives behind them. Reach tech, marketing, product management talent here. Alexa Ranking: 819

12. Mediabistro: Mediabistro is dedicated to anyone who creates or works with content, including editors, writers, producers, designers, book publishers and more. Alexa Ranking: 785

11. SimplyHired: Maximize your exposure in front of Simply Hired’s audience of over 30 million job seekers. Your job will receive premium placement in relevant search results to quickly attract top talent. Alexa Ranking: 489

10. GitHub: GitHub is the most popular social coding site on the planet. Reach their programmers here. Alexa Ranking: 268

9. Glassdoor: Glassdoor is a jobs and career community that offers the world an inside look at jobs and companies. Alexa Ranking: 262

8. CareerBuilder: CareerBuilder.com is the largest online career site in the United States with more than 23 million unique visitors, 1 million jobs and 32 million resumes. Alexa Ranking: 168

7. Monster.com: Jobs posted to Monster reach an estimated audience of 23 million and are included on affiliate websites, including thousands of newspaper partner sites.Alexa Ranking: 147

6. Mashable: The Mashable job board is great for finding bloggers, consultants, designers, developers, executives, marketers, and mobile programmers. Alexa Ranking: 139

5. Indeed.com: Indeed PRO sponsors your jobs on Indeed.com so they are highlighted and remain on top of search results driving more traffic. Alexa Ranking: 72

4. Careers 2.0 by Stackoverflow: Stack Overflow has served over 5,000 employers, including Microsoft, Amazon, and SalesForce, boasting a large network of software developers. Alexa Ranking: 61

3. Craigslist: Craigslist is the 7th most viewed English speaking website worldwide and offer local job posting. Pricing differs based on location. Alexa Ranking: 10

2. LinkedIn: LinkedIn is the largest professional network where you can reach 120+ million people worldwide across all the major industries. Alexa Ranking: 6

1. Facebook: Advertising on Facebook brings you powerful location, demographic and interest targeting allowing you to reach the right people. Alexa Ranking: 2

Recruiting is both an art and a science. One the scientific side of things, part of the equation comes down to numbers. How many people are you looking to hire? How many places are you going to advertise the job? How many candidates do you need to see before you can make the right hire? How can you ensure the right amount of qualified candidates will set their eyes on your open jobs? SmartRecruiters is the answer.

See also, 50 Best Niche Job Boards,  A Guide to the Perfect Career Site, Best Sites to Recruit Interns.

Also don’t forget to use SmartRecruiters job board software to post jobs.

Download our new White Paper to learn about “The Evolution of Job Posting.” Want to add your job board to the list? Express Interest Here.

I came across Janet Malcom’s, “Nobody’s Looking at You: Eileen Fisher and the Art of Understatement,” in the New Yorker, and found myself “oohing” and “ahhing” as I flipped through the pages. I thought to myself, this is a lady who understands what it means to be a leader. She builds business by way of community, and understands that leading doesn’t always mean being front and center. I firmly believe that if more people took their cue from Eileen Fisher, we’d have much happier workplaces and much better businesses.

Here are the Top 10 Leadership Lessons from Eileen Fisher:

1. Don’t be afraid of change.

“It began as an effort to give more structure to this almost feminine way of doing things−I didn’t know how to run a business.”

When Eileen Fisher felt she needed to revamp her company she was already a fixture in the fashion industry. By typical standards she WAS successful. She acknowledged the only way to facilitate growth is create change. Yes, you can keep the foundation of what you are doing, but as that line becomes stagnant you want to strive for something that’s always on the up.

2. Be introspective.

“It was the need for more structure and joy and well-being”

Giving constructive criticism is an incredibly difficult task, it takes a not only skilled, but also aware person. Especially if you’re asking someone to look at themselves. Criticizing your own work can be incredibly challenging but it’s fundamental to getting your businessto the next steps. People are always saying, “don’t be afraid to fail” or “fail fast,” and it’s true you have to be resilient – but fear of failure is inevitable. Just like being introspective, it’s scary but it’s a MUST do.

3. Don’t conform if it’s not right.

“He would have been the right C.E.O for our company if the C.E.O was the right role for our company.”

Not all businesses are run the same way and require the same structure. Eileen Fisher categorizes her company under the “family model.” Be conscientious of what’s right for the progression of your business. There’s no need for a “one size fits all” model anymore. Sometimes you have to make big decisions that seem scary because they’re out of the box, or radical. This is what defines part of your leadership skills, not being afraid to do it, even if it’s different.

4. Create a process.

“She spoke of a ‘core concept team’ and ‘the leadership forum’ and ‘this kind of concept of facilitating leaders, which is that they’re actually doing the work, they’re not leading the work, but sort of like the way I’ve been leading from behind, in a way leading by, you know, letting the group find what’s coming up and facilitating that to happen.’”

Natural born leaders are intuitive, and not surprisingly have a lot of great ideas. But exceptional leaders also know it’s just as important to have the ability to execute. This is not possible without facilitating the development of a process for your team. Figuring out how to make everyone’s skills work together to create a something beautiful is essential to success. Even if that means leading from the back instead of the front.

5. Respect the process.

“It had become more corporate, more hierarchical, less collaborative, less caring. There was more unhappiness, I’d say. People weren’t kind enough to each other. Deadlines were more important than the process that led to the deadlines.”

What’s that old saying? “If it ain’t broke don’t fix it!” Just kidding, I knew what the saying was… But seriously, why would you totally revamp something that is working exceptionally well? You wouldn’t. If you see how people are thriving, it’s your responsibility as a leader, to make sure you’re creating an environment to keep letting that happen.

6. Create a lifestyle.

“… bring in a kind of leadership that valued people working together, that valued cooperation rather than competition, that made room for having a full life.”

One of the things I love about my job is that it gives me opportunities to learn, explore, and be a better person (Check out Give Labor, and Veterans Helping Veterans). SmartRecruiters is a place where we care about something bigger, getting people to work. As a leader, you have to inspire people from within. Eileen Fisher and her team created a place where people enjoy the part of their lives that is work. People shouldn’t feel like they’re constantly fighting against something, they should be fighting for something.

7. Be collaborative.

“You sit around in a circle. This eliminates hierarchies. Everyone is equal. To focus the mind, there is a three-part ritual of a “start point,” “check in,” and “check out.”

As I’ve said before the best ideas are never your own, they usually happen with the help from others. As it turns out, people are more willing to share ideas when they do not feel the pressure of a ticking time bomb (or super imposed power differentiation). By creating a space where everyone’s ideas and presence are not only considered equal, but valued – you’re asking for magic to happen. If it means giving up the head of the table, it’s worth it to get to collaborate and create with the people on your team.

8. Be humble.

“I know the idea for the company came through me in some way, but it’s beyond me. I planted the first seed and now I look around and there’s this amazing garden. I’m just an ordinary person.”

One part of being a great leader is being the kind of person people want to work for. No one wants to work for some who thinks their sh*t doesn’t stink. Yes, you may be the captain of the ship, but nothing is possible without your crew. The sooner you know that, and you the sooner you realize what is happening around you is bigger than you; the further you’ll go.

9. Be supportive.

“It wanting to support whatever your process might be.”

Leaders need to support and empower the people around them to accomplish their goals even if they have different ways of achieving the final destination. Being a good leader doesn’t mean molding people to your vision of them, that’s being a great manipulator. Great leaders are able to mold others into the best version of themselves, that means supporting their process.

10. Give trust.

“I don’t feel like I need to be there anymore. I feel like they’re my full-grown adult children and the do an amazing job and they don’t need me.”

As a leader you’ve asked others to put their trust you, and you need to return the favor. You have accepted the people around you as members of your team, and that relationship requires trust on both sides to be productive. One of the most challenging parts of being a leader is knowing when to pull back but also trusting in yourself that you have given those around you the tools they need to be amazing.

Eileen Fisher challenges the typical structure of a company and the stereotypical idea of a leader. There is something to be said for the kind of company that forms their own identity and is consistently recognized as a great place to work, while making an impact beyond their product. The more leaders we have like this, the more people will be inspired by what they do, and think of all the amazing things that would come from that.

We believe hiring is a social activity. The act of creating a job ad worth sharing, marketing how great your company and open jobs are, communicating with qualified candidates and finally making a job offer are all inherently social activities. Recently we’ve seen the rise of social recruiting, relying on traditional methods alone is a quick way to ensure your job will not get the attention it deserves. Twitter allows for quick conversation, in 140 characters or less companies, CEOs, recruiters, hiring managers, whomever have a chance to engage an audience they would not have had access to previously. Here are the best examples of Twitter recruiting.

5. I mentioned earlier we believe hiring is social. So with that belief in mind we build a product that allows you to be a social recruiter in just one click. Because we really believe in a social hiring strategy don’t be surprised if one of us reaches out to you on Social Media, particularly if it’s a social media job. When we were looking to hire a Social Media Intern, an applicant reached out to, David Smooke Director of Social Media. And a discussion with Laura Hong began – before even entering the office, we knew her favorite literary and professional content – and she knew the content marketing style of SmartRecruiters.

Big Data Jobs

TechCareers by Beyond.com offers more than just job listings, but also educational tools as well as networking opportunities. TechCareers takes a well-rounded approach to the job search providing everything candidates and employers need.

RubyNow is THE job board for Ruby developers. This job board is particularly niche but it guarantees you find exactly what you are looking for in a candidate. RubyNow offers full-time positions as well as contract.

Python Jobs focuses exclusively on Python and related systems. They cut through the noise of mass job boards by providing a network of specific job descriptions, candidates with very specific skills, and employers who need them.

Careers2.0 is stackoverflow’s job board. Careers2.0 brings you the top tech jobs and top tech talent. Posting a job on Careers2.0 introduces hiring managers and recruiters to over 20 million developers to source from.

ITJobPro is a global tech sourcing solution. A job board, “without borders” IT Job Pro will help you find the best IT candidates regardless of location. The right candidate is out there; it’s just a matter of finding them. IT Job Pro helps you look.

Dice.com is the “career hub” for tech. Dice builds talent communities. Candidates interested in the same things or with the same skills will congregate in these digital communities making it easy to source for exactly what you’re looking for.

Mashable is not only a great news source, but also a great people source. Mashable’s job boards are not limited to tech, but they always have tons of tech positions. No matter the job description Mashable has got your match.

37Signals has helped Apple, The New York Times, Facebook and American Express find and hire top talent. Not only is 37Signals assisting industry leaders, they are leaders themselves in providing the best tech, design, and programming jobs.

Ruby on Rails Jobs is another niche job board aiming to erase all the pains of posting jobs through mass appeal job boards. Looking for strictly ruby and related environments? Look no further. They’ll even tweet your job ad to their 2,000+ followers.

GitHub is a code sharing community. When you post your open jobs here you are engaging with a dedicated and skilled group of talent. GitHub encourages building together- post your tech jobs here and you’ll build relationships with potential candidates.

Ad Ops Jobs guarantees candidates highly skilled in Ad Ops. This job board has been a favorite of media organizations and ad tech companies looking to find talent to take their brand to the next level. These professionals will help you meet web and publishing needs.

RailsJobs is a hub for rails developers. You can’t go three steps without hearing someone needs rails talent, but the candidates are not easy to find. Well, that’s not true if you post on RailsJobs, they’ve created a community of programmers waiting to apply.

CrunchBoard gives you access to millions of TechCrunch readers- an Internet savvy and technically inclined bunch. CrunchBoard is one of the most popular job boards for internet and tech jobs. Surprised? Didn’t think so…

Posting jobs in the right places and searching the right databases is only the first step of finding the technical talent you need. Remember, these candidates have tons of options so you need more than your run-of-the-mill job ad to get their attention. Create a great candidate experience from the start, post creative developer job ads, and create a company culture they can’t refuse. The other day Jerome Ternynck said, “I love the ideas, but at the end of the day you need someone who can make it happen.” Ladies and gentlemen – this is where you find the talent that can build your ideas and make it happen.