Marketing job boards! As far as job postings go there are larger job boards that promise a plethora of candidates and jobs from all industries and walks of life, but sometimes that is not what you need. There are many communities where marketers hang out.

SmartRecruiters found that 62% of open jobs are posted to niche job sites. Niche job boards are great to target candidate in a specific field.

(See the 10 Best Marketing Job Boards of 2017)

Here are the 10 Best Marketing Job Sites for the Best Marketing Jobs:

VentureBeat.com

Never miss a beat with this job board. VentureBeat Job Board is great for finding talent in tech marketing, advertising, product management, IT, and business development. VentureBeat allows the employer to cast a wide net into a deep talent pool.

Post a Job to VentureBeat

AdRants.com

AdRants is the go-to for marketing and advertising news, they also spend their time advertising jobs from your favorite advertising and marketing websites. Users can stay on the up and up of marketing and advertising trends while finding the best candidates possible.

Post a Job to AdRants

CrunchBoard

You may be seeing a theme here, advertise where advertiser’s eyes are. TechCrunch’s Job Board, CrunchBoard gives you access to millions of candidates all interested and savvy in business and technology. CrunchBoard provides marketing professionals that are technology and internet enthusiasts.

Post a Job to CrunchBoard

TalentZoo.com

Founded in 1996 as an executive search firm catering to the advertising industry, TalentZoo has continues to evolve its job board capabilities and is now regarded as one of the premier locations for talent in advertising, marketing, creative, design, new media and digital industries.

Post a Job to TalentZoo

Krop.com

Krop.com promises, “the brightest minds at the best companies.” This is the place to look if you are looking to fill creative marketing postions. Krop.com allows the employer to view candidate profiles to see if they will meet their company’s needs.

Post a Job to Krop

FlexJobs

FlexJobs is an award-winning job site for part-time or full-time flexible jobs, such as telecommuting or flextime, in 50+ categories, entry-level to executive. In some situations you will not need a full time marketing professional, or perhaps you’ll need a contract marketer. If your needs aren’t full time this is where to start your candidate search.

Post a Job to FlexJobs

Mashable.com

With an Alexa Rank of 327, your odds of finding a qualified candidate increase significantly. Mashable is a go to news source for Social Media, Tech, and more. The Mashable job board is great for finding bloggers, consultants, designers, developers, executives, marketers, and mobile programmers.

Post a Job to Mashable

RecruiterMedia.com

RecruiterMedia has 27 regional job boards to attract the highest quality candidates in your area. “RecruiterMedia believes in a holistic job seeking and recruiting approach.” In addition to job boards they offer recruitment search engine marketing and sourcing services.

Post a Job to RecruiterMedia

MediaBistro.com

Mediabistro.com has more to offer than just job postings, they also provide news, resources, community events, and courses for both employers and jobseekers. Look to MediaBistro for jobs in social media and traditional media professionals covering journalism, social media marketing, and much more.

Post a Job to MediaBistro

PaidContent.org

As a member of the GigaOM network, paidContent.org provides global coverage of business and digital content. PaidContent.org describes themselves as “the digital world’s most highly targeted recruitment center,” connecting the best digital media and marketing professionals to the best jobs.

Post a Job to PaidContent

The benefits of posting to a niche job board are clear, you narrow down your talent pool to a dedicated, unique and engaged audience. If you’re looking for marketing professionals give these ten job boards a try, and prepared to be wow’ed by talent.

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

For the best tech candidates, you want to post your open jobs on tech job boards. Yes, you will have some luck on larger, more general boards, but when you’re looking for specialized skills it’s best to go to specialized markets.

Nowadays, niche sites account for 62% of jobs posted. There’s no reason to miss out on the opportunities that niche job boards provide.

Best Boards for Tech Recruiters to Post Tech Jobs

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.

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.

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.

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.

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.

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.

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…

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.

When you post a job, put yourself in the best position to get top talent. Generic job boards have their benefits, but when you are looking for specific skills, or highly specialized professionals niche job boards are the way to go.

Related articles: 50 Best Job Boards According to Alexa, 50 Best Niche Job Boards.

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.

These are the 10 most common topics to lie about in a job interview:

Compensation: Of course when you want to move to a new job you’re looking to get yourself to the next step and that means compensation wise too. To make sure you don’t get duped into paying someone way more than they deserve check the industry salary averages in your location, or the candidate’s previous area. When the number requested is 200K and your research is telling you 70K is the cap, you may have yourself a liar.

Accomplishments: There’s a lot of pressure in the interview process to set yourself above the rest, because of this some candidates will lie about their achievements from their previous work place. Making a suggestion for new software features may turn into being the team leader on the project. These exaggerations can be a huge problem after you hire the candidate and are expecting them to be able to lead a team of developers. To avoid this mistake, don’t ask for a laundry list of the candidate’s accomplishments, instead ask about their process of getting there. If the candidate can tell you details- great, if they can’t – red flag.

Reason for Leaving: If a candidate had a difficult exit with their previous employer, they may experience some anxiety when telling their next potential employer. That’s only normal. You can’t contact their old boss or coworkers? That’s one thing if they’re job searching while having a full time job, but another if they’ve left and explained to you it was amicable.

Education: Candidates may feel the need to lie about education based on the societal pressures to come from a good school with a strong academic background. Combat education fraud by getting a background check, this can easily tell you whether or not the candidate received the degree from the school they did or not.

Previous Job Experience and Rolls: Candidates may stretch the truth to prove that their job history is the perfect stepping-stone to the job they are trying to get now. The truth is no two jobs are going be perfectly aligned, especially if you’re moving to a new company. Instead of asking what the responsibilities were, ask what about their previous experience they will be able to contribute to the qualifications of the new job.

Investment in the Company: The labor market is tough, everyone is looking for a job so that means they’re probably not exclusively seeking work with your company. Candidates will most likely be applying to tons of different positions across different companies. In the interview a candidate will tell you, “this is the job they are meant for,” and how they think your company is changing the world. It’s probably not true. Don’t take it personally.

Covering up an Employment Gap: Employment gaps tend to leave people with a raised eyebrow, knowing this, candidates may try and to fabricate what was going on during the employment gap. Just because candidates weren’t in a professional setting doesn’t mean they weren’t developing skills for a professional environment. Focus on the potential positive things from an employment gap instead of approaching it as a negative, which will leave a candidate feeling like the have to lie.

False References: Poor performance or a bad experience with a past employer will lead to a poor reference. Friends and family are much more reliable if a candidate is worried their old employers will have less than positive things to say about them. When talking about references checks ask for specifics regarding the capacity of how the two worked together. If all the numbers start or end with the same few digits odds are you’re initiating the family phone tree.

Marital status: I was surprised by this one. Why would candidates feel like they have to lie about martial status? Most likely because of benefits and perks. Be such an awesome work place that you don’t pressure candidates into lying for benefits. If this doesn’t sound like your company, you’re probably in the stone age.

General Skills: This is similar to exaggeration of previous job experience. This lie will come from the candidate’s desire to have preferable qualifications for the job. A beginner’s understanding of Excel and Photoshop might come across as advanced understanding of the programs if they are necessary to get the job. This problem can be combated with questions that ask for details about how the program is used and passed projects. Another why to fight this fraud, skills assessments.

At the end of the day, they are lots of reasons why people lie. Particularly when they are under a lot of pressure to find another job. A poll by HigherScores.com indicated that 92% of people interviewed have lied in a previous job interview.  As the employer there is absolutely no reason as to why you shouldn’t be able to catch this. You may not be able to read every single signal in the interview that indicates a lie. Like covering the mouth with they speak, shifting positions, etc. But by using assessments you’ll be able to figure out what in the interview was true and what wasn’t.

SmartRecruiters is the hiring platform with everything you need to source talent, manage candidates, and make the right hires. Modified Image Credit PursuitMag.

These are the Top 8 Most Trafficked Job Posting Sites in alphabetical order:

CareerBuilder meets your recruitment needs whatever they may be. You can target your audience, define your message, and gain access to the right people.  US Alexa Rank: 143

Craigslist has everything you could possibly need, including jobs. Come looking for furniture- find your next hire. Or the other way around? US Alexa Rank: 9

Facebook is where people live. Post your jobs where candidates spend the most time. Post jobs easily using the SmartRecruiters’ Careers Tab or with targeted Facebook job ads. US Alexa Rank: 2

Glassdoor has employee reviews, salaries, interview tips, and open jobs. Glassdoor is great for the whole picture, which is why so many candidates spend their time there. US Alexa Rank: 451

Indeed attracts 80 million unique viewers and over 1 million new resumes each month. If you didn’t find the perfect candidate the first time around, there’s always more fish in Indeed. US Alexa Rank: 64

LinkedIn is used by 93% of hiring managers and recruiters. Applying with LinkedIn makes the application process easy, assuring you won’t miss out on candidates fleeing from a horrific application process. US Alexa Rank: 14

Monster has been doing it right since the very beginning of online job posting. To get your job in front of a global audience, Monster is the way to go. US Alexa Rank: 113

SimplyHired takes pride in making the job search simple, effective, and enjoyable. The job and candidate search is overwhelming as is, SimplyHired make the process as headache free as possible. US Alexa Rank: 466

To attract the right talent you have to look in the right places. Posting your job on these job boards promises and influx of candidates. Wouldn’t you rather have too many options than too few? Use SmartRecruiters to post your open jobs to all of these sights with just one click.

Google is more than a household name. It is the most popular search engine in the world and as far as our digital lives go Google is involved nearly every step of the way. Aside from its online accolades, Google is known for it’s unique hiring process. The process strives to find people with a high level of  “googelyness,” which is determined by the “signs around your comfort with ambiguity, your bias to action and your collaborative nature.” Founders Larry Page and Sergey Brin found great people to do great work in order to take Google to new frontiers. These are the The 10 Googlers that are most responsible for scaling Google into what it is today.

10. Heather Cairns was first Human Resources hire and among Google’s first 20 hires. Cairns put the Human in Human Resources by helping the founders and first hires build great teams. Cairns built an HR department from the ground up, covering all tasks to startup human resources: acclimating new employees, making hires, and helping Google transition from startup stature to global enterprise.

9. Dr. Jeff Dean is responsible for developing the initial version of Google’s advertising serving system. Dean also developed and implemented portions of the crawling, indexing and query serving systems. This is the substructure and functionality beneath the products we use. Joining the Google team in 1999 as a computer scientist, Dean is now a Google Fellow in the Systems Infrastructure Group. Dean continues to be involved in the engineering hiring process and is the brainchild behind some of the Google’s famous hiring tactics.

8. Marissa Mayer joined Google in 1999 as the first female engineer and twentieth employee. Mayer oversaw multiple projects and took on multiple roles. She was an engineer, designer, product manger, executive and eventually a VP. As such an early player she participated in the development of Google Search, Images, Maps, News, Product Search, Toolbar, iGoogle, and Gmail. Basically, Mayer laid the foundation.

7. Ben Gomes was hired to control what Google users see. You know when you type the beginning of a word, and BAM suddenly it’s right there. I constantly think to myself, “How’d they know?” Gomes explains it’s all in “the snippet,” or digital torrent of search queries. Gomes creates a bridge between the Google search functionality and the user creating a dialogue that leaves the user saying, “Google knows everything.” Google get’s the last word, “I know.”

6. Eric Schmidt joined the Google team in 2001 as executive chairman. Schmidt spearheaded the transformation of Google from startup to global leader.  Schmidt’s role is about taking Google beyond its headquarters, introducing and creating partnerships between Google and other business entities. As Google scaled up, Schmidt built the next flight of stairs.

5. Dr. Amin Vahdat is not only a professor at University of California San Diego, but also the Principal Engineer at Google. Vahdat’s expertise lay in data architecture and wide-area networking. Vahdat and his team make sure servers receive the appropriate signals so that each Google functionality we depend on works smoothly.

4. Vint Cerf is recognized as one of the, “Fathers of the Internet.” Psychics, I’m not so sure about – but Cerf is known to predict the future of the Internet and technology. With the official title of, Vice President and Chief Internet Evangelist, Cerf’s responsibility is to stay ahead of the curve while innovating the next technology at our fingertips and predicting how we interact with it.

3. Paul Buchheit isn’t going say, “You Got Mail,” to anyone any time soon. As one of Google’s esteemed programmers, Buchheit created and lead development of Gmail. Imagine the world we would live in without it, yikes. Buchheit also started the development of Google AdSense while working on Gmail. Killing two birds with one stone isn’t a nice thing to do, but finding a genius product in another genius product? That’s Google for you.

2. Ruth Kedar created the image we all see when we think of Google. You’ve got it, the primary colors and simple text that has become a fixture on our computer screens. Hiring Kedar to create a logo meant trusting her with how the public view and identify the brand.  Without Kedar, Google may not be what it is today and Google Doodles may not even exist.

1. Susan Wojcicki built the framework for 96% of Google’s $37.9 billion dollar revenue in 2011. As Google’s 16^th employee, Wojcicki is behind all of Google’s advertising products including, DoubleClick, Analytics, AdSense and AdWords. Wojcicki has been invested in Google from the start, renting her garage to the founders before they had a campus larger than most colleges.

Google is known for its innovation. Scaling a startup to Google’s size is something founders dream of, and only a few are lucky enough to experience. The beauty of Google is not only in its products, but also in its people and their will to constantly be creating the tools of tomorrow.  Google hires dreamers, thinkers, and makers.

SmartRecruiters is the Hiring Platform. Everything you need to source talent, manage candidates and make the right hires. Also Check out, “The 10 Hires that Made Facebook Facebook.”  Image Credit Ely Tran.

10. Anikka Fragodt manages Zuckerburg’s life, and that’s no exaggeration. Fragodt works behind the scenes as Zuckerburg’s executive assistant, which at a company as large as Facebook and a man as busy and in demand as him is no small task. Organization is key for Fragodt and she is solely responsible for making sure Zuckerburg does exactly what he needs to do to keep Zuckerburg running at the pace and quality Facebook demands. Zuckerburg may be the head of the company, but Fragodt is the neck. As far as I remember from my anatomy classes, the head doesn’t function without one.

9. Steve King directed Facebook’s media sales from April 2005 to July 2006. Though his time was short, his impact was huge. King was responsible for acquiring the first huge advertisers, such as Panasonic and Microsoft. By gaining attention from such large companies, King added huge values to Facebook’s market share and validated the model of generating ad revenue from gigantic companies.

8. Aaron Sittig was the first designer at Facebook and responsible for hiring the first product design team. Sittig is responsible for the concept of tagging friends in Facebook pictures. Photo albums were one of Facebook’s first standout features, Sittig capitalized on this and made albums far more engaging for Facebook users.

7. Sheryl Sandberg is the current COO at Facebook. Sandberg manages all business operations from public policy and sales, to human resources and marketing, including everything in between.  Sandberg has held many C-level positions at a variety of companies; with a track record of gold it is no wonder Facebook hired her to ensure the now global company will run like an enterprise. Many would place her higher on the list, but with all the amazing things other employees have made to build Facebook, 7 is as high as I could place the COO.

6. Scott Marlette was one of Facebook’s first employees and – like in most startup environments – he was expected to wear many hats. Marlette started as in engineer and later became a product manager. Marlette developed Facebook photos and photo albums. You know, that amazing feature we all spend hours clicking through to stalk friends and family? Marlette was also a key player in developing Groups, Events, and Inbox.

5. Andrew McCollum came to Facebook in February 2004 as an engineer and cofounder. McCollum designed Facebook’s first logo. This is another example of a team member that wore many hats, and wore them well. As an engineer McCollum was responsible for building functionality, but he was also responsible for designing an international symbol that is easily recognized everywhere today.

4. Taner Halicioglu, hired in October 2004, was the first Facebook employee outside of the founders. Halicioglu built the entire initial hardware infrastructure. This means he developed architecture that allowed Facebook’s website to grow and evolve as its audience did. Halicioglu delivered performance, Facebook users usually do not think about what makes the website work, but it does because of this great hire.

3. Dustin Moskovitz was Facebook’s first CTO, and Zuckerberg’s roommate. As the leader of technical staff, Moskovitz oversaw the building of major architecture on the site. Today we hear everyone talking about “going mobile,” and having mobile capabilities for their product. Moskovitz was way ahead of us all in developing Facebook’s mobile strategy and development before most companies saw the real value of a mobile application. Moskovtiz in a phrase, “ahead of the curve.”

2. Andrew Bosworth was among the first 15 engineers at Facebook and helped build the newsfeed. As Facebook’s engineering teams began to grow to massive sizes Bosworth took it upon himself to ensure Facebook would not lose its culture. Bosworth set up boot camps to emphasize Facebook’s,  “hacker way” and ensure each engineer would get to know each other. Not only is Bosworth a technical magician, but also he cares about the team.

1. Naomi Gleit, the 2nd longest tenured employee (Zuckerburg is first), was hired as Facebook’s “Product Manager of Growth” in 2005. It’s her job to make sure everyone with Internet access became a Facebook user. Gleit helped grow Facebook from 1 million users at the time of her hire to over 1 billion today. Gleit introduced Facebook to a global audience by implementing translation abilities, easier signup pages, and pushing Facebook beyond college students and their networks. Every day Gleit works on introducing Facebook to a new market, and I say she’s done a pretty good job.

It’s hard to imagine that Facebook was ever a startup, all we can think of is a Silicon Valley giant, operating the largest and most successful social network in the world.  However, there was a time, when Facebook was just getting started. In the early phases it’s important to hire talented people who can excel in more than one area because the reality is you will never be able to have all the people you want.  Facebook makes quality hires that take pride in their work and make lasting impressions on the way Facebook operates. As Facebook continues to grow so does the rate at which they hire, but I will tell you one thing for sure, they are not sacrificing talent and neither should you.

SmartRecruiters is the Hiring Platform. Everything you need to source talent, manage candidates and make the right hires.  Image Credit Ely Tran.

Even CEOs are taking time to participate, and ones that do show potential candidates they are involved in their recruitment process and dedicated to the transparent nature of social media. When it comes to utilizing social media to hire the right people, these are the Top 10 Social Recruiting CEOs.

10. Bob Fish, CEO of Biggby Coffee, is dedicated to sharing his coffee culture. This CEO writes a blog, sharing tips for entrepreneurs, updating fans on Biggby Coffee, and showing the world the open culture maintained by Biggby Coffee. This is an example of a CEO who loves the company he represents. As a candidate you want to know the people you are working for believe in what they are doing and love it too. Fish does just that. The Biggby Coffee CEO invites everyone to be his friend on Facebook and retweets fans constantly. I bet there’s a line of people wanting to work with him.

9. Robert Hohman, CEO of Glassdoor emphasizes transparency for everyone in the workforce, from salary to workplace reviews. Finding Top Talent is difficult enough, add the competitive job and skills market to the mix and it can feel like the odds are working against you. You need to utilize everyone you have to help you find the right people.  When the CEO tweets a job it is going to get attention.

Glassdoor seeking top talent! Interested in working in sales?Come join our team bit.ly/nuRWrN Spread the word!

— bobhohman (@bobhohman) July 8, 2011

8. Jerome Ternynck, Founder and CEO of SmartRecruiters has famously said, “hiring IS social.” This is his fundamental belief. “The CEOs that understand talent is a competitive advantage, use social media to attract. We should leverage social media. I consistently connect and keep up with everyone that I meet that has high potential whether it’s a good time to hire them or not. Networking is key. Ultimately, the aggregate network between my employees and me represent several million people in our industry. The likelihood of hiring someone outside of our social network is extremely low.” Ternynck reiterates the fact that EVERYONE is a candidate, and your candidates are your customers. Treat them like gold.

7. Rick Marini, CEO of BranchOut, has built his business around leveraging social sites to further develop your career. He told me, “Leveraging social media is the future of recruiting.  Using sites like BranchOut, LinkedIn or even Facebook allows you to explore your extended network to identify your inside connections.  This allows you to find your path to a warm introduction, which is the best way to get in front of the A-players.  Those personal introductions convey trust, credibility and upfront knowledge of the role/company/fit.  In recruiting, it’s often “who you know” and social media can unlock that powerful network of connections. A recent survey revealed that 89% of companies are leveraging social media in their recruiting efforts.  Therefore, it’s no longer a competitive advantage… it’s the minimum requirement to keep up with the competition.  CEO’s should not only leverage social media to attract top talent but also use social media to build their company brands.  The best CEO’s understand that great companies embrace transparency so they encourage their employees to post publicly.  This can help retain your best talent as well as attract other A-players who want to be part of that culture.”

6. Chris Russell, CEO of Career Cloud, explained to me, “Social media is a giant resume database. It also tells you much more about a candidate than just his/her paper resume.  If the paper resume is what they did, then the social resume is who they are. Companies need that information to help evaluate the hire.” A good hiring decision can’t be made from a resume alone, you need context and background. Russell knows that there is more to a candidate than meets the eye, and having a holistic view of your candidate is dependent on their social footprint.

5. Roman Stanek, CEO of GoodData, like any big data believer, is focused on measurable results. For businesses to be successful they need a great team. Stanek engages his audience by posting relevant articles, retweeting employees, and retweeting available jobs at GoodData. You need to offer great candidates incentives to apply to your company, showing them they could have a CEO that likes to participate and take an active roll is a great start in sparking their interest.

Sales Director – San Francisco – GoodData -San Francisco, CA bit.ly/11h7spI #jobs #sales #sf — JobShoots (@sfsales) March 20, 2013

I’m on the way to exceeding my sales goals with @gooddata. See how you can too at bit.ly/ZjwF6d — Hubert Palan (@hpalan) March 22, 2013

4. Jon Bischke, CEO of Entelo, rarely leaves a question unanswered. If you’d like to meet someone who is Quora famous, here is your chance. Entelo’s mission is to make sure you NEVER miss out on great candidates, so why would Bischke take that chance? Respond to everyone, one of the people you answer could be your next star employee. Read Quote of Jon Bischke’s answer to Startups: As a startup CEO what are your favorite hiring hacks? on Quora

3. Assaf Eisenstein, Founder and CEO of GooodJob, understands the power of a referral. Eisenstein told me, “Leveraging your employees’ social media networks is the key to effective referral programs. Even better, optimize your program for mobile devices, and watch as the top talent pours in. Empower your workforce to make valuable referrals from wherever they are directly on their smartphones and tablets with solutions like GooodJob Mobile. Remember, referrals are born outside of the workplace – make sure you are there when they are.” Eisenstein reminds us it is not enough to just be social in the office, you have to take initiative to find great talent outside as well. Read Quote of Assaf Eisenstein’s answer to Social Recruiting: What’s the best way to get started in social recruiting? on Quora

2. Elon Musk, founder of SpaceX and co-founder of Tesla Motors and Pay Pal, has the ability to make stocks rise with just one tweet. If that’s not an example of Social Media strength, I don’t know what is. Elon understands that transparency is important to today’s consumer and candidate. He keeps his followers up to date by informing them of the day-to-day of his business endeavors and his company’s updates. You can tell he is a “hands on” CEO, he knows exactly what is happening in each of his companies.

Really exciting @teslamotors announcement coming on Thursday. Am going to put my money where my mouth is in v major way.

— Elon Musk (@elonmusk) March 25, 2013

1. Pete Cashmore, CEO and Founder of Mashable, has a name synonymous with social. Mashable is, ” THE social networking blog,” ahem… social blog, social recruiting, social networking. See where I am going with this? Having one of the most successful blogs ever is not an easy task. You need to hire talent. Cashmore said, “Generally we like writers who can take complex ideas and explain them in simple terms: we hire people who have deep knowledge combined with good language skills.” Where are these skilled employees? Reading Mashable, of course. Mashable has a job board, and they often posts jobs right at the bottom of an article.

Mashable is hiring.Come join us!OPEN POSITIONS: mashable.com/2012/11/20/mas… fb.me/2ehFJA9dc

— Pete Cashmore (@petecashmore) November 20, 2012

CEOs that are involved in social recruiting prove that they are not just figureheads.  Social media is the best place to start speaking with your candidates, ignoring the public is not anoption. The most successful businesses will be transparent, and allow their candidates an in depth look into what their work is like. Social recruiting has changed the way recruiters and hiring managers work, not only can they attract talent but verify information the candidates give. Not only that, but HR and recruiters are no longer working alone to find talent. Social media provides a recruiting medium that everyone can use- yes, even the CEO.

4. “All those who try to go it sole alone,
Too proud to be beholden for relief,
Are absolutely sure to come to grief.”

If an employee is going to be working with every department, or at least a few, why would one person make the hiring decision? Collaboration in hiring is key. Making the best decisions for your company and growing team is not something that can be achieved alone.  Let’s say for instance you decide to go about the hiring process by yourself. You hire someone you think will be a great fit, he or she meets the team they will be working with and everything flies off the handles. It’s just not a good match. Now you have spent time and money training, and interviewing someone who will end up costing you more than they had time do produce. Moral of the story – don’t do it alone; Frost predicts, “grief,” and he’s right.

3. “Pressed into service means pressed out of shape.”

Quality of Hire is a driving factor in the success of your company. Hiring someone quickly – just because – isn’t the answer. Hire the best. Pressing someone into a certain roll is not going to work in the long term unless they have the will to learn. People who are not invested in what your company is doing or aren’t passionate about the roll you have placed them in WILL get bent of out shape about it. And we all know the costs of a bad hire. Avoid that mistake entirely by hiring people invested in your company’s purpose.

2. “There are two kinds of teachers: the kind that fill you with so much quail shot that you can’t move, and the kind that just gives you a little prod behind and you jump to the skies.”

I am going to respond to a quote with a quote, “When you hire people that are smarter than you are, you prove you are smarter than they are.” As the leader of the company or as hiring manager what is most important is your ability to identify talent and amplify your employee’s abilities. You can’t teach talent, but you can find talent. There are two kinds of leaders: the kind that have to be at the top of the totem pole and stifle those beneath them, and the kind that want to see the people around them flourish and empower them to do so. Spoiler alert: you want to be the latter.

1. “I always entertain great hopes.”

When I started at SmartRecruiters, I was an intern. I was supposed to be coming in part time, but I took the initiative to change my internship into 5 days week. When all was said and done, SmartRecruiters created a position for me as Community Manager, a brand new job in the company. I wanted more for myself, and SmartRecruiters did too. If the right person comes along you do not want to miss them. David Smooke says, “Always keep the funnel open, and create jobs for new great talent.” Avoid the frame of mind that says, ‘Well, we’ll never get bigger than 10 people,’ or ‘We’re not hiring right now.’ A new person can always help you grow and improve. Keep jobs open on your career page to ensure you won’t miss the people who are going to help you do this.

Robert Frost Quotes

As a business you rely on your people to keep the wheels turning and the business innovating. You cannot learn a lifetime’s wisdom overnight but Robert Frost’s words can take you in the right direction. Having big dreams for your company and your people is the first step, and execution is the second. Use these quotes and words of wisdom to make the most of your hiring.

Without the ability to hire a great team, your business won’t prosper. The most successful businesses know exactly what they are looking for in a candidate because they know the position well and the company culture better. Interviews are used to determine whether or not the candidate has the qualities and characteristics you’re looking for in a great hire. These ten companies have established specialized interview processes that are able to identify great hires who become members of high performing teams.

10. Tesla Motors practices a collaborative hiring process, introducing the candidate to the entire company when he or she comes into interview. At Tesla Motors prospective employees should expect to spend an entire day with the Tesla Staff getting to know the facilities on a tour as well as multiple interviews with members across all departments. A friend of mine who currently works there said, “Expect rapid-fire interview questions. Tesla’s goal wants to test your ability to be innovative. It’s like an agility challenge for your brain.” Becoming employed with the mechanically inclined is no easy feat. Tesla Motors is looking to hire employees as innovative and as quick as their product.

9. The Washington Post uses a targeted selection behavioral system. Their passionate team of journalists, developers, designers and editors are eager to share jobs, but cautious about who they hire to ensure they have a great cohesive team. The targeted selection interview process means The Washington Post asks questions to evaluate past performance that will predict future success. This interview style will require the candidate to be reflective and critical about their job history and past performance.  Interviewees should be prepared to give concrete examples of trials, tribulations and successes.

8. Procter & Gamble prides themselves on their ability to develop top talent from within the organization. P&G makes a large investment in their employees, and planning for this they want to make the right hire the first time around. After submitting an application, candidates will go through three tests before they can even have their first interview. A “success-driver assessment” is used to determine work related attitudes and measure compatibility to P&G. The next step is the “reasoning screen,” this cognitive exam is designed to be complex and match the continually changing P&G environment. Finally, a “reasoning test,” think SATS for adults.

7. Gallup’s interview process is designed to see how candidates respond under pressure. In a fast paced data driven environment, Gallup needs to ensure that their employees are able to maintain composure and provide accurate results. Gallup chooses to, “invest in the best.” Gallup has a specialized series of interviews starting with an online assessment, used to match candidate’s talents to the job description. To some this interview process may seem extra lengthy and tedious, but Gallup’s methods are based on their own studies of their most successful employees. For Gallup, all aspects of the interview are based on data.

6. Production Resource Group is, “disruptive to the entertainment technology industry hiring process,” says Manager of Recruiting and Employment, Richard Rubin. Unlike many other companies PRG’s interviewing process is not formulaic. Each interview is catered to the position the candidate is applying for and the culture of the company’s different locations. Each candidate should be prepared to exemplify the skills of the positio. For some positions PRG will ask a candidate to prepare a presentation based on their impression of how the job should be done if they were “running the show.” PRGs interviews are about performance in action and focused strictly on the job.

5. Teach for America needs candidates that can teach and excel in difficult circumstances. TFA teachers have to be prepared to stick with the program and invest in the children, as heavily as TFA invest in them as employees, if not more. The Huffington Post reports one of the toughest questions is: “What would cause you to want to dropout of Teach For America if you were chosen?”  TFA wants to see how honestly you will respond, and the obvious answer will probably not always be the right one.  After making it through a series of phone interviews and one on one assessments, TFA candidates will have an opportunity to hear and real life accounts from other TFA members, and participate in group activities to test leadership skills, and their ability to listen and learn.

4. Google has an infamously unique interview process. Their candidate will be expected to answer theoretical questions, as well as result processing ones.  From writing codes for Sudoku boards, to asking how you’d spend money there are few questions that are off limits. One candidate reports after his first time applying, he was told Google would follow up with him after he earned two years of experience. In most situations the likelihood of hearing back from a company would be slim to none. Two years exactly after their first contact, the candidate received a call. This a prime example of a company that knows exactly what they are looking for in candidates, and understand sometimes waiting for the best one is the best option.

3. Apple has built a reputation not only for their products, but also for their people. Steve Jobs said, “You need to have a collaborative hiring process,” and this style achieved a team that builds some of the most innovative and popular products of our time. Apple depends on the secrecy of it’s employees to make and distribute great products that no one else is. Knowing this, candidates should be prepared to answer hypothetical questions about how to approach working in a hyper secretive environment. Apple is looking for employees that are passionate and knowledgeable about their product before they start working there. Engineering questions, math problems, logic exams, programming, prototype testing- nothing is off limits. For example, “In a stream of integers from 1 to n, only one number will be repeated. How can you tell what that number is?” Do the math.

2. Pizza Hut is capitalizing on South By Southwest to find their new digital talent. Inspired by the available job positions each interview will be 140 seconds, yes that’s right, just like Twitter. Pizza Hut’s approach is like speed dating for a great hire. Candidates get a 140 second shot to make a great impression and show off their quick thinking abilities and social media skills. This method shows that Pizza Hut is aware of the times and the new generation of talent. They want their candidates to be expert micro-bloggers that can respond effectively within a few moments. I think it’s a great way to find exactly what you’re looking for in a candidate.

1. Salesforce.com has multiple ways of recruiting new employees. One of the most unique approaches I’ve ever heard of is their, “Build Your Own Dream-Team” event. Instead of candidates coming in like a typical job fair and meeting different departments handing out stack of resumes, candidates were encouraged to bring group of people that they would like to work with (talk about social recruiting). After a happy hour and teams finalizing, collaborative activities and assessments were used to identify skills and potential strengths. Grand-prize winners get offered a job. This approach is much less intimidating than the typical interview style, it’s a great way to meet people, and emphasizes the social atmosphere of salesfore.com.

Corporate Recruiting & Interviewing Process

These Big Brands have been successful because of their ability to hire great teams that are able to propel their business forward. Their specialized interview processes are proof that they know exactly what they are looking for in a candidate and they are not willing to compromise. To some candidates these companies’ styles may seem overwhelming and intimidating and if that’s the case…well, you’re just not the right person for the job. Having an interview process that’s caters to identifying the talent you’re looking for, is a great way to insure your quality of hire isn’t just good – it’s great!