Kip Hollister, Founder and CEO of Boston-based staffing firm Hollister, announced today that her firm is launching a cutting-edge approach to recruiting called "Recruiting 2.0," which leverages Web 2.0 technologies (LinkedIn, Twitter, Facebook, etc) to discover the best job candidates for clients. The approach was developed in partnership with 451 Marketing, Boston's leading new media communications agency.
"Our new Recruiting 2.0 approach will complement our traditional recruiting efforts and enhance our ability to consistently identify the most talented professionals for our clients," explains Kip Hollister, Founder and CEO of Hollister.
Using new media technologies, Hollister recruiters are able to position their clients' job opportunities in front of both active and sought-after passive job candidates. Passive job candidates are professionals who are gainfully employed but possess skills hiring businesses desire. Because they are employed, they are not likely to frequent
job board Web sites like Monster and Career Builder.
"I am really proud of the team at 451 for strategizing how to leverage new media strategies for the staffing industry. This concept has already proven itself to be tremendously successful for our client Hollister," explained AJ Gerritson, Founding Partner at 451 Marketing. "Recruiting 2.0 has quickly become a major point of difference
between their company and their competitors, and is providing them with access to the best candidates that you just can't find on job boards."
To increase awareness of job opportunities and source new talent, Hollister has created communities on Twitter, LinkedIn, and Facebook for each of the areas for which the company provides staffing solutions, including: Accounting and Finance, Administrative, Creative and Marketing, Technology, and Human Resources. They refer to these communities as "passive job boards."
"We worked with 451 to create these online communities with a goal to build up valuable networks for our market and designed them to be places for professionals to connect and share their expertise," explained Meg Toland, Director of Marketing for Hollister.
In addition to these profession-driven social networking communities, Hollister recruiters have their own personal accounts through which they post job opportunities and search for candidates. By navigating through interactive online profiles, Hollister recruiters are given a more complete picture of job candidates than they would gain from traditional resumes alone.
"On a traditional resume, candidates might include one line about their interests," said Hollister Senior IT Recruiter Crystal Taylor. "By looking candidates up on social networking sites, we can see not only their work experience, but also the professional groups they belong to and their contributions to the groups' forums. Knowing
more about candidates enables us to better match them with opportunities."
Web 2.0 technologies facilitate the sharing of information and communication. For Hollister, using social networks is an effective way to position clients' job opportunities in front of active and passive candidates, discover new talent, and acquire in-depth information about candidates.
About Hollister
Founded in 1988, Hollister is a Boston-based, woman-owned, full-service staffing firm passionate about connecting talented professionals with jobs in Massachusetts and companies with the best employees. Hollister has been recognized as one of Boston's Fastest Growing Private Companies, Largest Temporary Placement Agencies, and Top 100 Woman-Led Businesses. The company was also recently inducted into the Boston Business Hall of Fame for its consistent commitment to community service and social responsibility. For more information about Hollister, please visit www.hollisterstaff.com.
