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Startup HR 101 has come and gone. If you couldn’t make it out, and you missed the live broadcast, lucky for you we filmed the whole thing.

TribeHR asked a panel of HR experts how they find, hire, train, pay, manage, and motivate their staff. Ali Asari, CEO of Well.ca, said HR “is to not just disappear after recruiting someone. It’s to be part of those conversations, to embrace them, and to give people the excitement… and feedback.”

The introduction is embedded here for you, or you can skip ahead to view the juicy parts of the workshop.

Looking for more great HR content? Follow TribeHR on Twitter.

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Today, Workplace Tribes is trading places with the Retargeter Blog. Make sure you check out our post over there:Goal Setting for Marketing Teams.

By Hafez Adel, Marketing Associate at Retargeter. Retargeting, also known as remarketing, keeps your brand in front of your online audience after they leave your website.

Hiring has come a long way from the days of bulletin boards and classified ads. Technology has changed the way that people find jobs and employers recruit new hires, as demonstrated by the popularity of job boards like Monster.com and CareerBuilder. However, the quality of information on these hubs has steadily declined over the past few years, thanks in large part to a deluge of spam posts from national staffing and temp agencies.

Luckily, today’s recruiters have a whole host of resources at their disposal for finding top talent for their companies. Here’s an overview of some next-generation tools that any small business or HR department can use to bring its recruitment efforts into the 21^st century.

LinkedIn

Though the LinkedIn subscriber base is less than half the size of Facebook’s, its focus on jobs and professional connections makes it a top resource for recruiting employees and drawing attention to your organization.

Post Your Job: LinkedIn’s job board works like any other job board, except it has the added advantage of being social. When you post a job, candidates can see if they have any connections to the employees at your company and can view their profiles. LinkedIn also provides you with a list of potential candidates by leveraging the data they’ve accumulated from people’s profiles and matching it to the keywords contained in your post, making job listings useful for reaching out to passive candidates as well.

When you post a job to LinkedIn, consider directing candidates to your TribeHR applicant tracking system, so that you can maintain 100% control of the process, and capture all of your candidates in the same place.

Find Passive Talent: There are over 160 million profiles on LinkedIn, but due to people’s privacy settings, not all of these profiles are accessible to a normal user. Through LinkedIn Recruiter, you can search LinkedIn’s entire user base by the job titles they’ve held, the skills they’ve listed on their profile, their years of experience, and several other variables. You can then contact these prospects directly using LinkedIn’s InMail service, and manage your outreach pipeline from within LinkedIn.

Get Noticed: Plenty of jobseekers use LinkedIn to research companies that they’d like to work for, so creating a LinkedIn Company Profile should be a top priority for any recruiter. Not only will the Company Profile allow jobseekers to find your company more easily, it will also serve as a central hub for all of your company’s information on LinkedIn, including employee profiles, key stats, and contact information. If you’d like to spice up the Company Profile with rich media content and more precision targeting, consider making the investment for LinkedIn’s new Career Pages feature, which changes dynamically based on the jobseeker’s own profile information.

Facebook

By sheer virtue of being the world’s largest social network, your company should have an active presence on Facebook to maximize your recruiting reach.

Engage: Like LinkedIn, you can create a page on Facebook to help people discover more about your company. Facebook Pages have the added advantage of providing a forum for your brand’s customers and fans to post their own content and engage in discussions, especially when compared to LinkedIn Company Profiles, which are static and unidirectional. If you put in the effort to foster genuine engagement on your company’s Facebook Page, you can use that social proof to help ensure that a jobseeker’s first impression of your company is a positive one.

Leverage Relationships: One of Facebook’s most potent tools for advertisers is Sponsored Stories, which are ad units that contain relevant information drawn from users’ social graphs. For example, if Bob’s friend Mary “Likes” XYZ Corp., Bob will see a Sponsored Story in his News Feed with XYZ Corp’s logo and a note indicating that his friend Mary liked the page. Since word-of-mouth referrals are still one of the best avenues for recruitment, buying a Sponsored Story can help pique people’s interest in your company while enhancing your brand’s prestige via your Fans’ recommendations.

Use Third-Party Services: As feature-rich as Facebook is, it’s still not designed for recruitment the same way that LinkedIn is. However, a new spate of employment-oriented Facebook Apps are trying to bridge this divide and harness the power of Facebook’s massive user base for recruitment. Chief among these is BranchOut, with its useful tool for recruiters, the aptly-named RecruiterConnect. RecruiterConnect, searches through Facebook’s considerable user database to find applicants based on several criteria, and even identifies candidates that are friends with your employees, making this a promising tool for finding high-quality passive talent.

Advertise

If your recruitment goal is to maximize exposure for your job listing within a targeted demographic, then online display advertising is a proven tactic. Through a targeted ad buy, you can have your ads displayed only on the kind of sites that you believe your target candidates would visit.

If you’re a tech startup for example, you could put your ads in front of a relevant audience by buying ad space on TechCrunch orMashable, whereas a legal recruiter may want to target popular law blogs like The Volokh Conspiracy or AboveTheLaw.

If you’d like to drive visitors to the Careers page on your website and make that the central resource for employment-related info, then retargeting may be worth looking into as well. Through retargeting, you can serve ads to people who have visited your Careers page as they browse other websites. By reminding visitors about your company, you can bring them back to your website and stay top of mind amidst the endless stream of stimuli and advertisements that they’re bombarded with every day.

The Right Tool for the Job

Ultimately, the best way to utilize cutting-edge technology is by taking a hard look at what your actual needs are and what you want your recruitment process to look like. Technology can certainly facilitate recruitment, but it can also be a distraction if you’re spending too much time tweaking settings and getting acquainted with new interfaces. The best tools are the ones that naturally fit into the way you currently do things, as opposed to tools that require you to adopt an entirely new workflow.

TribeHR career pages integrate with a top-notch HR information and applicant tracking system, so that you can manage your recruiting process from one central location. Build the best team; focus on what matters. Subscribe for more great updates.