Dominate Your Recruiting Efforts With Facebook!

Tasked with recruiting new blood? Who would have ever thought of Facebook? It’s for keeping in touch with friends and family, right? Not typically the pool you’d jump in while on a job hunt. Facebook is reinventing itself yet again, going nose to nose with LinkedIn to compete for job seekers with its new Facebook for Business function.

Why Recruit on Facebook?

There are a few fantastic reasons, especially if you’re a small business on a limited budget or just a savvy business-minded entrepreneur. Here are our top four advantages to taking a look at recruiting on Facebook Jobs.

1.     Cost. Facebook allows you to advertise on your career page and it stays only within your circle. You can also boost your post for a minimal PPC fee.

2.     Reach. According to Statistia, Facebook has 2.8 BILLION active users a month. Facebook is the most popular social media channel on the planet, hands down.

3.     Targeting. Facebook collects a significant amount of data from its users. Everything from personal interests, demographics, and behaviors. Facebook’s boost feature shows your job postings only to people that are directly relevant to your position.

4.     Simplicity. The experience is simple for you to review applicant’s resumes and communicate directly with job applicants via messenger.

Best Way to Recruit Employees on Facebook

Facebook is still a social site. What works for interaction on LinkedIn will not work as well on Facebook, a conversational approach is required for the best results. Sharing dynamic content to your page will help draw in candidates. You’re looking for someone who will fit into your company culture and be an outstanding fit for the position. You can do this by showing your company culture on your page. Take some photos of the goings-on inside your business, maybe some employee “fun” functions, get creative!

Facebook for Business can be an essential tool in your recruitment of the perfect candidate. With a solid recruitment strategy, dynamic and personalized page content showing your business story, you can attract the type of applicant you are truly interested in!

Furman Feiner will be happy to help you set up your recruiting campaign. Let’s talk about your needs today!

5 Practices to Improve your Recruitment ROI

Recruitment is key to the success and growth of any business. But how do you measure the cost-effectiveness of your recruitment process? How do you strike that delicate balance between the labor, time, and financial resources invested to search, vet, hire and retain top talent and maximizing your return on investments for these recruits?

In this post, we discuss some of the best practices that can help you improve your recruitment ROI to make sure your business gets the best out of your new hires.

1. Create a Smooth Selection Process

If your hiring process is time-consuming, you can easily lose candidates. There is a good chance that your shortlisted candidates may be communicating with your competitors. Meaning, if your interview process has many stages or takes too long, they may lack interest in your offer and prefer your competitor. You should simplify and streamline your recruitment process to reduce the periods between interactions.

2. Give Clear Requirements

Listing your requirements can help avoid unsuitable hires. You need to understand and list the knowledge, experience, skills, and roles relating to the vacant position and would be helpful to involve your team in it.

3. Use the Right Channels to Advertise

You can easily achieve your recruitment goals by advertising the vacant positions using the right channels. Let your recruitment agency strategize this for you to determine where you can find your target audience and increase your visibility in the platforms.

4. Have a Well-planned Onboarding Process

Many organizations overlook the onboarding process, yet it is has a significant impact on the retention rate of new employees. If well planned, interactive, fun-filled, and dynamic, it helps your new hires to understand, adapt and engage with your company.

5. Try Passive Recruitment

At times, potential candidates are not actively looking for a job. But you can tap into a talent pool of such suitable candidates through passive recruitment. One way to do that is through fostering a culture of “recruitment” internally among your current employees. Incentivize your staff to bring in quality candidates through their connections. Additionally, build a perception that you are an authority in the market and present the job description’s “benefits” to the potential candidate, instead of just emphasizing your requirements.

We Can Help

At Furman Feiner, we help clients boost their brand recruitment impact and ROI by reaching the 3Rs: Right audience, Right message, and Right time. Reach out to us today and learn more!


Recruitment Strategies Used By The Pros

When new positions open up in your company, finding the perfect fit is like solving a puzzle. How do you make sure you find the most qualified candidate? And how do you make sure that millennials and members of Gen Z are seeing your advertisements? Here are some strategies to help you find and hire the best candidates available.

Speed Up Hiring

Top tier talent is usually snapped up within 10 days. That’s really fast and it means that if your hiring process is lengthy you could end up losing your most qualified candidates because they get poached by other companies that are hiring faster.  Most recruiters take 29 days to fill an open position. Speeding up the process of hiring qualified candidates faster is a powerful advantage in the marketplace.

Employer Branding is Key

Employer branding is a great way to show potential candidates what it’s like to work at your company, and what the values of your company are. Communicate the benefits of  working at your company to be exciting and fulfilling. One great way to do this is through employee testimonials!

Find Niche Job Boards

Niche job boards are a great way to find candidates that fit the position you are trying to fill. if the position you are looking to fill is very specific,  it’s better to narrow down your range of applicants right from the get go. Niche job boards are way more selective than job boards such as LinkedIn or Glassdoor.

Use Targeted Advertising

If you are looking for younger candidates, one great way to find them is by using targeted ads on Facebook, Instagram and Twitter. It’s a great way to meet potential candidates where they live, on social media.

For more information on the latest recruiting marketing trends and techniques, contact us here at Furman Feiner, and we’ll be glad to help.

Recruitment Strategies During COVID-19

For most of us, the pandemic has altered the dynamics of our everyday lives, forcing everyone to come up with creative workarounds to the obstacles we face. Recruitment has always been an industry vulnerable to the ebbs and flows of the economy. However, for many companies the pandemic has changed the way employers utilize their employees, and a skilled recruiter can use that to their advantage.


Today, candidates are often seeking second or even third jobs to make ends meet due to hours being cut, positions being eliminated, or even being laid off or furloughed from their primary job. As candidates are asking for a lot of flexibility, so are employers. Look for and prioritize candidates whose needs mesh perfectly with yours, so that you both get exactly what they need in this trying time. 

Remote Work

Working from home has transitioned from a fantasy for office workers longing to wear their pajamas into a necessity for survival. Cultivating the ability to recruit workers who are able to stay motivated and productive while working at home is crucial to maintaining relevance in the post-pandemic recruiting world. 

Pre-Recorded Video Interviewing

One creative method that many recruiters are using is the pre-recorded video interview. A video interview is essentially the video version of a cover letter. You send a candidate a number of questions, and they send you a video in response with their answers. This is an excellent strategy because creating a video response is a test of capability for your candidates.

The rapid changes that the business world is undergoing during this pandemic isn’t something to be feared. In fact, it’s essential that anyone who wants to remain relevant embrace these changes. Use the chaos to your advantage by showing your supervisors that you’re thriving in it, and that you can help your company to thrive as well.

For information on marketing strategies we’re recommending for 2021, contact us.

Virtual Interviews - Pros and Cons

The start of this year has swept cascading changes around the globe that have trickled down to just about every sector of society, affecting our schools, businesses, and daily routines. One big shift that has affected multitudes of workers has been the transition from working in an office environment to working from home. Because of this, businesses have had to adapt to the current climate and rethink the way they conduct business as well as the way they screen potential new hires.

And while many savvy human resource departments already incorporated virtual interviews before Covid-19, now almost all of us have resorted to virtual interviews as a temporary replacement for the in-person interview. As you might expect, this particular way of interviewing comes with its challenges, but there seem to be more strengths than weaknesses when it comes to the virtual interview.



Conducting a virtual interview offers both the job seeker and HR representative the ability to save valuable time. The job candidate doesn’t have to worry about traffic causing them to be late for their interview, and the HR representative can forego the office tour and other procedures, allowing more time to interview the candidate and see how they might fit into the organization.


Virtual interviewing will allow companies to see what kind of an environment the candidate has available to them. If there is too much background noise or distractions going on during the interview, it may indicate that the person may not have an appropriate home office environment set up where they can conduct their work.


When the interview has concluded, and if your organization has recording ability available, it is possible to replay the interview for other team members that were unable to participate in the live interview. Instead of working from handwritten notes or memory, you can review the interviews of the top candidates before choosing your new hire.



Depending on which area a potential applicant resides, they may not have the best Internet service, and this may cause issues such as the video freezing multiple times during the interview. This may also cause the connection to cut in and out, and valuable communication can be lost this way. Other problems associated with a weak Internet connection are a grainy video feed or delayed audio issues.


Some job applicants may actually feel uncomfortable conducting a video interview. They may be subconscious about their living conditions, and this, in turn, can cause a strong candidate to perform worse than they otherwise would have at an in-person meeting.

Overall, video interviewing has reduced time spent on travel, money spent on interview expenses, and has offered companies the chance to record job interviews and review them if needed. They have also allowed hiring managers to get a glimpse into the applicant’s world and gauge whether the candidate is set up appropriately at home for work. For these reasons, the benefits of this type of interviewing style outweigh the negatives, and because of the ever-changing situation on the landscape, the virtual interview is something that is here to stay.

For more information, please contact us.


Is Your HR Department Riding the Artificial Intelligence (AI) Wave?

Twenty years ago employees flocked to jobs that offered good pay, good benefits, pension plans and retirement funds. But employee culture has changed. Employees have lost faith in company funded retirement programs. Now they seek employment where personal happiness is a goal, rather than just a paycheck or pension plan.

At Furman Feiner we are a recruitment advertising agency, and our customers are like partners. We know your HR pros are tasked with attracting, hiring and maintaining the best possible employees. They are continually bombarded with sales pitches for advancing technology meant to smooth their processes. Is the AI wave worth the time and cash investment? We think so!

Artificial Intelligence & HR Applications

Artificial Intelligence continues to make inroads in everyday HR operations. How does it work? In a nutshell, AI uses tremendous amounts of data to help HR pros with decision making and employee engagement. It allows your HR team to manage employee information on a macro-level.

We think Forbes says it best “AI is not some magical computerized persona; it is a wide range of algorithms and machine learning tools that can rapidly ingest data, identify patterns, and optimize and predict trends.”

But is it right for your organization?

AI could have a home in your HR department if you need help:

  • streamlining recruitment
  • recruiting large numbers of staff at a time
  • improving healthcare options appropriately
  • removing unconscious hiring or training bias
  • achieving immediate statistics regarding recruitment and retention


Nothing is perfect though! Some HR teams may suffer from a talent gap… HR staff must be capable of using AI to it’s fullest to make the ROI worthwhile. So if you invest in HR AI software you may as well invest in some HR staff training. Another concern is privacy. We all need to keep our employee information confidential. It’s a natural concern, particularly for very large organizations, to have a database full of employee info.

At Furman Feiner Recruitment Advertising, we’re helping clients find the best people at the best ROI. To learn more how we do this, contact us today.

Advantages of Hiring a Recruitment Advertising Agency

More often than not, an organization fails to launch a successful recruitment campaign because they just don’t get the right message in front of the right eyes. It’s that simple. So before you gear up for your next hiring search, read on to learn about a few things we do as a recruitment advertising agency that will make your next hiring campaign a success.

1. We know the lingo.

A recruitment advertising agency specializes in creating copy that appeals to your target market. We’re experts at speaking the lingo, whether to potential students in higher education or  veteran healthcare workers. Once you partner with us, through a combination of research and creative analysis we’ll reach the interest of prospective candidates with the right tone and voice — and hold their attention.

2. We maximize your brand’s impact.

We work with you to understand what your brand’s all about. You give us the details, and we set up a profile containing your company’s most compelling attributes. Then we use our industry know-how to engage members of your audience on all the marketing channels they use with compelling stories which demonstrate what your brand’s all about. From the mobile marketplace to print to radio, we’ll make sure your jobs reach the right eyes.

3. We communicate your core values.

We craft messaging that speaks to the aspirations of your ideal candidate. By getting to the heart of your core values and by conveying those values to the right audience, we attract qualified applicants for your company. From there you can start the screening process with the top candidates in your pool.

The Bottom line:

When you use an expert advertising agency with years of experience and the know-how to get your message out, you’ll never want to go it alone again. For more information about what we do and how we as thought leaders in recruitment advertising make the difference between a successful hire and a failed search, contact us today.

Welcoming Gen Z Into The Office

The new kids on the block, known as Generation Z, are preparing to graduate college, interning in your office and are about to begin to enter the workforce…but are you ready for them? This generation consists of individuals born between 1995 and 2012. Millennials have been the center of attention, raking in both positive and negative reviews when it comes to workplace habits. However, it’s time to focus on their predecessors, with 32% of the world population making up Generation Z, it’s important to understand what drives them and how they view the world.

While Millennials invest in new experiences and postpone buying a house, Generation Z values saving money for college and putting away funds for retirement. Millennials have lived in a world with and without technology, but Gen Z can’t live without their phones, accustomed to consistent online communication, this generation can use up to five digital screens at the same time…talk about multitasking!

Gen Z is more inclined to be entrepreneurs. Their desire to turn hobbies into an income or build their own company means they are creative and innovative. When employed, they appreciate the option to work remotely and through multiple devices. Impacting culture, changing the world, and earning respect are also equally important to them.

When attracting Gen Z candidates, it is important to focus your recruitment advertising efforts online. Job openings can be promoted on social media, where Gen Z seems to spend most of their time. It’s also helpful for the application process to be readily available through a mobile platform. For a generation who appreciates remote access, enabling your application process on mobile devices will allow this generation to work simultaneously while commuting or binging their favorite Netflix show. Finally, Gen Z values companies who are inclusive and authentic. Make sure your company’s values shine through on your website and other media platforms, so Generation Z job candidates see a true representation of the company they’re applying to become a part of.

If you’d like us to help you make the transitions for reaching this new generation, contact us.

Attracting the Right Candidates

To attract the right job candidates in today’s competitive job market, it’s critical to be mindful of one’s recruiting practices. Whether it’s your company’s job descriptions, the overall application process, or even your firm’s social media presence, it’s imperative that your organization does not shortchange its recruitment efforts. Superb recruitment techniques can help set your firm apart from your rivals.


One cannot underestimate the importance of creating strong informational and accurate job descriptions that inspire applicants to apply, while at the same time provide applicants with a realistic idea of the projects they’ll be responsible for. First, understand the language that today’s workforce is motivated by when crafting a compelling job description. Research shows that with millennial job seekers, it’s important to utilize language in your job description that emphasizes flexibility, challenging work, and advancement opportunities. However, given the diversity of the labor pool, the language used should vary, depending on what specific skills your company is looking for.


Below are just some of the basic questions you may want to ask yourself as you review your application process. Here, the main idea is to put yourself in the shoes of your prospective job applicant and ask some crucial questions:

  • Are the application instructions easy to follow?
  • Is the application process time-consuming or relatively quick?
  • Can the applicant apply easily on multiple platforms such as through social media, corporate website, mobile device, etc.?

If you find that your application process is easy to navigate through, applicants will be more likely to have positive things to say about the process and even your company. Additionally, you may want to create an automatic response that notifies candidates that they will be contacted if they’re a good fit.


To attract the right talent to your organization, it’s equally important to market your company effectively. Analyze your company’s strengths and highlight them across all social media platforms (Facebook, Instagram, LinkedIn, Twitter) and other marketing materials. Company strengths can range from work environment to organizational values. These strengths can not only encourage positive buzz about your company by word of mouth, but they can also attract talent.

To learn more about attracting the right talent and skills for your organization, contact us.

Tips for Finding the Best Talent

Finding talent isn’t just about checking off specific skills from incoming resumes. It’s also about finding the right match to company culture. So how can an organization pre-screen candidates to fit both talent and culture? Here are a number of tips to do just that.

Using Online Communities

One often used phrase to describe online communities is “birds of a feather flock together”. The idea is that people seek out groups that share their beliefs and values. This can become an ideal hunting ground for the perfect talent; especially when that online community focuses on a particular technical skill. In addition, you can get a sense for a company fit by seeing how they treat other members of that community.

Checking Out College Grads

It can sometimes pay to go right to the source. Recent college graduates are hungry for real world experience. In addition, these graduates can bring new and exciting methods / technologies with them. That combination can in-vigor an existing team or provide some unique perspective. Working with a college to position your opportunity in front of college graduates can be very beneficial.

Help Them Find You

Sometimes the best option is to have the right people find your company. This is where search engine optimization (SEO) can help greatly. Picking the right title, forming the right header tags, and building a proper meta description will help search engines match up talent to your company. This is because an overwhelming majority of job hunters are using search engines to look for work.

Tailoring your searching locations is essential to match up with the right talent. A better foundation for a talent hunting creates better results. As many companies discover; finding great potential employees isn’t necessarily difficult. What is difficult is finding an employee who matches company culture. It is worth finding though, as these types of employees are willing to stay and grow with the company.

For more recruitment tips and tricks, please contact us.

How to Recruit Millennials

The millennial generation is a unique group of employees. As of 2017, they have become the largest generational group in the United States’ workforce, officially surpassing Generation X employees in number. To keep up with the shift in personnel, human resources directors have been adapting their recruitment methods accordingly.

Understanding millennials

As a general rule, people between the ages of 22 and 37 view their work as something more than just bringing home a paycheck. They expect to be treated with respect, enjoy the camaraderie of working in teams, they look forward to opportunities where they can expand their knowledge base, and they want to feel like their work is meaningful to their company or organization. Millennials also value their personal lives more than their predecessors and in turn, expect employers to give them more work-life balance opportunities.

How human resources should deal with the change

To keep up with the current trends, the recruitment process for the tech-savvy millennials requires social media and recruitment sites to spread awareness for job posting, which are also mobile optimized. Millennials are often attracted to employers who allow them to work remotely. Most importantly, companies should create an environment that makes their workforce feel important, and gives their workers the autonomy to make their own decisions as long as they are within their job responsibilities, and caters to the needs of this generation in order to increase their capabilities.

Millennials are relatively open about what they want and expect from an employer. They may seem demanding, but they take a lot of the guesswork out of the hiring process. A company that is well-prepared should have an easy time recruiting younger talent. It’s key for companies to foster a culture in line with millennial expectations if they want to stay in the game.

We have plenty of experience navigating the best ways to generate results.  If you’d like to learn more, contact us.