Social recruitment company RolePoint now offering expert hiring advice on their new and exciting blog.

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RolePoint’s blog has been gaining increasing numbers of followers, with expert advice from guest writers such as world-leading recruitment specialist Bill Boorman.

RolePoint, a social recruiting firm based in San Francisco and London that provide a complete social recruiting suite that provides unrivalled access and reach to quality job candidates are increasingly gaining attention for the expert hiring advice they provide on their corporate blog. Although this blog only started in January earlier this year, leading social media and technology websites such as Mashable and online newspapers including the Huffington Post have invited staff from RolePoint to write feature articles for them.

Their articles on recruitment challenge conventional ways of looking at the HR industry. For example, many recruiting organizations follow conventional wisdom and believe the best way to motivate employees to refer quality job candidates is through cash incentives. According to leading recruitment expert, Bill Boorman, many of the companies he has worked with adopt this approach. In one of the many RolePoint blog articles last month, he wrote: “No matter how much cash companies put up, the employees just don’t seem to want to play. One organization I spoke with recently had just increased their bounty for new hires from a thousand euros to five thousand, and expected the number of referred candidates to jump up. There was a hiring drive on for new hires, so there was plenty of opportunity to earn, but the numbers actually went down.”

Interestingly, RolePoint claim the reason for this is that “The bigger the reward, the more confident the employee needs to be to make a recommendation. We only know a few people we have worked with in the past that we need to be confident enough to stake our reputation on. The point here is what is it you are actually asking for? When you ask for a social referral you are asking for an introduction, not a recommendation.” In other words, smaller rewards for successful introductions, rather than referrals are more likely to encourage participation among employees.

For more fascinating insights into the recruitment industry and general out of the box thinking, head to

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