Facebook, like recruiting, seems to be ever evolving. While many are up in arms over the changing page and fan terms, a new “custom audience” feature can be used for social recruiting in entirely new ways.

Essentially, custom audience campaigns are highly targeted campaigns that go out to laser focused candidates and prospects. Since marketers and recruiters follow very similar guidelines when reaching out to their audiences, here are 6 ways you can use the new feature in your social recruiting strategies:

It’s an easy debate to have, the passive vs active candidate debate. It goes a little something like this:

Experienced recruiter patiently explains that the reason a candidate is passive is because they already have a job and aren’t really looking for another one. This makes them attractive to recruiters and hiring managers in several ways:

The things that drive change across an organization are myriad and can practically be recited in rote form, but one thing that slips to the bottom of the list (and sometimes gets left off altogether) is feedback.

There are good reasons for this as talent management, as a discipline, is growing accountable for more items almost daily and feedback, while a nice idea, can’t really be tied to anything measurable…. or can it? Here are four things that may change your mind about how powerful a strong feedback loop can be within your enterprise: