Posts Tagged ‘recruitment’

Social Media and Recruitment – The connection economy shift

Posted on: August 30th, 2013 by admin-kablooey No Comments

Finding a job has never been a simple process and finding the right person to join your company is like finding a needle in a haystack. Fortunately the rise of social media is making it easier for companies and candidates to court each other. Those candidates that use their online presence to ‘beef up’ their CV are benefiting from companies that have begun screening candidates social profiles before making a hiring decision. Those businesses that are communicating their business values and employment environments are benefiting as they attract higher quality candidates who are keen to join the company.

Social media offers three primary solutions to the recruitment industry.

social media and recruitment1) Headhunting

The first and most obvious shift that social media presented was that people began to profile their professional career online. This is the most prevalent on LinkedIn, which has grown to 2.2 million users in South Africa in 2013. People have taken to the internet to provide the world with a view into their professional careers.

Access to a database of online, up-to-date and well designed CV’s has now made it possible for recruiters to search for candidates online before advertising a job spec and approaching the right candidates directly.

LinkedIn has launched LinkedIn Recruiter to help business make use of the network to find the right candidates for the job. These talent services make up over 50% of the revenue that LinkedIn generates, showing that the social network is providing business with valuable and useful services in this area.

2) Personal Profiling

As people begin to profile their careers online, the competition is getting bigger for job opportunities in the marketplace. Those people with online profiles that impress recruiters and clearly communicate their value as an employee, will be those with the edge on the competition.

Social screening is the process of searching for potential candidates in social websites like Facebook, LinkedIn and Twitter  in order to qualify the candidate for a position. Social screening allows employers to find out information from candidates that is often difficult to discover through the interview process. LinkedIn recently launched new tools to add to your work history that include videos, links and documents for you to create a richer and deeper online presence and professional profile. This is important as recruiters have began rigourous “social screening” processes.  In fact a survey done by Jobvite reported that 90% of employers used social recruiting in 2012.

These discoveries can be both negative and positive.

The positive side of social screening:

  • They get a feel for the personality of the candidate
  • They can verify the qualification of the candidate
  • Creative people often use social platforms to express their creativity
  • Employers can get an idea of the communication skills of the candidate
  • Social Sites like LinkedIn can provide further recommendations for the candidate

The negative side of social screening:

  • Inappropriate photographs can raise warning flags about the personality of the candidate
  • Drug abuse could become apparent
  • Bad mouthing previous employers can show the candidates work ethic
  • Identify poor communication skills
  • The candidate may be sharing confidential business information of previous or current employers

As the competition grows with candidates profiling themselves online and recruiters expecting to socially screen candidates, it is impossible to ignore the value of building your personal profile online.

3) Business Profiling

Finally, business needs to begin the process of profiling themselves online. This is not in the sense of having a website that explains what services you offer and who your board of directors are. Business needs to leverage social media to help candidates explore what it is like to work there, what your core values are and how they can make a difference in the business.

This has become increasingly important with a younger generation who is looking for a company that has a deeper sense of purpose, and a heart for social values. These young people are looking for more than opportunity and salary, they need to know they share the same moral compass and that they can achieve the work-life balance they are searching for.

In addition to the desires of Generation Y, they search for information easily through Google and Social Networks. The important aspect to remember about profiling your business for recruitment is to focus on the networks that have the people you are looking to connect with, and that have the media channels that are the most engaging to communicate your message. Facebook is a great network to connect with people, however YouTube will help you produce video content that is search engine friendly. Twitter is another network that will go a long way to helping you share your business values and lifestyle with your followers. Recently businesses have taken to Instagram, the photo sharing network, to help them allow people a look inside the walls of their business. All of these social media platforms have the potential to attract the talent you are looking for, it is simply a case of shaping your message.

The push and pull of recruiting on social media

It is becoming more evident as social media matures in the business world that there needs to be a two way approach to recruitment. Headhunting and Social Screening help business to find the right people, whilst personal profiling and business profiling help people find the right business.

The need for Social Reinvention

Posted on: October 27th, 2011 by admin-kablooey 4 Comments

When you drop a mentos mint into a bottle of Diet Coke the rough edges of the Mentos are filled with Diet Coke and a chemical reaction takes place producing CO2 . The CO2 causes the Diet Coke to fizz more than usual and the liquid is forced through the funnel shape at the top of the bottle. The funnel then creates additional pressure and the liquid explodes out of the spout of the Diet Coke bottle.

The end result? A huge mess!!

Social ReinventionThe interesting thing is that two scientists/entertainers have found a way to harness the power of Diet Coke and Mentos to create a Rocket Car powered only by Diet Coke and Mentos.

Granted the car only went 222 feet but this is still a remarkable transition from a ‘mess’ to a form of ‘transportation’.

I want to use this illustration to draw a parallel between social media and business.

Think about replacing the Mentos with social media and the Diet Coke is the industry that you operate in.

Social media has already been ‘dropped’ into your industry. This has created cases for concern as well as opportunities that never existed before.

It seems that some businesses that adopt social media seem to end in a mess. We think about examples like Nestle’s PR nightmare, GAP’s rebranding and Woolworths decision to remove Christian magazines from their shelves. These business adopted the use of social media without a clear understanding of how social media and more specifically the new business communication shift affects their industry and consumers.

These businesses have learnt the hard way that social media represents a communication shift that expects their business practices to involve the customer more, take the customer seriously and respond to external customer pressure with a clear and direct message. In essence these businesses are learning to deal with a new and more transparent communication style that holds business accountable to the customer by the customer.

There are plenty of examples out their where businesses have leveraged the power of social media to affect good change in their industry and win the vote of the customer.

Pepsi successfully leveraged social media to it’s advantage during the 2010 World Cup, and South Africa were branded a vibrant, joyous and courful nation as it’s visitors kicked up a social media storm about the #vuvuzela! Pepsi’s example was more calculated and strategic than the South Africa example but the positive impact was felt around the world. In these cases, social media and business were able to combine it’s forces and build a rocket car of success.

However, social media success is going beyond marketing to consumers and is starting to show more value in new industries. In each industry, social media technology open up the opportunity to create new competitive advantages and change the way that the industry operates.

A few new competitive advantages that have been sighted by at TomorrowToday are:

1) Social Media allows recruitment industries to actively headhunt new talent. The new competitive advantage will be for agencies to harness social media to allow them to find and approach hot new talent. This is a sharp comparison to the current competitive advantage of building databases through the internet and other technologies of a wide variety of talent.

2) coupled with the recruitment industry shift, career management is changing. The new competitive advantage will be to have a current and active social media presence that promotes your value as an employee. This type of personal branding will become imperative for career management as agencies shift towards their new competitive advantage.

3) project management will experience shifts towards harnessing crowd sourcing technologies both internally and externally to solve problems, manage projects, get things done and manage people.

4) training and leadership development will shift towards online systems that bring social interaction into the online learning environment. People will be able to engage each other in conversation, both in their own time and in real time engagements. They will be able to argue their stand points and grapple with the subject content they are learning. This type of social interaction always helps people come to grips with their learning in a more tangible manner. Social learning platforms can also adopt standard social technology practices that pay toward peoples personal brand and ego. Using ramification techniques will help to create a competitive environment online which works well to increase participation and improve results.

At TomorrowToday we believe that social reinvention is an important part of future-proofing your business. It has become an imperative that business executive and department heads start to seriously consider the impact that social media and digital technology will have on their business.

If you would like to raise this topic at your next conference please contact us to book Mike Saunders and his presentation Social Reinvention.

Social Business Shifts in Recruitment

Posted on: May 11th, 2011 by admin-kablooey 1 Comment

 

As the Internet makes a bigger impact on the recruitment industry we are starting to see recruitment agencies enter into a second state of disruption in South Africa.

The first state of disruption that the recruitment industry experienced due to the internet lead to the creation of Job’s Boards and career websites like Career Junction. Some campaniles struggled, and still struggle, to make this transition in business as their industry started to take on a very digital approach.

The second state of disruption facing the recruitment industry comes in the form of social technology. Recruitment agencies now find themselves in a stage of their digital evolution that forces them to harness social media websites and online head-hunting strategies to find new candidates.

I believe that the biggest shift between these two states is the role that digital technology plays in each stage.

Social Business in Recruitment

Finding and Processing Applicants

In the first state digital technology allowed recruitment agencies to manage their influx of applications for jobs they had on the market. A strong digital presence would also have increased the number of applications for each job. This data was then processed and matched to the job specification criteria. Once the match was made consultants often took the candidate into the interview stages of the recruitment process.

The biggest challenge in this state was the management of MORE. Job boards and the likes, created huge volumes of online applications and instead of more quality, the truth was was that the value often stopped at quantity of candidates. The second state of disruption offers agencies the opportunity to take the recruitment process further.

Head-hunting and Career Management

Social media channels have opened up the landscape for websites like Linkedin to operate. In South Africa, Linkedin users has almost doubled between 2010 and 2011. Currently sitting of just over 1 million South African users Linkedin seems poised to make a huge impact on the South African Recruitment Industry.

Social media website allow companies, agencies and entrepreneurs to head-hunt people online to find the right candidate. Today’s candidate are using websites link Linkedin to manage their business networking, personal branding and career planning. They understand by putting their best step forward (creating great online CV’s, collecting recommendations and networking with new potential business connections) they can set the stage for companies to approach them instead of the other way around. In other words social media, if used correctly by the candidate, could create a more powerful negotiation tool.

The Up’s and Down’s

The plus side for companies and recruitment agencies is that they can research potential candidates from a pool of high quality candidates.

The downside for recruitment agencies, and one of the most important disruptions to address, is that these resources are available directly to your clients. In South Africa I have already started to hear of big business investing into social media websites to improves recruitment practices. In other words, if not dealt with carefully, this new disruption in the recruitment industry could start taking money out of the recruitment industry.

Recruitment Trend Shifts in South Africa

Posted on: April 19th, 2011 by admin-kablooey 2 Comments

The recruitment industry in South Africa looks like it is on the rise for the first time in two and a half years. Human Resources South Africa reported “employment grew by 5.6% during March.”

As business slowly starts to find its feet again after a rough few years in the global economy recruiters are looking for good people to take their companies forward. “The aim and challenges of recruitment in South Africa is to put the right person, at the right place, at the right time in the organisation. By doing this the company should hopefully improve their organisational performance and increase the efficiency and effectiveness of the company ” (Human Resources South Africa)

Social Media RecruitmentWhat are the trends being used that are shifting the way the recruitment industry works? There are two obvious and high impact trends that have risen out of social media and online technology that are worth looking at:

Move Towards Headhunting

Wall Street Journal makes an interesting observation that social media has made headhunting easier and cheaper. Networking websites like Linkedin have opened the door to finding people based on expertise, experience and CV. We are able to see immediate recommendations of people we are thinking about hiring and can make more comprehensive decisions about people before starting the interview process.

On a global scale we see business looking to decrease their job board subscriptions and move towards using social technology like Facebook and Linkedin to find great employees. The general consensus being that jobs boards create too many unqualified leads that waste HR time. Social Media channels however, allow recruiter to check out potential candidates before the invitation is sent. Leaving the power of selection in the hands of the recruiter and not with the job seeker.

Search Tools vs Career Portals

Search based jobs websites

Google has successfully created a search culture. When we need something we search for it – usually in Google. The same happens in recruitment. We find that candidates will turn to Google before they turn to job and career portals, simply because thats what they know.

Search works differently to portals. Portals let people browse though positions and candidates available in the network. Search allows you to scour the internet for exactly what you are looking for without bias to a particular website. This is where Indeed comes in. A South African Jobs Search Engine that searches all job sites, classified and any other source it can find to produce a search result for exactly the job you are looking for, allowing you to apply for the position of your dreams quickly and easily.

The impact of search based tools vs directory tools online to find employment may very well change the way we promote our job openings. An easy example would be that we need to start considering our the Search Engine Optimisation of every single job post and there may even be opportunity in using advertising vehicles like Google Adwords to promote top positions.

Career Portals need to integrate with social technology

Jobs.co.za have recently started using the Linkedin API allowing candidates to update their profiles directly from their Linkedin Profile. They have also opened up the possibility “or its members to register, search for jobs, create job alerts, see who’s hiring and find useful career advice all directly from the Facebook page.” (Bizcommunity) All of this social media integration is simply in aid of making it simpler and easier to recruiters to find candidates.

This level of social media integration is the only way, I believe, that Jobs and Career portals can remain relevant in the recruitment industry. Although we are not seeing these portals opening up headhunting opportunities like Linkedin, this is still a step in the right direction.

 

LinkedIn shakes it up

Posted on: May 11th, 2010 by admin-kablooey No Comments

With 60 million profiles, LinkedIn is shaking things up. A lot. The recruitment industry is certainly feeling it, but LinkedIn is more than just about finding employment, as the article ‘How LinkedIn will fire up your career‘ from Fortune suggests:

Facebook is for fun. Tweets have a short shelf life. If you’re serious about managing your career, the only social site that really matters is LinkedIn. In today’s job market an invitation to “join my professional network” has become more obligatory — and more useful — than swapping business cards and churning out résumés.

To make the point about the recruitment industry shake up, the article focusses on Accenture’s goal of using LinkedIn to hire 40% of new recruits in the next few years. That’s 40% of at least 50 000 new recruits this year.

To put a sharper point on it: If you don’t have a profile on LinkedIn, you’re nowhere. Partly motivated by the cheaper, faster recruiting he can do online, Campagnino plans to make as many as 40% of his hires in the next few years through social media. Says he: “This is the future of recruiting for our company.”

It’s an article that’s certainly worth a read, and if you’re not using LinkedIn, personally or for your company, you can’t help but being left with the question “why not?”.

TomorrowToday has a group on LinkedIn that’s used for discussions around the Future World of Work. One of the recent questions has centered around LinkedIn and whether people who make use of the group have been contacted via LinkedIn for opportunities.

I’ve been on LinkedIn for 2 or 3 years, and while I’ve not had any concrete employment opportunities thrown my way, it’s been a great tool to connect with people in a business context. It is a social platform that looks poised to be an industry shaker up-er-er now and into the future.

CNN’s 6 job market trends for 2010

Posted on: April 6th, 2010 by Graeme Codrington No Comments

CNN Living recently carried an article by CareerBuilder.com’s Matt Ferguson. In it, he suggests that there are six key workplace trends that employers should be watching. Read his article here.

I like his list:

1. Hiring contract workers — Be open to job listings that indicate “contract” or “freelance” work. Still cautious of hiring of permanent staff, 25 percent of employers expect to employ contract workers or freelancers in the second quarter to help fill productivity gaps. Thirteen percent said they are likely to hire these workers on a permanent basis.

2. Offering internships — No matter your age, consider applying for an internship for the experience and exposure. Employers are upping their number of interns to cost-effectively add resources in the interim. Nearly one-quarter of employers said that they will be hiring interns at their location in the second quarter.

3. Hiring for social media — Market your social media savvy. As social media rapidly gains popularity among consumers and businesses, employers are taking notice and plan to add jobs and responsibilities related to Web 2.0. Nearly one-in-ten employers plan to hire a new employee in the second quarter to focus on social media. An additional 13 percent plan to add social media management to a current employee’s responsibilities.

(more…)

CNN's 6 job market trends for 2010

Posted on: April 6th, 2010 by Graeme Codrington No Comments

CNN Living recently carried an article by CareerBuilder.com’s Matt Ferguson. In it, he suggests that there are six key workplace trends that employers should be watching. Read his article here.

I like his list:

1. Hiring contract workers — Be open to job listings that indicate “contract” or “freelance” work. Still cautious of hiring of permanent staff, 25 percent of employers expect to employ contract workers or freelancers in the second quarter to help fill productivity gaps. Thirteen percent said they are likely to hire these workers on a permanent basis.

2. Offering internships — No matter your age, consider applying for an internship for the experience and exposure. Employers are upping their number of interns to cost-effectively add resources in the interim. Nearly one-quarter of employers said that they will be hiring interns at their location in the second quarter.

3. Hiring for social media — Market your social media savvy. As social media rapidly gains popularity among consumers and businesses, employers are taking notice and plan to add jobs and responsibilities related to Web 2.0. Nearly one-in-ten employers plan to hire a new employee in the second quarter to focus on social media. An additional 13 percent plan to add social media management to a current employee’s responsibilities.

(more…)