Employee Recruiting 3.0 - breaking down silos
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Showing posts with label HR. Show all posts
Showing posts with label HR. Show all posts
Sunday, November 20, 2011
Friday, August 19, 2011
The Job Hunt Gets Social
More companies mining LinkedIn, Facebook and Twitter for 'social recruiting' effort
Gary Bacon spotted a Web designer job posting online several months ago and shot an email to a recruiter at Medifast Inc. But that was just the beginning.
Bacon connected with a recruiter, Caitlin Goldstein, and the conversation moved to Twitter. They tweeted back and forth, and Goldstein got to know Bacon, found links to examples of his work — and eventually felt confident enough to invite him to Medifast's Owings Mills headquarters for an interview.
Welcome to the brave new world of recruiting, which has expanded into social media. Just a few years ago, much of the action took place on online job boards, but now social networking sites such as LinkedIn, Facebook and Twitter have supercharged the experience for recruiters and job-seekers alike.
"Everyone is using LinkedIn, and if you aren't, it's probably a little bit of a concern," said Jessica Lee, vice president of talent acquisition at the Washington communications firm APCO Worldwide and editor of Fistful of Talent, a popular blog about recruiting.
LinkedIn's many online networking tools have struck a chord — and opened a source of revenue — for the company in the recruiting industry. The company, valued at more than $8 billion after going public this year, derives much of its income from job ads and tools it sells to companies and recruiters looking for talent.
While job boards still fill a major need, such sites tend to attract mostly active job-seekers. Recruiters, always on the prowl for top talent to poach, are using social networks to better identify top professionals in their fields, connect with them through "word-of-mouth" approaches and lure them away with job offers.
Nowadays, a typical executive might have a resume posted on LinkedIn, a Facebook and Twitter account, a blog or their own website — and recruiters are busily mining those sites, Google and more for the right candidates.
Recruiters often are directed to find "passive" candidates — working professionals who are employed and who might not have considered changing jobs until they were made the right offer.
"LinkedIn is a gold mine for passive candidates," said Jay Feeley, practice leader and account executive at MRI GlobalSearch inTimonium.
Read More @ The Baltimore Sun
Saturday, July 16, 2011
New Survey Finds That 89% Are Using Social Media in Recruiting
on Jul 12, 201
No longer just the shiny new object in the toolbox, social media recruiting has become an integral part of hiring.
A new Jobvite survey, titled Social Recruiting Survey 2011, found that 89 percent of the respondents to its poll (most of them not Jobvite customers) said they are either already using some form of social media in their recruiting or will in the next year. They are also having success; 64 percent said they’ve actually hired people through a social network.
None of this is surprising to anyone who has followed the development of social media. From their roots as a teenage clubhouse, social media networks today have become so ubiquitous and so much a part of American life that half of all adults use at least one of the sites. The Pew Research Center says that last year, 48 percent of those over 35 are on a social network.
No longer just the shiny new object in the toolbox, social media recruiting has become an integral part of hiring.
A new Jobvite survey, titled Social Recruiting Survey 2011, found that 89 percent of the respondents to its poll (most of them not Jobvite customers) said they are either already using some form of social media in their recruiting or will in the next year. They are also having success; 64 percent said they’ve actually hired people through a social network.
None of this is surprising to anyone who has followed the development of social media. From their roots as a teenage clubhouse, social media networks today have become so ubiquitous and so much a part of American life that half of all adults use at least one of the sites. The Pew Research Center says that last year, 48 percent of those over 35 are on a social network.
LinkedIn’s older, educated demographic
Facebook is far and away the most popular network. Pew says 92 percent of everyone using a social network use..[read full report]Sunday, July 10, 2011
Should Employers Use Social Networking When Hiring?
The Debate
On the pro side, Greg Fish argued that social networking profiles aren't resumes and companies should not use them when determining if an applicant should be hired. "A public profile is a vehicle for casually interacting with others in an informal setting, on personal free time," he wrote. "When companies use these profiles to find not only a professional but also an ideological match for a job, they’re misleading themselves and building ill will with talented prospective employees, who might decline to apply for a job for fear a comment about China on their blogs makes them persona non grata."Fish's arguement hinged on the premise that by utilizing social networking profiles in the hiring process, employees were opening themselves up to potential discrimination lawsuits, and worse may be doing so on the premise of false information.
On the con side, Timothy Lee said that there were plenty of legitimate reasons for employers to look at social networking profiles of prospective hires. "Employees in sales, public relations, and customer service function as representatives for the companies they work for, so employers have a legitimate interest in ensuring potential workers won’t embarrass the company," he wrote.
According to Lee, people shouldn't fear that an employer will get a hold of their social networking profile, but instead they should expect it and use it to their advantage. By using your social networking profile and other bits of your online persona as an "extended resume," workers can "demonstrate passion and depth of knowledge for his or her area of expertise."
(Read Full Article here)
Saturday, July 9, 2011
Recruitment Trends: What Else Will We See in 2011?
#2: Social Media for Recruitment:
Social media: It can be really overwhelming. Most of us are familiar with the major social media platforms — and they are playing an increasing role in recruitment as companies realize they must diversify their recruitment efforts to stay on top. Mobile technology is emerging as a recruitment channel, as companies are also realizing the power of texting and mobile apps for recruitment. Even location-based social networking sites like Foursquare have growing possibilities for businesses and recruitment. Tablets like the iPad are also becoming more popular for work use as these devices increase the business applications offered, and companies are beginning to examine the power of tablet applications to help strengthen their employment brand and company profile.
Video interviewing is a trend that more and more businesses (and candidates) are starting to pick up on, and platforms like Skype, the largest network on the Internet, are also becoming more popular for use in interviews or for virtual meetings.
As Creamer and Parkin remind us, social media is just another factor in your recruitment success — it’s not the be-all, end-all answer. Using these mediums can be powerful — but the content you put out and the messages you are sending to candidates and employees must be relevant.
[read full article]
Social media: It can be really overwhelming. Most of us are familiar with the major social media platforms — and they are playing an increasing role in recruitment as companies realize they must diversify their recruitment efforts to stay on top. Mobile technology is emerging as a recruitment channel, as companies are also realizing the power of texting and mobile apps for recruitment. Even location-based social networking sites like Foursquare have growing possibilities for businesses and recruitment. Tablets like the iPad are also becoming more popular for work use as these devices increase the business applications offered, and companies are beginning to examine the power of tablet applications to help strengthen their employment brand and company profile.
Video interviewing is a trend that more and more businesses (and candidates) are starting to pick up on, and platforms like Skype, the largest network on the Internet, are also becoming more popular for use in interviews or for virtual meetings.
As Creamer and Parkin remind us, social media is just another factor in your recruitment success — it’s not the be-all, end-all answer. Using these mediums can be powerful — but the content you put out and the messages you are sending to candidates and employees must be relevant.
[read full article]
Social Networking Websites Gain in Popularity as an Employer Recruiting Tool
SAN DIEGO, April 11, 2011 — More than half of human resource professionals (56 percent) use social networking websites to source potential job candidates, a significant increase from 2008 (34 percent), according to a new poll from the Society for Human Resource Management (SHRM).
The poll – SHRM Research Spotlight: Social Networking Websites and Staffing, which was released at SHRM’s 2011 Talent and Staffing Management Conference in San Diego – found that, not only are more employers using social networking websites to find new employees, organizations not using the sites currently are more open to utilizing them in the future. One-fifth of organizations (20 percent) do not use social networking sites, but plan to use them in the future. Only 21 percent stated that they currently do not use social networking sites and have no plans to do so in the future, down from 45 percent in 2008.
“Employers are increasingly using social networking sites to engage passive job seekers – those who aren’t really actively seeking new jobs, but [read full article]
The poll – SHRM Research Spotlight: Social Networking Websites and Staffing, which was released at SHRM’s 2011 Talent and Staffing Management Conference in San Diego – found that, not only are more employers using social networking websites to find new employees, organizations not using the sites currently are more open to utilizing them in the future. One-fifth of organizations (20 percent) do not use social networking sites, but plan to use them in the future. Only 21 percent stated that they currently do not use social networking sites and have no plans to do so in the future, down from 45 percent in 2008.
“Employers are increasingly using social networking sites to engage passive job seekers – those who aren’t really actively seeking new jobs, but [read full article]
Thursday, July 7, 2011
Use LinkedIn for Recruiting Employees
LinkedIn and other social networking sites are advantageous for employers who use them for both networking and recruiting. I am increasingly receiving email notes from my LinkedIn contacts asking me to refer potential employees or help them make a contact for hard-to-fill positions.
The potential for LinkedIn and other social networking sites to play a major role in your employee recruiting strategy increases as millions of potential employees profile themselves on these sites each year.
It's not enough anymore to post a job vacancy on Monster.com, CareerBuilder.com, Craigslist.com, or other online job boards. Employers are spammed with hundreds of resumes from unqualified applicants when they post on big boards. I have still found great candidates through these job boards, though, so continue to utilize them as a part of your recruiting mix. Just recognize, that as the online social networking world is expanding, there are better ways to recruit superior employees. [Read more]
The potential for LinkedIn and other social networking sites to play a major role in your employee recruiting strategy increases as millions of potential employees profile themselves on these sites each year.
It's not enough anymore to post a job vacancy on Monster.com, CareerBuilder.com, Craigslist.com, or other online job boards. Employers are spammed with hundreds of resumes from unqualified applicants when they post on big boards. I have still found great candidates through these job boards, though, so continue to utilize them as a part of your recruiting mix. Just recognize, that as the online social networking world is expanding, there are better ways to recruit superior employees. [Read more]
Five Ways Social Media Can Help Your Recruiting Efforts
Hiring activity is predicted to increase for the second half of 2010, so recruiters must have their candidate pipelines primed to compete for talent. Here's why social media, such as blogs and social networking sites (e.g. LinkedIn, Twitter, Facebook), should be part of your recruiting strategy:
Blogging drives traffic to your site and builds brand recognition
If you have the resources, i.e. the time, energy and a bit of skill, regularly blogging about your industry or about career-related issues can generate significant brand awareness and drive traffic to your website. A blog on your domain can attract links, attention, publicity, trust and increase your site's search rankings. (Because blogs are generally updated more frequently than regular website pages, they can rank higher in searches.) Offering comments that add value to someone else's blog is another way to generate a following. [Read more]
Blogging drives traffic to your site and builds brand recognition
If you have the resources, i.e. the time, energy and a bit of skill, regularly blogging about your industry or about career-related issues can generate significant brand awareness and drive traffic to your website. A blog on your domain can attract links, attention, publicity, trust and increase your site's search rankings. (Because blogs are generally updated more frequently than regular website pages, they can rank higher in searches.) Offering comments that add value to someone else's blog is another way to generate a following. [Read more]
Using Social Media for Your HR Needs
According to the Linked press centre, 1-in-20 of all LinkedIn profiles are held by recruiters.
Additionally, Oracle’s Chief Finance Officer Jeff Epstein was headhunted for the position via his LinkedIn profile.
And with 80% of companies using LinkedIn as a recruitment tool, it’s clear to see that social media (at least from LinkedIn’s side) is a great tool for any recruiter or human resources department to find their next employee (or for employees to find their next position).
But what about the other main networks and platforms? How could you use them as part of your employee needs, current and potential? [Read more]
Additionally, Oracle’s Chief Finance Officer Jeff Epstein was headhunted for the position via his LinkedIn profile.
And with 80% of companies using LinkedIn as a recruitment tool, it’s clear to see that social media (at least from LinkedIn’s side) is a great tool for any recruiter or human resources department to find their next employee (or for employees to find their next position).
But what about the other main networks and platforms? How could you use them as part of your employee needs, current and potential? [Read more]
Monday, July 4, 2011
Global Social Media Statistics.. Comparing Major Job Boards vs Networks
Harpaul SambhiMany individuals have requested the insight both Careerify and comScore gathered when writing Social HR. Today, I will share some of the data to you.
The common misperception about social media websites is that only people under age 25 use them. In February 2010, 1.2 billion people used the Internet at least once, according to data from market research company comScore from our book Social HR. Usage statistics show Facebook is most popular among Internet users aged 15 to 24, with about 42 per cent of this age group accessing the [read full article]
Sunday, July 3, 2011
5 Social Media Recruiting Tools for Small Business
Back in the day, I ran big organizations with fat budgets and spent a lot of money on recruiters — sometimes with good results. Now, in my fifth startup, I want and have to do recruiting personally.
Since time is the only resource more scarce than dollars, I’m always on the hunt for slick new tools and apps that can address the labor-intensive process of finding and hiring great people. With the advent of social media and cloud apps, there are some great new solutions out there. From automated applicant responses to upgraded versions of old recruitment standbys, there’s a new guard of socially focused recruiting tools designed for your every hiring need. Here are a five to take note of.
1. The Resumator
How it works: This tool helps hiring managers keep real-time tabs on where their job listings are posted and who’s looking at them. Upload a job description to the site and it automatically posts it to Facebook, LinkedIn, and Twitter. After that, The Resumator tracks candidate resumes, and applies its own algorithm to rank applicants on a five-star scale. Better yet, it takes care of a part of the hiring process that often gets shortchanged — sending automated email replies when resumes are received and when a candidate must be declined. It also has a Twitter-like “What Makes You Unique” feature, where applicants describe what sets them apart in 150 characters or less. It’s a great way to quickly get a sense of the candidate’s personality.
Cost: $49 to $399 per month, based on volume
2. Jobvite
How it works: Jobvite is an SaaS platform that delivers a seamless and social recruiting process before, during and after the interview. It leverages the very best source for great hires — your own employees — by allowing them to see your company’s open jobs and send targeted invitations to their friends on Facebook, Twitter and LinkedIn. Once their friends or contacts get into the pipeline, the referring employee can track the interview process. The tool also matches..[read more]
Thursday, June 30, 2011
Tuesday, June 28, 2011
Marriott creates Facebook game for international recruitment
The gamification trend has been going strong in recent months, but until just recently we hadn’t seen it applied to recruiting. Sure enough, though, none other than hospitality giant Marriott International is now using a Facebook game to try to fill some 50,000 open jobs by the end of this year.
At My Marriott Hotel on Facebook, gamers begin by managing a virtual hotel restaurant kitchen, including buying equipment and ingredients on a budget, hiring and training employees, and serving guests. Much like in the wildly popular Farmville game, players earn points for happy [read full story]
PS -- best part of this story is that I heard about it on Twitter - hr tools gone socially viral :-)
At My Marriott Hotel on Facebook, gamers begin by managing a virtual hotel restaurant kitchen, including buying equipment and ingredients on a budget, hiring and training employees, and serving guests. Much like in the wildly popular Farmville game, players earn points for happy [read full story]
PS -- best part of this story is that I heard about it on Twitter - hr tools gone socially viral :-)
Monday, June 27, 2011
Using Social Media During Hiring Process Could Lead to Bias Claims
from Human Resources Report
While social media tools such as Twitter, Facebook, and LinkedIn allow employers to learn vast amounts of information about job applicants, hiring managers who even casually use these tools to gather information about a prospective employee could expose an employer to legal risks, attorneys and employment consultants told BNA.
They warned that applicants denied employment based on something they posted online could sue claiming they were not hired based on age, race, religion, sex, disability, or other protected characteristics.
“Be extremely careful and cautious to make sure you're not using private information people are posting publicly to [read full report]
While social media tools such as Twitter, Facebook, and LinkedIn allow employers to learn vast amounts of information about job applicants, hiring managers who even casually use these tools to gather information about a prospective employee could expose an employer to legal risks, attorneys and employment consultants told BNA.
They warned that applicants denied employment based on something they posted online could sue claiming they were not hired based on age, race, religion, sex, disability, or other protected characteristics.
“Be extremely careful and cautious to make sure you're not using private information people are posting publicly to [read full report]
Twitter - Hootsuite - LinkedIn = internship postings
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| AWESOME! Check out this train of social media use in the hiring process! |
Friday, June 24, 2011
Social Business Readiness: 5 Questions for Human Resources
Posted June 23, 2011 by Vanessa DiMauro
Human resources are the people finders and keepers. Responsible for more than just hiring and exiting employees, they are often chartered with creating innovative projects to shape organizational culture. And while social media initiatives are usually welcomed, they can also disrupt the organization on a number of fronts.
For example, effective intranet projects often help bubble up overlooked go-to people within the organizational network, which can create additional burdens on star staff. Hiring managers sometimes use the social channels to research and recruit employees and contractors to fill difficult positions. It is not uncommon for job dissatisfaction to "leak out" on social media sites, especially those where personal and professional disclosure is often intermingled -- think [read full article]
Human resources are the people finders and keepers. Responsible for more than just hiring and exiting employees, they are often chartered with creating innovative projects to shape organizational culture. And while social media initiatives are usually welcomed, they can also disrupt the organization on a number of fronts.
For example, effective intranet projects often help bubble up overlooked go-to people within the organizational network, which can create additional burdens on star staff. Hiring managers sometimes use the social channels to research and recruit employees and contractors to fill difficult positions. It is not uncommon for job dissatisfaction to "leak out" on social media sites, especially those where personal and professional disclosure is often intermingled -- think [read full article]
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