Recruiters: Your Candidates ARE Using Social Media. Are You? (via The Social Senate)

I highly suggest reading this post!

Like any communications tool, Twitter is a multi-faceted and flexible channel.  Originally touted as a ‘micro blog’, users quickly latched on to the diverse range of possibilities offered by the channel.  Marketing one’s personal brand is simply one of many uses for the network – and one that job seekers are starting to employ to successful effect. The recruitment industry is awash with debate over social media.  Is it the future of recruiting?  … Read More

via The Social Senate

Relationships in Social Recruiting – #SRConf

Here is a post by Jon Ingram, former HR Director at Ernst & Young, recapping a few presentations at the #srconf (Social Recruiting Conference) this morning and he makes a good point about shifting from a recruitment 1.0 of post and pay to a recruitment 2.0 strategy of building relationships through social media.

Relationships in Social Recruiting

DSCN2842 There have been some fairly consistent views about social recruiting expressed this morning at Alan Whitford and Vic Okezie’s social recruiting conference…  Views which I think contrast to the way many if not most organisations looking at social recruiting are trying to do it, and to those expressed in a few different articles recently, eg this one from John Sumser.

Basically, it IS all about relationships.

The first presentation which reinforced this fact was given by Matthew Jeffery at Electronics Arts (pictured rather fuzzily above).  Matthew emphasised the need for recruiters to move from a 1.0, post and pay approach to one based on 2.0, social media and relationships.

DSCN2849 But we had more detail provided a bit later from Jennifer Candee from SABMiller.

Jennifer spends 50% of her time on ‘talent interviews’ with future talent who are top notch, usually senior level, people but for whom SABMiller don’t have a current position (sort of like an agency meeting someone of the side when they’ve not got a role).  But often she’s kept up a conversation and two, three or four years later she’s placed them.  Job postings are still a part of the mix but Jennifer’s not hired from them for the last four years.  As a result of this, the company has saved between £1.2-£1.8m.

One of the interesting things SABMiller is looking at is a CRM type tool to manage the relationships with their future talent (Avature CRM).

I’ve posted before about the head farming (vs head hunting) approach used by Ernst & Young while I was an HR Director there.  This was in 2000 and no other organisations seemed interested in this approach at the time.

And I wrote about this too in my book during 2005.  And when this was published, the approach still didn’t resonate that well.

Moving ahead to 2010, and as shown by the two case studies above, it’s become an increasingly popular strategy.  The difference of course is social media and perhaps also recruiting CRM.

So I still maintain social recruiting is about relationships, not about technology, but the technology certainly does help!

Why Video Job Postings?

Why video job postings?

You can tell by the video above this is a much more robust way of marketing a job. Video job descriptions are VERY effective at getting the word out about an open position in a human, engaging, and personal way. Posting a video about a job you are trying to fill can greatly increase awareness and interest in your position to passive and active candidates more than any other medium. Also, through a video you have the ability of showing the real culture of the company and personalities of the people the candidate will be working with.

Think about it from a candidate perspective:

How engaging would it be to actually see and hear from the hiring manager you’d be working  with talking about what they are looking for in an employee for that role, what the culture of the team is like, what their typical day would be like?

That tells you so much more than a text job description on a job board or company website! I really encourage you to take advantage of this! This type of social recruiting is relatively new and you’re going to see a lot more of this in the future. Those who take advantage now will have the edge.

Ask your hiring managers if they would be willing to make a video. They are probably the best person to explain what they are looking for.  However, this isn’t limited to just videos of hiring managers. Sourcers and recruiters can get in front of the camera and talk about the positions they are looking to fill. Sell the job the same way you do to a candidate on the phone. You could have your whole hiring team each talk a little bit about the position, or the team that the applicant is applying to work with. Video job postings are a great way to help get a hot job or hard to fill position some extra marketing!

New Social Media Developments on Linkedin, Twitter, Facebook

As you know social media is a constantly changing environment and I will do my best to keep you up to date with the latest changes and features on a regular basis. I’ll be putting future updates in to this blog so that you can subscribe to and reference when you like.  For my first post, I have decided to update you on a few new breaking developments on the big three social sites. There are a bunch, but here are a few important ones that I feel are relevant to recruiting/sourcing. I will dive deeper in future posts.

Linkedin:

Linkedin has released some new, very useful apps including instant search, chrome integration, and “signal”, a new information stream insight tool (see popular links, trends shared by your network, and better search capabilities)

Check them out here: http://www.linkedinlabs.com/

They have also redesigned company pages – check out the VMware Company page on Linkedin  http://www.linkedin.com/company/vmware

–          You can now see a careers section (all recent jobs we post on Linkedin are shown here, it shows candidates how many of their connections are connected to VMware employees, company statistics and news (great place to find real time content to share on social media), and the corporate twitter feed and blog posts.

Twitter:

If you’ve used Twitter lately, I’m sure you are aware of the new redesign (if not check out http://twitter.com/newtwitter for more info)  but there is still a limitation on real time searches. Go around this by either using a twitter client/social media dashboard like http://hootsuite.com or http://tweedeck.com to set up real time search decks that you can monitor on a constant basis.

Recommended: Have a real-time search open in your dash (hootsuite, tweetdeck) of your company name – stay up to date with what people are saying about the company you are recruiting for to stay in the know on company news…it could give you the edge when on the phone with a candidate.

Another way, if you’re not ready to take a step up to the dashboard/social aggregators, is Google. Have you noticed twitter and social media updates coming up in your search results? Google has integrated social media even more in to its searches lately. You can filter your Google search results to just social media sites by clicking the “updates” filter in the left hand column.

Facebook:

Wow. Facebook is doing lots of redesigns and updates lately. I may have to put all of these in one single blog/email update. In summary, they released a new groups redesign that makes groups more collaborative, facebook pages administrator redesign, and they are announced some new developments on their mobile site for the “Places” application. *Update* Facebook released a new “Messages” update which I will devote an entire post to very soon.

Something to note: if you notice your text size is smaller in Facebook this is because they are testing out a smaller font so no, you do not need to adjust your screen or eye glass prescription 😉

For all the information on the latest updates such as the new groups feature, privacy updates, new “friendship” feature, etc check out the Facebook blog at http://blog.facebook.com

Will Staney

Social Recruiting Community Manager