Tag Archives: Social Recruiting

Check out this hangout with the @Gozaik team discussing the new Twitter Resume and Job Posting product Gozaik

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gozaikA few weeks ago I came across a new product for both sides of the hiring line – job seekers looking to find jobs and connect with recruiters online and for the recruiter and companies looking for prime candidates! I’m talking about a new kind of Google filtering within Twitter that narrows the job search for the above mentioned folks.

I immediately connected with the founder Joe Budzienski and asked if he would join me in a hangout to discuss it further, which we did. Here is the recording – it’s only around 30 mins!

I love anything that has to do with social and new technology! Check out the cool ways this is going to help you as Employers, Recruiters and Hiring Managers:

Promote Your Job Tweets

  • Gozaik job search displays job tweets to job seekers. Sign up now to validate your Twitter handle and drive more traffic to your Twitter job posts.

Search Candidates (COMING SOON!)

  • Identify active job seekers that meet your criteria. Review rich multimedia resumes. Watch video introductions.

Spot Trending Talent (COMING SOON!)

  • We spotlight ‘trending’ job seekers. Individuals with the most activity trend within your dashboard, highlighting job seekers you may be interested in.

Tweet Job Announcements (COMING SOON!)

  • Increase your job tweet response by delivering your job announcements through our ‘Job Announcement’ service. We structure tweets to optimize candidate response.

If you’re a job seeker or someone wanting to hire the best talent – do yourself a favor and check out Gozaik. Make sure to connect with them online. Get in on the ground floor!

 

Social Media ROI – Perhaps it’s not what we Thought

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yomamaI recently came across a fantastic article titled “The New ROI for Social Media Recruiting” which not only gave great insight into this year’s ERE Recruiting Conference & Expo but shared a little of why folks still are not jumping on the social media bandwagaon, especially executives. Perhaps we are trying to measure the wrong things.

This article talks of discussions that took place at the Conference that even big named brand representatives are still having a hard time getting their senior corporate managers and leaders involved or even understanding the ROI of social media and how it affects their organizations. We’re still looking at it as an end all, cure all as opposed to a valuable tool and channel of influence to our overall efforts. Perhaps that’s because of how it’s been presented to us.

Social is a grand tool for getting your brand out there and as this article surmises you can’t not be there.

You can’t not be on social because candidates, potential candidates, and those whom you hope to attract and someday hire will see your absence from the social media landscape as a negative. Doing it poorly is equally negative.

When a company fails to post regularly, and especially when comments and questions go unanswered for days or never, or when a company indiscriminately dumps all its job postings into Facebook’s news feed, it says, in the words of one recruiter, “This is a lame company that has no idea what social media is all about. Who wants to work for a company people think is lame?

The great thing that social enables us to do, and especially for brands and organizations, is telling the employer story and building its brand. Things such as the culture of the organization and what to expect in the hiring process on through to the day to day “what it’s like to work there” kind of things. These are the very particulars potential candidates are looking for when deciding whether or not to even begin the hiring process.

We may never be able to obtain ROI in how many folks we’ve hired through Facebook or Twitter (social in general). Instead, we should be looking at the value in branding and reputation building.

What does your company brand look like online? Are you a ghost town?

If you’re looking into a few easy ways to start, check out Glassdoor’s free resources.

Yo! I’m firing my current and only employee, Myself!

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firing yourselfSome of you know that last summer (2012) or somewhere around there, my friend and cohort Sabrina Baker and I started Discovering Social. Our idea was to assists Job Seekers through Webinars, in person and online workshops, training classes, and whatever else we could do to help them incorporate social media into their job search strategy. We have seen amazing things happen in this endeavor and are running full-speed ahead.

After a few months of diving in and getting the word out we noticed that there were still a few Human Resource and Recruiting folk running  around still looking to learn more about how to build their personal and professional brand and online footprint and trying to determine how to use social themselves (in recruiting and other sorts).

We then began to serve both ends of the hiring spectrum in building our Linked In groups and focusing our training to assists both sides in their endeavor to use social media with work, finding jobs and in sourcing for potential job candidates.

We are seeing tremendous success in helping folks around the globe in this endeavor and it’s what’s keeping us up at night. We’re passionate (to overuse an overused word) about helping others in understanding the what, why’s and how’s of doing social and we’re making some headway.

Conundrum Ahead

That being said, I have found myself overworked and running in a million different directions between my usual HR Conferences, Speaking opportunities, Blogging both here and elsewhere, holding Webinars, training and workshops for Discovering Social and my own business > Social Buzz Concepts. Add to that all the social media management of not only these two companies but my clients as well, and to be honest my head is about to explode. I’m sure you’re exhausted just reading that. So….

I have taken the last few months to really seek out where I need to go and feel that I am to do away with my current company and business “Social Buzz Concepts” and migrate strictly over to Discovering Social as of today.

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I will continue to blog here and over at Discovering Social, as well as SHRM We Know Next, and will continue to manage a  few client social media accounts as I can.

I am excited about where we are taking Discovering Social and I’m passionate about helping others incorporate social in their Job Search strategies, online networking and brand building and developing strategic planning into implementing social into their business initiatives.

Do Your Part

Now we sure could use your support so make sure to check out the NEW DESIGN on our Website, Follow us on the Twitters, Give us a “LIKE” on Facebook Page and join our LINKED IN groups to show your support!

I understand that this is a HUGE leap of faith for me and that thrills me – to no end. I’ve never been one to play it safe – and I’m cool with that!

We thank you for your support – you all are a fantastic community! Stay tuned for more updates.

Managing Social Media while Recruiting – Is it possible?

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Here is a great post I came across this past week by my online friend Bill Vick from his site where he dives into using social media as a tool in recruiting and social networking. He puts out some great content and I’d like to share this video interview he did with Leslie Mason of the recruiting team Intuit. You can find the original post HERE!

The most frequent comment I hear from recruiters when we talk about social media is that it takes too much time… they are super busy finding candidates and filling reqs and don’t have 2 -3 hours a day to spend on social channels, updating their statuses and broadcasting information. While I agree that it takes a bit of time up front, once you have all your social profiles completed you really only need to spend 30 minutes a day monitoring and updating them.  I am a big believer in automating whenever possible and have found some great tools to help me navigate the social media waters.

First get all your profiles “social ready” especially your LinkedIn profile.  Make it easy for candidates to find you, have your LI Profile completely updated.  Make sure you are an open networker and your profile clearly spells out what you are recruiting for, what industries, etc. and how to contact you so candidates can find you.  I also use a one click LinkedIn invitation and post that on my profile so people will connect with me.  A friend of mine, Stacy Zapar, figured out a way to do it.  Here’s her article with instructions: http://www.stacyzapar.com/2010/12/how-to-be-linkedin-pro-create-one-click.html.

My favorite tool and secret weapon is the Bitly Bundle!  Keep all your current job openings in a bitly bundle and post it on your LinkedIn profile at the top of your summary.  You can tweet and post to Facebook directly from the bitly bundle.  I socialize my bundle every Friday so people can review my job openings over the weekend. It’s quick and easy and only takes one click.  Bitly also tracks analytics and creates a QR code for your jobs… very cool.

Some quick ways to automate are to follow blogs and online papers like Mashable, TechCrunch, Fortune, VentureBeat, INC.com, Wired, Engadget, etc.  Then use RSS feeds to Google Reader or Outlook.  You can quickly scan and click on interesting articles and then use a tool like Buffer App to schedule sharing via Twitter, LinkedIn and FB.  This is a free tool that allows you to schedule up to 10 articles at specified times each day.

HootSuite or TweetDeck are great tools to manage social feeds.  I use HootSuite and have linked it with my Twitter, Facebook and LinkedIn Feeds.  I have tabs for each stream and can schedule posts to all of these networks, multiple times.  Bullhorn Reach is also a free service to automate job postings; it will send your jobs out to your specified networks at specified times.

People are visual… we find that candidates today want to see what it would be like to work with potential employers.  A great way to show your company’s culture is with Pinterest.  You can create Community Boards with pictures of your campus and candid pictures of employees having fun at work as well as videos from the hiring managers.  This gives candidates a peek behind the curtain, into your organization.

Remember the first rule of social is to build relationships!  We are not out there to be a job board aggregator.  Become a subject matter expert in your area… follow thought leaders, engage with them, comment on and share their articles.  You never know…one day you may get an invitation from Bill Vick to be interviewed.

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Make sure to connect with both of these fine folks online – there’s great learning coming your way when you do.

Schooling HR in Social Business

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social businessIn researching HR and Social Media I came across a divine article from our friend China Gorman. Since she is a much better writer than I, I asked her if I could share the post over here on the cafe. She was so kind to allow me to do so - 

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In the land of HR, folks tend to think inside their bubble.

And when it comes to social media, some are early adopters (think using social media for talent acquisition) and many are laggards (think writing policies that keep people from accessing Facebook while at work).

But the truth is that there is so much more to social technology than social media. And HR needs to go to school on this.

Required reading for every HR person

I was pleased to attend IBM’s Connect Conference in Orlando last week. I was there to get insight into IBM’s acquisition of Kenexa and its commitment to building a Smarter Workforce – the brilliant marketing extension of their Smarter Planet campaign. Social business is huge. Social business at IBM is enormous — and growing.

While at the conference, I received a copy of the IBM Institute for Business Value’s report titled,The Business of Social Business: What Works and How it’s Done, that should be required reading for every HR person. It’s a sort of primer explaining what social technology is and how it is transforming the way businesses are competing in the global marketplace.

Based on survey data from 1,161 respondents and interviews with 21 executives responsible for implementing successful social business practices around the world, this report is easily consumed by non-technical business leaders (that’s you, HR Pros) and creates a much larger context for understanding the opportunities that social technology brings to an organization — and that will be coming to your organization soon!

3 key areas of social business

Despite Applebee’s and HMV’s unfortunate handling of recent experiences with social media, note that the IBM survey identified three primary areas of social business in which organizations around the world are currently investing:

  • Creating valued customer experiences;
  • Driving workforce productivity and effectiveness;
  • Accelerating innovation.

I found it fascinating that when drilling down into the second bullet point, driving workforce productivity and effectiveness – HR’s domain – the focus was on learning and developing talent, not acquiring it. There’s a head snap for you.

Take a look at the report and look for more useful information from the IBM Institute for Business Value. And download the free “IBM IBV” app for iPad and Android from your app store so you don’t miss any new research!

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This originally appeared on China Gorman’s blog at ChinaGorman.com. Used with permission. 

China Gorman has been in and around HR for more than 30 years, including 20 years in the HR consulting world specializing in the career transition, executive coaching, and leadership development specialties. Most recently she was the Chief Operating Officer and Chief Global Member Engagement Officer for SHRM, the Society for Human Resource Management, and you can read her blog at ChinaGorman.com. Contact her at chinagorman@hotmail.com.com.
Photo Credit: Khabar

Stats for Social Media at Work (Infographic)

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Happy Friday, folks. Hope your week has been spectacular. Since it’s my daughter’s birthday weekend, I thought I would share with you again this Infographic I created on Social Media in the Workplace from last year! Enjoy and have a pleasant weekend.

Social Apps and Fast Fads

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fadsToday’s guest post comes from a savvy young gal in the social marketing industry Lexi Kubrak. Let’s give a read, shall we?
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This year, I could not believe the amount of tech that came up and went out. Every other week I was overwhelmed with invites from new start ups or social apps for my phone, mac, PC, TV, and whatever other device has any wifi capability. It got to a point where my head was spinning from one window to the next, just trying to keep up with the postings. But after a while, I had to slow down and choose what was best for my sanity – not my @Klout. 
Recruiters have a horrible track record with jumping on the newest social app bandwagon. From Facebook to Google+, Klout to Kred, recruiters want to be everywhere at once to widen their reach and search out some diamond candidates in the rough. It’s definitely a strategy, but one that, like me, can wear you thin. 
 
As I write my career plan for 2013, I wanted to share a new strategy that might help focus the social reach of your recruiting career, and better narrow your chances of finding the right people for the respective industry. Think about you’re candidate focus. I know that with recruiting and HR, we can be asked to look for a myriad of people from a variety of industries, but online, there are better places than others to find them.
Instead of using the “spray and pray” technique, with a social profile from every platform available, it would be prudent to do some research into the age group and candidate needs. Find out real statistics of where people are online and where they interact the MOST. If it’s a new platform, be suspicious if anyone it going to be on it, and if it’s google, be wary that anyone actually uses it. 
Wired released a great article, with awesome graphs from Neilson that show the true use of social media:
 
top five social
 
The top five are where you want to hit. Likewise, there are similar lists for coders, creatives, artists, etc. As a recruiter you can’t be everywhere at once, but if you can be where you need to be, the right time at the right place, your clients will truly thank you. 
 
So try not to be a faddist, be focused. 

About the Author:

Lexi_Med_6400Lexi Kubrak is an independent (and loving it) consultant with her company, Enigma Marketing. Utilizing social media, word of mouth and people-powered campaigns, her ideas stand out in a crowd – just like her. Building a brand and watching it grow is what Lexi loves to see, and her own blog and energetic life reflects her passion to constantly rethink and redesign the way things are done.
Connect with Lexi:

The What, How and Why of Defining your Personal Brand

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Big brands like Coke, Pepsi, McDonalds are understanding the need for having an online presence in not only promoting their brand but actively listening to what folks are saying about them online, being able to quickly respond and engage their customers or potential customers.

The same tools can be used for building your personal brand to actively listen online, connect with key influencers and potential companies you’d like to work for and stay in touch with current job opportunities, for example.

It even works in our social business strategies. Knowing how to develop a strategy from point A to point B is so important.

Your brand is all about who you are and how you want to be known.

My pal Kyle Lacy just posted a fabulous article on this subject called “10 Steps To Writing Your Personal Brand Story” and it has many nuggets to incorporate into your strategy. I encourage you to read it.

That being said, I am hosting a Webinar today at 2:00 pm Central Standard Time, on “Defining Your Personal Brand” that will give you some insight into a few things such as:

  • Being present in social spaces
  • The importance of having an online presence
  • How Organizations and Big Brands are using branding and social media
  • How Job Seekers are using personal branding to find jobs (with a REAL LIFE Case Study)
  • What is Employer Branding?
  • What separates you from the pack?
  • The Power of Engagement and Online Connections

You won’t want to miss it. Sign up HERE>”Defining Your Personal Brand Webinar“

I’ll be sure and put on some makeup, do my hair and get out of my PJ’s.

Using Klout to Screen Job Applicants

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Don’t get me wrong, I love Klout perks. I’ve gotten some good chit over the past few years – anything from wine openers to T-shirts to smartphones worth $700.00.

But lately, I’ve been hearing a lot about social recruiters and companies looking to Klout to determine one’s “influence.” Heck, I’ve even heard rumors that financial institutions are using Klout to determine one’s credit worthiness. That takes the cake for me.

If you have been in a dark room hiding for the past year or so and don’t know what all the Klout is about, here’s a little info.

I’m all about online influence, relationship and community building and I glance at my Klout score from time to time. But I really don’t take it seriously. In fact, I haven’t invited a single person to join Klout (that I know of). See below. I find the picture to be quite funny and don’t think I will ever invite anyone on Facebook to join Klout – ever!

I think the reason that companies should not weigh in on someone’s Klout score for a potential job (accept perhaps in Digital Footprint and Management in Social Media but only in this area and since my Klout is somewhat good :) ) is that it can be manipulated as written in this post “Klout Myth Busters: Thoughts From The Experts.” I like what one dude says in this article:

Klout is a naive measurement that takes a 3 dimensional universe of influence and reduces it to a one dimensional snapshot. Like all other algorithmic people-scoring utilities, it only works as a very general indication of a person’s importance in the social media universe. (BAM!)

It’s funny how we take this whole thing so seriously and any new technology that comes along. There are some great tools out there that can truly assist in online recruiting, sourcing or whatever, don’t get me wrong, and I’ll be writing about those in the weeks to come.

But perhaps we should go back to “oldschool” methods of honing in on those skills that help us in determining the best fit, the best candidate and skills set or pull a dang credit check to determine if you should give someone a loan instead of looking to something like Klout!

What’s your whole thought of Klout and online influence? You’re the expert, you tell me?

Photo Credit: DeonDesigns

#Follow Friday – Video with Geoff Webb and Jeff Waldman – #WATCHTHIS

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Today I am honored to share my video interview with Geoff Webb (Radical Events) and Jeff Waldman (SocialHR). We discuss what Radical Events, Social HR and Social HR Camps, and bringing all that to ILSHRM12.

Enjoy and have a tremendous weekend, my friends.

Connect with Geoff Webb: Twitter, Website, LinkedIn, Google+, Facebook

Connect with Jeff Waldman:Twitter, Website, LinkedIn, Google+, Facebook