Archive for the ‘Social Media’ Category
Ke$ha and Social Recruiting: Blah, Blah, Blah
Posted by JasonThere are many opportunities for both HR professionals and Recruiters to engage in (and leverage) social media (coming out your mouth with your blah blah blah) – both personally and professionally. But buyer beware, don’t just fall for the hype (zip your lips like a padlock)– and be sold worthless goods.
If you filter through a majority of the noise, most of what we see and hear is just that – noise and hype. (don’t be a little bitch with your chit chat). Consider how recruiting (tools) have evolved over the past 2 decades – from newspapers and job boards – to the almost endless possibilities today (in comparison). The biggest difference between then and now is that now we can leverage all of these tools to brand our organizations and get our messages in front of people world-wide, whether or not they are looking for work. And, we can now do this faster than ever thought possible.
Yet, part of the problem with the current focus is most “experts” are primarily talking about using social media for posting jobs (advertising) and finding people (sourcing). (so just hush baby shut up) These are activities. They are important, yet they are not addressing the issues at hand (integrated technology, capacity, candidate experience, investment returns, etc.). These activities are not advancing our cause. They are simply activities to get your jobs in front of the same people that are and were reachable before. (stop stop stop talking that)
There is no reason to over-complicate “trends” and “best practices.” We don’t need to continue creating and leveraging more job posting tools and web sites. This isn’t about posting your job on twitter or creating a RSS feed of your jobs for your facebook fan page. Big deal. Who is really joining your fan page anyway? Is the dialogue meaningful and engaging? So much belief can be put into anecdotal stories of how great something is. (blah, blah, blah)
Do we really think candidates understand the mess being created online with 100,000+ different job sites? Are we that naïve to think 99% of these job sites even matter – at all?
It’s unnecessary clutter, it’s confusing to candidates, and the online experience can be an embarrassment. And people ask how HR and/or recruiting get bad labels. From my viewpoint on recruiting and specifically related to social media, I would argue we need to think broader than activities and clutter, and start thinking about total distribution models, meaningful delivery of content and mechanisms, and true communities of influence that provide a mutually beneficial relationship for both parties – the candidate and the company.
This isn’t about not using social media, it’s about using it in ways to drive innovation and engagement. Ways that make sense for your organization, your strategies, and your target candidates. We’ll be highlighting organizations over the coming weeks we think are doing it right!
Options:
Online Recruiting and Job Pollution
Posted by JasonI had the opportunity to present at the Minnesota Recruiters Conference last week on Online Recruiting. A big thanks to the co-founder of the group, Paul DeBettignies, for another great event.
I focused on this topic as a follow-up to an article I wrote a few weeks ago called “Job Seekers Beware“. These are a few examples to consider as a result of that artcile.
The slides are included below - via SlideShare. Please contact me if you are interested in learning more about the session.
Some additional context on the session when viewing the slides:
- The main focus of the session was on “owning” your own content, and controlling the candidate experience.
- The inference to the examples used again was on partnering with these organizations to stop the job pollution that’s taking place - primarily the sites that are using your content without your knowledge.
- Put YOUR strategy together based on your organizations needs. As a specific example, during the session we looked at twitter as a recruiting tool, and the pollution taking place with thousands of jobs channels. It’s not that an organization shouldn’t consider - or use twitter (or social recruiting for that matter) - it’s about finding out who has your content, where candidates are being driven to, and the results.
- It’s also about outsourcing what makes sense. Do you want to manage your organizations twitter channel and followers - or does it make sense to leverage the established job boards already in place? The answer is different for everyone, but again, you need to own the content and clearly know the candidates path to completion - on all sites.
View more presentations from Jason Buss.
An Apology to All Job Seekers and Candidates
Posted by JasonWe call it the candidate experience. You call it BS. We call it employment brand. You just want respect.
The first job board was launched in the early 90’s. Some experts state there are now more than 40,000 job boards. Add in publisher networks, blogs, and communities and the number quickly surpasses 100,000. To me, it’s job pollution and borderline corruption (depending on the site and their business practices).
Exclusive 2010 Trends in Recruiting
Posted by JasonAn exclusive for The Talent Buzz community, which has not yet been published broadly. It’s the 2010 Trends in Recruiting Report from LinkedIn.
The report is free, and contains some great information on overall trends related to recruiting budgets, passive candidate recruiting and pipelining, the use of social media, and more.
Options:
A Social Media Romance: From Twitter to Love in Real Life!
Posted by JasonWritten by Kristin Dziadul.
- Mike D is now following you on Twitter.
- Mike D has accepted your friend request.
- Comment posted by Mike D
- Text Message from Mike D
The above is a prelude to a love story. Yes, love can occur by meeting in class, meeting through a friend or at a party, but what about through social media?
Did you know that there are four bases of social media that can lead to a social media love story? Do you remember being in high school and talking about the ‘bases’ you could get to with your teenage crush. Today in the new digital age, social media bases are applied the same way as high school, however the love stories at reunions are slightly different.
First Base:
Alice in Twitterland: How To Tweet like a Rock Star
Posted by JasonIn Lewis Carroll’s famous novel, Alice was a precocious child with her own idiosyncrasies. In my imagination, Alice did not fall into a rabbit’s hole into Wonderland. She was thrown into the 21st century instead. Within a year, she became the most famous Twitterer ever. How did Alice fit in the Twitter scene? With these four easy Twitter tips, you could be as mad as the Mad Hatter himself!
1. Identify your personal niche.
“If I had a world of my own, everything would be nonsense. Nothing would be what it is, because everything would be what it isn’t. And contrary wise, what is, it wouldn’t be. And what it wouldn’t be, it would. You see?”
The $1,500 Blog Post Contest
Posted by JasonIt’s that time of year… Announcing the 3rd annual Talent Buzz blog post / article contest. If you write, or have ever thought of writing, this is for you!
I am excited to announce the $1,500 blog post contest on The Talent Buzz. This time around, the stakes are higher as the winner will receive a $1,500 Visa Gift Card for the winning post. Yep, that’s right, $1,500.
Last year’s competition was great, and the winner was Seth Simonds for writing “Gosh! Napoleon Dynamite’s Guide To Social Networking“.
Options:
Top 25 Digital Recruiters
Posted by JasonHR Examiner is continuing to measure influence. This morning, they announced the top 25 most influential online recruiters, as a follow-up to their quest to identify the most influential people in the world of Human Resources.
To calculate influence HR Examiner partners with Traackr, a Boston based online reputation discovery tool. You can view the entire list of top recruiters and the prior list published from HR Examiner - the top 25 HR digital influencers of 2009.
Options:
Simply Hired Goes Social
Posted by JasonWith more than five million job listings worldwide, Simply Hired is the world’s largest job search engine and recruitment advertising network, and yesterday announced it’s going social.
Today’s web-savvy job seekers are turning social applications into professional job hunting tools by embracing social networks to expand professional connections, tapping into twitter for real-time alerts about job openings and leveraging blogs to increase their online presence.
The Top 25 HR Pro’s on Twitter
Posted by Jasonby @jjbuss.
On Monday, the top 25 most influential list of recruiters on twitter was shared. Leveraging wefollow, it’s time to spread the love to our HR Tweeps. After all, they work just as hard as Recruiters!
The current list of the 25 most influential HR Professionals on twitter are:
Loading ...