I recently came across a really interesting article on Recruiting Trends about Google’s social media effect on recruiting. The article discusses Google’s failed social media attempts before and discusses what is different in their strategy this time.
Google has an ambitious plan to extend social media across the entire Internet experience. You may have noticed the +1 sign that now accompanies a number of your favorite web pages, which is used to aid in future searches and the web experience as a whole.
This would be an incredibly ostentatious plan for anyone not named Google. It was only a matter of time before the most powerful brand on the Internet would break into the social media market. But what does this mean for recruiting? How could this affect companies like Linkedin?
In the article from Recruiting Trends, Vitaly Latush says, “If Google’s social overlay covers the entire Internet people may start choosing professional branding tools that better suit their professional/knowledge profile rather than accepting the one-size-fits-all options. ”
Google’s reach extends to nearly every corner of the Internet. Thus, building your recruiting brand through Google would be the most logical move should they develop the medium to deliver it. With Google+ they may have done just that. But only time will tell if Google+ can challenge and overtake Facebook and LinkedIn, or if it’ll wind up an afterthought like Google’s previous failed attempts.
Google Buzz anyone?
You can check out Latush’s article in its entirety by going here:
http://www.recruitingtrends.com/google-social-what-does-it-mean-for-recruiting
In a recent article from Recruiting Trends, Author Chad Storlie discusses how military experience can translate extremely well into the work place. The example Storlie uses is that of Operation Command Centers or OPCEN. Walt Disney World recently opened a brand new Operations Center, “to ensure that theme parks guests, employee, and services run smoothly, effectively, and on time.”
Globally, there are several hundred military OPCENs running all day and under combat conditions. Certainly, that type of experience could prove invaluable to Walt Disney World when looking for candidates to run their brand new Operations Center.
Since Gulf War Veterans make up less than 1 percent of the U.S. population, Storlie listed some incredibly useful ways for recruiters to learn more about adding value to their company by utilizing military experience:
1. Leverage Their Military Experience to the Company & Job
2. Mentor an Individual or Group
3. Further Education One Class at a Time.
Storlie goes over each of these methods in great detail and the whole article is worth a look. You can see the article in its entirety here:
http://www.recruitingtrends.com/how-recruiters-can-leverage-military-experience
There are many things the come to mind when thinking about diversity: race, sex, religion, sexuality and age are some of the first we tend to think of.
However, there is another valuable group of people that are often overlooked when employers think about diversity in the workplace–the disabled.
There is a recent article from www.diversityinc.com that discusses disabilities in the workforce. John Kemp, executive director of the US Business Leadership Network (USBLN) discusses the stigma that surrounds disability, and how employees often hide their problem from coworkers.
John Kemp knows a thing or two about the disabled in the work place–he started his life with his disability, and has two prosthetic arms and legs. Now, he says, is the time for progress.
“In October, the percentage of people with disabilities in the labor force was about 21 percent,” Kemp said. “That percentage hasn’t changed since the passage of the Americans with Disabilities Act in 1990”
It’s clear that the definition of diversity has changed over the years, and will continue to change and keep evolving.
So what is your company doing to address the topic of disabilities in the workforce?
You can access the article here: http://diversityinc.com/article/8127/The-Valued-Employees-Youre-Missing-People-With-Disabilities/
Dr. John Sullivan from ere.net has posted an interesting article about the top 30 social media recruiting errors. Many employers think that just by saying they “use social media” they are using it effectively when in reality that is really not the case. In fact, there are a number of mistakes that employers make over and over again when trying to implement social media strategy into their recruitment plans.
The common errors that Dr. Sullivan includes are separated into five major categories: strategy related errors, channel and tool selection errors, message and coverage errors, recruiter and employee support errors and process and administrative errors.
Essentially, for social media to work for your overall recruiting plan, a solid strategy is a must. You need to know who you are targeting, how you are communicating and always keep in mind your employer brand. In fact, Dr. Sullivan lists underemphasizing employer branding as one of the biggest mistakes.
What it really boils down to is that social media makes it too easy for employers to flood their subscribers with too much information that isn’t targeted or consistent. It’s important for an employer to have a plan in place and to stick to it lest they lose potential recruitments.
The fact is that social media can be an incredibly useful tool in recruitment. But unless you have a good plan in place, you should avoid it. To see the full list of common social media errors, go to:
http://www.ere.net/2011/02/07/high-impact-social-recruiting-errors-the-top-30-to-avoid/
Sometimes the best person for the job is the person is the person you know. Below you will find the advantages and of these so-called “boomerang” hires and how to make them work.
As it appeared in Universum Quarterly By Kina Zeidler
The advantages of “boomerang” hiring, or bringing back the alums, are:
• Reduce your recruitment expenses
• Access a broader and qualified pool of candidates
• Improve your company’s overall performance; alumni require less time to be productive
• Gain individuals that already share values and expectations
Dos
• Treat your alumni as you would treat other applicants. The demands should remain the same.
• Only re-hire people who were top performers and left in good standing.
• Understand the reasons why they left in the first place, and do your homework before interviewing to make sure those issues no longer exist.
Don’ts
• Don’t lose contact with the alumni if the interview doesn’t turn into a hire.
• Don’t assume the alumni will take your offer over a competing one because of their past history with the company. They are still looking for the best opportunity.
We all know that LinkedIn is an incredibly useful tool for those trying to build a strong personal brand. There are tons of tools all across the Internet offering aid to individuals looking to improve their LinkedIn image..
But what about employers trying to build a brand on LinkedIn. Can LinkedIn be a useful tool in employer branding?
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In a recent article from ere.net, Dr. John Sullivan counts down the companies that he personally believes to be the boldest innovators in talent management. Sullivan used the following criteria to come up with the Top 15
- Firm included in the current BusinessWeek or Fortune rankings as a top place to work.
- Firm has won awards or been written up for excellence in talent management.
- Firm has been a “launching pad” for talent management leaders who now serve in a leadership role at other major firms.
- Firm has continued to grow and hire, in spite of economic turmoil.
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