Social Recruiting

Will Periscope and Meerkat for Twitter impact your Employer Branding strategy?

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periscope v meerkat

Instant connection – that’s where we’re going and for agile and disruptive businesses, it’s a fun place to be.

Two new twitter live streaming services that have risen in popularity recently are Periscope and Meerkat.  Allowing people and businesses to live stream to their twitter following instantly now means that events, presentations and announcements could be quickly broadcast via a mobile device at the time – FREE!

Live streaming up till now has cost a fair bit but with these new apps which are available on iphone and android bringing your company to life has never been so simple.

For career focused twitter handles it could be a great way to share new insights into the business, what the business strategy is, why it’s a great place to work as well as showing people around the office.  Engaging your audience in different ways seeing if it works could have great candidate attraction and engagement potential!

Would your business be up for the live stream challenge?

To find out more about how you could use Periscope or Meerkat, check the video below.

Sourcing & Recruiting Tech worth checking out

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What’s new when it comes to sourcing and recruiting tech?  Here are a few platforms that I’m watching closely and using to source potential undiscovered talent!

HALF A BILLION PROFILES FREE

connect6

Currently in Beta mode, Connect6 have indexed over half a billion profiles and not just tech profiles. Currently big in North America it still has a good number of Australian candidates. It’s currently free but for paid accounts it allows you to message candidates directly or invite them to jobs that you’ve created. They haven’t shared how they do this, but guarantee that they are able to contact candidates directly with a higher success rate than LinkedIn Inmails.
I’m a fan of the interface and the results page, which give a quick and clear overview of the candidates that have come up in your search. As it’s an aggregator, it finds candidates from multiple platforms, therefore you may find candidates that aren’t on LinkedIn by using Connect6.
When searching for Marketing Manager in Melbourne, it came up with over 2,000 records and some great profiles.
Other features include the ability to post jobs to social media sites, pay a nominal fee to post on Monster, Dice, CareerBuilder, LinkedIn, StackOverflow or GitHub. It also provides users with a pipeline dashboard where candidates activity and pipelining can be tracked.

connect6 1

Well worth a look!

 

SOURCERS & RECRUITERS UNITE

sourcecon qa

This is probably my best pic of the post for those who are looking to do things differently and figure out how to use different tech for sourcing in the best way possible.  If you’re ready to have your own personal army of sourcing consultants at your disposal to answer any sourcing question you may have, then SourceCon.QA may be your kinda place.  It is the question and answer site for sourcers and recruiters that should be able to answer any query you have. The objective is to create a library of detailed answers to questions related to sourcing and candidate identification. This is different from a discussion forum in which opinions are shared and debated. The point of this site is to provide practical solutions for sourcing challenges.
Sourcing professionals that answer questions consistently well get votes so that you can see where some of the great sourcing answers are coming from. This may be a good sourcing ground for technical sourcers as well! Part of the SourceCon community, there are regular discussions on new technology, how older technology is evolving and what you may need to be aware of when searching for specific types of candidates i.e. smarter search strings due to change in algorithms.

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SEARCHING THE CLOUDS FOR YOUR NEXT HOT CANDIDATE

Google Drive, Dropbox, Skydrive, Evernote, and Box are tools that allow users to save and share documents on the cloud. Unfortunately, most of these tools have not developed a way for users to search other people’s files that have been set to allow for public sharing. Cloud Kite Cloud Kite is a tool that is filling that void. The company describes themselves on their Google+ profile as a “collective encyclopaedia project based on Google Drive public files and on the Cloud sharing, Cloud sourcing and Cloud solving principles.” Using Cloud Kite, users can search files uploaded to Google Drive, Dropbox, Skydrive, Evernote, and Box at the same time (note that the more services you search, the longer the search takes).

What types of files can we potentially find that can help us as sourcers?
— Resumes
— Conference attendee lists
— Meeting minutes (complete with names)
— Shared projects developers are working on

cloudkite

 

IT’S ALL ABOUT YOU!

About.me, the popular web hosting service that allows users to link multiple online identities into one visually appealing online profile, has announced a new search interface. The new interface is simple and requires no advanced knowledge of Boolean search. Whilst this platform is still growing, and as usual has a stronger US presence, the early adopters have been those from digital, marketing, brand and sales. This therefore makes this platform worth checking out for these types of roles. About.me has become the place where both professional experience and personal interest connect. Individuals share their work experience, images of projects etc as well as personal interest and branding.

Users simply type an interest, place, organization, or name into the search box and press enter. The profile of the user will come appear with a full list of their online profiles, email address and any other information they have chosen to share.aboutme dot com

 

Leave a comment below and let me know what tech you’re loving right now for recruitment and sourcing

3 Tips to Deliver Impressive Sourcing Innovation

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What is sourcing innovation?

In my book, it’s where you take what we all need to do – SOURCING and you make it more accessible, interesting, engaging, interactive, original and most of all EFFECTIVE to get the results you want and need.

Remember that Innovation without value and results is just a gimmick!

If you are connected with me on LinkedIn then you may have seen a recent article and video entitled “Agency Poaches Talent by Mailing out books with a phone hidden inside” I shared that I absolutely loved.

You can check it out here The Poaching Phone .

poach-phone-hed-2014_0

To give you a quick summary,  a mock design book was created, a phone was then installed in a cut out section of the book and the books were delivered to some of the top design executives in Dubai.  The phone had one number in it and that was to the person hiring these roles.

Outcome? By using this “Poaching Phone” technique to poach talent, FP7 successfully hired four key team members including an art director, a design chief and an award-winning creative team.  They claim the campaign saved them more than $80,000 in recruitment costs.  Now that to me is a result!

So what can we learn?

Know your audience

I’ve spoken about this point a lot here, here and here.  What do they read?  What are their interests?  The approach above is a great example of knowing what would appeal to your audience and targeting that when trying to get their attention.  By building out your knowledge and I mean actually doing the primary research not just making assumptions based on what you think or what you’ve ‘always done’.  The market is continually changing and keep up with your candidates needs, wants and job buying behaviours will keep you ahead of your competition when it comes to engaging and attracting great people.

Take the job to them

So you’ve got great talent sitting in organisations not looking for new opportunities, so how are you reaching them?  This is where getting your team together and brainstorming sourcing ideas is invaluable.  No matter how crazy some of the ideas maybe it could bring up a way that you hadn’t thought of before to do something different to get noticed by your targeted top talent.   When you start doing this with your recruiter and potentially hiring manager community, it start them thinking in different ways.  They and you become more aware of what could be a creative solution when you’re out and about, or even when you’re talking to great candidates, asking them more in-depth or probing questions to build on your knowledge of how else you may reach them.   The bottom line is – always be looking, thinking, finding, building new ways of communicating with your audience.   If you see the same thing over and over again it just becomes invisible and that is what many sourcing activities are now a days, invisible.

Surprise Them

So you’re writing another job ad hey?  These great candidates that you’re looking for, will they be looking at your thinking “wow that’s different?” As I say to my clients all the time, the way that you go to market, the way that you advertise and engaging is a direct reflection on your organisation’s personality.  I have to say that some companies write great job ads that provide meaning, fun, the WIIF (what’s in it for me) factors etc  but looking at how you can not only be on and in your candidates physical and online territory is what will set you apart.

When was the last time you looked at your sourcing activity and thought – “yes we’re really doing something different, we’ve put in effort and thought and I think we’re trying to deliver results in a different way?”

One of our Hudson RPO teams are currently building a campaign using really interesting gamification technology, social platform engagement with key leaders and influencers in the market plus a fair amount of images, video, competitions etc.  Once it’s done I’ll share the case study with you, but it’s about looking at what would appeal to your audience, how you can surprise and delight them, therefore making it shareable and engaging and get the results and quality of applications that you need.

Besides sourcing innovation giving you great results, it’s just more FUN! 

Seriously Cool Career sites to get Inspiration from

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Happy Friday!!

So it’s day four of 40+ degrees in Melbourne and we’re feeling the heat just a little!  So today, I thought I’d stick with the topic of HOT and check out some hot (or in this case I’ve called them Cool!) career sites that I think you could get a little inspiration from.

Today it’s going to be more show than tell!

As I work with companies to develop their employer brands, creative collateral and authentic, engaging messages to their target candidate market, I’m always looking at who is doing what and which companies and sites stand out.

1) Cotton On Group

So first one of the rank is Cotton On Group.  I love this career site!   As a social being myself, the layout, instagram photos, general images and video content are so 2014!  It provides an overview of the culture, people and offices and if you watch it and it makes you want to work there, then their job (when it comes to an engaging career site) is done!

Their brands include – Cotton On /Body/Kids, TYPO, Rubi, Factorie, TBar & Supre and looking at their career site you can see that they know their candidate target audience well.   Their audience, usually retail for their many trendy brands and stores named above are younger in age for their stores (think uni students who may want to work part-time), on trend, funky and creative types across their management team.

Using an employer brand strap line – “When you start here you can go anywhere” speaks to their potential employees sense of adventure and desire to have options when it comes to where they work and what they do.

All in all a great example of an engaging and targeted career site.

cottonOn

cottonOn1

2) Commbank Careers

Commbank careers have focused on their employees.  Not just the jobs that they do but who they are.  That says a lot, especially when we’re talking about a bank.

I love the images, they have their social networks connected, it’s clean, clear and easy to read and it makes me want to look around to see what else they have.    In the 2nd image below it also tells me who I already know at Commbank, so that if I want to speak with someone in my network before applying then I know who I can go to – pretty cool!

commbank

commbank1

3) TalkTalk Careers

Don’t underestimate a good looking website.  It means that the organisation has invested in trying to make something that is attractive, engaging and informative. Obviously the content is key, but when you get onto a site like TalkTalk Careers you just want to wander around seeing what else they have, they do, they offer!

I love the infographics that they use to talk about their benefits as well as what else they offer their employees.  It’s different and fun.   Whilst I think there is an opportunity to add video to their site to show more about the different business divisions, I think overall the site stands out and is dynamic and engaging.

talktalk

4) PWC Careers

Once again having multiple ways that potential applicants can consume information is a big winner with candidates today.  Some candidates like to read a lot of information, others are more visual, providing your social handles for people to follow on an ongoing basis allows you to build your employer brand with them over a period of time and ensuring that you give your career site a personal touch by showing your actual employees and not iStock images of models is critical.   Career sites with standard photos can quickly turn a potential employee off as it may be interpreted as the organisation does not think employees are good enough to put front and centre when attracting new talent.

pwc career site

5) Vend Careers

I’ve used Vend before as an example of a fun career site!  One of the things I really love about the site is that it not only shows the personality of the company but when you go onto the site it has a pop up window that says “Hi! It’s Kirsti here, I’m the Head of Talent at Vend. Let me know if there’s anything I can help you with.” – now what other career site allows you to ‘chat’ with someone in the talent team or for that fact the head of talent? If there are other sites then please do let me know, I think it’s brilliant.  Careers has a face once more and not just a phone number without a name or an email of Careers@company.com.au….. how personal!

They are clear about the culture, understand their target candidate audience and have provided the information needed for potential applicants to make a decision as to whether this is the right company and enviroment for them. Love it!

Vend Careers Vend2

So just a few key take aways –

Know your candidate audience.  If you hire candidates who are in sales, marketing as well as engineers or techis then think about what kind of information those different groups may want to consume.  For example a technical person or analytical person may want to see reports, graphs, facts and figures.  A marketing or creative type may want to view infographics and/or videos.   Knowing your audience will help you to make the right decisions when it comes to updating your site.

– Provide different forms of information for your different audience members

– Make it personal.  Show images and videos of your people and the environment that they work in

– Make it pretty and engaging.  Be interesting and if possible unique.

– Provide multiple places that if candidates want to continue to engage with you ie: social channels, then it’s easy for them to find and follow you.

– It doesn’t have to be a massive or expensive project.  Start small if you don’t have a budget and just do things bit by bit.  Remember that if you do nothing, then essentially you’re just moving backwards as your competitors continue to develop their attraction strategy and collateral.

– Check out what your competitors are doing.  Know where you stand and understand where you may need to put the work in to attract the right talent.

– Always be updating.  Is your business the same today as it was 2 years ago? In most cases the answer will be no, yet some career sites haven’t been touched for the last 3-4 years.

– last but not least; know your audience.  Know them really well so that that you can speak directly to them through your site.  This is probably the most important point of all!

These are just a few tips to get you started in 2014.   Remember that we expect candidates who come to interview to know all about our business and be excited and engaged to join the team, yet many times we don’t really provide them with the right information.   Use the tools you have to attract and engage the right people, and have fun in the process building something that you’re proud to use.

If you have a career site that you’re proud of or know of one worth checking out, then please share it in the comments section below, I’d love to take a look and maybe add it to my list of ‘Top Career Site’ examples!

Have a fab weekend

Suz

Selecting the Social Recruiting Channels for your business

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Being everywhere and doing everything is not always the best strategy.  If I’m honest it’s probably not a great strategy for anything these days! With recruitment resources stretched to their limits for most organisations, it can be difficult to try to keep up with the number of channels to market you could be using.

CPA sourcing channels

One of my recent posts, Mapping your way to sourcing success, outlined the fact that you really need to know your target audience.  By knowing your target audience you can make informed and effective decisions on which channels are right for you. Some of the key steps that I take when recommending social channels to clients for recruitment purposes include……

1) Assessment of the Employer Brand

You should have a fairly good idea through engagement, pulse or EVP survey’s what you internal audience thinks of the organisation.  To gain an understanding of what the external market’s view is, you can check out sites such as Glassdoor.com or the new Australian version jobadvisor.com or do your own primary research by adding a question to all of your screening forms or conversation asking the question – “what is your perception of what it’s like to work at company X?”.    If you do this over a few weeks you’ll soon get a feel for what the perception in the market is of your organisation as an employer.    By understanding this first, it will allow you to know what messages you either need to reinforce if positive or counteract if the perception is negative or untrue.

2) Develop a sourcing Channel map

Segmenting your target candidate audience and building your sourcing channel maps will allow you to speak directly to the candidates you need to, with the message you want to push out there as to why your organisation is the best place for them to be working at!  To read how to build your sourcing channel map check out this post.

3) Know your objective

Before you do anything in the social space, you need to understand what your objective is specifically.  Are you trying to attract candidates, show them what your organisation is about, share jobs, share information?  Be specific as it will make content curation much easier if you can answer a simple Yes or No to if the activity you are doing will help you meet your objective.  When defining your objective don’t use broad brush statements like – We want to seen as a good employer.  Objectives can be:

  • Communicate our EVP
  • Show our culture (events, corporate & social responsibility, learning & development)  through photos and videos
  • Share informative and helpful content to potential employees
  • Share market information
  • Show our personality by not taking ourselves too seriously

4) Select your channels and platforms

Once you know which channels are right for your target audience (sourcing channel map) and you understand what your objective is, then you can start planning which channels are right for you.

Knowing which social channels your company is currently using will make your life a little easier as you may not need to build a new business case to use a platform you’re already using as a business.   So do a search across the usual suspects such as Twitter, Facebook, Google+, YouTube, Instagram, Pinterest, etc as you may not be aware that your organisation has a presence on a specific platform.

I’ve found that the majority of corporate organisations have YouTube and Facebook from a consumer perspective.  Some may have a Twitter careers page and then there is usually a blank Google+ page that has been registered but not used as yet.   More advanced organisation have utilised Pinterest for employer and consumer Branding and then there are a few that use Instagram, once again from an employer brand perspective.

5) Metrics

Before you start any activity, write down where you are right now.  Things like what your employer brand is internally and externally – this may be through your engagement scores and sentiment in the market.  It may be looking at the number of application you receive now.  Knowing where your starting point is, will make it much easier to measure in 3-6-12 months time the impact your activity is having on your attraction strategy as well as which channels are helping you meet your objectives.  There is no point putting resources, time and money into something if you’re not getting the return on investment.

Mapping your Way to Sourcing Success

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On any journey a map is always a good idea.  Even if you’re planning on being flexible when you get to certain checkpoints.  The fact that you have a guide to where you need to be, when the best time to arrive is and what it may cost you along the way, always puts you in good stead to have a success, hassle free trip.

The sourcing journey is no different and for the best outcome of finding your target audience; planning and knowing where and when you need to be somewhere can be the difference between success and failure.

So how do you plan your sourcing journey I hear you ask?

Well as I mention a map is always a good start.  A Source Channel Map allows you start mapping out you’re the sourcing channels that you believe will work for your specific role or job family.     So let’s say that you’re looking for a Microsoft Dynamic CRM professional; start by placing that title at the centre of my map so it’s clear what the key focus for this exercise is.  Then I start to think about all the places that I could find these people.

Sourcing channel map

By building your map before you go to market, it means that you’re able to get a clear overview of what may work and what may not as well as if there are specific conference, workshops, meetups that you need to be at to network and find the candidates you’re looking for.

So…… Microsoft Dynamic CRM – where could I find them?

1.    Internal sourcing strategy

  • What will we do to attract these people?
  • Does our career site provide a clear overview and EVP that will attract and speak to these types of candidates once we find them or if they find us first?
  • Do we have videos, images and a clear understanding of what it is we are offering them if they come and work here?
  • Do we know what we can offer them?

2.   Referrals from either within the organisation or from other candidates that I’m speaking with

3.   Publications – either print of online.

  • What do these types of candidates read on a daily basis?
  • Are they subscribed to certain websites or blogs?
  • Are there magazines that focus on Microsoft technology that we could advertise in or need to be aware of?

4.   Competitors/Target organisations

  • Are there specific companies that you know these candidates come from that is a good fit for you organisation?  Don’t be shy – go get ‘em tiger!  And if you can’t then find someone who can.

5.   Associations and groups

  • Is there an accreditation that they need to have?
  • Will knowing this make it easier to search for them?
  • Can you find a list of people that have this accreditation to narrow down the search?

6.    Job Boards

  • Are there specific job boards that specialize in attracting these types of candidates?
  • Do they have a database that you can search?

7.    Conferences and Events

  • Where do they congregate?
  • Know your target audience’s tribal mentality.
  • Do they go to Meetups?
  • Are there online forums that you can check out?
  • If there is a conference that you know these types of candidates will be at, then when is it and how much will it cost to attend?

i.    Knowing this information will help you to plan and budget for the year.

8.    Social Media

  • Which social channels are they are? ~ don’t assume, go and look!
  • Are there groups on Twitter?  Are there candidates on twitter that you can find?
  • What about using Facebook graph search as well as seeing if there are Microsoft Dynamic CRM Facebook pages or groups.
  • LinkedIn searching is an obvious one as well.

9.    Search/Title Terms

  • What else could a person with these skills be called?
  • What other titles do they go by?
  • What are the keywords I need to be searching?

10. Recruitment Agencies

  • If I need to use an agency which agencies are right for these types of roles?
  • Which agencies have delivered what we needed in the past?
  • Who knows this market really well?

These are just a few of the sourcing channels that you could use.  Understanding your candidate market and profile is critical in today’s recruitment landscape.  There are so many platforms and so much information that it’s easy to get lost when searching for the right people.

Doing some of the ground work before you start will help you be targeted in your sourcing approach.  It will mean that you’re exerting your energy and budget in the right places.   Building a clear candidate profile will help you to understanding all of these channel better and will ensure that you have the right channels for the right target audience.

The Impact of Social Currency on Employer Brand

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Happy Monday all!!

So today I want to talk about Social Currency.   “Social Currency = If you can give people something that no one else has or make them feel remarkable, then it’s more likely they will share that information because it makes them look good, and in the process you as a business or brand look good as well” ~ Jonah Berger.

There is a FAB YouTube Video by one of my favorite people in the world, Mz Marie Forleo and University Professor (who wears very cool Nikes!…no grey beards or sweaters here) Jonah Berger called Viral Marketing.

He uses the example, which I’m sure most of know well, which is when LinkedIn sent out emails to a huge amount of people saying “Congratulations you were in the top 1% of LinkedIn users”.

Of course not only did that make us look and feel great but then we decided to share it with others, which meant that we were not only promoting ourselves and what may (or may not) be seen as an achievement, but by LinkedIn making people feel special, smart and in the know, LinkedIn got to come along for the ride thereby promoting LinkedIn even further.

The point is that if you make people feel special then by way of them sharing that, you/your brand or Employer brand gets to come along for the right.

Think about this – if your organisation made you feel special, did things that were a little out of the ordinary and just made an effort really – then how likely would you be to talk about them to others?  We’ve all heard friends talk about how their businesses sent them to a conference in Hawaii or they received an award or some great perk and it does make you think….wow that company really appreciates their people and in turn, maybe they could be a good company for me.  Now it’s doesn’t even need to be a large financial rewards, I remember my old flat mate in London used to get ‘Summer hours’ which meant that on a Friday during Summer they could leave the office at 1 or 2pm to enjoy the rest of their day.  That was 10 years ago and I still think that that’s pretty cool!

What about if you offered something to a client that no one else offered that they thought was great value, remarkable or insightful?  How much more would that client be willing to recommend you either internally or externally?

I love this video, not only for the great social and marketing gems but because I can see how we can apply that to Employer Branding for our clients and our own organisation.

As many heavy hitters in the recruitment world like Johnny Campbell and Bill Boorman etc say, it’s all about the candidate engagement now.  It’s now a lot easier to find top talent, but the engagement part of that equation can be a difficult one.

So my question is – How are we making candidates feel?  When they have an experience with us as recruiters or organisations are they going away and talking about that experience in a positive way and therefore building our social currency as an organisation or is their experience so poor that we’re actually coming out of the social mention pretty poorly?

When working for a management consultancy in the UK a few years ago, I will alway remember the conversations with unsuccessful candidates that went something like this…. “Suzanne I’m really disappointed not to get the role but I thought the process was really good, the feedback was comprehensive and my experience was positive and I’ll definitely try again in a couple of years when I’ve developed my skills further”.    1- do we know what candidates are saying about our businesses or client’s business to start with, which is the definition of employer brand really…the perception in the market of what it’s like to work at that organization both internally and externally; and 2 – do we know what unsuccessful candidates are saying about us once they’ve had an interaction with us.

Now I’m well aware that with thousands of applications it can be hard, but if it’s not even on  your recruiters radars that every candidate is or could be a walking advertisement for your organization, brand or employer brand then we’re falling down at the first hurdle.

So a couple of things to ask yourself when it comes to representing either yours or your clients employer brand in the market:

1) Am I making our candidates feel special in any way?

2) Am I tracking what people are saying both internally and externally about our employer brand?

3) Are they sharing the great stuff about our business because a) we make them feel special or b) because they think what we do is great and make it easy for them to share it

4) Are we assessing whether candidates are having a good experience when they come through our recruitment process and yes through the Applicant Tracking System?   Is it a standard thanks but no thanks email, or have we tailored it a little more so that they know we actually looked at their CV?

These are just a few light thoughts for this wonderful Monday morning in sunny Melbourne! (I hope it’s just as lovely where you are as well!)