We are coming to the end of the early bird discount period for the joint event between Inspecht and ATC Social Media: A Recruitment Revolution. while the early bird discount is good, register 2 or more delegates and you get an even better deal.
So why attend?
- Listen to Australian case studies from Ernst & Young and Atlassian
- Hear from Futurist Mark Pesce
- Participate in workshops on social recruiting strategies, digital branding and the use of social networking for sourcing
- Watch the debate between Stephen Collins and Jake Andrews, from SEEK, on “Do you need a job board when you have social networking?”
- Put forward your own ideas and thought in the World Cafe session
- Listen and interact with your peers in the special unconference session where you get to control the agenda
This event was inspired by the ERE Social Recruiting Summit so I caught up with Paul Jacobs from Tribe HQ a New Zealander who attended the event with me to find out why he trekked all the way from Wellington New Zealand to San Francisco. (These are definitely NOT Oscar winning performances but we had fun.)
Finally if you are a member of Recruitment 2.0 APAC you could win a free ticket to attend
Late last week Jobvite, who 3 weeks ago secured another $8.25 million in series B funding, launched their latest product Jobvite Source. A product that allows any company to source candidates through a combination of social networks without the need of their larger ATS. Jobvite Source also allows employees to refer jobs on to their contacts across tools such as Facebook, Twitter and LinkedIn.
Effectively Jobvite Source is taking the social recruiting portion their ATS, Jobvite Hire, and making it available for any organisation to use, regardless of the ATS vendor.
Jobvite Source includes the following key features:
- Social Networking Sourcing
- Employee Referrals – across Facebook, Twitter, LinkedIn, Email etc.
- Candidate Relationship Management
- Facebook Application
The images provided to me show a comparison searching for a “product manager” in Jobvite Source vs Google. Where as Google provides a mixture of results, Jobvite Source delivers only potential candidates. A full image was a bit large to place in the post but I uploaded it so you can view.
Other features include a metrics dashboard to show recruiters the progress of their jobs across the different networks.
I have requested a full demo of the product and will try and post once I have seen it.
Overall an interesting move, the full press release of the launch is available on their website. With an additional $8.25 million I will expecting some big things from Jobvite in the next 12 months.
While Jobvite Source offers lots of features, Australian vendor JobGenie can provide organisations very similar features for a small monthly fee. JobGenie also offers an open API so developers can build right on top of the JobGenie platform, a very unique offering.
- JobGenie has been a client of mine.
- Jobvite were very accommodating of me when I was in San Francisco in June.
During my presentation yesterday on social media in the workplace at RecruitTech I spoke briefly about the “Facebook Five” and felt I would expand on my comments here.
In summary six (it was five) NSW prison officers are being threatened with being fired over comments they made on a Facebook page “Suggestion to help Big Ron save a few clams”. This was at a time when the NSW was looking to sell of prisons to save some money.
The case went before the Industrial Relations Commission (IRC) this week where the Public Service Association (PSA) filed an application asking the corrective services workers have the treats revoked. The workers are claiming that the comments were private and outside of work.
The PSA has also stated to the IRC that it intends to seek changes to the award to exclude out-of-work hours activities from being dismissible offences. The claim says:
“An employee shall not be the subject of any disciplinary action by reason of conduct that occurs outside working hours and which is intended by the employee to be private in nature”
However QUT Senior Lecturer Peter Black has commented, quite rightly, that can anything online be considered private:
There is certainly, I think an argument that it is a private conversation, however I think that probably ignores the reality of how these sorts of websites operate,
However because there is always a record kept of these sorts of conversations in an online environment, even where it is private, it is very easy for that information to get out beyond the wall.
Another interesting fact to consider is let’s define the work hours. If I answer work emails on a BlackBerry at home and then use the same device to post something on Facebook, was the post outside of work hours or not?
This case looks like it could be one begin to shape our employment laws around social media and the workplace.
Today I gave a short presentation at RecruitTech in Canberra on Social Media in the workplace. The official bio was:
Many big organisations continue to block the use of social networking tools in the workplace, whilst others encourage their use. But how much Facebook surfing and Twittering is too much? This presentation weighs up the pros and cons of social media in the workplace and the impact of an organisation’s social media policy on its recruitment and retention.
Here are the slides from the presentation.
Last week a US recruitment expert Peter Weddle called social media a SCAM for recruiting. He stated that it was a waste of time with no ROI, although he did not use the term ROI. Finally his prediction was that social media will not be the future of recruiting until 2014 while job boards will remain the predominant method of finding a job. His source two survey’s one his own and the other by AfterCollege:
Social media came in at number 15 on the list of choices and was selected by just 10.9% of respondents which, of course, included those most celebrated for their use of social media—Millennials.
Well Peter’s comments got a few people all flustered, including Paul Debettingnies and Jim Durbin also known as The Social Media Headhunter.
I am not going to comment on the posts more a comment on the ROI of using social media for recruiting in Australia (some have links to stories others are examples I have picked up in the marketplace):
- First up Darryl King from Ireckon hired his new Project Manager via Twitter.
- The boys from Happener use social media as the backbone of their business.
- Amneisa Rasor Fish hired their Director of Social media through Twitter.
- Amy Cato from Cato & Hall hires a vast majority of her placements via Facebook.
- Thomas Shaw has many customers placing candidates through his Facebook apps.
- V set up a dedicated careers site on MySpace to allow young Australian’s access to 60 ‘never-to-be-advertised’ positions. 4,000+ applications and all positions were filled and V achieved over $750K in marketing exposure.
- Deloitte Australia actively uses social media sites as a talent pool source.
I could continue but I think you get the point this also ignores all of the recruiters using LinkedIn and LinkMe to source candidates.
I have said it before and will continue to say it social media does have a place within your recruiting strategy but it is NOT a recruitment strategy on its own! The key is to understand where the talent hangs out online and then develop a strategy to engage with them on their terms.
The Forrester Social Technographics 2008 report shows that Gen Y (18-28) are significantly higher Creators, Critics, Collectors and Joiners then other generations up to 49 index points. While Gen X overall are more likely to be Spectators (63%), Joiners (41%), Critics (32%) and finally Creators (24%). Young Boomers do not participate with social media anywhere as often as Gen Y or Gen X, Young Boomers are Spectators (48%), Critics (29%), Joiners (27%) and Creators (17%) which is not a lot different to Older Boomers or Seniors.
So if your target market is Young Boomers (43-52 year olds) leading with a social media is not the right move. If you market is Gen X you need to develop a method for them to be consumers of social media or even critics.
Following yesterday’s post on future recruiting technology, which looking back should have read future talent management technology, here is an example of thing I am seeing in the market.
SAP has built a Social Network Analyzer prototype for inside the organisation. (Hat tip James Governor.)
It aggregates existing enterprise data to display and discover organizational relationships. It provides the missing link between social networking platforms and enterprise information systems, by letting organizations leveraging data available in corporate information systems.
SNA helps jump-start social networking within the organization by letting you import and aggregate all the corporate relationships between people that are already recorded in your business applications, such as:
- Management hierarchies from your human resources system
- Data on who worked on which deals from your sales force automation system
- Partner, customer, and partner supplier contacts along your supply chain
- People who work on similar transactions within your operational systems
The early images show a product user interface that is very different to anything I have seen from the German Giant.
The tool bring data from disparate systems across the enterprise into a single view to see who is interacting with whom via relationships there can be significant talent management benefits, other than collaboration:
- Look at the interaction of at risk high performers, are their other high performers that also might be at risk due to social relationships?
- Top talent referrers, who else do they interact with and are they providing referrals, if not why?
- Do poor performers interact together?
- Do top performers interact together?
The tool can import any data that describes a relationship between two people or objects you can uncover relationships between individuals, groups and departments that do not appear in the traditional organisation structure.
Now what if we added into the mix information about external social networks??
Let’s not forget the privacy issues, to quote James:
I thought it was kind of funny, though obviously not surprising, that one of the reasons SAP has been slow to turn the prototype into product is European data protection law. While American firms would consider metadata about employee interactions to be company property, under German law that is certainly not the case – no, in Germany it would be called spying.
Will this product see the light of day? Will it be deployed in many organisations? What would trade unions think of the tool? All these questions and more will ultimately determine the future of this particular technology.
I found this over at the Amnesia blog a Dutch marketing agency, Energize, in a bid to attract social media cadidates has reworked their job application page to look like Twitter.
I have to agree with the guy at Amnesia it is a little gimmicky, but as they said the site is getting attention. A couple of interesting observations, the CV is optional
They are also meeting some of Gerry Crispin’s attributes on a good careers website:
- When I apply, am I the one this employer is looking for? (Am I your Target candidate or is someone else?)
- Is it clear to me why I should come to (or stay at) this company? (Engage me.)
- Was I able to find the information I need to support my reasons for applying here? (Can you really Inform me?)
- Was I thanked, offered next steps, promised feedback or status? (After I’ve applied, will you Respect me in the morning?)
This approach to attracting candidates is clearly showing the type of candidate they are after, this apporach is also engaging. But I don’t read Dutch so I can’t comment on if there is enough information on the site that is informing the candidate. Nor did they acknowledge my application immediately.
Below are my notes for the talk I have given over the last week on social media in the workplace. I admit they do not flow as an essay as they supplemented my slides, hopefully you can derive my messages.
For nearly 20 years geeks have been operating in the backrooms of your organisations communicating across the Internet using tools such as Gopher, IRC, Usenet and HTTP. Then in 1994 Marc Andressen released Netscape Navigator into the world, since then it has never been the same.
Netscape allowed non technical people for the first time to graphically see not only documents on the Internet but also their relationships. This was the birth of the web as we know it today.
Everything on the web today has been built on these foundations. Including social media.
The first true social technology was the reply all button in email. As much as we often despise this feature for the first time it allowed people, through a single click of a button, to engage and collaborate with a large group of individuals. The first social gesture.
I have spent the last 2 and a half days at the Australasian Talent Conference where there was lots and lots of talk about social media and its impact on business, talent and the workplace. However most of the questions and comments tended to be we don’t understand it, it is a waste of time, we are ignoring it and where is the ROI. There is fear, uncertainty and misinformation amongst many of the leaders in business.
To help overcome these issues I will initially be spending time look at the foundations of social media before taking an trip in to using social media in the workplace.
Continue reading “Social Media In the Workplace”
Unfortunately the schedule for ATC was changed so I missed the first 30 minutes of Dr Williamson’s presentation, however what I did catch was very very good.
Employees are repositories of both human and social capital therefore talent retention is all about relationship management.
Dr Williamson (Associate Professor from Melbourne School of Business) talked a lot about boomerang hires and employee referrals as methods of recruiting that provides an extremely high ROI. Effectively leveraging the human capital of former employees
The benefits of sourcing boomerangs:
- Lower uncertainty
- Reduced recruiting costs
- Reduced training cost
- Lower turnover risk
But one of the challenges of getting boomerangs to come back to your organisation is addressing the issues as to why the employee left in the first place. Dr Williamson recommendation is to address these issues is through the use of exit interview results to address the reasons for leaving. Then during the interview process let the employee know that you have addressed their issues.
In today’s climate a key to having successful Alumni and boomerang programs is to ensure you are managing your layoffs properly – fair & consistent manner, outplacement etc. You do not want to damage the relationships with these employees as they are leaving the workforce.
Dr Williamson also presented a very interesting idea of using Alumni networks for short-term projects, a similar idea to one I put forward in the 52 Social Media Ideas for HR & Recruiting where internally you allow employees to bid internal credits for additional project work, once complete the manager then rewards employees with additional credits to be used on other projects.
Dr Williamson finished his presentation looking at approaches to managing external employee mobility. He sees three key approaches, the choice of which one to use depends on the strategic value of the employee and the destination of the employee. These approaches are:
- Defend against mobility
He put forward the following framework for managing employee’s who leave your organisation:
It is interesting how things align for the last few months I have been talking with FCB Workplace Lawyers about speaking at their breakfast series on social media in the workplace. The growth in discussion on this topic over the same period has been amazing. Last week FCB announced the details of these sessions 8th May in Sydney and 11th May in Melbourne, so if you want to know more come along.
My topic is loosly “Four sides of the same coin – How to keep brand managers, lawyers, employees and employers happy when engaging with social networking.” I plan to cover topics such as :
- What is social media/web 2.0
- Workplace risks and benefits of social media
- How to manage and monitor it
- How to safe guard your company’s brand
- The risks of unknowingly extending corporate liability
- Harrassment from online friends in the workplace
- Confidentiality issues
Following my talk there will be roundtable discussions on:
- Social media: what does it mean for current workplace policies including developing a social media policy
- Should you regulate the use of social media in the workplace?
- Legal issues arising when recruiting with social media
- Employers legal risks associated with employees using social media related to work
The sessions are free and you can register online for Sydney and Melbourne.