Plans for 2013

Just a short update and a small reflection.

At this stage nothing set in stone, still talking to a few people and looking at the jobs on offer.

My review of next steps has me looking in two different directions both equally interesting; IT project management ideally in HR Technology (either vendor or customer) or advise and consulting most likely with a vendor or consulting firm. Both options interest me and I think allow my skills to be used to add value to an organisation.

I have applied for a number of jobs and while none have been a 100% match to my skill set I have been interested in the deafening silence from recruiters. The ATS talks to me on application but to date not a single follow up either automated or personal. Not surprise by this as the roles are not a 100% match, however I had expected something. The general application process has been fairly painless each time but a few thoughts:

  • Cover letters, I really hate not knowing who I am addressing the cover letter. This anonymous recruiter ends up with “Sir or Madam” which just does not feel right, nor is it personal which is my style.
  • Cover letters take the most time in the application process I think they are very important as they allow you to highlight how your skills can meet specific requirements outlined in the job ad.
  • Many job ads are uninspiring and some even turned me off applying because they seems so dull. Now this could be a good thing as if the ad reflects the culture of the organisation, there is a self selection process taking place. This is bad if the ad reflects the recruiter’s culture and not that of their client’s as I suspect on a few occasions.
  • Job ads still have typos and many I find lack sufficient detail to work out what the role does other than generic “manage projects”.
  • Some job ads have so stringent must haves I wonder if there are candidates out there to match.
  • The actual application process has tended to be 50% through the job boards own tool and 50% through the advertiser’s ATS.
  • Employers seem to use their ATS for direct applications, recruiters the job boards tools.
  • Only a few ATS’s have asked me to write “War and Peace” or answer many questions.

I suspect in the next few weeks I will find a role and will certainly update once it is set in stone.

ATC Social Media Presentation

Here is my presentation from the ATC Social Media event. My main messages that I hope people took away were:

  • Using social media for marketing is ok, but engagement and community is better
  • Engagement and community is harder than just a Twitter account or Facebook
  • Social Media is not easy, nor is it free
  • True engagement with social media is about people conversing with people, not brands servicing people
  • CFO’s like to talk about dollars

Who owns your brand in the social media world?

Tomorrow morning I am doing a presentation for MyCareer and some of their clients looking at the wonderful topic of:

Who owns your brand in a social media world

An interesting topic some might think more interesting have a job board promote social media, more on that later. While I have a large amount of content, even spoke on a similar topic in October last year, I have revised a major portion of my talk based on some ideas from a few others:

Some of the topics I will cover include:

  • What is social media, I like to ensure the audience knows where I am coming from
  • What can happen to a brand online
  • Strategies
  • Learn to Adapt
  • Be Smart no Clever (hat tip Jared)
  • Add value
  • Be consistent but authentic and definitely not generic
  • Provide support to recruiters
  • Processes, Processes, Processes

If you happen to be lucky enough to attend I would love to hear your feedback.

Social Media for Recruitment

One of the things that has been going on in the background for the last couple of months has been the building of a social media for recruitment training program, in partnership with InsideJob.

The program consists of three modules; one hour webinar, 1 day introduction and 2 day advance course and is structured to take you from one module to another. (In fact you cannot attend the next module until you have completed the one before.)

So what will you learn?

1. What is Social Media for Recruitment

1 hour Webinar as an introduction and pre work for the Essential Social Media for Recruitment program we will discuss:

  • What is Social Media
  • Social Media Channels and Tools
  • Trends in Social Media
  • Introduction to Essential Social Media for Recruitment program
  • Q&A

2. Essential Social Media for Recruitment

1 day workshop where you will gain the skills to develop an effective Social Media strategy for your business including:

  • Social Media Strategy, Guidelines, Policies and Barriers
  • Defining your Business Drivers and aligning your Social Media strategy
  • Social Media Best Practice Framework
  • Getting Started – what now!

3. Advanced Social Media for Recruitment

2 day workshop where you will gain the skills to develop and deploy an effective Social Media strategy for your business including:

  • Effective use of Social Media Channels & Tools
  • Developing your Social Media Content
  • Search Engine Optimisation & Marketing
  • Defining your Business Case for Social Media to gain key stakeholder buy-in
  • Aligning your EVP and Social Media Messaging
  • Developing your Social Media Strategy in Detail
  • Deploying your Social Media Strategy

If you are interested in attending the next sessions head over to the InsideJob web site and register!

Mobile Recruiting

At the upcoming ATC Social Media conference (early bird prices until 30 September) I will be talking briefly about mobile recruiting. A topic I know is a little strange to some people, but I think effective use of mobile technology is going to become a critical part of a recruiters toolkit. Let’s face it mobile technology is not something you can ignore, as of December 2009 there were over 4.5 billion active mobile subscribers globally!

I am going to look beyond SMS, Bluetooth and email on smart phones, while they have a critical place in your mobile strategy there are other things to consider.

For example, while a traditional computer is replaced on average every 3.5 years mobile devices are averaging a replacement cycle of 18 months! This means just because something did not work last year doesn’t mean it won’t work this year!

Other topics I will look at include location based services, there is more to it than FourSquare or Facebook Places, areas like sales force automation and the impact of cloud computing on mobiles.

I am also trying to think of a good demonstration for the session so if you have any ideas, leave me a comment.

Workforce Analytics: Following the employees

I ran across an interesting post from the LinkedIn blog, via Steve Barham from LinkedIn, entitled Where did all the people go from the collapsed financial institutions?. The post was looking at the flow of employees between five major financial services companies:

  • Barclays
  • Credit Suisse
  • Citigroup
  • Bank Of America
  • JP Morgan Chase

LinkedIn Data - Financial Fallout Graphic

This image shows the amazing amount of data that is available from LinkedIn both via public searches and as a premium paying member, to quote the post:

To be specific, other than two acquiring companies (Bank of America acquired Merrill Lynch and Nomura acquired Lehman Brothers’ franchise in the Asia Pacific region), Barclays was by far the biggest beneficiary, scooping up 10% of the laid off talent, followed by Credit Suisse at 1.5% and Citigroup at 1.1 %.

While an interesting look at talent movement it got me thinking.

A couple of questions came to mind:

  1. Do you use external talent movement data in your workforce planning/sourcing strategy planning?
  2. Does your workforce analytics program allow you the same sort of analysis?

I would suspect most companies would answer No to both questions. The cynical might also ask why would you want this information. So let’s look at a couple of examples:

Example 1: Your organisation is experiencing rapid growth in one particular area of the business, so you need to recruit more employees. Access this information would allow you to target the “usual suspects” for new talent but you could also look to see if there had been a major exodus to other organisations that may not be on your “usual suspects” list. These organisations may not be prepared for an all out assault on their talent.

Example 2: Can you produce graphs that show where each division of your organisation is getting is best performing employees, covering both internal and external movements? Not a purely LinkedIn example but highlighting similar talent flows.

A final note there is no reason why your HR/Payroll/ERP/People Management/Whatever System should not be launching these sorts of features. For example LinkedIn opened its API up to developers almost 6 months ago.

A history lesson of sorts

I got distracted today so I started digging through my old blog posts to have a look at some of the subjects I have covered in the last 5 years.

Initially I was very much focused on blogs as a method of solving all of the world’s issues. Mainly because that was the main form of user generated content that we had. (Think – when all you have is a hammer, everything begins to look like a nail.)

Here are some of my posts that stood out:

How the world has changed, we now have all sorts of tools available to individuals and organisations alike. However the foundations are the same FUSE or “Find, Use, Share, Expand”.

For an organisation to effectively leverage their employee’s in a knowledge economy, these employees need to be able to quickly and efficiently find the information they need. Once found the information needs to be used to create the outcomes required by their KPIs. With this newly formed outcome they will most likely then share with either other employees, customers or partners. The act of sharing expands the outcomes of the employee and the recipient.

Each piece of information you put through the FUSE process can result in your very own virus, a small infectious agent that can replicates inside the cells of another organism. In fact the whole concept of FUSE is much the same as the life cycle of a virus!

FUSE should be your framework for the introduction of social technologies into the enterprise.

Follow up on the sources of talent report

It has been an interesting week or so since Phillip and I released the sources of talent report for Australia. We have had both positive and negative feedback, which is to be expected.

Some of the commentary available online:

I would like to review some of the concerns raised over the accuracy of the data, the process we used and the outcomes.

One concern was how do you define the original source of talent. A very good queston. If an candidate sees an add on job board, then contacts an agency directly is this an agency hire or a job board?

Another concern raised was were we double counting hires? Were agencies providing information on the same candidates that employers were? Our survey did not cover this, but it is a great question, although solving this is not easy either.

Carey Eaton from Seek wold like to see us separating the tools, and resources, from the processes used by organisations.

There were also questions around should all of the organisations who participated been allowed to participate. My understanding is some people would like us to only looking at large employers, like the US report. Unfortunately in the Australian marketplace there are a huge number of employers in the sub 250 employee bracket.

To be honest I agree with most these concerns. However the fact is, we can now have conversations about these issues and work as an industry to resolve them. Generating this conversation was one of the underlying goals of the survey.

Phillip and I will be starting plans for the 2010 report while we are at RecruitTech this week in Canberra so if you have some thoughts leave a comment or drop us an email.

Twitter in the recruitment process

I am sorry but I have to call this out.

The RCSA is the peak Australian association for the recruitment and on-hire sector (according to their web site) but I do wonder sometimes if they know what is going on. (Disclosure I am not a member and have only attended a few of their events so my comments are very biased.)

The RCSA is running a “How to use Twitter in the Recruitment Process” webinar in June. Which on the surface is a great initiative.

Except. 

They are changing $143 for non member! Um hang on didn’t Thomas Shaw run one for free last month? You missed his session don’t worry just download my free guide! No don’t download my guide, have a search on Google for a guide.

Sorry it had to be said.

Australian Job Board Report 2009 released

I have been very slack in the last few weeks and I have not posted about several very exciting and interesting activities, I will work to fix this over the next few days.

Firstly the Australian Job Board Report for 2009 has been released by Phillip Tusing from Destination Talent. The report lists 236 job boards in operation in Australia, while not all it is a very good representation. Phillip also covers the Australian recruitment technology landscape, with more than 40 national and international recruitment technology providers. There is also a few words of advice from me on page 26.

If you are involved in recruitment in Australia I highly recommend you take a look at the report.