54 Percent of Companies Have Bad Management

These types of articles really really get me going.

54% of Companies Ban …

I’m sorry but I am not surprised that 77% of employees who had access to Facebook used it during the work day! Ok how many logged onto personal email accounts, made a personal phone call, used their personal mobile phone, had some non-work related discussion in the kitchen while getting a coffee.

Given that 63% of Australian employees are not full engaged at work it is not surprising that they are looking for a distraction. Close down Facebook, Twitter, MySpace whatever you will not see an increase in productivity.

We know from academic research that companies that engage their workforce perform better. Research from Alex Edmans, a business professor from Whartons School, has shown that engaged employees do in fact drive company performance. He looked at Fortune magazine’s list of “100 Best Companies to Work for in America”and found that an annually rebalanced portfolio returned 14% between 1998 – 2005 compared to the market in general of only 6%.

So let’s ignore the research found that employees who “surf the Internet at work” are 9% more productive than those that don’t. Or the productivity benefits of engaged employees? Or the real life statements from employees of Australia’s largest employers.

If your employees are spending too much time using social media I would question do you have a management problem or a technical problem?

ATC Social Media Conference

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?

  1. Listen to Australian case studies from Ernst & Young and Atlassian
  2. Hear from Futurist Mark Pesce
  3. Participate in workshops on social recruiting strategies, digital branding and the use of social networking for sourcing
  4. Watch the debate between Stephen Collins and Jake Andrews, from SEEK, on “Do you need a job board when you have social networking?”
  5. Put forward your own ideas and thought in the World Cafe session
  6. 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

Jobvite Source: Social Recruiting for All

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.

PR_source_dashboards

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.

Disclosures:

  • JobGenie has been a client of mine.
  • Jobvite were very accommodating of me when I was in San Francisco in June.

RecruitTech Presentation

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.

Are careers website critical to success??

I was beaten to the punch by Kelly Magowan with her post yesterday as to why you need to upgrade your corporate careers site to be successful with social media. This was my flow on post from the Corporate Careers Website Report I released on Wednesday night.

However Kelly only scratched the surface of the issue.

Next, it is important to be mindful that the most likely outcome of using social media will be more traffic to your careers site. And herein lies the problem – when they get to your careers site, what happens? Hopefully they don’t take one look at it and bounce!

While right on the money social media will increase the visitors to your site the issue is a lot deeper than this. Deep integration of social media into your external HR and Recruitment practices in a manner that delivers strong ROI requires a hub.

Are your candidates lost?That hub is your careers website.

I have worked with several clients on developing a social recruiting strategy and the key to bringing all of the content together is your web site, in particular an easy to update site. One that allows you to easily add video, Twitter streams, blog content, profile recruiters/clients/candidates etc. Let’s face it, you are unlikely to have your recruitment video on YouTube go viral and by itself deliver ROI.

For employers the same is true you need a compelling careers website. One that respects, engages and informs the candidate about the employment deal you have on offer. For example only 27% of Australia’s BRW Top 200 organisations provide recruitment relevant company background information on their site. Only 32% provide detailed information on the recruitment process.

So before you run off and execute that fancy new social media strategy make sure you have the foundations in place for your hub.

Update: Direct link to the research report

Is social media a SCAM for recruiting


Credit:Flickr cambodia4kidsorg

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.

Case Study

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.

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.

Job Applications on Twitter-like service

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:

  1. When I apply, am I the one this employer is looking for? (Am I your Target candidate or is someone else?)
  2. Is it clear to me why I should come to (or stay at) this company? (Engage me.)
  3. Was I able to find the information I need to support my reasons for applying here? (Can you really Inform me?)
  4. 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.

Social Media In the Workplace

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”

Using Twitter for HR and Recruiting

If you had been watching my to do list for the last 18 months you would have seen an item sitting there and just not getting done. It was important but never urgent so never touched.

Write an introduction document on Twitter for HR and Recruiting. 

There have been lots of documents/posts/articles on the subject in the last 6 months and for a while I thought the world did not need another one. Well in the last 10 days I have decided different. So in the interests of my memebership in the Cult of Done, I present my document on Twitter for HR and Recruiting.

The document covers: