Digital Academy kicked off their highly-anticipated ‘Amplify Your Social Media Recruitment Strategy’ event with a quote that summed it up perfectly, “everything has changed, but nothing is different.” Five pre-eminent speakers from a cross-section of industries shared their challenges, successes and advice about disrupting traditional recruitment methods and best practice tips for social media recruiting. Shahid Wazed, Team Lead at City of Edmonton | @ShahidWazed Social recruiting expert Shahid flew all the way from Canada to join Digital Academy’s event and to lend his knowledge on recruiting through Facebook. As Facebook continues to dominate all other social media platforms in terms of usage and engagement, recruiters and hiring managers must leverage this popularity to implant their brand into the mind of passive candidates. In doing so, they can ensure that their company is front of mind for current and future vacancies with high calibre candidates. Also, with the right mix of original and well-curated content, companies can earn free publicity through Facebook. Shahid calculates that when done successfully, candidates attracted to vacancies through social media can save businesses up to $15K per hard-to-fill position. This insight substantiates the fact that when it comes to advertising for job vacancies, the popularity of social media surpasses that of traditional job boards for certain roles, as it can result in a noticeably higher rate of engagement from candidates. Favourite tip from Shahid: As a recruiter committed to continuous improvement, mindset is more important than strategy and tactics.
Katy Harris, Talent Acquisition Manager at The Iconic | @KatyTHEICONIC Previously employed by large-scale enterprises in the UK, joining The Iconic in Australia was a new challenge for Katy. Part of that challenge has been changing the perception of The Iconic as simply a fashion company. Katy explored the components of Push vs Pull Marketing, pointing out that the right balance of both – with a particular emphasis on Pull Marketing such as social media – can influence brand perception and attract the right talent. Favourite tip from Katy: Be conscious of time as it can be a huge asset. Katy’s example of replacing a traditional sales call with a dynamic video is a great example of a tech-savvy, time-saving solution.
Tim Hill, CEO & Co-Founder of Social Status | @timhill22 Recognising a disconnect between the need for accurate analytics and the commonplace habit of using numbers arbitrarily that are unsubstantiated by fact, Tim struck out 3 years ago to co-found social media analytics company Social Status. Tim encourages recruitment professionals to assess what it is that their stakeholders care most about and what kind of results they want in order to meet these needs. When it comes to content and social media, this may be a higher rate of views or shares, unique site visits or new business leads. The outcome of this assessment will help businesses decide what their optimal investment is in paid, owned or earned marketing. Favourite tip from Tim: You can’t improve on what you don’t measure, and analytics are the best metric of success.
Jessica Tucci, National Employer Brand Lead at PwC | @jessicatucci For Jessica, being faced with the challenge of recruiting 10,000 new graduates gave her insight into recruiting for the millennial generation. The solution to this challenge came in the form of PwC’s ‘Do The Extraordinary’ campaign, which was heavily hinged upon social media (and even featured a selfie competition). As Jessica pointed out, millennials have different expectations of work, so different recruiting strategies must be employed to appeal to them. Social media is also an excellent platform through which companies can voice their values, such as PwC’s inclusive stance on LGBT issues. Favourite tip from Jessica: Advertising for roles via social media takes the effort out of searching and applying for jobs.
Sam Shoolman, ANZ Sales Manager at HubSpot | @samshoolman As the head of Sales at HubSpot, Sam knows a thing or two about optimising talent acquisition strategies through social media. Sam observed that the advent of the internet (and the prevalence of social media) has resulted in a shift of power from the seller to the buyer, empowering them with more choice and options than ever. The same is true of candidates. The challenge for companies – to attract candidates before they’re even looking for a job – can be solved by fostering a great company culture and promoting it to passive candidates as a unique EVP through inbound marketing. This has the added advantage of reducing the instance of candidates who don’t share those company values applying for a job. Favourite tip from Sam: Culture is to recruiting what product management is to marketing.
A big thank you to Max, Andrew and the rest of the team at Digital Academy for putting on such a successful event! Digital Academy is a social recruitment consultancy business dedicated to optimising social media for recruitment. What social media recruitment strategies does your company use? Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/top-5-tips-on-social-media-recruiting-from-the-experts/
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As you may already know, JobAdder recently integrated with Oncore Services. In a nutshell, Oncore Services provide contractor payroll solutions, including services and advice for recruiters who recruit for contract roles. Do you recruit for contract roles? Are you looking to outsource payroll to people who will take it off your hands? Do you ever seek out advice about risk mitigation? If you answered ‘yes’ to any of these questions, you should be taking full advantage of our integration with Oncore Services. Here are 5 very good reasons why: 1. There Are No Added Costs JobAdder and Oncore Services have formed an integration that gives JobAdder users ready access to Oncore Services’ excellent suite of offerings. Plus, syncing up your JobAdder account their platform for the automatic exchange of data is free. All that’s needed is for you to activate Oncore Services from within the ‘Apps & Add Ons’ page in JobAdder. 2. They’re All About Contractors Oncore Services are specialists in their field, and their field is contract work. Oncore Services provide specialised assistance to recruiters who recruit for contract roles and companies who work with contractors. Their services cover online timesheeting, billing (invoicing), debtor management and payroll. Basically, they manage the whole back office, freeing you up to do your job. 3. Billing, Payroll and Debtor Management Made Easy If any of these things give you a headache, there’s no point battling on when Oncore Services can help. Oncore’s software automates the entire payroll process seamlessly and has an automatic reminder feature that notifies contractors who are late to fill in timesheets. 4. Expert Risk Mitigation Advice They also provide professional risk mitigation advice, legal solutions and tax-compliant engagement models. This is an invaluable service for recruiters and companies working with contractors – advice of this nature is always best taken from the experts. 5. A Platform That’s Customisable & Simple Oncore Services’ platform is highly customisable, allowing recruitment professionals to promote their own brand. Set up with Oncore is simple and fast – if provided with a company logo, new customers can be set up in just half an hour.
For a refresher of all the details of this integration, check out the official Press Release or Oncore Services’ profile in the JobAdder Marketplace.
More recruiter-specific information about Oncore Services can be found here. Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/5-reasons-why-jobadder-users-should-be-using-oncore-services/ JobAdder’s integration with Burst SMS raises the bar on communication within the recruitment industry and is fast becoming popular with JobAdder users. As today’s global workforce is increasingly mobile – and constantly glued to their phones – evolving recruitment strategies to reach talent right at their fingertips is crucial. Did you know that the average open rate of an SMS is 98%, while that of an email is just 22%? Hard to compete with that! The integration with Burst SMS allows JobAdder users to:
As for how to get yourself signed up? Check out Burst SMS’ blog post or their profile within the JobAdder Marketplace for a full breakdown of how the integration works. Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/burst-sms-integration-boosts-candidate-communication/ As recruiters, employers and employees, we’re all familiar with the term ‘diversity hiring.’ Social Talent hosted an evening of short talks at JobAdder HQ from some highly-distinguished members of the recruiting world to tackle these kinds of questions for recruiters. The speakers and their chosen topics were just as varied as the subject matter itself, here are our favourite pieces of advice from each speaker.
“Let’s get the personality back into recruitment” – David Macciocca, CEO of VideoMyJob While the average job ad can easily be overlooked, David’s video interview platform VideoMyJob allows recruiters to create engaging, personalised video job ads. Video job ads cast a much wider net than traditional, written job ads and therefore are more likely to be seen by – and attract – a diverse pool of candidates. One company recently used VideoMyJob’s platform to produce their first ever ad in sign language, a prime example of how ads like this can be used to include and appeal to job applicants of all backgrounds. “Making work a more human experience” – Natalie Goldman, CEO of FlexCareers Natalie spoke insightfully about the topic of unconscious bias and how it can unwittingly seep into our decisions from even the most unlikely of triggers. An incredible story about how auditory information was used to make a biased decision shed light on the fact that as recruiters, we must make every effort to silence those factors that may lead us or others to make unfair judgement calls about candidates. This extends to when we see biased behaviour in clients or when we receive biased briefs. While we may be obliged to meet a biased brief, we can also use it as a chance to put forward excellent candidates that fall outside of it in an effort to counter bias and champion diverse talent that deserves consideration. “We are a high-consequence industry” – Charles Cameron, CEO of RCSA Charles is passionate about tackling assumptions and old-school perceptions of the recruitment industry. As recruitment professionals, we have the utmost responsibility to guide people into the right employment choices and be Ambassadors for fair practice. As Charles put it, part of this responsibility is changing biased buyer behaviour. Charles emphasised that the best ways for us to do this is to create diverse employment ecosystems and to be leaders in tech. As a lot of people fall into recruitment from other industries, well-established recruiters have a responsibility to foster and be inclusive of newcomers, as well as to be open to new ideas for continuous improvement. “Belonging in your job” – Holly Fawcett, Curriculum Development Director at Social Talent Speaking from experience, Holly perceptively pointed out that there is no exact correlation between a strict number of years of work experience and the quality of a candidate. A candidate with 6 years of experience is not profoundly better than one with 7 years of experience, but listing restrictive job requirements in a job ad does exclude groups of talent. In the spirit of fostering diversity, we must make efforts to remove unnecessary barriers to entry. Holly also revealed gender-coded language that litters job ads, without us even realising it. Ads with masculine-coded words such as ‘confident,’ ‘bold’ and ‘assertive’ can inadvertently put women off applying for roles as they may unconsciously feel that their values do not align with those of the company. Lastly, Holly encouraged companies to be aware of having a balanced mix of acquired diversity – difference of experience and mindset, and inherent diversity – differences in factors such as race and gender that make us all unique.
What piece of advice resonates with you most? What diverse hiring strategies does your company adopt? Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/jobadder-social-talent-present-diversity-hiring/ RPO, BPO, LMS… Recruitment terminology can be almost as complex as marketing talk when it comes to industry lingo. A hot desk and a cold desk are two terms that apply specifically to the recruitment industry and chances are, you may need a refresher. Want to find out the temperature of your desk? Hot Desk In recruitment land, a hot desk has nothing to do with hot desking i.e. sitting at a different desk each day and not being able to set up shop in one spot. A hot desk refers to a recruitment environment that is already set up for a recruiter; this includes having existing contacts, leads and a database of candidates and clients to work with. An example of a hot desk scenario would be a temp worker covering a maternity leave contract, where they slip into a recruitment environment that’s already established. Cold Desk Just like being the first person to arrive at a party, a cold desk refers to a recruitment environment that’s devoid of contacts and an existing network. The job of a recruitment consultant at a cold desk is to strike up new connections, build a portfolio of candidates and clients and establish their brand in order to attract business. In other words, to heat up the desk. Although they have a larger hurdle ahead of them during this formative stage, recruiters that work at a cold desk get to play an active role in selecting what kind of clients and candidates they will work with. The recruiter working at a cold desk can decide what verticals to specialise in and what jobs to fill. A perfect example of a person working at a cold desk would be a recruiter who has just established their own business. Warm Desk As for a warm desk? A recruiter at a warm desk may have some leads but no system or structure in place, or be connected with some candidates looking for work but not with clients.
What kind of desk best describes your recruitment environment? Share with us below!
Image Source: Pexels Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/hot-vs-cold-desk-know-which-one-youre-sitting-at/ Between the apps for increasing productivity, the plugins for reducing inefficiency and every other tool in between that promises to drastically improve your life, it’s no wonder we find it hard to keep track of all the tools we have to keep us on track. However, a well-chosen group of tools – such as these ones that each contain a shortcut around having to remember something – can be invaluable artillery to have in your toolkit. Here are 8 great tools, plugins and apps for the time-poor person who’s prone to a bit of forgetfulness.
Cost: Free Once you’ve installed this free plugin, you’ll never have to remember a password again. Dashlane encrypts all of your passwords with an indecipherable string of random characters, ensuring they’re protected by the strongest possible security. Dashlane allows you to log in to all devices and websites securely without needing to enter your passwords each time.
2. Fantastical 2 Cost: $8.99 for app or $79.99 for Mac Fantastical 2 is an intuitive calendar app. The design is simple, colour-coded and clean – it was one of the winners of last year’s Apple Design Awards – and its reminder and notification features help keep you on track. Fantastical 2 integrates with all the major calendar systems and imports events from Facebook, eliminating the need to refer to multiple calendars to know what’s on for the week. With natural language parsing functionality, populating events into Fantastical 2 is easy as typing a sentence with the details of an event, e.g. ‘Lunch at 1pm next Friday with Harry Potter’ and it will automatically appear in the right time and date in your calendar.
3. Buffer Cost: Ranging from free – $399 (Large Teams / Agencies) When there are competing priorities during the day, making updates to social media is often the thing that’s moved to the back of the queue and slips your mind most easily. Buffer makes it easy to stay ahead with a social media schedule mapped out for each day of the week, divided up into specific time slots that you can pop social posts into. Each post is pushed out automatically onto whatever social media platform you’ve selected at the designated time. Once all of your content is populated into Buffer for the week, you don’t have to give it a second thought. Buffer will make it look like you’re posting like a Trojan and never miss a beat – even on weekends.
4. Email Hunter Cost: Ranging from free – $399 (Enterprise) p/month Launched a bit over a year ago, Email Hunter scrapes data from the web to produce all publicly available email addresses. It can be used to search for emails on any website or Google Spreadsheet, simply by indicating which columns contain first name, surname and company information. No need to worry about trying to remember or keep a note of everyone’s email addresses, Email Hunter will track them down for you instead.
5. Awesome Screenshot Cost: Free or $8.99 p/year for Premium version For the visual communicator who’s prone to forgetting when they saw what where, Awesome Screenshot is the perfect companion. Just like its name, Awesome Screenshot allows you to capture, annotate and share (awesome) screenshots with ease. You can build a gallery of snaps that will likely display more information than random notes in different places, and organise them by project. A cool extra: you can blur out parts of any screenshot that you want to stay private.
6. appear.in Cost: Free Rather than having to remember the details of a meeting room, a conference phone number and a PIN, appear.in is an app that allows you to host real-time video conferences simply by sharing a link. Every link must start with ‘appear.in/’ and then you can fill in the rest, e.g. appear.in/dumbledore, and share it with up to 8 people. No number needed, once attendees enter the link into any mobile device they’ll be taken straight to the conversation.
7. I Done This Cost: Ranging from $9 (Standard) – $35 (Enterprise) p/user, p/month
Cost: Free or $29.95 for Premium version Downloaded over 1.5 billion times onto nearly 25% of all PCs worldwide, CCleaner is a leading PC cleaner and optimisation tool. CCleaner scans your PC and identifies unnecessary items that can be cleared in order to make your PC run faster, such as old apps that haven’t been used in ages that you’ve probably forgotten about. CCleaner makes automatic updates to your PC as it goes and has lost file recovery features, as well as being completely privacy protected.
What tools and apps do you find useful for keeping on track? Tell us below!
Image Source: Pexels Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/8-great-tools-that-are-perfect-for-forgetful-people/ If Arnold Schwarzenegger and Steve Irwin had a baby – and that baby attended military school and rose through the ranks to become an Army Commando – that baby would be Steve Todd, Senior Firefighter slash Emergency Management Consultant at the City of Sydney Fire Station. Having received a medal last year for 25 years of loyal service to the public sector, Steve has seen it all. Burst sewage pipes, people extinguishing a powerpoint with 9kgs of dry powder, even a guy who was convinced the smoke detector with a blinking red light above his desk was a camera and had been freaking out thinking he was under constant surveillance. Here are 6 tips from the man himself about how to safeguard yourself and your co-workers from fire (and embarrassment).
Smoke Alarms Excess moisture, dust and even fly spray can set off a smoke alarm. Got one in the office? Know how to see if it works?
Break Glass Alarms If you need to break one of these, don’t go looking for that little red hammer you see in the movies. Pushing on the glass will do the trick. Here’s a handy hint – the white alarms won’t call the fire services, but the red ones will. Of course, in an emergency always call 000 immediately.
Alarm Tones Always follow the tones. An alert tone goes off first for 3 mins and then comes the evacuation tone, meaning everyone out. This 3 minute interval gives fire wardens time to gather everyone for evacuation and to mentally prepare for the silly questions and alarmists, warns Steve.
Fire Stairs Fully fire-rated and built to keep out smoke, fire stairs are pretty much the safest place to be in an emergency. They’re also a strict food and drink-free zone as any spilled tea or coffee is a serious slip hazard. Steve once witnessed an employee trying to make an escape down some fire stairs with a cup of tea and some toast balanced on an open laptop. Yes, really.
Power Shortages The maximum amount of time employees can stay in the office during a power shortage is 90 mins. That’s as long as the backup lighting in the fire stairs is built to run for and after that time they start to dim, which becomes a safety hazard when trying to evacuate people.
Fire Extinguishers Contrary to popular belief, they don’t contain water. A black band around an extinguisher = CO2 / dry ice, white band = dry powder. Kitchen fires are some of the most common types of fires. Steve’s best tip for avoiding them? “Just don’t cook, find a great take out place nearby instead.” A massive thanks to Steve for the most interesting, informative and downright entertaining fire safety training! If your company is looking for training that won’t put your employees to sleep, contact Steve at [email protected].
Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/6-fire-safety-tips-like-youve-never-heard-them-before/ Did you know that in the time it takes to do one phone screen, you can view and assess 10 one-way video interviews?
JobAdder’s cloud-based recruitment platform is designed to simplify and streamline the recruitment process, so video interviewing is a highly relevant addition. Spark Hire streamlines the interview process by using video technology to host one-way or live interviews between recruiters and candidates. Instead of losing time trying to find a suitable time for both parties to meet or setting aside a chunk of time for a face-to-face or an annoying Skype interview, recruiters can conduct a short video interview without even having to leave their desk. Once an interview is complete, it is saved against the relevant candidate record in JobAdder and from there the recruiter can easily watch the interview and share it with colleagues for their input. “The interview plays an enormous part in establishing a solid relationship between potential employees and an organization,” says Josh Tolan, CEO at Spark Hire. “However, in many cases it’s not practical or possible to meet each candidate. Video interviewing solves this problem. It allows recruiters to get to know more candidates and find the best options efficiently without losing time or resources early in the hiring process with in-person or phone interviews.”
Source: JobAdder Blog – Recruit Everywhere http://blog.jobadder.com/how-spark-hire-can-change-the-way-your-business-recruits/ The Lion City welcomed me with open arms during my brief visit a few weeks back and although I was in town for what felt like only a split second, I managed to catch up with a long time client of ours, David Cox from Archer Recruitment. I put together a few short questions to ask David about what’s currently shaping the recruitment industry in Singapore. Here is what he had to say about it.
David: That clients are becoming more sophisticated is an obvious one, especially in their positioning for ‘active candidates’. This has been going on for a number of years now and this is something that will continue, especially with the amount of information accessible in the public domain with the development of social media. I believe recruitment businesses that are looking for scale will need to combine a service offering of being a niche specialist but in areas where scale is possible, this may come from multiple geographical locations or by following a multi-brand micro specialism model or a combination of the two.
David: In Singapore, I feel there is a great opportunity for contract/temporary recruitment services as this is still very much in its infancy here at the moment, apart from in the traditional contracting industries such as Oil and Gas. This will be a big opportunity over the next five years. Overall, the demand for our services (good recruiters!) is still extremely high, to maximise this opportunity and to stay relevant in the recruitment space it’s important to offer a deep level of specialisation in niche markets and have a strong connection to the passive candidate market. Ultimately, we need to be able to provide a better service (in our case that tends to be a higher quality candidate) than what the client can access and we need to be able to provide that service in a quicker timeframe.
David: I think it’s said a lot but you genuinely never know what challenges you will face on a daily basis and it offers a variety that you won’t see in many professions. The need to adapt to your chosen markets and locations is also something that constantly changes, I am now working in my third country and you never stop learning. Working in London, Singapore and Sydney all has its own unique challenges and you need to stay open-minded with your approach. I have been fortunate enough to set up businesses in two of them, so it’s definitely a ‘trade’ that you can take with you globally. Outside of this I think seeing our staff develop and succeed is still one of the best things in my role, training and developing staff and see them move forward offers a high level of satisfaction and I think focusing on professional development for your staff should also be high on every company’s list.
David: Specialise, follow good practices and don’t skimp on quality to both your clients and candidates. If you do these you won’t go far wrong. It’s important to challenge yourself as well, as a lot of people stagnate in this industry. I think it’s also really important to work with like-minded colleagues and in an environment/culture that suits you for the long term, working with people that share similar values and goals is key and will help you maintain the motivation levels required to succeed.
David: We try to automate as much as possible, as this allows our consultants to have more time in undertaking activity that will help them service our clients and candidates. A big thanks to David for his time and great insights! Find out more about what it’s like to be a digital nomad with JobAdder here.
Watch David’s client testimonial about JobAdder Source: JobAdder Blog – Recruitment can be awesome http://blog.jobadder.com/spotlight-on-david-cox-of-archer-recruitment/ |