James Mayes

Posts Tagged ‘candidate’

Open shout… what’s the challenge?

In Personal, Personal Development, Recruitment, Social Media, Social Recruiting, Start-ups on January 16, 2013 at 11:00 pm

While I’ve continued to write occasional posts recently, I’ve been somewhat preoccupied with other events. Likewise, I’ve been rather quieter on the professional front.

I’ve been working on some projects in the meantime, but I’m now opening up for something fresh. What, you might ask, could that be? Frankly… it’s up to you!

My history is predominantly recruitment and talent focussed, but always with a strong technology element. I’ve strong knowledge of the social media, marketing and social recruiting space, I’ve run many training sessions, run sales teams and presentations, worked as an RPO client manager and as an external technology consultant. I’ve been involved in event organisation, speaking and sponsorship. I’ve taken on product management and product marketing projects.

ChallengeIn short then, this represents an open shout: I’m in the market for a challenge. Come talk to me if you think I can help you with yours!

Blog: Rejection and branding in the recruitment industry

In Community, Conference, Social Media, Social Recruiting on May 17, 2011 at 9:28 am

I wrote this post last week for Bill Boorman as part of the build-up for #TruDublin. Now posted here for my archive!

I’ve been a strong supporter of the #TRU series of the events from the start. I’m delighted to be heading over to Dublin for Bill’s next event, and once again, I’ll be running a track. Those who’ve followed the events in the past will know I’ve often contributed in this way, usually focussed on use of Twitter from one angle or another. This time though, will be different.

I recently joined tech start-up BraveNewTalent. My role here is multi-faceted, for which I’m very appreciative – it allows for involvement across the firm, whilst also supporting outside engagement. As a result, I was recently at another HR industry event – leading me to write a short post on whether, based on energy expended, the Recruitment industry should rebrand itself the Rejection industry.

I suggest in that piece that the rejection aspect of recruitment is one which has a high brand-impact (especially for consumer brands) and is something which use of social media platforms could help to address.

Therein lies the focus I’ll be taking with my track for #TRUDublin. It only takes a little thought to realise how a poor recruitment (rejection) experience impacts brand values for someone who is also a consumer, thus ensuring the cost of rejecting that candidate is raised further when including the (sales) revenue you’ll no longer have access to and the marketing spend previously focussed on that consumer which is now to no avail.

Consider then, what can be done to address this? There’s plenty of evidence to suggest candidates drawn from a talent community, rather than a more traditional transactional recruitment exchange, outperform at assessment and are more likely to accept a job offer. This then, is a more effective model (if anyone wants a BraveNewTalent case study, please let me know, I’d be delighted to talk further!).

For the purposes of this track though, I don’t want to look at talent communities producing successful candidates – I want to look at those left behind. Maybe they’re rejected as unsuitable, maybe they’re not ready yet, maybe your hiring requirements changed. Regardless, they joined your community and you have the ability to continue talking to them. Surely to do so would send a far stronger message than the simple “Thanks, but no thanks”.

What can be offered? All kinds of relevant content. You may have rejected the candidate from a specific post – but there’s always the possibility you’ll consider them again in future. Even more likely, the possibility you’ll consider someone else they know. How many times have you heard the phrase referral recruiting?

If someone is part of a community, you can continue to offer them useful information about your industry sector, or the development cycle of a particular type of career. Depending on your choice of community platform, you can deliver these messages to the whole community – or target a relevant subset, based on filtering or segmentation. For those you might look to hire at some point in future, perhaps a mentoring programme might be appropriate. Regardless, they are ALL jobseekers, and it’s very rare any candidate gives the perfect interview.

Whatever you decide you can offer, at least offer SOMETHING. Simply closing the door when they’ve taken the time to investigate your brand is insufficient. Need more support or budget? Engage with your marketing department. If your community grows to a healthy size, they’ll have suitable incentive to help you.

That’s where I’m at so far. I have a myriad of thoughts on the subject, and I think social recruiting is really only seeing the tip of the iceberg so far. Let’s pull a great track together in Dublin and see if diving in allows us to get a glimpse of the rest of this particular iceberg.

Sláinte mhaith!

A candidate with no phone number or email address?

In LinkedIn, Recruitment, Social Media, Twitter on July 6, 2010 at 11:42 am

I saw a tweet last week complaining that a candidate hadn’t placed the traditional methods of contact on his resumé (telephone number, email address).  I think the case concerned, I believe it to be a valid complaint. However, it lead me to think more about the kind of roles we recruit for today – and more specifically, the way we recruit.

For many of the creative or online roles, we actively seek more than a CV.  Sometimes it’s as mundane as checking out a candidate on LinkedIn (does the resumé match, do they have recommendations from genuine professional associates?), but often it’s more detailed. Do you have a blog? Can you direct me to a portfolio of previous web projects? Show me a site where you designed the user experience?

With this in mind, perhaps this is one area where candidates can, for a change, drive the recruitment process. A very short resume that catches your attention, then driving the recruiter to engage not by defined process, but via the candidate’s preferred medium. It’ll drive out lazy recruiters, allowing the candidate to deal only with professionals. It’d work to the advantage of skilled sourcers too, better able to find such individuals.

What’s in it for the client?  You’d know from the start that this candidate wasn’t just applying to every job on the site, just to support a salary negotiation. This candidate has taken a good look at themselves, evaluated how best to demonstrate their abilities, then invested some time in making sure the path to their door looks suitably impressive.

For the last word on candidate creativity and taking contact through new channels…. I’m going to hand over to Alec Brownstein. If you don’t know his name, but you like game-changing plays, this one’s a corker.

Comments are always welcome here….

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