James Mayes

Posts Tagged ‘employment’

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!

Results in: the war for talent is over….

In Recruitment, Social Recruiting on November 14, 2012 at 4:18 pm

At an event on the changing nature of the recruitment industry a while back, one of the speakers offered a great soundbite:

“The war for talent is over. Talent won”

I don’t believe it was his originally, but it certainly got some buzz in the room that day – and in one clear respect, he was right. Candidates have become far more influential and forced the industry into some sweeping changes. Many employers are using social media as a more efficient way to access candidates, most blue-chips now have at least some understanding of what employer brand and marketing are (even though I’m still not convinced the employer brand can be separated from the company brand, especially in the case of B to C firms).  The move to mobile is inexorable and today saw a major change announced by JobSite, one of the bigger and more innovative job boards out there.

Here’s the thing though. What really happens in a war?  The balance of power may shift, for a period. Very rarely is the loss/victory a permanent conclusion. If anything, a relatively short war can lead to decades of strife as changes are made by those in power. As for the rest of the population? They lose. On both sides, almost without fail.

confusionSo where are we, in the recruitment cycle of things? Did Talent win?  Yes, I think for now. In most sectors and disciplines, talented candidates are in the driving seat. Firms are under pressure to do more with less and talent acquisition methods and technologies show that.

What of the decades of strife? That, I believe, is just beginning. Candidates are now receiving so much advice, from so many sources. How to write a CV, should you use an infographic, make sure your LinkedIn/Twitter/Xing and countless other profiles are perfect. Sort out your Facebook settings. Learn how to do a good video interview. For employers, it’s a similar story… an absolute plethora of tools have launched in the last couple of years – some stellar, some less so.  Many of the larger firms still run legacy ATS platforms which can be a nightmare to integrate anything new with- so keeping up to date with candidate demands is no easy feat.

I don’t believe we’re necessarily in the wilderness though. Some new emergents are focussing on candidate experience, to great effect – really helping employers understand what’s needed and helping to ensure they spend time and money on the most effective things… not ALL the things!  Social filtering is getting better every day, helping good quality jobseeker advice rise above things which may be just average but with great SEO.

TL;DR version? No-one won, but some lessons have been learnt. Change is only the beginning.

Blog: Universal Jobmatch… or UK Government vs Monster?

In Human Resources, Recruitment, Start-ups on November 7, 2012 at 1:25 pm

universal jobmatchFollowing a great presentation by Tom Loosemore recently, I’ve been keen to take a better look at what’s happening with gov.uk, the UK Government’s new central portal. It aims to be simpler, faster, cheaper… and save us all from the hell that was DirectGov. That said, while the front end looks better it still requires use of the Government Gateway service – from my own perspective of submitting tax returns, that ain’t a pretty thing!

One strand of the project is Universal Jobmatch. From a Government perspective, it sits within the DWP – which from a public perspective, typically means the traditional Job Centre.  Universal Jobmatch launches 19th November. At that point, companies who had previously approached job centres to find candidates will find these roles available on this new site. In addition however, all those registered with the DWP as jobseekers will be required to register. The ONS currently records over 2.5m people as registered jobseekers.

An enforced candidate database of 2.5m on launch? NOT BAD!

The site will allow open access to recruiters and employers and will incorporate skill matching technology.  I’ve not been able to ascertain what kind of technology is being implemented for the matching, but candidates will be able to upload up to five CV’s (one public, four for private applications to companies). Auto alerts are also included, though again, I’m unclear on whether these are employer specific, candidate specific or both.

I’ve reached out for further information, but so far have had only a cursory conversation.  The line that really caught me?

“Think of it as Monster, delivered by Government”.

Following on from Jamie’s post this week on the Death of the Paid-For Job Posting, a number of comments suggested the lower end of the labour market would continue to thrive. This looks like a fairly sizeable threat to me! I don’t believe this poses much of a threat to the higher end of the market, but at the lower end, this could certainly have an impact.

If anyone has more info or thoughts, be delighted to see it. Haven’t seen anything on this in the blogosphere yet…


Been pointed to some early marketing information (text below is cut n paste)

– placing jobs and receiving a shortlist of suitable jobseekers

– reviewing the jobs you are advertising

– reviewing the CVs matched to your jobs

– selecting the jobseekers you want to apply for jobs

– explore the number of potential jobseeker matches before posting a job

– and, receive an anonymous list ranked by best match first.

UPDATE 14th Nov 2013

A couple of links have come my way, offering an FAQ sheet for both candidates and employers. Hope you find them useful!

Guest post: Social Media Policies: Promoting vs. Regulating Use

In Community, Guest post, Human Resources, Recruitment, Social Media, Social Recruiting on January 26, 2012 at 2:57 pm

I occasionally offer up guest slots here.  About 5 months ago, Kyle Lagunas wrote a piece I particularly enjoyed, so I’m delighted to welcome him back. More about him in the footer, but in the meantime, enjoy!  

Fact: most employees occasionally use social media tools at work for personal reasons, anyway. Unsurprisingly, business leaders want guidelines in place for regulating employee use of social media outlets–and protecting against misuse–on personal and company accounts alike. Many 2012 corporate to-do lists include creating an official policy for regulating employees’ Tweets, Likes and Shares while at work.

One thing that I’ve noticed, though, is that while regulation-focused policies protect an organization against any potential social media blunders, they cast a shadow over the shoulder of every employee who uses the internet on a daily basis (shudder). Well-intended though they are, this approach to establishing guidelines often prevent the company from seeing any benefits whatsoever from employee use of social media. My suggestion: If your employees are already using social media while at work, why not make the most of it?

Though there’s certainly more than one way to skin this cat – there isn’t one universal social media policy that works for all, right? – there are a few things to consider when creating a more forward-thinking policy.

For example, you want to be sure you, your leaders, and your people know what you want to accomplish through social media. Are you using it for recruiting? Marketing? Branding? Promotions? For many organizations, the first step in creating a social media policy is to define the who, what, when and where of social media usage in the company. But according to Maren Hogan, Chief Marketing Brain of RedBranchMedia, “that’s doing it a little backwards.” With a clear purpose informing your policy, people will have an easier time understanding and following your guidelines.

On that note, you’re going to make sure that – regardless of your specific business goals – you are sure to invite everyone in the organization to participate. Of course, you’ll work with managers to decide which departments must incorporate social media into their daily workflows… But how can you encourage other departments to participate? One note: Set separate guidelines delineating voluntary users and mandatory users, so your people know what’s expected of them.

At some point, you’re going to need damage control. “When social media issues arise,” says Hogan, “who do you go to for help? IT? Marketing? A social media coordinator? The CIO?”  Get proactive, and establish a hierarchy of ownership – that way, your people will know when to talk to whom about what. Assign responsibility to the most sensible parties and provide a course of action for addressing mishaps and escalating issues when necessary.

So maybe you’re not paying people to hang out on Facebook all day. Structure is certainly important, and defining who is authorized to access various platforms makes sense… but “Our brains don’t work with don’ts–they work in a positive way,” says Rob Garcia, VP of Product at UpMo. “Policies that limit and regulate are bound to be unsuccessful. They push people away from social media, rather than using it to achieve company goals.” Bottom line: People are bound to make mistakes, your policies should be driven by what to do, rather than what not do.

You’re bound to run into a few challenges when creating, implementing and supporting an official social media policy. Hands-down, the hardest part is building a company culture that embraces a social mindset, one driven by the sharing of ideas and information. With that in mind, leadership should lead the charge in adopting your social media policy, paving the way for the rest of the organization. Garcia’s straightforward advice to leaders: “Show up and participate. The companies that are the most social media savvy are led by people who are plugged in and using different platforms to have valuable conversations.”

About the Author: Kyle Lagunas is the HR Analyst at Software Advice. On the surface, it’s his job to contribute to the ongoing conversation on all things HR. Beyond that, he makes sure his audience is keeping up with important trends and hot topics in the industry. Focused on offering a fresh take on points of interest in his market, he’s not your typical HR guy.

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