James Mayes

Posts Tagged ‘Social recruiting’

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: Looking forward to Social Media in Recruitment event #smir

In Conference, Recruitment, Social Recruiting on April 16, 2012 at 10:22 am

I’ve been a keen delegate at a couple of Mike’s events in this series before – indeed, the longest running series of recruiting Social Media events in the country, I believe. This time round, for the first time, I’ll be there without a company t-shirt to wear.  Looking forward to focussing on the content of the event and I’ll be live-tweeting the highlights as I go.  At the 2010 event, I went through the Twitter stream after and extracted some highlights – this year, I intend to contribute quite a few more!

The full programme for the event is available here.  Personally, I have a few highlights picked out already….

Vasco Castro – Head of Research at PotentialPark.  I’ve seen him present before and was impressed by the detail and evidence he was able to provide. Engaging and entertaining, it was a session with real depth, not simply theories that others could take away and test.  There’s much talk of the Candidate Experience at present, so it’ll be great to see Castro’s take on what the candidate perspective of social recruiting really is.

Steven Ehrlick – Global VP at the aia ad agency. Not seen him present previously and the ad agency world is one of the few parts of recruitment I’ve not spent time delving into. Should be a great learning experience for me, especially with the transatlantic nature of Steven’s experience.  UK and US recruitment practices seem to constantly be dancing around one another, but never completely aligned. Looking forward to seeing what trends Steven pulls out.

Adam Templeman – an actual practitioner, Head of Resourcing for a power company.  Having introduced social recruiting over the last year there, I’m hoping for a warts and all tale – the value for me is not just in the success stories (every supplier has a client they’ll use for that!) – I want to hear about what went wrong, how that was identified and fixed.  Should be great!

The organiser has already put up a few interviews with key speakers – if you want to join on the day, head on over here.

Guest Post: Beyond the buzzwords

In Blogging, Guest post, Human Resources, LinkedIn, Mobile, Recruitment, Social Media, Social Recruiting on September 30, 2011 at 10:11 am

As you might have noticed, I enjoy hosting the occasional guest post.  It changes the voice, introduces new opinion and generally tends help keep things fresh. Delighted to offer up this effort from Kyle Lagunas. In his own words “Kyle is the HR Analyst at Software Advice – a company that does human resources software reviews. He blogs about trends, technology and best practices in HR and recruiting by day, and drinks entirely too much wine by night.” I’d also suggest if the mobile aspects light your fire, you check out this great infographic from Dave Martin.

The high volume demands of 21st century recruiting drive hiring professionals’ search for the next best thing for finding talent. Recruiters have always been quick on the uptake when it comes to new and innovative technology, especially if this technology makes it easier to stay connected. Lately, there’s a lot of buzz surrounding social recruiting and mobile recruiting – and many recruiters are blindly jumping on the bandwagon. But what’s just buzz, and what will become a permanent part of every recruiter’s toolbox?

Mobile Recruiting, Mobile Recruiting & Social Recruiting

If you don’t know what I’m talking about when I say “mobile recruiting,” don’t feel bad. Though you’ve clearly been living a rock, I think it’s safe to assume you aren’t alone. So before we answer my larger question, I think it would behoove us to establish exactly what we’re talking about.

When talking about mobile recruiting, there are two distinct things someone may be referring to. Mobile recruiting usually refers to tools and best practices for managing the recruiting process on the go. However, mobile recruiting can also refer to marketing and recruiting strategies that leverage SMS, QR code and mobile technology (a relatively new idea in the industry).

Social recruiting is the all-encompassing term for strategies leveraging social media outlets for sourcing and recruiting candidates. Some might argue that social recruiting is only reinventing the wheel – as hiring professionals have always drawn on their social networks – but this is something different. Social media is taking the wheel, and bringing it out of the Stone Age.

Mobile Recruiting: Apps and More

What started with the mobile phone has exploded into a new way of doing business. Mobile recruiting allows recruiters to do what they do best: stay connected. How? Apps. Recruiters love gadgets. And mobile apps are, like, so in right now. Beyond staples like LinkedIns mobileapp, there are a few recruiting apps that I really like.

  • JobScience puts the functionality of an applicant tracking system right into recruiters’ pockets. Access jobs, applications and contacts on the iPhone. Their nifty resume search completes this powerhouse package.
  • TrafficGeyser’s InstantCustomer is a handy gadget for business card and contact management. Snap a picture of the contact’s business card, and Instant Customer scans the contact info, creates a profile for the candidate, and allows you to send a pre-written follow-up.
  • Recruit2’s GlobalRecruitingRoundtable app gives users access to top industry news and trends, and allows them to plug in to a community of experts. The app also delivers some serious functionality (sharing capabilities, videos, full article library) while running on a straightforward interface.
  • JobSpeek wins the award for originality. This free app adds a new dimension to job postings: audio. When posting a job description, recruiters can record a “hiring message.” Your very original postings go live on JobSpeek, as well as the major job search engines. It’s just downright cool.

Mobile SMS and QR code recruiting is getting some serious attention in recent months. Many of the big-name innovators in talent acquisition are onthequest to get candidates using smartphones to connect with their organizations. However, recruiting leader and sourcing consultant GeoffPeterson says, “The technology’s not 100% there.” A lot of time and energy is going into developing this new avenue for recruiting, though, and I expect we’ll see more developments in the next year or so.

Social Recruiting: Plan for Your Slice of the Pie

Though recruiting has always been social, social media has opened an entirely new can of worms. And if you want a piece of the social recruiting pie, there are a few things you should keep in mind:

  • You need a strategy. You may have a Twitter account, but that doesn’t mean you have a social recruiting strategy.
  • Don’t bombard, engage. Anyone can post “an exciting opportunity” on LinkedIn. If that’s all you’re using your social media accounts for, however, you’re going to lose your audience fast.
  • Keep the social in social media. You can get all the Facebook fans and Twitter followers you want, but unless you’re engaging your network, they’re just numbers.

Do Social & Mobile Really Create an Improved Process?

Amidst all the social and mobile recruiting buzz, everyone is talking about an “improved process,” and gushing over the benefits of all of these great developments in recruiting technology. But this phrase strikes a chord with me. What, exactly, dictates “an improved hiring process?” Will all of these nifty apps and tools continue to drive the high-volume recruiting demands of the 21st century? Or will the automation of the more tedious processes give us the time to shift the focus back to what recruiting is all about (getting to know people)?

Based on your answer, you’ll be the one to decide what hip new trends are worth investing in.

 

Blog: Turning one recruitment hotspot into three?

In Community, Human Resources, Recruitment, Social Recruiting on September 23, 2011 at 1:05 pm

I’ve had some great exchanges with my new colleague Gautam in India recently, one of which sparked off by an article he produced discussing talent communities.  I wanted to share some of this.

Gautam’s starting point was a Venn diagram, showing two groups of potential candidates – those who have the skills to work for your company and those who are interested in working for your company. The overlap of both gives you a great recruiting hotspot.

However, we’re interested specifically in what can happen if we bring a third group into play – existing employees.  Most referral programmes try to use existing employees to bring in new candidates with the right skills – so the overlay we see here gives us two recruiting hotspots, not just one – by using existing employees to create an interest in working for your company where previously, there was none.

Let’s go a step further though, and look again at that first group. They’re interested in you.  That’s huge.  I can’t count how many times I’ve heard the phrase “hire for attitude, train for skills”. This is where we see huge potential.  If we can help companies leverage the skills of current employees and maybe some of their existing training material (and don’t tell me all of its commercially sensitive – I’ll buy that argument for maybe a third of what companies have, but not the whole amount!) then maybe we can create three recruiting hotspots.

This gives you an indication of what we’re building at BraveNewTalent.  If you want the concept pitch or the tech demo, do get in touch.  If you want to read more about this kind of thinking, I’d strongly suggest exploring Gautam’s blog!

 

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