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Archive for the ‘recruitment’ Category

On the 20th and the 21st of July Bill Boorman (@BillBoorman) organized TRU Boston (The Real Unconference) which was held at Bullhorn, a software agency for staffing and recruiting. Those of you who’ve been to TRU in Amsterdam before, probably remember Bill and his stunning appearance.  Well, he still looks good, in a yellow  T-shirt with Dutch slang on it.

Back to the content. Because that’s what it’s all about. Whether in employer branding, on your blog or in a resume.

Work life balance
As for work life balance goes, I realized a 4 day workweek isn’t as common in the US  as in the Netherlands. First of all, simply because the Labor Code requirements eliminate most employers and employees from choosing schedule options such as part-time and compressed workweeks. Plus, most corporate companies still think physical presence of their employees is the only guarantee that they are working. Start-ups seem to be the exception here. Since many of them start with a virtual office, they even require new hires to know how to manage or work in this kind of environment.

LinkedIn and Facebook
While recruiters usually spend a lot of money on the services LinkedIn provides, there are also a few tools that aren’t that well known, which are free to use. Like  LinkedIn Signals which makes it possible to search through updates from users, on keywords like unemployed.

A great example on how to engage with your candidates is the way Deloitte in New Zealand used their Facebook page. On a livestream young professionals where telling their Facebook fans how their life has changed after they graduated and how they experience their first job, at Deloitte of course. These ambassadors also met up with graduates during campus recruitment activities. No, not on the traditional job fairs, but on a BBQ on campus!

Engaging with these candidates through social media, seems to be more effective than spending the budget on traditional recruitment advertising. UPS only spends 3% of their recruitment media budget on print, according to Mike Vangel. More about the UPS case and the importance of tracking social media in this video.

How to convince corporate to go social
However engaging with candidates through social media still needs a lot of time and effort. Not only from social recruiters or employer brand managers, the management needs to trust their employees as well. Your recruiters hired these people, right? That means they understand the concept of appropriateness, whether it is in the elevator at the watercooler or on Facebook. Don’t confront them with the rules and regulations that state they’re not allowed to say anything on the company’s behalf. They are grown-ups who can take their responsibilities and use common sense. Trust them.

A social media policy therefore should not be longer than one sentence stating something like: don’t burn bridges or don’t put anything out there that you don’t want your mother to see.

Once the managements fear is turned into trust, don’t think that those employees who were enthousiastic from the start will become active bloggers, and use Twitter and Facebook and engage with potential candidates immediately. Many of us have experienced that they also needed reinsurance after the kick-off meeting that they are not going to be fired for writing a blogpost.. ..

Educational gap
One of the other things that was mentioned in several tracks is that there is a gap between education and the requirements graduates need  in their first job. Offering students internships from an earlier age, could decrease this gap. According to Mark Babbitt, founder of  Youtern “nobody ever graduates from a music major without having played the instrument, but students do graduate for a business major without having stepped foot in a business department.” More on this in the video internships, employability and career services

These were just a few topics that we discussed on TRU Boston. In short, it was an inspiring event for everybody in the recruitment, HR or employer branding business. It made me wonder, why isn’t there a meetup group yet for professionals who work in these industries in and around Boston? Well…. the idea of starting such a group also came up, so in the near future @leanneclc and I might start one. What do you think, are you in? Let us know!

Also check out these other posts and videos on TRU Boston:

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Mastering programs like Excel, Powerpoint or languages ​​like Java or PHP, are easily added to a resume. Skills that are crucial anchor points for recruiters. But how to validate these skills? During an interview a recruiter might be able to find out more about to what extent a job seeker is familiar with Google Analytics or the use of Twitter for example. But since these online tools are developing and changing rapidly, there is a need to validate these skills.  Smarterer, a start-up from Boston, has come up with a solution.

Smart, smarter, smarterer
By making them answer 10 questions, Smarterer puts applicants to the test. Within 60 seconds or faster, you have to choose one of the multiple-choice answers. If you answer correctly, then the next question will be one of a more difficult level and vice versa. The final score is benchmarked with all other participants. So the better the competition, the lower your score turns out. The consequence of the benchmark model is that users need to maintain their score. Because if more people do the test, your score is going to change as well. My score – see badge below – was initially 470 and see where it is now…

Crowdsourced
Whether it’s for Matlab, Final Cut Pro or Outlook, all questions are created by users themselves – crowdsourced – and approved by the team of Smarterer.  CEO Jennifer Fremont-Smith told me that everyone is free to add a test. Multinational corporations, small businesses and software developers, whether they speak French or Spanish. “Just make sure you mention the language in the title”, Fremont-Smith said.

Every test needs a minimum of 20 questions.  However, Smarterer is making an effort at this moment to approach experts to come up with questions as well whenever the creator could think of a few questions but not up till 20.  According to Fremont-Smith, ‘pending’ tests do need to be interesting enough for a large audience in order for Smarterer to proactively search for more input.  After the minimum of 20 questions, applicants who want to obtain a higher score can add questions themselves as well.  Users who do, are rewarded with a higher score.

Badge
Fee Naaijkens's Score in LinkedIn

After 10 questions you will get a score between 1 and 800. You can either choose to continue and improve your score or stop at that point. You might even want to publish a badge on your LinkedIn profile or another (digital) resume to show off!  So with only one click the recruiter will see right away what your level is with a certain program compared to other (so-called) specialists.

Currently Smarterer is still in beta. In June 2011 the company received an investment of $ 1,250,000 of  True Ventures and Goolge Ventures.

Do you have an idea for a test or just want to see how smart you are? Click on the badge for an invite.

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A few weeks ago a campaign for the Dutch Railways (NS) which I managed for Co Unlimited received an advertising award: a SAN Accent.

This social media recruitment campaign included training nine management trainees on how to blog and use twitter as an ambassador for the company. But what was in it for them? And what exactly did we want from them? Most of these trainees were not familiar with writing a blog or using Twitter as a professional networking tool at all. Moreover, they were just getting comfortable in their new role as a management trainee…

It's still premature to scream out loud that we're well prepared for winter #wintermaatregelen #NS, but up til now I'm kind of proud!

Taking away fear
Of course, explaining that a blog and Twitter are useful tools to build your professional network is one thing. But letting them experience it themselves is another. (more…)

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MonsterImagine you’re a publisher with one or maybe two job boards in your portfolio. How do you respond to the way recruiters shift their budget to social media? Do you decrease your prices and wait until this social media hype is over? Or do you integrate Twitter, LinkedIn and Facebook in your strategy?

Not an easy assignment for media titles that make money out of selling job ads and subscriptions to their resume databases. According to an article in the Wall Street Journal, 80% of the recruiters say they are going to use employee referrals and Facebook and LinkedIn instead of spending the money on ads on job boards. And according to my own little research, 48% of the recruiters in the Netherlands say they’re going to cut the budget for job boards this year. No wonder, some job boards therefore consider social media as their biggest threat.

Monster’s social media strategy
On the 22nd social media breakfast, Kathy O’Reilly, Director of Social Media Relations at Monster, explained how the company embraces social media and sees it as an opportunity. She shared some great insights on how Monster is incorporating social media in its day-to-day operations.

First of all, Monster calls itself a powerful job matching engine instead of just a job board. Their social media objective is to increase traffic by engaging with users through Twitter (@monsterww) and Facebook, plus giving them career advise (@monstercareer). Not just by pushing job vacancies to their fans or followers, also by helping out job seekers and employers who experience difficulties using their online services. Like many other companies, Monster integrates social media into their customer service strategy.

Not a vacuum
So who is responsible for these social media activities? According to O’Reilly social media shouldn’t exist in a vacuum. Therefore the social media team is part of the Marketing & Communication department. It exists out of 4 people. In addition they appointed some members in other departments. How she knew who to pick? Simple, a questionnaire was spread internally, which researched the level of engagement on social media of the employees. Those who already interact with audiences on Facebook or Twitter in a responsible and genuine manner, are well on their way to become ambassadors anyway. Why not make them part of the team? Monster is even thinking about certifying certain employees as official ambassadors.

Learn them how to drive
To make sure everybody is on the same page, Monster took the IBM social media guidelines as an example. They organize toast & tweet masters in order to talk about the do’s and don’ts. They give each other tips about what blogs to read, like Mashable, Social Media Today or Social Media Explorer for example. However, you do need one core group within the organization who enables these learning processes. In other words, somebody needs to give them the key so they can learn how to drive.

For my Dutch readers: Lauri Koop, VP eCommerce Europe at Monster Worldwide also explains the way Monsterboard integrates social media on Marketingfacts.

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Doe mee aan een klein onderzoek naar het gebruik van vacaturebanken in 2011.  Het zijn slechts 4 vragen over hoe jouw organisatie het HR-budget heeft verdeeld. Meedoen doe je zo.

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Vanaf maart 2010 werk ik als copywriter en PR verantwoordelijke voor Co Unlimited. Een functie waarin ik mijn ervaring als (web)redacteur bij Intermediair kan combineren met mijn kennis van PR.

Dat er reclamebureaus bestaan die zich specifiek richten op arbeidsmarktcommunicatie (AMC) weet niet elke recruiter. Laat staan dat oprichters van midden- en kleinbedrijven met AMC bekend zijn. Daarom even een korte uitleg.

Waarom AMC?
Eigenlijk is het namelijk heel simpel.  Nike, Coca Cola of Apple hebben jarenlang gewerkt aan een sterk merk op de consumentenmarkt. Hetzelfde geldt voor merken op de arbeidsmarkt. Op de lijstjes van pas afgestudeerde hoogopgeleiden prijken vaak namen als Ahold, Heineken en tegenwoordig ook Deloitte. Ooit nagedacht over hoe dat nu zou komen?

Anderzijds weten we allemaal dat binnenkort de grote uittocht van babyboomers gaat beginnen.  (more…)

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Annemarie Appelman blogt en twittert er lustig op los. Gedurende 60 dagen blogt ze over haar ambities, haar sollicitatiepogingen en haar capaciteiten. Na een paar weken heeft ze al een aanbieding binnen en er volgen er vast meer. Want Annemarie is niet de eerste die via Twitter aan een baan is gekomen. (more…)

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