The Employment Opportunities List

The Ultimate Source for HR Jobs and Blogs. Friends Helping Friends of Friends.

Archive for Networking – Page 3

Fitbit is the new Facebook

I am kind of obsessed with New Year’s Resolutions.

I’ve been making them since I was about eight years old.

I’ve written many blog posts about the value and experience of them.

For Christmas this year, my husband gave me a Fitbit.

I didn’t really want a Fitbit, but my husband is great at convincing me to try new things. After all, my 2016 resolution involves walking the Bruce Trail end-to-end. Being able to track steps and speed is helpful.

But for a few days that Fitbit stayed in its box.

This might surprise you but I have this thing about sharing some personal information. Fitbit is not something you can wear and stay entirely private.

Sure, I can show you a dish from a favourite restaurant or the leaves falling from the trees on one of my walks. I run a Facebook page called The Daily Dude (http://facebook.com/marsthedailydude) and I post a picture of my dog there every day. I’m active in #nostalgiachat on Twitter.

But, I don’t want you to know my age, height, weight, location of scars or birthmarks, and most specifically health information.

So I didn’t think I wanted others to know how many steps I take or stairs I climb or my heart rate. Nor did I think anyone cared about these things.

But there it is. That Fitbit. It creates an environment that encourages you to share that staff. Cheering you on. Offering you badges. Letting you share your status with others. Giving you a way to cheer or taunt your friends. Giving you things to talk about.

I had been wearing it less than a day and had several connection requests.

Fitbit is the new Facebook.

But it is worse because there’s so much personal information that can be shared.

Or is it? Am I walking more? Yes. Am I comparing my steps to others? Yes. Am I understanding the differences in my own exercise behaviour as compared to others? Yes.

Last week, my cousin, a nurse, asked me to participate in a weekday walking challenge. Of course, she completes more steps than I do on a daily basis, because her occupation puts her in motion all day. I declined the challenge but now I am asking myself what I would need to do as a person in HR to be able to compete with a nurse. Do I need to seek out projects that involve trips to the back of client facilities? Do I need to walk farther at lunch?

Not so long ago I started focusing on Facebook over Twitter or LinkedIn. I’ve long said that you can’t live your life on social media and one of the ways to manage your time is to focus. Maybe Fitbit is just another fad but now I am thinking about its value in social media.

What do you think of that?

Happy Anniversary EO Blog!

Five years ago this week, we launched the EO List blogsite.  The first post is full of giddy enthusiasm and idealistic beliefs about how we could change the world.  Our goal in launching was to be a beacon of ideas and to create an environment of sharing. Five years later, we’ve achieved some aspects of these goals.  Imagine where we’d all be if the true ideals had come to fruition.

In the coming months and years we, the EO Network, need to step it up.

If relationships matter in establishing meaningful employment, then we all need to a better job of digging deeper and connecting. Social media has come a long way in just five years, but the one thing that we’ve learned is that good relationships transcend social media. Essentially, that means we have to get outside of it more often. And, we can be purely passive in our interaction with others.

Today is American Thanksgiving. In the spirit of what this holiday means, I encourage you to take stock of your relationships and be thankful for them, and continue to pay it forward by helping others in the profession.

You can access the first post of the EO List website here: https://eolist.com/dream-come-true/

 

Do your target candidates know who you are?

Not every hiring manager or HR leader can work for a high profile company but some high potential candidates are looking for that element of name recognition when job seeking. How can you make sure your potential employees know your company – and want to work for you?

Social media can be a great leveler, and used effectively it is a recruitment tool that companies of any size and profile can use. However, few employers are using it to its fullest potential.

Nearly 100 per cent of Canadian professionals are on at least one social media network and more than half use them as tools to hunt for employment. As the hiring market gets tougher, employers need to stand out from the crowd, but less than a quarter are using social media to find talent.

Who are you connected with?

According to the Hays Canada Where People Are report, employers tend to favour generic online job boards, post-secondary career sites and traditional online ads, while candidates gravitate to social media such as LinkedIn, Facebook and Twitter. And when businesses do use social media to recruit, they’re often talking to the wrong people.

That’s because they’re missing a crucial step in building those networks. Most are talking to their clients and consumers, not potential candidates, and of the candidates that are in their network few are high quality with sought-after skills and experience. According to our research, only about 10 per cent of the average company network is made up of good quality candidates.

This is partly due to the fact that most companies are selling their products and services on social media, rather than positioning themselves as a top employer. That means that when you then try to post jobs on the channel that message is lost in the noise because most of your network are consumers not candidates.

How can you raise your profile?

Create a content plan that engages with your top candidates with information that is interesting and relevant to them. This can include sharing external content such as news stories, or internally-produced content like blogs or reports. Sharing non-job-related content now, and building interest and engagement with potential employees means that when you do have a job to post, they already know who you are, and know that it will be relevant to you.

Sell your company culture and build awareness of your employer value proposition as well with posts about internal incentives or programs, team events or celebrations, and other activities that contribute to making your company a great place to work.

The goal of this is to build and nurture a group of engaged professionals who will come to know and trust your brand so when you share job postings they are more likely to apply and accept an offer. Putting the groundwork in early is key to getting the results you’re looking for.

Hays Canada division manager Rachel Finan has more than 14 years of experience working in HR recruitment, She excels in making the right match and brings expert insight into market trends, employer needs, and candidate requirements.