The Employment Opportunities List

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Archive for Social Media

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.

 

Come to #TEPHR!

#TEPHR is a Twitter chat session. You participate by following the hashtag #TEPHR on Twitter and reading, sending and responding to tweets during the chat hour. Our next #TEPHR chat is on January 20th at 7:30 p.m. eastern.

#TEPHR is short for “The Engagement Project in Human Resources” and originates at The EO List. #TEPHR has been going on for a few years now, and is typically quarterly. We haven’t had one since July; one reason is that we had poor turnout that night because it was the evening of the great Toronto flood. Several of the key participants were stuck in traffic or were in the process of being rescued on one of trains. This Fall it seemed everyone was so busy, and there was a big turnout at #hrevolution and #impact99 so some people who regularly participate were able to see each other in person.

Over the years, #TEPHR chats have taken on many forms. Some have been very structured, with a rigid agenda focused on some subject relating to international HR. Others have been more social, spurring on other chats and new forms of collaboration.

We’ve decided (oK, well it is me that decided but that sounds too autocratic) that this session is going to be social. Very social. We’re going to have a good time.

Many HR pros work in environments where they are the only one in the department or the only one at their level. While there are many online places to exchange information, there aren’t many social avenues to meet and greet other HR Pros from around the word #TEPHR is designed to fulfill that need.

Last year during one #TEPHR chat the participants were in a good mood and a number of “professional development” meetups were discussed. The discussions got silly after awhile. My favourite was a prolonged discussion about #GLHRWine, which stands for “Great Lakes HR Wine Unconference”. During this discussion the group started strategizing about who lived around all the Great Lakes and how we could get them in the same place. We also attempted to bring in a winery, in order to have a location to hold #GLHRWINE. (BTW–I’m still hoping one of the original participants in this discussion does something about this).

The best output we can hope for is new ideas. These new ideas could be for career opportunities, projects or new services. They could be for things that make HR more credible, more centred, more meaningful in the workplace. Or simply, better.

I believe in the power of #TEPHR. The value of the connections; they can really help you in your career development.

There are those who are fearful of establishing online relationships. To those people, I say this. Based upon very positive experiences, I’ve crossed over to the other side. People in HR who use Twitter are nice, generally honest and concerned about mutual interests. They give away far more than they ever take. Since joining Twitter, I’ve travelled to far away places just to meet some of my peeps. Being able to catch up with some of them via a tweet chat makes life all the more serendipitous.

I can hardly wait.

On the Road to HRevolution

As this blog goes live on the site, I will be on my way to Las Vegas for HRevolution.

This will be my third time attending.

Some people meet their mate online. I met my mate long before the internet but I suspect that if it had been in existence then that there’s a chance we would have met that way. In a business and life context though, I’ve met colleagues online that I hope I am friends with forever (sorry for the sentimentality but I really mean it). HRevolution is a place where I can meet up with them in the right environment. I can’t wait to be there.

Recently I’ve noticed something about my own online networking behaviour. I do it in fits and spurts. I was fortunate in that I met some great people in HR online early in my process of getting familiar with the various mediums. As a result, I have focused my attention on those I met then, with a goal to connect with them, rather than to spend huge amounts of time expanding my network and meeting people who now seem like strangers. Most of the people I interact with regularly are people who I met 2 or 3 years ago, or longer. The ones I connect with most often I have met in real life at least once, whether that be at HRevolution or another conference. Weird eh?

I’m not saying that it is impossible to connect with people who you want to connect with now, but I do think it is more difficult to do so if you aren’t focused on meeting them IRL at a conference or in some other environment and connecting in cyberspace afterwards. I have to wonder if this is part of human behaviour and how many other people feel the same way.

This is going to be a great weekend, and I’m looking forward to attending the whole host of festivities including a Saturday night wedding and a late night at the House of Blues.

See you online. You’ll find me at #hrevolution, a lot.