Archive for November, 2013

What is innovation in recruitment?

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In the recent surge of interest in all things Google+, we came across a piece extolling the virtues of the much vaunted Hangouts… for recruitment. Basically, one of the many (questionable) selling points used referred to the fact that a G+ Hangout – which offers 10 participants on a growing, but still under utilised platform – was much better than say a Twitter chat. The reason? Well, Twitter chats aren’t really innovative any more – and Google+ hangouts are. There you have it.

So, communicating in a so-called less ‘innovative’ way to an unlimited number of participants on a more actively used channel, populated by more candidates is dismissed because its been around a while and isn’t the shiny and new thing it was a few years ago. Odd reasoning, don’t you think? Considering how there are many companies with resistance/doubts/troubles about using the social stalwarts of Facebook and Twitter effectively for recruitment or comms even now. You probably only have to #AskJPMorgan for more details, if you wish. (And then you could also #askgarybarlow for a second opinion too.)

It’s interesting that the more mature ‘social recruiting’ channels are now starting to be questioned. Even in their relatively short lifespan. There are lots of assumptions. Mainly by those who haven’t utilised them effectively or experienced what they can do over time. Just because the industry thinks certain aspects are now passé – does your actual audience? For example, they haven’t been exposed to a multitude of industry Twitter chats or conferences that expound the virtues of social media/recruitment. They’re too busy watching TV, tweeting and Facebooking what’s just happened on X Factor, instagramming their latest GBBO-style masterpiece or snapchatting everything. Getting on with their lives. Where looking at a company recruitment page on Facebook is the norm. Using a #hashtag is everyday. And Google+ probably doesn’t mean much.

It all kind of typifies how the recruitment industry is obsessed with ‘must do something new’ even if they haven’t ‘done something right’ with their current approach. Don’t get us wrong, we’re all for innovation. But for the right reasons. Don’t ignore where your audience is. Who you should be talking to. And how. So let’s not just do something innovative because you can. Do it because you should. There is a difference.

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Social recruiting in real time

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Most of you by now will have seen ‘The Best Twitter Conversation you will see today’. Lauded as an example of how brand social media managers can join in the conversation and have some fun. Not forgetting that the whole scenario kicked off with Tesco Mobile dealing with a sarcastic customer tweet. This is yet another example of the benefits of live (and listening) social management. Where there is always a hand on the keyboard waiting for the opportunity to have a conversation (no matter which direction it may go). Much of Social Marketing has it spot on.

While over in Recruitment, there currently is a seeming obsession with making life easier with technology and the ‘effective’ use of social media through time saving platforms. Common or garden ‘Scheduling’. Now think on. Would that Tesco Mobile, Jaffa Cakes et al, scenario have ever played out for recruiters and recruitment accounts doing that? Mostly not. We think that’s a shame and the reason why 99.9% of our social management has always been live. Behind every tweet and update, there’s a real person at the keyboard. It’s amazing the number of conversations we’ve engaged candidates in by being there in real time. And not it’s always about serious recruitment questions. There’s fun to be had in recruiting too. Especially when you’re there at the moment, that’s what really matters. And it should be no surprise what a real difference it achieves to how you’re perceived as an employer. Plus it’s much more enjoyable than letting your ATS autotweet every vacancy that goes live or constantly setting up Buffer a week in advance.