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Clair Wilson, founder of Better Resourcing Ltd, is embarking on a thumbnail study of graduate employment behaviours and expectations for a Middle East based employer.

We would like any of our readers who are engaged in employment in the region to pass on this survey to their graduate resources, or invite them to take the survey via the link here.

The survey will be open until 5 February and is designed to help employers in the region improve their graduate recruitment processes and experience.

Thanks for helping out.


What Does The Film "AVATAR" Have To Do With HR?

Posted by: Margo Rose in Untagged  on

Margo Rose

Today I saw the movie “AVATAR.” Seeing the 3D IMAX film was indescribably vivid! Images leap off the screen, jump on your lap, and stare into your eyes.  If I were in my office, and my colleagues were IMAX images, I’d say they are invading my personal space.  I could develop an entire instructional design for diversity, and sensitivity training on this topic alone. As I watched the film, I had flash backs of almost every colleague, client, and manager I’ve ever had. It made me laugh, it made me think, and it made me remember all the symbolism, and allegory of the struggles employees have when they want to rage at the big machine and “stick it to the man.” I imagined the people of Pandora as union members, and the corporate scientists and marines as management.  I wanted to create a dispute management system, with an anonymous tip line-and-processes through which communication processes could mitigate eminent disaster. It makes for an interesting twist for an employee relations plot.

The back story:

The blockbuster movie – which has already taken more than $1billion at the box office – tells the story of a disabled marine sent on a mission to a planet called Pandora, home to a race of giant blue aliens.  They are a peaceful people who embrace nature, and are stewards of their environment and community.

The Hero is an archetypal character who goes under cover to do reconnaissance.  He learns that the people of Pandora a wonderful beings. Once he sees the corporation’s selfish true colors, he feels compelled to fight back.  By now, I’m sure you are wondering:

What does the movie AVATAR have in common with human resources dilemmas?


13th January
2010
written by Margo Rose

Monday, January 11th, I took my maiden voyage into the world of blogtalkradio show Compassionate HR My co-host Shenee Rutt ,and I wanted to start a show that featured HR Pros who were going beyond the call of duty to be stewards in their community.  The idea for this show was inspired from a conversation that I had with Karla Porter and Paul Paris. It’s something I really wanted to do, and I encouraged Shennee to be my co-host.  Our first show welcomed our guests from Oracle:

Meg Bear – VP of Application Development (HCM – Talent Management) – Based in California.

Vivian Wong - Director of of Application Development (HCM – Talent Management)- Based in California.

 

Amy Wilson – Senior Director of Strategy (HCM – Talent Management) – Based in California.


future of the job search business

Posted by: eric shannon in Untagged  on

eric shannon
'Next' is a fun science fiction movie about a guy who can see just two minutes into the future. But it reminded me of the importance of looking five years into the future. Because seeing the future, changes it. As Abraham Lincoln said "The best way to predict your future is to create it."

Here's what I see coming in the job search business:

  • The strong become powerful - I was surprised not to see any high-profile bankruptcies last year. So what's happening? Just as economic wealth has become highly concentrated over the past 30 years.  Data from tax returns show that the top 1% of households received 8.9% of all pre-tax income in 1976. In 2007, the top 1% share had more than doubled to 23.5% -- similar trends are at work online. Watch for power to concentrate in the hands of today's heavyweight job search entrepreneurs. The competition coming from every direction won't matter as much as the competition coming from a handful-or-so of companies.
  • Consolidation -  acquisitions will accelerate and outpace all previous activity. Whereas acquisitions used to be mostly for the largest companies, even small job boards will be active in the future on a smaller scale.
  • Risks and rewards are magnified -  there will be fewer moderately successful job boards as the cost of remaining invisible rises and the rewards for succeeding rise. This will make for a very volatile and noisy marketplace with lots of outlandish marketing.
  • Video arrives - if keeping a blog and running a social network separate the men from the boys today, tomorrow it will be video content. Sites without good video will feel stale.
  • Small is beautiful - small job boards have always been somewhat virtual companies relying heavily on contractors. There will be a new crop of larger scale virtual companies as entrepreneurs respond to the lessons of the great recession.

How do you thrive over the next five years in this environment?

  • Spread your bets - get diversity. You don't want to depend critically on any customer, vendor, partner, employee, traffic source or technology. If you have anything you can't afford to lose, make changes!
  • Make new friends - socialize. In a volatile market, you can't afford to be the last one on the block to know what's happening. There are always individuals at the forefront of every change and opportunity. Sometimes these folks are 10 years ahead of the pack.  Timing is everything in the right clue what the right moment can change your business and your life.
  • Put down deep roots - make value the cornerstone of your business. If everyone loves what you do for them, your unavoidable mistakes, failures and missed opportunities won't matter as much. You'll expand your options and opportunities.

When I look into the future and I see its shape, I act. That changes my future.

What do you see? What can you do today that will make you look like a genius five years from now? Watch this trailer and think about it:

Don't Just Stand There: DO SOMETHING!

Posted by: Margo Rose in Untagged  on

Margo Rose
29th December
2009
written by Margo Rose

I just got off the phone with Steve Levy, and he said something that really stood out, “The Best Way to Predict The Future Is To Invent It.”  When he said this to me, it swept the cobwebs out of my head like a vacuum  and made me realize:  If you don’t like the current economic temperature-quit kvetching an do something about it.

Yes 2009 sucked the wind out of millions of American’s sails (mine included) and yes our economy took a huge it.  It taught me how to be frugal, pragmatic, resourceful, and uniquely helpful to those around me.

There’s an old saying, you’re only as marketable as you are current so:

  1. If you don’t have experience doing something you’d love to try-volunteer to get it, put it on your resume and get someone to write a letter of recommendation on your behalf.
  2. Read voraciously, attend free webinars, go to unconferences *They are more affordable .
  3. Be cracker jack sharp in how you network. Whether you are using linkedin, facebook, twitter, or MySpace make sure you are building meaningful relationships with your followers and friends. It’s not enough to collect a massive following.  It’s more important to build those relationships so that you can leverage them to get you into the doors where you are currently knocking
  4. Get off your ass: go to industry related meeting, networking events, mixers, parties, and anywhere you can pass out a business card, and make a useful and helpful contact.
  5. Close facebook and twitter and pick up the damned phone: There I said it.  Why? Because I’m a recovering twitter and facebook addict…and I say this as much for me as for you.  It’s so easy to twitter away hours of time when what I really should be doing is banking my phone time and getting into the offices of people I want to me.
  6. Open the window, and take a deep breath.  Yeah, I know it’s scary out there in transition land, but we have to breathe deeply, and get into action.
  7. Listen to blogtalkradio shows that relate to your industry and call in regularly. Get to know the players, and request phone time with them.  I’ve been amazed at how generous people are with their time.  Here’s a fact: most people really do want do want to help you.
  8. You have to be clear, focused, and tell people exactly what you are looking for so that they CAN help you. Get specific about the industry you want to penetrate, make a list of the companies where you might want to work, and develop your own personal mission and vision statement. This has helped me tremendously in charting my direction, and in developing my 30 second to 3 minute “elevator pitch.
  9. Be yourself on Twitter, and Facebook. Tone it down on linkedin.   I’m not a fan of linking your twitter updates to linkedin unless you are a professional automaton.  Keep the fun on facebook, the cool professional articles and blog post tips on twitter, and the business on linkedin.  I know that @blogher and others might disagree, but that’s my opinion.

Most importantly, don’t give up.  My Father used to say a quitter never wins and a winner never quits.  Whether or not you are in job search mode or trying to recover from a grueling economic blitz-Get off your tush and make a difference.  I know you can do it.

Your Twitterpal,


Shut up and get with the program

15th December 2009 written by Margo Rose

How many times have you heard that one? Well, that's short hand for "welcome to your next training program," the beatings will begin.  For years, learning in the workplace was seen as punishment that had to be endured.  But, then came the magic bullet that would cure all our ills: Learning Management Systems.  Oh that was going to fix us alright, I used to hear supervisors whine, until they realized that this timely invention would save the organization time, money, traveling expenses, facility expenses and consulting fees. EUREKA!  Like a virtual flick on the forehead, companies woke up to technology, and suddenly online learning didn't seem like such a bad idea.

According to Lance Haun @TheLance, "Generations don't have to be managed differently, people have to be managed differently."  The same goes for learning.  Generations don't learn differently people do, and learning management technology suits people with different learning styles.  However, with that said, millennial workers tend to enjoy 2.0 learning environments that include wikis, widgets, virtual worlds, games, and simulations.  One of my  Gen Y followers whom I respect, @JRMoreau said in a tweet, "Oddly enough, I learn better without structure. I'm more about having good resources rather being forcefully guided."  Here's what the experts say: love them, hate them, learning management systems are not going away.

According to Janet Clary and Brandon Hall, Ph.D.  there are 5 key trends for 2009 we should keep in mind. Before you get snarky, these hold true for 2010 too.

1. Mobile Learning


Now I love Facebook; there’s not many days I don’t log on. Facebook is my life in pictures; it’s silly, inane comments that only my friends and family get; it’s me at my rawest: No facade, no show, just me. If you’re my Facebook friend and I’m having a bad day, then you’ll probably hear about it in rather passionate prose… But you know what; I don’t have very many Facebook friends! I won’t befriend anyone I haven’t met, anyone I don’t like, or anyone I think there’s even a remote chance I might work with. And anyone I do befriend gets immediately labelled with one of three privacy levels. It’s not that there’s anything remotely dodgy on there – maybe the odd drunken SingStar photo, or a choice expletive, but nothing condemning. My Mum and Dad are both on there after all! But I don’t want every man and his dog seeing pictures of my life, friends and family! That’s private stuff!
 
I appreciate that some people use Facebook for recruitment and business. Some with success too… but for me, Facebook is the personal social media tool of choice. LinkedIn is for business; Twitter is for a mix of business, personal branding and pleasure; and Facebook is purely personal. I don’t mind being advertised to on there but pretty please, with cherries and cream, don’t ask me to be your friend if you’re not actually my friend!
 
I’m totally intrigued about how other people use Facebook though. So many people I know have hundreds of ‘friends’! To what end? And if you use it for business and pleasure then how do you keep the two separate? Do you have separate accounts, a raft of different privacy settings, or do you just keep it clean and not overly personal?
 

Please share your experiences; I would love to hear them!


 

Ted Meulenkamp is a passionate recruiter with a love for new technologies and always looking for ways how to be creative in his search for candidates. He recently launched his new blog, Sourcing Maniac, and has kindly agreed to republish his insightful work here on RCEuro.

Thanks Teddy, glad to have you on board.

His full blog follows:

Last week I read an old but amusing article about how horrible external recruitment agencies actually were and why on earth did we work with them again? You know; they have no knowledge, are slow or too aggressive, they throw resumes without really interviewing the candidates, send resumes of people that actually aren’t interested, send unsollicited resumes, they lie about the qualities of the candidates and on and on. As corporate recruiter myself last week I got another call from a desperate recruiter who just needed to get a visit or a job to work on. Despite the crisis they still need to make their 50 calls or 10 visits a week even though nobody is even hiring a receptionist. Their job isn’t easy and there we are, corporate recruiters putting salt on the wounds. But….let’s have a look at us corporate recruiters through the eyes of a external recruiter……………..

1) you call the them to try and visit them and they never seem to have time, claim to have a preferred supplier list or simply very few open positions. Looking at their job site you actually do see that they have 35 open jobs with an average open days of 65?

2) They claim that all agencies always shout the same thing; that we’re the best, leading agency, very specialized but yet able to fill all your positions. They claim we never come up with creative solutions but ….have you ever seen an innovative corporate recruiter?

3) So in the end they do let you come over because they have a job open. You spend 2 hours of your time talking about the job, process and fees and go home thinking you got in the bag. Then when you try to follow up you simply can’t reach them and they are not returning your emails/calls. Three weeks later you hear they are working with another agency and apparently didn’t bother to inform you. Relationship building anyone?

4) Great, they finally give you the assignment but of course only on a contingency basis. The seem to forget that we as well have our cost to cover, recruiters to pay for etc. They feel insulted if you then try and work quickly and send them resumes on the fly. What do you want, that I invest loads of time and money while you give the same job to 3 other agencies? You get what you pay for right? If you want pure dedication and high quality services you pay for it.

5) Before you can start you do of course first need to be set up as a vendor which requires you to fill out 4 different forms, take calls their Indian call center trying to make sense of what this person is talking about. The contract itself is of course a corporate contract and is so complicated and utterly one-sided that you need to get external help to try and understand it and to make sure your not being tricked into something. But you need the work so you sign with the exception of the payment terms that you set at 14 days.

6) You try and get a complete picture of the positions (beyond the badly written shopping list they call a job description) but the recruiter is not very interested in helping you and doesn’t seem to be very knowledgeable about the position. Your request to talk to the hiring manager is denied because “they don’t want to bother the hiring manager too much”. So we are left (again) with an incomplete picture and later they complain that the candidate isn’t that perfect or tell you that you’ve oversold the job?

7) You are able to present 3 candidates (that you feel are really good) and never hear from you again? The recruiter apparently went to Disneyland for 2 weeks because it is impossible to reach him/her. Due to the terrific backup plan other recruiters have no clue what so ever about that position and tell you to wait until the recruiter is back. After getting close to being sued for harassment you get a short email that they have an internal candidate, a hiring freeze or simply have closed the position.

8) It takes approx 3 weeks before they are able to arrange an interview with your presented candidates and then they complain that your candidate has taken another offer? Oh and yeah, can you send 3 more candidates because they feel they can’t take a decision without having seen at least 5 candidates?

9) After a gazillion emails and calls you then finally get some feedback on your candidates. They really needed 3 weeks to get all the managers together and get feedback. It turns out that the manager doesn’t actually know whether he has the budget for the hire and it first needs to be approved by the VP. The VP however is again busy with a reorganization and it might very well be that the job no longer exists.

10) After a process of 4 months, 3 phone screens, 8 interviews spread out over 3 days, an assessment center they need you to check references because they are still not quite sure about this candidate. As if references are going to give the best insight?

 

11) OMG, by now you are taking medication against your anxiety attacks but they are ready to make an offer. The thing is that they only have a budget of 80K instead of the 100K they talked about before. But you know, there is a crisis going on so the candidate will just have to accept it. RSU’s and a sign on bonus are out of the order of course so you really need to pull all the plugs and again sell the job and company to convince the candidate.

12) And yes, you did it! The candidate accepts their horrible offer and you are ready to send your eagerly awaited invoice. The candidate later tells you about the absolutely horrendous onboarding where it took 5 days to get an email address, 8 days to get a laptop and most likely 2 months to get that company car he order (while driving around in some battered Ford from the guy they fired last week). Training seems to be non-existent and his manager doesn’t seem to have time to get you settled in.

13) While your contract clearly states that you have a payment term of 14 days their Indian service center now tells you that they always have 45 days in any contract and that the recruiter doesn’t have the authority to change that. And they didn’t get a PO number so it’s going to take a bit longer as it’s against company policy to open a PO after the service has already been delivered. So it’s just gonna take a bit longer than those 45 days because they closed the books already for this month.

14) While you are busy trying to find new clients they all of a sudden remember you because they decided to let go of the candidate and although the contract says you don’t refund the money they would highly appreciate it as they will not replace. When you try to find out why they let go of the candidate they somehow are not able to articulate the reason. The candidate you placed tells you that he still doesn’t really know either but does know that he is the 5th in a row in the last year that has been let go.

So, corporate recruiters; let’s not always bash so hard on external recruiters! We are not always making things very easy and don’t always create conditions for success. Perhaps next time I’ll try to come up with some ground rules to work together. In the end we both have the same objective?

oh and yes, this piece is for a bit of fun…………….


I have no idea how I'm going to get there: but I'm going.

I'm so excited. Last week the @radicalrecruit laid down the gauntlet and challenged the twitter community to a 100 tweet contest: the prize- free #trulondon unconference admission. After 24 hours of mad tweeting, I exceeded the 100 tweet quest and increased my follower base in so doing.

What blows my mind about this is that I was afraid that if I attempted to tweet 100 times in one day, my followers would leave me in droves. Since I'm a fan of irony, I was more than pleased to increase my base and bag the contest.

When my job search buddy @BenjaminMcCall learned that I won, he tweeted the question, "Are you going to #trulondon?" to which I replied, "Yeah, I'm going to #trulondon. I wonder how long it will take me to hitchhike from Ohio?" I'm so elated, because I love to win contests, and it isn't often that I do. My sense of elation will probably deflate when I investigate the cost of airfare and a hotel stay. Let's see, I'm a baby boomer, so I'm probably too old to stay in a youth hostel. But, as my father used to say, "No guts, no glory."

I have a dream. I want to be a recruiter (again). I want to move to London. If I don't raise the funds to attend this conference and network in the UK, chances are I'll do neither. That isn't an option. I don't know where the money to attend will come from, but I do know this. If I do what I love, the money will follow (which is the title of a book I read 10 years ago). It's what I believe, and it's what I know.


Recruiter House Party Airs Tonight

Posted by: Alan Whitford in Untagged  on

Alan Whitford

I have been invited to join Geoff Webb, the Radical Recruiter, on the Recruiter House Party as part of the Bill Boorman TruLondon Crew.


We will discuss the Recruiting Unconference held in London on 19 November and the 2010 conference, being held 18/190 February in London. Track information, including a profile of this writer, can be found here.


You can visit the radio show on the Blog Talk Radio site, dial in to listen and participate on the US number, +1 917 388-4359, or listen to the show on the Recuiter House Party player below. (Click on the Blog Title above to open the full blog and see the player)


Listen in, participate and comments are very welcome.



I hate to be the Friedrich Nietzsche of OD; however, the question begs to be asked, is learning and development dead? It is because the economy killed it. The need for statistically valid organizational diagnostics did not go away, nor did the necessity for strong coaching and professional development programs. The recession decimated OD and Learning and Development departments. So, the next question that begs to be asked is what are companies going to do? If they are smart, they will pay attention to the recent trends to reduce costs, retain talent, and maximize their return on their TO&D investment.

I've been compiling market trends and here's what I've found:

  1. Cost saving OD Trends Companies are wising up and using learning management systems to populate their intranet, and to engage employees in just in time training. To ensure the transfer of learning, a pre-assessment must be in place, followed by post evaluation diagnostics. Sounding the horn of common sense, learning initiatives should be followed with coaching, evaluation, and more coaching. How else can a company do an efficacious return on investment study. If CEOs continue to whine about how their training dollars are being spent, they have to match their groan with the dollars to support an organizational solution that has teeth and takes hold.

Organization Development professionals are constantly being asked to justify their existence. Is this a good thing? I think perhaps it is. On the other hand, not all outcomes can be measured by metrics alone. Often, organization improvement outcomes are qualitative. Customer service departments receive fewer complaint calls. Janice, the pain in the tush manager, isn't such a pain anymore, and people now like working for her. Plant floor employees are generating stronger productivity, and product is arriving to stores on time.

Are outcomes like the above mentioned consistently tied to return on investment studies? Not always.

As I continued my research I came across two great articles that discuss trends that include the value of learning management systems and the road to economic recovery:


I have been busy, busy, busy this week! Now I’m back working 5 days a week it’s a real change of pace. It’s actually a bit alarming how quickly you get used to enjoying a 4 day weekend… [Note to self: Challenge for the new year is to get Mr J into a top notch job so that I can laze around more and he can keep me in the manner to which I’ve always wanted to become accustomed!] So anyway, my social media play time has fallen by the wayside somewhat and I’ve really missed it. But actually not quite so much as I thought I would, because so many of the people I talk to on social media are now people I talk to in ‘real life’ too!

In the last seven days I’ve spoken to @LisaScales, @AndyHeadworth and @AlanWhitford on the phone and to @RadicalRecruit on Skype. I’ve had dinner with @MervynDinnen and @LaraNewman, and tomorrow I’m meeting @ClareWildman for after work drinkies. Who needs social media, eh?! Not one of these relationships would be in effect without social media. Well, without Twitter, to be precise!

Maybe I’m preaching to the choir here, but social media is really only the beginning. So far I’ve met at least 24 people from my personal Twittersphere, and frankly I need to work harder to increase that number because it’s a bit lame all things considered! Seriously though, there’s only so much you can convey in 140 characters or with the written word and if you truly want your relationships to flourish then you need to take it offline, into the real world and onto the next level. Yes, social media is a fantastic start and, sadly, I may never get to meet a lot of my favourite Tweeps in person due to geographic barriers, so in that respect is still an amazing tool, but even so… There are plenty of people we can and should meet. There are people in all our networks who we’ve never met but who live within a stones throw.

Now obviously you have to be a bit cautious about meeting anyone from off the internet. Though the prospect of being ‘groomed’ at 20-, 30-, 40-something is actually marginally flattering, personal safety comes first! But we’re all adults and we can all use our common sense. There are local tweetups and events happening all the time and this can be a perfect setting for a first meeting, not to mention providing the opportunity to meet a whole host of other people you might not have connected with otherwise!

@LaraNewman was the first person I’d met on Twitter who I met offline. We went ice skating together and had a lovely afternoon! Mr J thought she was probably an axe murderer or, failing that, some sort of swinger who was touting for new recruits. Of course, she was neither of those things (I suspect he was slightly disappointed about the latter!) but we met in a public place and Mr J demanded I leave a report with him listing everything I knew about her, just in case I never returned home. To be honest, I’ve never (yet!) had any doubts about my meetings with people on Twitter. Most people reveal a whole host of information about themselves on both Twitter and LinkedIn and are known by at least one other person in my network, so short of it being a very large and organised axe murdering ring, the odds are good that they’re not a psychopath. I’d be far more reticent to meet anyone who wasn’t pre-vetted though and you do have to use your common sense.


Don't Be a Sell-Out: Crush IT!

Posted by: Margo Rose in Untagged  on

Margo Rose

Recently I read Crush it and was so inspired.

During times of transition and change, one has the opportunity to think about their personal and professional path.
I've made an executive decision. If I'm not on fire about what I'm doing-I'm not doing it-period.

Life is too short to dabble in things that bring on despair. I say, bring on the joy, hop into happiness, pursue your passion, and never-ever-ever-sell out.

Tonight, I'll be listening to HR Happy Hour hosted by Steve Boese and Shauna Moerke. They'll be discussing the all popular topic of branding.

As we consider our personal brand, let's not lose sight of our passion, our dream and our undying spirit. In the words of Gary Vaynerchuk, "opportunity lies in transparency." Therefore, we can see our dream, make it happen and CRUSH IT!


December online recruiting news roundup (USA)

Posted by: eric shannon in Untagged  on

eric shannon
We just published December's online recruiting news roundup - (this is USA news).

Monster.com's new resume search may be the most intriguing news. In particular, that Monster plans to charge extra for "Power Search" at a time like this - an act of desperation? That's the good news for all of us ankle biter's.

The other eyecatcher this month was a blog post by an anonymous HR blogger who says his company will be free of job boards in two years.

As the recession begins to wane, it’s a good time to assess what effects it has had on the relationship between employers and employees. Why? These changes will continue to reverberate over the coming years and affect how recruiting and hiring is conducted, what technologies and approaches are used in finding candidates, and which resources are brought to bear in retaining top talent.

A case of two perceptions

Per this recent report from Human Capital Institute and Monster, 84% of employers feel that their employees are loyal and content to have a job – but only 58% of employees actually feel that way. The end result of this disconnect? Employees may jump ship when the economy gets better. In addition, a majority of employees feel that their employers are exploiting the recession to drive longer hours and lower pay.

Employers and employees also fail to see eye to eye on the workplace itself. In this study, researchers found that 73% of employers thought their work environment had become more positive during the recession, while a quarter of employees said it was more negative, and 35% said that their stress levels had risen.

When the hiring starts

When companies and employees go through a multi-year recession, habits change. For example, many firms have relied on early retirement and unpaid furloughs to keep personnel costs down. Others have simply held off on hiring, thus forcing fewer employees to do more work. Hiring freezes and benefits cuts are also common.

What changes when the hiring resumes, as it inevitably will? Employers may find that some potential hires are gone for good – gone into business for themselves, recruited by a competitor, or migrated to a new industry. In their place, however, will be candidates that are grateful for a job, yet cautious or even cynical about the company that hires them.

Another challenge is operational: how does a company manage the gaps between staffing up and demands for its products or services? How does it retain the trained, experienced staff it has as new people are brought in and work demands increase? Should benefits and incentives be reinstated or upgraded?

Finally, what types of employees should companies bring in? For example, many technology firms migrated a significant portion of their work to contractors. Now their management teams must decide if going back to full time employees makes sense – or not.

How recruiting has changed

So how have employers changed their recruiting efforts after two years of recession? Two words: social media.

Companies that once relied on job boards and recruiters now tap into LinkedIn, Facebook, and other online social networks to reach out to potential employees. While the jury is still out on the long-term effectiveness of these techniques, companies now routinely include social media in their recruiting budget (which are usually much smaller than before the recession).

Job candidates have also become more adept at researching companies via social networks – making the hiring process more complicated for employers. Social networks have made it easier for candidates to learn about the culture and personality of a company before they send in their resume or speak to a recruiter.

The end game

For employers, surviving the recession is only the beginning. They face challenges in managing their existing employees and locating new ones – all while keeping their balance book, well, balanced. For employees, the work world is in some ways less friendly and reliable, but technology in the form of social networks has offered them more information than in the past – and new ways to squeeze additional mileage from personal relationships in the job search.

by Jeff Dickey-Chasins for OnlineRecruitingNews.com


 Geoff Webb from Toronto, Radical Recruiter and session leader at TruLondon I in November has added to his many outlets with Tru Blogs , which should grow to include content from many of the proposed Tru events, including Tru London II in London in February and possible Tru North and Tru USA.

Spreading the gospel of Bill Boorman and many many thought leaders in all aspects of recruitment from around the world.

RCEuro.com is happy to be a sponsor of the London series and I am personally looking forward to travelling to North America (back near my roots of upstate NY, only 85 miles or so from Torornto) to share learning and knowledge with so many individuals I have met on Twitter and the various recruitment blogs.

Geoff has just posted a terrific wrap up video from TruLondon I, with original content, video from Andy and Sarah Headworth and stills from our onsite reporter, twitterer and all around good egg, Jill Elswick, which you can watch from the Audio/Video player on the home page.

 

 


Telecommuting, Networking in the US and Abroad

Posted by: Margo Rose in Untagged  on

Margo Rose
30th November
2009
written by Margo Rose

Recently, I had the opportunity to be a guest blogger at http://www.rceuro.com. What I’ve discovered is the issues that we consider critical here in the US are also relevant in the UK and Europe. Bridges are being crossed regularly. Bill Boorman is in the midst of planning another unconference, Trulondon 2. Several of my colleagues are going to be track leaders. This is incredibly exciting because as we share our experiences and best demonstrated practices, we begin to build new bridges over which we can cross for continued success. We live in a global business environment. Therefore, it makes sense to network with our colleagues abroad. What I hope to do is to learn more about what my colleagues in Europe are doing, while offering a window into my world as well. In so doing, we continue to grow, and strengthen our organizations in the process.

Twitter has opened new doors, built new bridges, and extended hands around the world. It is so moving to guest blog on other people’s blogs, particularly when I can reach global business colleages.
Today I was studying an article produced by http://shrm.org. Telecommuting is a compelling alternative in the global environment.

Considering we are working remotely more and more, it was interesting to read the following statistics. Employees report higher productivity and job satisfaction. This is what the data from this article reveled. I quote the following:

“When employees were asked about their time working remotely:

* 83 percent said their ability to communicate and collaborate with workers was the same, if not better, as when they worked on-site.
* 75 percent said the timeliness of their work improved.
* 69 percent reported higher productivity. Sixty percent of the time they saved via telecommuting they applied to work; the other 40 percent they applied to personal use.
* 67 percent of workers said the overall quality of their work improved.

Sixty-three percent of managers supervise more than one teleworking employee. The typical employee telecommutes two days per week, the survey found. When they are not telecommuting, the average round-trip commute varied according to the region where they live:

* United States and Canada, 30 miles.
* Asia-Pacific, 14 miles.
* Europe, 46 miles.
* Japan, 26 miles.
* Emerging markets, 16 miles.

SHRM is a valuable resource for research and trends. I am grateful for drawing upon this article to make a point. Telecommuting is going to shape the way we work. It’s not just a matter of a preference to work from home, nor an unwillingness to drive to the office.

What this article reveals (while it was based on a study done with Cisco employees) is that people are looking for new ways to work more efficiently and effectively. Telecommuting not only gives one the opportunity to deliver work around the country, but also builds bridges around the world.

I’m quite sure this will be fodder for discussion, and I welcome your comments.


Last week at the Recruitment Unconference I listened to a number of large recruitment agency firms and various industry experts discuss the impact of Social Recruitment.

One camp felt that the Job Boards of today will be killed off by agencies and HR; sourcing directly via Social Networks.

Some worried that the recruitment agency would be killed off in 10 years when today's teenagers join tomorrow's HR, with their wide digital networks nurtured over the years.

There were examples of agencies cutting 100% of job board spend! Where are the candidates coming from?- From their website via Twitter or Linked In.

Before we rush our attention to killer tactics of social recruiting to save thousands of pounds, I would like to consider the following framing points...

1. Social recruitment is very young. The social web evolution is in its early phases. Those early birds are, in some cases delivering strong results, but will this success remain feasible as the marketplace gets more crowded? How will it scale? Will it infringe privacy and be reined in by legislation?

2 Every new thing is always going to kill the last thing, according to media hype! But does it, or does the hyped frenzy just promote the killing? If the job boards embrace social media, it could become their best friend since Google, instead of the executioner. (Just as Google was a serious threat back in 2000)

3. The last major digital recruitment revolution - the online job board - delivered the CV database, which has created a volume of monstrous recruitment agencies. The volume of consultants that just forward CVs straight from a database as a "punt" is staggeringly high. The service level has suffered- no screening, no client relationship, no candidate relationship. Will social recruiting improve the situation or build on an ever-increasing bad named industry?

One thing is for sure, social networks are here to stay, even if the platforms change (Friends Reunited, MySpace, Bebo, Facebook, Twitter).  Any network of people will attract recruiters.

So what are you doing with Twitter or Linked In?

What would you like to see job boards doing?

What can we help you with as an online recruitment technology expert?

P.S.
Further listening (not reading!) check out http://www.blogtalkradio.com/bill-boorman/2009/11/30/job-boards--rip-uk-show to listen to myself, @SiteAdvisor, @RCEURO and the host @BillBoorman chat about the future of job boards.

 Sourced from: http://www.allthetopbananas.com/Blogs/Dave/post/2009/11/Will-Social-Networks-kill-off-the-Job-Board.aspx

 


So my second blog entry was going to be about Google Wave (don't worry folks - it's already written and you'll get it soon enough!) but I read a great post last week on Twitter and decided to change tack.

@grahamsalisbury wrote:
"I am beginning to regard online job boards with the same degree of suspicion that I normally reserve for Wikipedia"

job in sight with crosshairsI couldn't help but smile! I've been in the same job for nearly five years now, working as a recruiter, and I'd kind of forgotten what it was like to be a job seeker until recently. I shan't bore you with the gory details, but basically my employer has had to cut my hours due to the recession and so I've had to look for additional employment to supplement my income and keep Mr J in PlayStation 3 games (I know, I know...!) Anyway, the employment issue is resolved (temporarily at least) and I was lucky enough to not be looking too long, but this was my first time as a job seeker in some time and it was really quite humbling!

Last time I was job hunting, local papers were still reasonably en vogue and, while job boards were very much in the picture, there seemed to be just the one or two big names that were worth a visit. But how things have changed now! Now my local papers are all affiliated with (different) jobs boards, there are niche boards popping up all over the place and (maybe it's just me, but) there seem to be even more ‘big name' boards too! Now I've no problem really with the number of job boards in existence; as a recruiter I've advertised on plenty in the past (with mixed results!), but what I did find particularly annoying was the way the same jobs were duplicated over and over on all of them.

Some employers were guilty, but it was mostly the agencies with the multiple postings. And you can bet your bottom dollar half those posting were out of date too.  Job hunting is a drain at the best of times, but I felt as though whole evenings were just vanishing into a black hole!

Other than spending half my life trawling the internet for vaguely relevant and still current job vacancies, my biggest quandary was which jobs to apply for. The current market means that most of the jobs I liked the look of didn't pay the kind of salary I was used to getting (and in my part of the world, salaries aren't really that great anyway). You work hard to get to where you are and no-one wants to take a step backwards, but at what point do you put your pride aside and say that some income is better than no income? I've always said (rather arrogantly) that there's no reason for me to ever be unemployed - there is always the counter at McDonalds or the checkout at Tesco. But that's really not true any more; even these entry level jobs have people queuing to apply because some income is better than no income. And there you have it! Who would employ me; a somewhat overqualified candidate with no recent retail experience, over someone who's been made redundant from Thresher or Woolworths who is far more relevant?! But how do you decide what's worth the effort? Do you apply for anything and everything and hope that something sticks, or do you do what you'd normally do (if jobs weren't so fiercely fought over) and stay targeted and focussed, even though there are less relevant positions to apply for? It's so difficult to decide. It's easy to judge people who apply for jobs they're totally over qualified for, but the reality is that many people are not in a situation where they can support themselves and their families with no income.  

Though I didn't apply for that many positions in the end, I got not one reply saying thanks but no thanks. These were applications directly to employers rather than through agencies and the funny thing was that this neither surprised nor bothered me. And that made me feel a bit sad. When did such disrespectful behaviour start becoming so universally acceptable?!
Unfortunately I don't have the answers to these problems, but I did want to share my experiences. It's a tough market out there and, as recruiters, it's easy for us to get caught up in our work and forget that we're dealing with real people: They have feelings, families and responsibilities just like us, and they are trying to doing their best. We can all show a little more compassion. Put yourself in the jobseekers shoes for a few minutes and ask yourself how you'd feel.  


How to make your blog relevant: blogging 101

Posted by: Margo Rose in Untagged  on

Margo Rose

Want your blog to be relevant? Here's a fresh perspective.

21st November 2009 written by Margo Rose

There's so much talk about blogging. What makes your blog relevant? I have some ideas.

Blogging 101 has a few excellent tips

I offer the following:

1) Write with passionate interest about your topic.


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