Posted by: Ben Hutchins in technology selection, talent management, talent attraction, Talent Assessment, Talent, socialmedia, Social Recruitment, social recruiting, social networking, social media recruiting, ROI, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, outsourced recruitment services, online recruitment, on-line recruitment, Mobile Recruiting, human resources, hr, gradweb, Graduate Recruitment, Engagement, employment, Employer Brand, digital marketing, Creative, Communication, Candidates, Brand, Better Resourcing, awards, assessment, applicant tracking system, Advertising on
21 Feb 12
Leading entry-level recruitment outsourcing provider GradWeb, has been selected to provide branding and creative design plus recruitment services including recruitment advertising, online recruitment system, candidate management and application screening for the ‘Track and Train’ internship scheme.
The Track & Train scheme is designed to give up to 100 graduates employment experience and training to help further their careers. It’s a nationwide scheme funded by Network Rail and supported by 28 companies across the rail sector and aimed at people who have graduated from university in the last 2 years. The entire programme lasts for 18 months, and is structured to give graduates an insight into each of the main elements of the rail industry. Successful candidates will start their first placement in April 2012.
Effective Recruitment Advertising
The branding and recruitment advertising campaign designed to promote Track & Train and to attract candidates to enrol for the scheme has been devised and created by GradWeb’s Intelligent Attraction team. The first part of this process was to develop the Track & Train brand. As an entirely new entity that represents 27 companies across the rail sector, GradWeb developed the creative concept for the Track & Train name, logo, and branding for the campaign to be used across all marketing vehicles.
Social media and social networking have become even more essential elements of the broader marketing and communications mix this year, settling the question of whether they were merely capricious trends or fundamental and revolutionary shifts in the way that we engage, communicate and do business.
We are living in a world where consumer behaviour and activity have changed enormously in a very short time, where peer advocacy and user-generated content increasingly rival corporate advertising, and where communication can be achieved instantly. Considering this, it is no surprise that businesses are beginning to invest seriously in the places where their products and services are discussed the most.
However, it’s becoming very clear that this is an entirely new way of connecting with audiences, with its own set of considerations that relate to engagement and influence. The creative industries have always embraced innovation, encouraged change and challenged convention, so are more likely than other sectors to be moving at a similar pace to the technological advances driving these changes. Their challenge is to advise clients, who may not be as naturally inclined as others towards digital and social media, on how to make the best of the opportunities on offer.
Many established decision-makers are still trying to make sense of the digital world, the speed at which innovations are taking place and how to manage the wider business implications. Meanwhile, the so-called ‘Generation Y’ is highly mobile, technically astute and perfectly in sync with these burgeoning digital environments; quick to spot the opportunities and turn them to their advantage. This generation gap could fast become a cultural dichotomy, which is why it has become so essential for social media to be properly integrated into strong marketing and communications strategies.
Those artlessly invading and attempting to harness and commoditise these spaces have swiftly discovered that such a strategy doesn’t work. They are turning to the people who understand that this new-born digital knowledge needs to be blended with more traditional communication and creative skills to enable them to engage more successfully online. Digital design consultancies and digital marketing groups are working very hard to galvanise these skills through educating and informing their more senior specialists in the ways of digital and developing their ‘digital natives’ into more rounded creatives.
Posted by: Gareth Jones in totaljobs.com, strategy, socialmedia, social recruiting, social networking, social media recruiting, social media in recruitment, recruitment technology, recruitment solutions, Recruitment, recruiting, online recruitment, on-line recruitment, On-line job hunting, monster, jobboard, job sites, job search, job boards, Job board, future, erecruitment, Engagement, Candidates, #trulondon on
28 Feb 11
I have been thinking a lot about job boards recently, as both a customer and a jobseeker. In these socially enabled times, it strikes me that the job board user experience should be something like this:
Jobs are displayed in easy on the eye tag clouds, instead of ordered lists we know are manipulated by the recruitment organisations who post them. Jobs are highlighted to me by other job seekers and I can rank them by most viewed, highest rated or user defined tags. It’s a visual experience, not a data driven one.
I can tag each job myself, just like I can currently tag the rest of my social life – my pictures, my bookmarks and so on – knowing that all my fellow jobseekers are doing the same. This rich user tagging is doing a way better job of delivering me relevant jobs than the job board search facility can.
What's more, I can connect with my social friends on the site, directly, along with other job seekers whom I don't know. Yet. The feature that flags the profiles of people who are also looking for a job in my specialism or area takes care of that.
It introduces me to others in the community who also happen to be looking for a job in the same area as me. We can swap notes, compare opportunities, give advice and extend our job-seeking network. And of course, make some life long friends along the way.
You grow up most of your life hearing your parents and partners, teachers and TV stars, mentors and managers - remind you that failure is not an option! The fear of failing is scary. It is human nature to be successful.
But atimes, one may have to fail (probably a few times) to get things right. And the same goes with introducing social recruiting into your hiring strategy. One of the reasons that deter some UK companies from social recruiting, is the thought of failure.
It is possible that you have ticked all the right boxes and eventually created a social recruiting strategy, but somehow along the way, the integration into your existing hiring process and the implementation of the so-called social recruiting 'to-do lists' goes awry.
Don't despair. You may not be alone. Many companies will have to redefine their recruitment processes and refine how they manage their social recruiting strategies until they get things right. You'd be surprised to know that several brands with successful social media campaigns and social recruiting strategies could have tried different approaches and formats, before they start getting some ROI of intrinsic value.
A recent article on Techcrunch suggests some reasons on why social media projects fail (an European perspective). For me, quite a lot of these researches and surveys are another set of stats, numbers and percentages that may not be a perfect representation of the situation. However, we can surely relate to some of the reasons they presented. One of which being, just doing 'social' because of the sake of it, will not deliver any meaningful returns.
