WEB 2.0 AND RECRUITING

This is the last day of the required posting for the class I’m taking at the University of Alabama. The postings for the last 30 days have been about Web 2.0 and recruiting. This posting once again highlights the definition of Web 2.0 referencing the work of John Thompson in “Don’t Be Afraid to Explore Web 2.0.”

Web 2.0 sites allow anyone to contribute content and to participate with other users in editing and even combining or remixing existing content with other material to repurpose it for additional uses. Thus content on the Internet is no longer static; it is changing and dynamic. A distinguishing Web 2.0 feature is the increasing significance of the individual user, as anybody (even a fifth-grader) can create and upload text, as well as audio and video, to the Internet. Another characteristic is the reliance on user participation, often referred to as the “wisdom of the crowd” and the “architecture of participation.”

Web 2.0 has an inherent trust in people and what they can contribute when working together toward a common goal for the greater good. If Web 1.0 (even though we did not know it was “1.0” at the time) was a read-only medium, today’s Web 2.0 is read/write. The Internet’s first era of mass use required users with programming skills to contribute (upload) material to the Internet. Early Internet users found that material in a manner similar to going to the library to find and take home a book.

In contrast, Web 2.0 users still go to the library (i.e., the Internet), but instead of figuratively just taking home a book to read, they now enjoy other possible uses, including contributing comments, changing the contents, and having others simultaneously read the material in real time. Several thousand Web 2.0 applications have become available in the last few years. These applications are generally free to individuals (Thompson, 2008).

REFERENCE:
Thompson, J. (2008, June). Don't Be Afraid to Explore Web 2.0. Phi Delta Kappan, 89(10), 711-778. Retrieved August 31, 2009, from Academic Search Premier database.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Although Facebook is more of a social networking tool you can search for or post jobs on Facebook too.

To find the job postings

1. Go to the bottom left corner and click on “Applications.” There 20 pages of applications; many are games or entertainment, but there are some business applications too.

2. Select “Browse More Applications.”

3. Along the left hand side you can select by category. Select “business.”

4. Then select "jobs."

5. You can type in a job title or select a subcategory.

As of Sunday, October 18, 2009, there were 168,264 jobs posted. Below is just a small sample of the type and number of jobs posted on Facebook:

Finance and Accounting - 5,326 job postings
Marketing and PR - 1,226 job postings
Civil Service - 1,298 job postings
Engineering - 4,448 job postings
HR and Recruiting - 905 job postings
Computer and Software - 12,557 job postings

So, in spite of the difficult economy there are jobs out there. You just have to know where to find them.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

If you’re a passive job seeker beware of companies that post the same job over and over. 

There is local big box retailer in Birmingham that sales home improvement products. They have an HR Manager job that has been posted for about 2 years. I guarantee you there are plenty of qualified HR Managers that could do that job with half their brain tied behind their back.

Companies that have excessive turnover are not addressing the reasons for the turnover; it could be low pay, poor working conditions, poor management, or a host of other issues. If you have a job, don’t give it up for a company like that. Most likely you will become a casualty too, like the host of other employees before you. If you are not working and need the money, then take your shot. If you get the job just realize it may not last long. Yet, it’s easier to get a job when you have one. You will look more attractive to a company if you are currently working.

So, beware of repeat offender job postings!

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Not familiar with LinkedIn as a recruiting tool? If you are a recruiter, you really should check it out. I posted two jobs recently and have been pleased with the results so far.

I have several job openings and started the recruiting process with posting job vacancy ads. I’ve used Monster.com and CareerBuilder.com for years and know they generate a lot of resumes, but not necessarily the right skills. Job seekers with all kinds of backgrounds, many not what you are looking for, get your e-mail link and send you a resume whether they are qualified or not. I wanted to try LinkedIn to see if their results are better than other traditional on-line sources.

I posted two new jobs on LinkedIn to see what kind of results I would get. The two positions are for our Bourbonnais, IL plant and are both supervisory positions. LinkedIn posted my job but also targeted specific candidates who met the criteria of my positions and sent them direct announcements. The resumes I have received have been on target meeting what I’m looking for in terms of education and experience.

So far in 24 hours I have received 13 resumes for one position and 22 resumes for the other. While these numbers don’t stand out like you would get on some of the big job boards, all of the resumes met the minimum qualifications of the job. Almost all of them are worth a good second look. I’m pleased with the results LinkedIn as produced and feel it is definitely worth using!

I’ll keep you posted as the days go on.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

College football rules supremely in the South. When I first moved to the Birmingham area 11 years ago I was asked the question, Alabama or Auburn? Not fully understanding the ramifications of the question, I just said, “Neither, I’m from Texas.” That answer did not suffice and I was quickly told that I had to pick one. Remaining a fence rider was unacceptable. It took me a long time, but I eventually chose the University of Alabama.

I’ve watched Alabama football fans ride the crimson tide up and down with their wins and losses. Since Coach Saban was hired by the University of Alabama some dramatic changes have taken place in players and performance on the field. Well what does this have to do with recruiting?

Into his 3rd year as head coach, Nick Saban has been a relentless recruiter. Recruiting the best players in the country eventually translates into one of the best teams in America. Alabama is ranked #2 now and if they beat Florida should have a chance to play in the national championship.

The same holds true in business. Recruit top talent and your company will go from good to great. Your company will never be the best in its business if you don’t have “A” players on the field. Now is the time to recruit top-notch employees while the market is soft and people are concerned about their jobs. The economy will turn around and the strongest companies will come out stronger than ever. Never settle for a “B” player. It’s best to suffer a little longer covering a vacancy and get the best candidate than to make a quick hire and maintain mediocrity.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Most of my blogs have focused on employer strategies for finding applicants. I want to jump on the other side of the desk and talk briefly about job search strategies from the job hunter’s perspective.

I’ve interviewed over 5,000 people over the past 20+ years and realize some job search strategies are more productive than others. According to Richard Bolles, author of What Color is Your Parachute (1970), a job seeker has a 4% chance of finding a job by looking on Monster or directly at an employer’s website. These are pretty low odds. The reason is simple. I recently posted an outside sales rep position in Atlanta on CareerBuilder. Within a few weeks my resume pool had grown to several hundred. Within 6 weeks I had 1500 resumes. Now you know why that HR guy never calls you back. You and 1500 other people are bugging him to death. The internet is a great tool; use it, but don’t count on it.

Richard Bolles explains that 40% of all hires come from employee referrals. As an HR Manager it’s good to have a referral from someone who knows the applicant. It takes a little of the “unknown” variable out of the equation. Calling previous employers for a reference check is fruitless due to the concern of legal action for giving out a bad reference.

What does this mean for the job seeker? You MUST work your contacts. The more people you know the better the chance of getting a job. The more you network, the better chance you have of finding a job. You must not be embarrassed to ask for help and let people know you are looking for a job.

References: What Color is Your Parachute, Richard Bolles, 1970.

Video Link: Richard Bolles Interview

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

All employers should have an “Employment” section on their website to aid in recruiting. Applicants who find your site should be able to easily find your open positions, fill out an application, and post a resume for HR to review.

This link needs to be set up before you start posting on the social network sites. It won’t do you much good to send people to your website if they can’t find out what positions you have open or apply on-line.

Once you get your employment link set up then you should advertise it on Facebook, LinkedIn, Twitter and any other social networking site. You want to drive traffic flow to your site to attract the right candidates for your openings.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Ira Kauffman, posted some recruiting success stories that are reposted here. Here is a beginning list of Facebook Recruiting SUCCESS STORIES.

1. Ernst & Young became first employer to use Facebook for recruiting in January 2007. They currently have over 18,000 fans and their career page is very active.

2. KPMB is a global company very active in the Facebook community. There are over 500 KPMB groups on Facebook from career sites to Alumni pages.

3. Deloitte’s group has 4,451 members is extremely active.

4. On the international front in Asia Businesses are using Facebook to look for job seekers

•  Royal Plaza , five star hotel set up a new Facebook page with an events section called “We are hiring!”. “Facebook is an “out of the box” way to appeal to younger recruits, who may be attracted to a hip and refreshing image of the hotel.”
• The Straits Times Razor TV, an interactive web TV service, has been using Facebook to advertise various job openings - for multimedia journalists, videographers and presenters. They get 12+ responses/wk. “We use Facebook because its users are our ideal target group. We are looking for people who are in tune with Internet culture and are totally comfortable with the online realm.”

All Things Digital reported Thursday that Twitter is in talks with both Google and Microsoft about the prospect of multimillion-dollar deals to integrate Twitter in some way with outside search engines. News agency Reuters chimed in with a report stating Twitter's discussions with Microsoft and Google are taking place separately, and that if negotiations work out, the potential partners would be able to incorporate Twitter tweets into Internet search results.

This could have significantly positive results on recruiting. Applicants interested in your company would find your tweets easier if search engine, Google, included tweets. You would still need to post frequent updates so that potential applicants would know what is going on with your company. Currently applicants would not be included in your list of followers unless they “discovered” your name and requested to follow you. If the deal goes through with Google then it will make it easier for applicants to follow you and for you to keep them up to date on current company news.

Link: Twitter Article in PC World

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Just posting a job opening on a social networking site may not be enough to attract the candidates you seek.

According to Averbook and others, the key is building up a large circle of co-workers, former co-workers, friends, industry associates, customers and “people you run into on airplanes” so when you do have a job opening, you can tap into a group that already knows you and your company, Averbook says.

You have to consistently develop your network. Developing your network means that you are adding new friends, making connections with old friends, and getting the word out about your recruiting needs. There is no easy way to get the job done, but with a little effort, you should be able to land some good candidates.

Link: Recruiting Article

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

2009 has been a rough year for most employers. Unemployment is at or above 10% in many parts of the country. Companies are reporting sales off by 35 to 40% over last year. 

Yet with all that bad news social networking giant, LinkedIn, says they will increase their staff by 50% this year. The LinkedIn CEO, Jeff Weiner, said 40 percent of Fortune 100 companies are using the company's software service for recruitment. The company says it adds a new member each second and Quantcast.com reports that it has 28.5 million users monthly among its members.

Just because some segments of the economy are bad doesn’t mean all segments are bad. Social network recruiting is growing in spite of the economy. LinkedIn reports sales growth at 50% year over year.

Their business model is working and it shows in their sales and membership growth.

Link: Reuters.com LinkedIn Article

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

The 140 character limitation to Twitter makes it a little impractical for job posting. However, there are some things you can do with Twitter to aid your recruiting efforts:

1. Link to your website so that applicants can view all your open positions, complete and submit an employment application, and get a brief sense of your benefits.

2. Post brief messages of job fairs you will attend.

3. Provide updates when a position is filled. It might prevent a bunch of awkward phone calls and e-mails where you have to inform someone that you filled the position without even talking with them.

4. Provide market updates especially if your company has won a new contract, increased its sales, or won a significant award.

5. Share employee interest stories – promotions, or whatever, that shows your company is employee-oriented.

Although Twitter does have limitations, it can still be a good tool to broadcast your recruiting marketing message.

Marty Brack
mdbrack@crimson.ua.edu
205-837-4098

One concern all recruiters have is how their recruiting methods affect their workforce diversity. Employers who perform work for the Federal Government are concerned that they comply with Executive Order 11246, which requires that they file an Affirmative Action Plan. The recruiting sources you use definitely affect the race and gender of the applicants you reach. Think about it. Ever wondered how many females read Field and Stream? Probably not many. If you run employment ads in certain magazines you will most likely end up with an all male applicant pool. The same concept holds true for on-line recruiting.

If you rely too heavily on Web 2.0 recruiting you may limited the number of minority or older workers you reach. If you continue to ignore that problem you will eventually run afoul of EEO laws and may have to answer to the EEOC.

The key is to not use just one source when running recruiting ads. Web 2.0 should be just one source you use among many recruiting tools.

Link: Entrepreneur.com Article

Marty Brack
mdbrack@crimson.ua.edu
205-837-4098

Today’s blog is a continuation of the discussion of the recent survey on Social Network Recruiting, which was conducted between April 30 and May 15, 2009, by Jobvite.com. 438 individuals completed the 23 question survey using an online survey tool.

Of the 438 individuals who responded to the survey, 76% said they have used LinkedIn to research candidates. 67% use a search engine, but it doesn’t say what that tool actually is. It could be something simple as Google, or a tool such as used by ADP, the large payroll processing company, to conduct driving records and criminal background checks. 

Today’s blog is a continuation of the discussion of the recent survey on Social Network Recruiting, which was conducted between April 30 and May 15, 2009, by Jobvite.com. 438 individuals completed the 23 question survey using an online survey tool.

Of the 438 individuals who responded to the survey 66% said that they have successfully hired a candidate through an online social network. 22% said no to the question, and 12% did not know. (I guess they weren’t too involved in the process or they would have known the answer to that question.)
So, companies are successfully recruiting through on-line social networks. I wonder if the 22% who said they have not hired a candidate through an online social network actually hired anyone at all? 2009 has been a very slow year for recruiting and the unemployment rate is at an all time high. Neverthelesss, social network recruiting does work and is being utilized by many employers.

To see the full survey, click the link below:
Link: Social Network Survey
 
Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Today’s blog is a continuation of the discussion of the recent survey on Social Network Recruiting, which was conducted between April 30 and May 15, 2009, by Jobvite.com. 438 individuals completed the 23 question survey using an online survey tool.

Of the 438 individuals who responded to the survey 77% said they use social networking recruiting to reach passive job seekers and 74% said they do for a low cost candidate search. (see question #3).

The next few postings will highlight some results of the annual Jobvite Social Networking Recruiting Survey. The 2009 Jobvite Social Recruitment Survey was conducted online between April 30 and May 15, 2009. The survey was completed by individuals responding to an invitation on the Jobvite website or to an invitation emailed to human resource and talent management professionals. 438 individuals completed the 23 question survey. Respondents answered questions using an online survey tool. Response data is available only in aggregate form.

I ran a search for various jobs on LinkedIn just to see how many jobs are posted for the Birmingham area. A neat feature about LinkedIn is that it ties in with SimplyHired.com for a more extensive search. SimplyHired.com is a website that integrates job postings from many different sites and pulls them together in one location. Here are the number of jobs reported as open on LinkedIn:

Human Resources - 81 positions
Programmer - 48 positions
Engineer - 253 positions
Teacher - 83 positions
Driver - 342 positions
Mechanic – 26 positions
Machinist – 2 positions
Carpenter – 3 positions
Cook – 72 positions

So, even though we are in a recession, there are jobs out there. Polish up your resume and start mining the jobs in LinkedIn.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098


Manger - 1500 positions

Looking for a job in this economy can be difficult. One obstacle that you have to overcome is the embarrassment of telling your friends and family that you are out of work. You must get over this and let people know you are looking. You never know who might be able to help you. Unless you were fired for inappropriate conduct, there is no shame in being out of work. It happens to a lot of people, and in many cases through no fault of their own.

So if you are out there looking, what is the most productive use of your time as a job seeker? Does it pay to respond to newspaper ads, attend job fairs, network with family and friends? The people who actually do the hiring responded to a poll by Challenger, Gray & Christmas. They said your time is best spent networking; your time is least effectively spent attending job fairs.

Ranked in order of effectiveness were:

1. Your time is best spent networking. This includes letting everyone you come in contact with know you are looking. Use your e-mail contact list, family, neighbors, and friends. You never know who might know about a job and can help you.

2. Using social networking sites such as Facebook, LinkedIn, and Twitter. With one simple post or tweet, you can notify large groups that you need help.

3. Getting referrals from management recruiting firms. If you are being laid off you need to try to negotiate as good a deal as you can get. Ask if they will pay for outplacement services.

4. Posting resumes on Internet job boards such as CareerBuilder.com, monster.com, yahoo’s hotjobs.com, etc. And don’t just look for job postings. Post your resume so that employers who may not have posted a job can find you. Remember, 80% of jobs are not posted.

5. Posting resumes directly on employers' websites.

6. Cold-calling employers or sending unsolicited resumes.

Good luck in you search!

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098