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Talent and HR News Roundup: Recruiting and Hiring Edition

Talent and HR News Roundup: Recruiting and Hiring EditionAs the summer begins to wind down, recruiters prepare for the busiest month of the year: September. It's when companies tend to hire the most and you'd better be prepared. If you're a startup or high-growth company you'll be competing against the big corporate guns with the money to spend on recruiting and hiring -- and a bench of recruiters ready to pounce. This week's roundup will give you a leg-up with tips and tricks to get your startup recruiting-and-hiring house in order:

1) How to Maximize Recruiting with Twitter at Tech Cocktail:

"Give job seekers an inside look. If you want to recruit talented employees for your startup, you must offer something to attract job seekers. Instead of only posting job openings at your company, provide a sneak peek of what it’s like to work for your startup."

2) 3 Startup Hiring Lessons From 'Duck Dynasty' at Mashable:

"'We've struggled trying to meet demand. I've hired probably 40 people since the show came out, just trying to maintain that,' CEO Willie Robertson told Parade. The Duck Commander clan ran a lean operation until it made sense to scale hiring. Yet it was still important to hire people with the right skills to make the top-quality product consumers expected."

3) Job hunting site Collegefeed offers “Pandora-like” suggestions to help applicants discover new potential employers at PandoDaily:

"Collegefeed, a job hunting site founded by former Google head of product marketing Sanjeev Agrawal, has engineered a way to do that with its latest feature, a recommendation engine for companies. Since Collegefeed is focused primarily on recent college grads, they’re often unsure of where to start looking. Most college kids aren’t all that familiar with the landscape of American companies; they all want to work at Apple, Google or Facebook."

4) 16 Steps to Help You Give Job Applicants Helpful Feedback at TLNT:

"You can help eliminate some confusion and a great deal of anxiety on the part of applicants but providing an overview of your typical hiring process. For those applicants who are invited for interviews, more detailed information can be provided on the process, what you are looking for, who will be involved, and how long on average it should take (Blackberry does an excellent job in this area)."

* And don't forget our How to Hire For a Startup post from earlier this week:

"Recruiting? Well, sure, you can farm it out to an agency. But if talent is one of the most important ingredients to your growth, don’t you want to own the process (and save money)?"

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.



Job Search Advice You Can't Miss From Twitter + NPR

It's that time of the year--THE busiest time for job searching. If you're a job seeker, this is your Super Bowl, your Miss America, your World Cup. And just in time for your big, mecca moment, NPR and Twitter have pulled together a team of experts (including me!) to help you with your search. In addition to recruiters and hiring managers from both companies, I'll be joining the panel along with career and job search experts including Craig Fisher, Alexandra Levit, Curtis Midkiff and Laurie Ruettimann. We'll all be answering YOUR questions about job searching and sharing our tips.

How's this working?

The chat will be one hour, co-moderated by the @NPRjobs account and Twitter’s @JoinTheFlock.

How can I ask a question?

Submit your questions (starting NOW!) anytime before Friday, January 25 using the #NPRTwitterChat hashtag. We'll tackle as many as we can.

Can anyone join?

Yep. And you can help us promote it too. Try this tweet: "Career advice from Twitter, NPR, @SusanLaMotte @lruettimann @fishdogs @levit @SHRMSMG: 1/31, 5-6p ET, Ask ?s now: #NPRTwitterChat."



Don't Recruit on Social Media

Wait, what? Don't recruit on social media? But I thought you were a social recruiting advocate? Yes, yes I am. I'm also an advocate of advancing the way we think and report out about recruiting in conjunction with advances in the field. Last week the fab @Jason_DFW shared an interesting infographic about recruiters' use (or lack of) of Facebook and Twitter.  Today, CareerXRoads shared their latest source of hire data and, GASP!, for 2011, only 3.5% of those surveyed used social media to make external hires.

The data isn't surprising at all, really. As a field, recruiting/talent acquisition/HR is making some major missteps in the way we think about the affect of social media on recruiting, how it is being used versus how it can and should be used, and what the data actually means.  But first, a few admissions.

First, source of hire is dead.

There's no more accounting for source of hire. There simply isn't. The thing is, recruiters know this. And yet we continue to talk about it as if it hasn't changed at all. We admit that with any given candidate, there are likely a minimum of five sources that a candidate can choose or reference.  Whether it's self administered (the candidate decides, on a survey for example, which source they'll report), or through direct application (the candidate clicks a Jobvite that came through Facebook), there's still no telling which sources played into the decision to apply and which was most influential or important.

Second, recruiters aren't using social media to make hires.

If they're using social at all, they're using it to engage, share, research, locate and influence candidates.  But for some reason they don't see this as recruiting. If they're not using social, it's because they can't see past the immediate process steps for a search they're currently working on.

So what does this mean for social recruiting? As recruiting and talent acquisition leaders, we need to stop only thinking about the transaction and the process. We need to think about the influence points and inputs along the way.

  • What did the candidate think when he read your job description on the job board? Did that make him apply? Maybe. But what made him accept the job? And what were the inputs along the way?
  • Why do thousands of candidates follow company career Facebook pages? Why are they asking questions on those pages and interacting heavily with recruiters and employer brand leaders that engage with them?

Imagine sitting with a bunch of marketers in a conference room. They're talking about their media buy and marketing planning for an upcoming product launch. They don't focus on one source of purchase for the customer. Sure the process of purchase matters--without it, you don't sell and you don't make money. But to drive the purchase, you engage. Personally. And on multiple touchpoints. That's why marketers LOVE social media. They can better understand the customer through engagement, and better connect, build loyalty and target them this way.

And right now, recruiters aren't getting that. They're so focused on process, they only see the role of social in process. And if the new hire doesn't say "I found the job on Facebook" and the recruiter doesn't say "I hired the person through Twitter," they think social is worthless.  I would too. But it's far from it.

So don't recruit on social media. Engage. Recruiting is the process. Branding is engagement. Without both, you're missing the boat. Want to know HOW? That's the next post. Stay tuned.





Looking the Part

I once went to get my haircut at an Aveda salon, because my usual girl was booked solid.  Aveda products are some of my favorites so I figured I could rely on the brand.  But when I got there, the Aveda hairdresser looked like she just rolled out bed. Her hair was a complete disaster and she was chomping away on her gum. I hesitated, had her cut my hair anyway, and then begged my usual stylist to fit me in to fix it.   The Aveda hairdresser didn't look the part, and I shouldn't have trusted her.  Thank god I am not a haridresser. On days like today, when the DC humidity is at its most awesome heights, I'm begging my straightener to help save me.  But I am trying to play a part most days. If I am going to give career advice or coach clients on talent or brand Twitter Logomanagement, I better be a ridiculously great walking example, right?  I use Twitter extensively as part of my personal brand.  I had two handles (@DailyCareerTips and @SusanDStrayer). The former was more for business purposes--for career coaching clients, media and discussion and content on job advice, recruiting etc.  The latter was meant more for inside the business--sharing content back and forth with fellow recruiting and career-type peeps, as well as some of my snarky sarcasm.  The only network I kept mostly personal was Facebook.

Well, those days are done. I'm managing one brand, one persona, and one @SusanStrayer.  And that works for me.  If you followed my on @DailyCareerTips, you're now following me automatically @SusanStrayer.  If you followed me @SusanDStrayer, I hope you'll hop on over and minus the D to @SusanStrayer

Many brand experts argue the benefit of separating your profiles, your networks and your commentary.  But I am who I am--and I do censor myself in public on some things (I tend not to curse, talk politics or super-personal issues).  This way I'm not managing several versions of myself. Now, you might find you like the idea of multiple personalities---and being able to be on version of you with one circle, and another with another circle or platform. Totally fine. Just be prepared to manage to that.

But for me, this is what you get. Plus, it's all easier to manage from a logistics perspective. It's like a one-stop Susan Strayer shop. (Except it doesn't sell stuff by the poet Susan Strayer.  That's not me.)