Category Archives: Candidates

Create your own Job Board and Social Network

If you haven’t used Ning it is an easy way to make your own social network/topic group. (There will be a pgroup for you on Ning as they now have 500,000 of them)

For example, I am a member of New Zealand Recruitment 2.0 which is for New Zealanders who want to discuss innovations in Recruitment.

Today I found a clever and easy way to of using Ning as a specialist Job Board combined with a Social Network Wirelessjobs

There is a blog, events listing, industry news, links to LinkedIn and Facebook. Having used Ning (and I am not a developer), I know that a Ning network could be easily set up by somebody with no programming skills.

On the Wireless Jobs site there is also a job board that is powered by StandOutJobs. Standout Jobs is free HR software for building your own career web site, marketing jobs and managing candidates through the hiring process. As far as I am concerned, if Kevin Wheeler is endorsing it, this is a good thing.

“One of the best of the tools [for building recruiting websites] is provided by Standout Jobs.” Kevin Wheeler

It looks perfect for New Zealand companies. Here are a few examples.

Freshbooks

Curve Dental

Technorati

And here is one from an Australian community organisation

TRCare

SocialLight is featured as a Case Study on Stand OutJobs.

Does this sound like your company?

“a technology startup with less than 10 employees. The company has an exciting workplace, but limited resources for hiring and staffing programs or recruiters.

Since its creation, Socialight used a variety of tools to find employees, including personal and professional networking, Craigslist, targeted technology forums, and university career sites.

These options varied in terms of the number and quality of job candidates they could reach. But across the board, they failed to effectively brand Socialight as a desirable employer, and empower the company with the tools and flexibility to stand out in a competitive recruiting environment.

Socialight

Socialight recognized that it needed a more effective way to develop its employer brand, attract job candidates, including “passive” job seekers exploring their options, promote a positive candidate experience, and manage applicants more efficiently through the hiring process. Rather than wait until conditions permitted the company to design its own career portal, Socialight started using StandoutJobs, which enabled it to showcase its culture and team, advertise open positions, and input job applicants into the hiring process.

According to Socialight CEO Dan Melinger, the career site was easy to create: “Just a couple of hours’ work and we were presentable to the world. It was important to us that we could launch the career site quickly, but also make sure that we were doing a great job of representing Socialight as the fantastic and exciting work environment it is. Standing out in a crowded job market isn’t easy, but we’re empowered more than ever now with Standout Jobs”

Does your company hire people in a specialist area that would benefit from a professional group/job board?

I would love to hear from you if you are interested in working with these products for your company in New Zealand

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Cloud Recruiting – a new definition?

There is a lot of  technology on the web  that is already available, that works and  that can be used for Recruitment.

New Zealand is a long way behind the US where these technologies are already being tried and used successfully. The great thing is we can miss some of the steps the pioneers have made and jump straight into using this new technology that is so well suited for recruitment.

If you work down this list, and click on the terms there is is an example of a technology that fits under the heading.

Cloud recruiting is excellent for all sized companies but is particularly good for smaller companies who are unknown, do not have an employment brand and also do not want a bit outlay on recruitment technology when their recruitment needs ebb and flow. Most cloud technology is either free or SaaS – pay as you go, per person. Constantly new ideas come out that can be added to this list. For example, I have just I read about Mobatalk which is away to send video on Twitter.

Recruitment 2.0, e-recruitment are being used to describe this new way of recruiting, but things have moved on a notch in that people no longer need to have the tools on their own PC. People can access information anywhere, any place on any device as long as they can connect to the internet.

This is all so new there is no widely accepted term that describes all this but this week I found a new definition  by Michael Marlett from Microsoft, Cloud Recruiting and it is the one I am going to settle on.

The way people work as well as the type of information, the speed that this is now that this is now available is undergoing a major change. Why not take advantage of this for your firm and be one of the early adopters in New Zealand?

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MyJobSpace vs TradeMe – False Advertising

TradeMejobs.co.nz have won a complaint that they took to the Advertising Standard Complaint Authority about http://www.myjobspace.co.nz

Trade Me Complaint Upheld By Advertising Board

Trade Me has welcomed the decision of the Advertising Standards Complaints Board (ASCB) Panel to uphold its complaint against website http://www.myjobspace.co.nz  for claims that it had over 110,000 visitors per month.

“On the internet, businesses compete for visitor eyeballs.  To advertise inaccurate claims about visitors not only confuses the market it misleads consumers,” said head of Trade Me Jobs, Jimmy McGee.

My Job Space attempted to use sessions data rather than unique browsers to substantiate its claim.  Given consumers would reasonably expect ‘visitors’ to represent unique people, the ASCB Panel found their claim misleading.

In the Panel’s view the meaning of the word visitor was simple – one person was one visitor. Therefore the Panel concluded that a visitor was the person or individual who visited (Unique Browser), not the visits themselves (Sessions).

“The ASCB decision gives the industry – especially employers and recruiters clarity about the online job market and real online behaviour.”

The ASCB Panel agreed with Trade Me and concluded that the My Job Space advertisement was likely to mislead the consumer or exploit consumers’ lack of knowledge.  In particular the My Job Space advertisement breached the Advertising Code of Ethics rule of truthful representation.

“We believe in integrity in the fight for eyeballs on the internet.  Accurate use of terms and traffic claims are key to this integrity”.

It’s normal for the losing party to meet the complainant’s ASCB costs of $4700. Trade Me plans to donate the funds received from the win to the Canterbury Charity Hospitals Trust

The Adventures of Johnny Bunko


I have spent the last hour reading “The Adventures of Johnny Bunko” a business book in the Japanese, cartoon manga form.

The story of Johnny Bunko, is one I have heard many many times when recruiting. Simply, people work in areas that don’t fufill them. The money is not enough to the soul killing daily experience.

They come looking for another job but actually this is just more of the same.

I would often say to people, you don’t need a new job but a Life Coach!

This book gives a simple, quicker and cheaper way to have the same realisations.

The book teaches the six lessons of satisfying, productive careers:

1. There is no plan.
2. Think strengths, not weaknesses
3. It’s not about you.
4. Persistence trumps talent.
5. Make excellent mistakes
6. Leave an imprint.

Dan Pink is known for his other books Free Agent Agent Nation and A Whole New Mind which for me were life changing. I have contracted for the last two years. In the mornings I race to my computer. I love what I do! But that’s another story.

If you go to Dan’s site you will see there is a competion to come up with the 7th Lesson.

Want a win a trip to the UK to the TED Conference? Yes I do!

Also, he suggests having a Johnny Bunko Breakfast. What do you think people, November some time in a Japanese cafe? This could be the first New Zealand. I have sent Dan Pink an email with this very suggestion. People do like a holiday in New Zealand.

Here is an interview with the man himself.

Using Facebook for Recruitment

Are you using Facebook for your company Recruitment? There are some large US companies,  who have invested heavily in Facebook but I don’t see this popular social networking tool being used extensively yet in NZ.

There seems to be some reluctance to use Facebook, Yes, Captain it is the new frontier. Not that new though … 334,921 people are signed up in New Zealand network. 80 million worldwide. Facebook has relaunched in July 2008 and is now targeting itself as a tool for networking in the business world. Why fight it, ignore it when you can just try it?

Regardless of what you think, if this is where your potential staff spend their time on line, this is where you need to be. Like all advertisers, you need to follow the eyeballs. If you want to find passive candidates, there is no point just advertising on Seek. Facebook should be seen as forming a Talent Pool, it is there as part of a longer term Recruitment Strategy. It is about forming relationships.

There seems to be a fear about various social media, Facebook being one of many, but what about opening your mind to the benefits?

Simply, Facebook is a great way to engage with existing staff and also lets people find out about your company and culture. It is never what you say, it is what you do that counts in forming a company culture. Giving possible new hires a sense of cultural values like respect, diversity, teamwork, collaboration, openness, and authenticity is possible if you engage with people. It is difficult to convey this on a static closed off web site by stating we are honest, open and collaborative. It is not the same as being these things. By being on Facebook you are showing your values.


Facebook has two sections that I suggest you use for Recruitment. Groups and Events. I would start with a Group of people who are already in the company, this can include past staff too, like  the Friends of Fronde Group . Remember, if potential new hires finds these sites, it will really give them a sense of the culture.

If you search in Facebook, you will find people who work, or have worked for your company. And this is the point. If you don’t set something up, new hires can easily find a lone voice, in your company to contact. Try a search on your company and see who comes up. It is better if there are a range of views not just one voice? People can read through a list of comments and make their own mind up.

By using Facebook, you will be establishing an employment brand. So think carefully about the image you want to portray. In a group, you can pose questions, talk about issues that face your company, note interesting blogs, video clips, press releases. You should have no problem on what to say! Once you have started the Group though, you need to keep feeding it. (Please read my earlier post on the Social Community Manager). So while Facebook, is cheap and easy to use it does require somebody to be responsible and keep it going. Like all relationships, it needs an investment of time. The Warehouse has started a Facebook group. I can find lots of started groups that have gone nowhere. What impression does this give you of the company? Better to take it down than to have a non functioning group.

Once the Group is going, it is easy to invite people to Events. Company events to start with. Making these public can really prove there is a “fun” company culture. Again, it is about being, rather than just saying it. Have a look at Gen-i – it appears to be a group for the social club. Later, wider events where you showcase the company knowledge, a new innovation, product launch etc. It is very easy to invite your contacts in Facebook, and they can easily send the invite on to a friend.

The WDHB has just ventured into Facebook Groups for their Graduate Recruitment. This give you an idea of an event that the WDHB have just run. Looks like they need a few more people in their group though…

MEET AND GREET DAY!!
Come and meet with Charge Nurse Managers and current New Graduate Nurses, from every area, to help you decide what area of nursing you would like to kick start your career with!!
Onewa Netball Courts function room
44 Northcote Road, Northcote, Auckland

Business is about relationships, it is about people. Social media is a tool that can help with those connections – why would you not want to connect with talent, with your staff? Social media has taken hold because the communications is genuine and people want authenticity.

Before you through your hands up in horror. Social media is no different to any other part of business. If people abuse the community, or the tool deal with it as you would anything else….actually I believe it will be easier as there is be written or verbal evidence.

If you don’t want to have a presence on Facebook, you can let applicants be emailed the Job details to their Facebook address like this Talent Technology does. As Facebook is a web site, people can receive Facebook emails privately at work. Some people, think this is one of the reasons for its success…

Best known in this area is the Ernst and Young sites. E&Y paid an undisclosed fee (US$500,000 I read somewhere) to Facebook . So don’t be disheartened if you can not easily replicate this. These sites do give you a sense of what is possible. I am talking here about something more low key, connected and real.

Being found on LinkedIn

I am a big LinkedIn fan. As the most LinkedIn person in New Zealand this should come as no surprise….
Job seekers often asked me “Why do I never get contacted through LinkedIn?”
The simple answer is you need to improve your profile.
A few suggestions…
1. Connect to people
People like to see that you are connected to people they know too. In New Zealand there is a lot of “connectedness” in the way people like to work so this is very powerful. Also, adding connections, you increase the likelihood that people will see your profile first when they’re searching for someone who meets the search criteria they are looking under. You will appear at the top of search results (e.g which is a major plus if you’re one of the 500+ Project Managers in New Zealand, or any other large category on LinkedIn)
2. Complete your Profile
Most users put only their current company in their profile. This is largely because somebody asked them to connect and then they left it at that. This limits your ability to be found. You should fill out your profile with as many key words in it, on which you want to be found. Some people make a list, call it specialities and list all of their key words there.
3. Get found by Google as well as in LinkedIn.
Not everybody looks for people in LinkedIn. If somebody searches for you by name in Google, your LinkedIn profile is likely to show up quite high. LinkedIn profiles receive a fairly high PageRank in Google as they have many people optimising the site.
You must allow your profile information available for search engines to index. To do this, create a public profile and select “Full View.” Also, instead of using the default URL, customize your public profile’s URL to be your actual name.
4. Enhance your search engine results
In addition to your name, you can also promote your blog or website to search engines like Google  Your LinkedIn profile allows you to publicise your websites. There are a few pre-selected categories like “My Website,” “My Company,” etc but you must have your profile set on “Full View” This is fantastic search-engine optimization for your site.
5. Ask a Question
LinkedIn Answers is excellent to lift your profile with your target group. Linkedin Answers allows you to broadcast your business-related questions to both your network and the greater LinkedIn network. The premise is that you will get more high-value responses from the people in your network than more open forums.
For example, I have recently asked my network about using Twitter for Recruitment and also if anybody is using Zoho People. Excellent response and then I picked up a business lead!

Want to be found?

Companies usually will search first and approach people they are interested in before a role becomes public.

There are many ways to be found on line.

In New Zealand, LinkedIn now has a good number of users and seems to have become the default. I strongly recommend having a profile on LinkedIn. Many companies and recruiters search through LinkedIn when they are looking for particular skills.

You must make sure your profile is up to date, complete, appealing and well written.

Make it easy for people to contact you and find your details

Use plenty of key works i.e what would people search for you under. List your skills that you want to be found on somewhere in your profile.

Link to people who work in your sector, link also to people in companies you would like to work for. They are great to start a conversation with as to who is the best person to contact re jobs in your space.