How did Seth Godin hire?

I am a big fan of Seth Godin.

If you don’t know him, he invented on-line permission marketing and writes an innovatative, thought provoking marketing blog.. I along with many others on Facebook think he is a marketing genius.

Of course, my interest in Seth comes back to recruitment.  If you change the product/service you are marketing,  you can apply all the same techniques to market to your possible hires,  the tools are all the same. So for example, how could you use Facebook for recruitment.

At ERE – US e-recruitment conference in 2006 I was lucky enough to here Seth speak about how he hired his staff (before Web 2.0).

Basically he collected up the people he was interested in and then invited them to attend a presentation, all at the same time about his company. That’s right, the people who were going to compete for the same role were all in the room together. (I like the time efficiency of this process!) Then they were asked to present to the group on why they should be chosen. After that a mix and mingle with some staff over a few drinks and that was it. Done. Seth said he likes to hire on personality, style and fit rather than definite skills. He believes skills can be taught but attitude can’t.  This was all pre Web 2.0. Now Seth uses Facebook.

Here’s the process he went through to find his summer interns

Unable to just pick one from the applicants, I invited the applicants to join a Facebook group I had set up. Then I let them meet each other and hang out online.

It was absolutely fascinating. Within a day, the group had divided into four camps:

  • The game-show contestants, quick on the trigger, who were searching for a quick yes or no. Most of them left.
  • The lurkers. They were there, but we couldn’t tell.
  • The followers. They waited for someone to tell them what to do.
  • The leaders. A few started conversations, directed initiatives and got to work”

Read and be inspired to try something new – Seth on his Summer Internship


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.

Social Media and Recruitment

There is lots of fun to be had and (time to be wasted) as you explore Social media and what it means for your recruitment: whatever you do, you need to pay attention.

Every week there is some buzz on the blogosphere of another social media/recruitment innovation. People are trying new things to see what works for them and their company.

There is certainly plenty to try as you embrace these new frontiers! The key thing always to remember, is what is your target audience and where do they go on line. There are places now where your candidates go on line – you need to go to them!

The first thing to point that this is a big subject area, encompassing Blogs, RSS, Business Networking ( like, xing,) Social Networking ( Facebook, youtube ), Personal Networks like Ning, Virtual Worlds (Second Life), Twitter etc

As we meander through these topics, the thing to bear in mind is that everybody has relevance and something to add in this space – it’s very new and constantly change. It is easy to look at what’s happening in the US, there really is no substitute for getting out there and making it relevant to New Zealand.

The main thing though is not to ignore it our disgruntled ex staff may create your on line employment reputation for you!

Have you Googled your company name lately?

And now for a bit of homework…
1. How many New Zealanders are on LnkedIn?
2. How many New Zealanders are on Facebook?

Finding your next Star

Finding good employees is one of the biggest challenges your company faces. Marketing your company to potential new employees is just like selling your products and services.

Have you positioned your company to attract new employees ?

Generally companies want to hire what we recruiters refer to as passive candidates. They are not looking for jobs right now, but are always open to an interesting opportunity. Most people will have a conversation with you but can you woo them away?

The shorthand term for this is the Employment Brand

Some companies take this very seriously

Take a look at a few of these:

Ernst Young – Graduate Hire on Facebook

Altassian – Direct, honest, simple approach


New Zealand needs more Hairdressers!

If you smaller it is just a matter of making some adjustments to your marketing strategy to include how you are perceived by job candidates.

If you do nothing else, add a careers page to your web site. Want to work for Us? We are hiring! These words will help people who are interested in enough in you company to have looked you up on line.

When you run online or print ads include a link to your careers page that tells people a little more than you could in the advertisement.