Tag Archives: facebook

Quality Social Networks

untarnished social networks

In Social Media, the same is true for the rest of the technology. The technology is a tool that gets you to the end result.

Using Social Networks for recruitment, your end result could be:

  • Letting potential new hires find out more about your company and get a sense of the culture.
  • Forming an Alumini group and stay in touch with past staff who are happy to refer for you, or to tempt them back
  • Forming a community of people who like your company and just want to know what is happening.

It doesn’t matter what the latest trend is, the key thing is finding out where your potential community go online. Ask your existing staff, people who are in the jobs now what sites they suggest would be best. What sites do they visit professionally. Where do their peers go online?

Some people think that a bigger social network is better. More, more, more! How many “friends” can you have on Facebook? It is very tempting to go for big and this does have its merits but really It is about talking to the right people. People who are genuinely interested. You like them and they like you. People who you have met, people who know something about your company.

See Mr Godin has to say:

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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.

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