Tag Archives: Social Net

Social Media Community Manager

Many companies are now venturing on line, using Social Media to build their employment brand and to sell more of their goods and services. Going online is not enough though. Content must be generated if a company is going to leverage from its web experience.

In the US I have noticed a role the Social Media Community Manager – now this sounds like fun! From one Job Description I found…

As a given, a Community Manager needs to be familiar with and part of:Be responsible for setting up tracking and alerts for keywords specific to our industry, subscribing to relevant industry blogs, podcasts, and video channels, and to subscribe to certain topic categories on YouTube.

Be able to comment on appropriate blogs intelligently and accurately, bringing traffic back to the company blog. Monitoring the existing blog sphere by listening and commenting would be the bulk of duties to begin with.

Already have a blog of their own so know to create an audience

Facilitate conversations inside Facebook, Ning community or other relevant communities.

Often I sign up in Facebook, or LinkedIn or some other community and nothing happens. Nada. Build it and they will come does not happen on the internet. Build it and you have to work to get their attention is more like it! It is a slow romance not a one night stand! To begin with when people sign up,  they  are on the outside looking in. It takes a while until they get the hang of it all before they get more involved.  It is new members of a group to generate content and discussion, this needs to be created by the people who set up the Group or Blog or Twitter Group – Enter the Social Media Community Manager.

This role is relatively new in New Zealand. I found a few who are working in the government sector. A few communications managers are taking this role, some people with a PR background. There are some people in the IT sector have the technical smarts to understand what is required, but they also need to be able to write and have good marketing skills. No doubt the early adopters who are already across the space should and will get these roles (although, they may cringe at the thought of this, but look at it as a career option to justify all those hours spent on the Social Net!)

So if going on line is not enough, a company needs to think about this carefully before they start. Do you have the skills and time in house to start and maintain a vibrant on-line community? Your company’s reputation is very important both off and on line. There is so much noise aound this whole area, companies are jumping into it without really thinking about it at all and wondering why then nothing happens?

Companies also need to consider are they really ready for this onlineworld? The philosophy behind online communities is openness and honesty.

Does your company want to hear what your community honestly wants to tell you?

Will you respond and be proactive to suggestions that your community suggests?

From a recruitment point of you, are you clear with your employment brand and what you messages you are communicating?

How does the Social Net fit in with the rest of your marketing?

What is the purpose of the community you are creating?

Do you know where your potential audience already goes on line?

How big do you want to be on line? Or is it better to be small with the right people?

This discussion is taking place all over the web. I like this fellows take on it.


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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!

Recruitment and Cloud Computing

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There is plenty of interest now in moving your applications into “The Cloud”. If you have not come across this jargon, all it means simply is not buying software from Microsoft that works on your computer directly but paying a monthly fee. (Software as a Service or Saas) Even better though, is the products that are free!

Google has a term for this “the power of free”. People quickly become loyal to products that are free, constantly upgraded and do not need to be maintained.
For example, if you laptop was stolen would you have a full back up? You do if it is all stored in the “cloud”

As an example, a company I have worked with who uses Excel to keep track of all of its recruitment has now moved the trusty spreadsheet over to Google Apps as it is very simple for everybody to access the document and update it.

So will recruitment move into the Cloud?

Firstly the systems that you can use to do your recruitment administration, many of them are SaaS. Where it get interesting though is that “cloud recruiting” with the Social Net begin a new focus on building and maintaining relationships.

It is far easier to build and maintain an active relationship with passive candidates who just want to stay in touch with your company, see what you are doing until they are ready to make a move.

Slowly we can draw them into our company with a recruiting process that gently stays in touch and makes them aware of what is happening. Gives some idea of the company culture. The passive candidate can slowly make up their mind about us. The company may also not have a vacancy right now but when they do, they already have developed enough rapport that asking the candidate if they are now interested is a lot easier than a cold call about a vacancy.

Passive candidates need reassurance that they are making the right decision; they require relationships that have developed over time.

Until Web 2.0 it has been too hard – too time consuming and too labour intensive to build and maintain a real talent pool. So, what happens? We advertise and take the person that is on the market now – a purely chance event than finding somebody who is a better match.

Cloud recruiting provides a way around this problem by building “virtual relationships” on the Internet. Virtual relationships can be developed more quickly and efficiently because they use one-on-many online interactions. In other words, passive candidates can engage with you whenever and wherever it’s convenient (and discreet) for them to do so.

Where does cloud recruiting take place? You could build your own Talent Pool, or you could invest some time linking to the right people on LinkedIn.

Posing the occasional question, inviting them to an event, notifying them of a great book – anything that is an occasional reminder of you and your company.

Does all of that cost a lot more money than most organizations are now investing in the career resources they’ve provided on their Web-sites? Probably not if you take away your spend on recruitment agencies and use this to build a real talent pool. The calibre of the candidates that you do hire is likely to be better.

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 linkedin.com, 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?