Maybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.
On Wednesday, Facebook announced its nearly $19 billion purchase of the instant-messaging firm WhatsApp. But the real news about the acquisition relates to the colossal recruiting failure that occurred a handful of years earlier (as reported by Forbes) when both WhatsApp founders Jan Koum and Brian Acton applied for a job at Facebook and were rejected (Acton was also rejected by Twitter).
As Brian Acton put it ,“We’re part of the Facebook reject club.” You could easily argue that this colossal “hiring miss” cost Facebook billions, and as a result, this hiring error has to rank near the top “not hired” errors, only rivaled by HP’s rejection of Steve Jobs for not having a college degree. If you are a corporate talent manager, this and similar errors should now become a critical part of your business case for fully funding an effective recruiting team and flawless hiring process.
The Top Eight “Billion-dollar Hiring Miss Lessons” for Talent Leaders keep reading…
(You were expecting we’d start with the Facebook death thing? That’s what we call a teaser. Patience. It’s coming.)
If it’s B negative, you’ve got a pessimist on your hands. They might be the exactly right person for a job in disaster planning or safety officer; not so much for sales, unless fear of the failure they expect keeps them motivated.
How about an O? In the U.S., blood banks give those donors the top-tier treatment. In Japan, where this blood typing thing is totally out of control, Os are considered curious, generous, sociable, if a bit stubborn and flighty. keep reading…
Described as “damning,” “scathing,” and “brutal,” a Forrester report says Facebook is all but useless as a marketing tool, bluntly declaring “Facebook is failing marketers.”
“Don’t dedicate a paid ad budget for Facebook,” advises Forrester. “Marketers tell us Facebook ads generate less business value than display ads on other sites. It’s time to make decisions based on facts, not on faith or fascination. You’re just buying display ads!”
In a blog post addressed to Facebook CEO Mark Zuckerberg, the author of the report says,”While lots of marketers spend lots of money on Facebook today, relatively few find success … Facebook ads were less valuable than any other marketing tactic (marketers) could use on your site.” keep reading…
In part 1 of this series I covered the first 24 amazing talent management practices at Facebook. In this part, I will cover the remaining unique 21 best practices that you can learn from.
If you’re not aware of Facebook’s success, within 15 months of its IPO, its average employee produces over $1.3 million in revenue and $120,000 in profit each a year. Glassdoor.com has rated the firm No. 1 for employee satisfaction and its employees rate its CEO No. 1 with an almost perfect 99 percent approval rating. My primary contribution in this case study is to provide insight into the business reasoning behind each of its unique practices. The 45+ features are separated into 10 different categories. As you scan through these best practices, see if you don’t agree that they are unique. If you would like to learn from what I can only call simply amazing and results generating talent practices, read on. keep reading…
Almost everyone is aware of Facebook. Usually that knowledge comes from either using its social media product or by reading about its CEO. However, the unique aspects of the firm that almost no one is aware of are its distinct and powerful talent management practices.
In most cases, it takes literally several decades to develop an exceptional company that has a unique set of talent management practices that produce phenomenal business results. But occasionally there are exceptions. Apple became exceptional again in little more than a decade after the return of Steve Jobs. Google developed exceptional people management practices and business results in much less than a decade. But Facebook has gone from a college dorm room idea to an undisputed social media dominance in literally less than a handful of years. I’ve previously done case studies on the amazing talent management practices of both Google and Apple ) and now it’s time to cover the amazing talent management practices at Facebook that result in breathtaking workforce productivity levels. keep reading…
But with the rise of social recruiting channels, many recruiters find themselves transitioning from a more formal candidate-recruiter interaction mode to something more akin to the wild, wild, west … where the etiquette and norms haven’t been 100 percent fleshed out yet.
And as such, recruiters find themselves trying to adapt to a new venue with its, own evolving set of norms.
Don’t be a zombie. Be human and thoughtful. keep reading…
You know the old saying “the early bird catches the worm,” right? In the case of job recruiting, this phrase is particularly relevant. Any experienced recruiter knows that a highly qualified candidate who has multiple offers on the table needs to be targeted as quickly as possible.
But how exactly can a recruiter decide when it’s the right time to engage a candidate? How can recruiters monitor for indicators that a high-profile candidate may be open to a new opportunity, even before the candidate starts looking? Social media sites, because of their real-time nature, can be an incredibly helpful tool for not only building regular rapport with talent, but also helping recruiters find the right moment to engage with candidates for a new opportunity.
In this post I’m going to talk about a few ways I have used social media in the past to find real-time indicators for recruiting talent with the right timing. For the sake of brevity, I’ll be focusing on Twitter and Facebook (though this could easily be used for other social networks, too).
Opportunity Indicators on Twitter keep reading…
Lori Foster Thompson, a North Carolina State University psychology professor, co-authored a paper about Facebook screening. A Ph.D. student, Will Stoughton, is a lead author. “Companies are eliminating some conscientious job applicants based on erroneous assumptions regarding what social media behavior tells us about the applicants,” Stoughton says.
Being “conscientious” and “responsible” isn’t directly correlated, the study finds, to whether you’re captured on a social media site with a Corona.
The problem — weeding out people for perhaps the wrong reasons — is worse for companies looking to hire extroverts.
People who work in marketing have been at the forefront of social media — flogging everything from Apples (not computers — the company has a very limited presence on social media) to zoos. But success, i.e., sales. have been elusive. Only a minority of marketers claim that their companies have increased sales through social media and then after as much as three years of effort! The recently released Social Media Marketing Industry Report documents many of the challenges and frustrations marketers have experienced and the lessons they have learned — useful for any recruiter working with social media.
Some key insights are: keep reading…
A recent analysis of who is winning the talent war in social media showed some surprising results. In particular, the strong showing of the military compared to large private sector companies. Who knew the public sector could beat Google at its own game?
We’re used to mocking government departments for their slow uptake of technology and innovation, in everything from administration processes to marketing and communication. In the area of recruitment, however, some military organizations are mopping the floor when it comes to using social media to connect with potential recruits.
So … think you have a handle on social recruiting? Take a lesson from these military organizations. keep reading…
According to a recent Facebook blog post, “Half of employers (50 percent) are using Facebook in their hiring process. A majority (54 percent) already using the social network anticipates Facebook becoming a more important part of the talent acquisition process in the near future.”
Job candidates are also infusing their job search with Facebook activity. In a recent study conducted jointly by Facebook and Carnegie-Mellon University, results revealed that job seekers with strong ties who shared private messages, commented on each others’ posts, or posted directly on each others’ walls found new jobs at a rate of 33.2 percent over the three months. Those with weak ties found jobs a fifth as often, at only a 6.5 percent rate.
This data suggests two things: The first is that we are hiring people who are spending a lot of time on social media. (Let’s hope they’re not doing it while on the job!) And second, Facebook is a powerful tool for active, hands-on users. Like job seekers, recruiters need to do more than just jump on to the Facebook wagon — they need to learn how to drive it and not to forget to use the phone along with it. keep reading…
The fPhone is finally here. Facebook is launching its own brand of phones that put social networking front and center. With an estimated 650 million mobile users it was inevitable that Facebook would introduce mobile devices that integrate users more tightly with the site, allowing for faster posting, chatting, and commenting. They might even allow for voice calls (remember those?).
Facebook’s foray into mobile phones is a direct response to Samsung’s plans to develop a social network. Slated to launch this year, it is designed to rival Facebook. The project is codenamed Samsung Facebook (Brilliant! Who could possibly guess what that’s about?). The thinking behind the fPhone and Samsung’s network (I believe the official name will be Twitter Plus) is to control both content and the mechanisms through which it is created. Samsung dominates the mobile phone market and makes nearly a third of all smartphones sold worldwide — more than double what Apple does. All those smartphones are the source of huge amounts of content, which becomes the property of Facebook, Google, etc. This means that most advertising based on that content doesn’t accrue to Samsung. But the combination of mobile phones and a social network is a direct threat to Facebook’s business model.
The Mobile Recruiter keep reading…
We are entering a time of social fatigue. A recent survey from Pew Research found that 61% of current Facebook users have voluntarily taken a break from using Facebook for a period of several weeks or more, and 20 percent of the online adults who do not currently use Facebook say they once used the site but no longer do so.
The forecast is for decreasing use: 34% of current Facebook users say the time that they spent on the site has decreased over the past year, and only 3% say they will spend more time on the site in the coming year. Meanwhile, 27% say they will spend less time. The honeymoon is over. Among the top reasons cited for decreased time spent on Facebook are: it’s a waste of time; bored with it; content is not relevant; and just didn’t like it.
This doesn’t mean that people are abandoning social media. Overall time spent in social networking continues to rise — up 38% over the previous year according to Nielsen Media — more than any other online activity. The growth in time spent on social media is largely tied to the spread of smartphones, sales of which are accelerating overseas but slowing in the U.S. as we reach near saturation. That just means that the same pattern of skyrocketing use of social media followed by slowing use will be repeated in other countries in coming years.
Why Didn’t the Mayans Warn Us?
So what’s happening? keep reading…
I’ve been using Facebook’s much-vaunted graph search for about a month now, having been on the list for early users. The feature was launched with much fanfare by Facebook in January at a press conference that proved to be distinctly underwhelming. Expectations were high that the company would announce a Facebook phone (The fPhone?) — a blue device capable of automatically recording all your activities and posting them publicly (privacy settings would be permanently disabled). But instead those watching found that the company was rolling out … a better search. Evidence of disappointment was the company’s stock price which had been rising but reversed course halfway through the press conference.
Graph search supposedly makes it easier to find people in your network and discover potential connections. Filters such as “place type,” “liked by,” and “visited by friends” make locating things faster. The feature can serve recruiters by allowing for better search of people’s profiles. It appears to be reasonably effective. As an example I typed in “People that are Java Developers and live in Minnesota” and it turned up 38 names. That’s a small number so I tried variations such as “People that like Java and live in Minnesota” — which produced a much larger number, but many of these were coffee aficionados. Putting in more complex queries, such as adding another skill, produced no results. Switching to finding .Net developers produced only 18 names and trying “People that like .Net and live in Minnesota” turned up three names of people who like to fish.
Seek and Ye Shall Find keep reading…
You’ve probably heard the hype about Facebook’s new search utility, which it calls Graph Search. Unveiled just a couples weeks ago, it’s already being described as everything from a LinkedIn killer to a privacy killer, and a recruiter’s new best friend. For every one of those you can find an article — or 100 — that says the opposite.
Except when it comes to recruiting. While calling it a best friend may be premature, it won’t be long before Graph Search becomes as valuable to recruiters as Google and LinkedIn.
As Stephane Le Viet, CEO of Work4 Labs, wrote in a post on Forbes, “Graph Search is about discovering people — their work history, their education, their interests and their motivations — and using that discovery to recruit better.”
Described simply, Graph Search indexes and quickly accesses all the information each Facebook user has made available. This includes their profiles, photos, comments, likes, friends, and whatever else is out there. Theoretically, what Graph Search does was always possible. In practice, sifting through the thousands of pieces of data was such a huge, time-consuming task, it was all but impossible. keep reading…
With all of the concern about the recession and the current unemployment rate, it’s easy to overlook the fact that as of October there were 3.7 million unfilled jobs in the U.S. Alone, according to the U.S. Bureau of Labor Statistics. Those of you working in the HR industry probably already know how close to home this number hits — and how difficult it is to close the gap between the number of open positions and the qualified candidates needed to fill them.
That said — and I may be biased, since my company, Work4 Labs, and I have a stake in the continued success of social recruiting technology — I truly believe we are at a really exciting juncture in the history of the recruiting industry. We not only have professional networks in place to connect active job seekers with specialized positions, but we also — for the first time — have the buy-in from active and passive talent on personal networks such as Facebook.
Facebook’s interface has helped facilitate a shift in the user experience, especially when it comes to sharing personal information with companies and brands. Call it a lucky result of the implementation of Facebook’s Timeline, the simplicity of single-sign-on and one-click sharing features, the push by marketing agencies to maximize employer branding through Timeline for Business, or what you will.
And now you have a new tool to add to your recruiting arsenal.
Beginning this past summer, you may have heard rumors of the formation of a partnership in the interest of creating a job board on Facebook. Indeed, the Social Jobs Partnership, a “coalition of employment service non-profits, the U.S. Department of Labor, and the world’s largest network (namely Facebook),” was formed in the same month as the U.S. Bureau of Labor released the statistics on unfilled jobs. And one of this partnership’s initiatives was to create a job board app for Facebook, which launched in November. (You can learn more about all of the SJP’s initiatives on the SJP Facebook page.)
At the time of the launch, the Social Jobs App, a job board that uses the power of Facebook’s network, featured 1.7 million listings, creating a central location for recruiters to share jobs with the Facebook’s 1 billion user community. The app allows job seekers to use Facebook to search for jobs by industry, location, and skills, making the job search process easier and more accessible.
I often hear concerns from bloggers and industry professionals who think the job board is an attempt to turn Facebook into a professional networking platform or somehow compete with the likes of LinkedIn. It’s not — and I think it is helpful to look at it this way: keep reading…
Forbes said that recruiting will never be the same. I said in July that a Facebook-driven job board has potential. And after several false starts this summer and fall, it finally released it into the wild this week. Now, millions of people are flocking to it to get a job, right?
Paying homage to the folks at Monday Night Countdown, there’s only two words I have for you: “C’mon Man!”
The entire platform is stalled before it even got started. In many ways, it doesn’t function properly at all. There is bad targeting either for the job itself or for the location parameters (or, in some tragic cases, both). When it works, the results are underwhelming. That’s putting it kindly.
If I were Facebook, I would quietly remove the server that hosts the application, toss it into San Francisco Bay and start over, never to speak a word of it again.
Big news came from Facebook: the largest social network in the world enters the 400 billion-worth market of job search and recruitment!
I’m not sure about others, but this is where my excitement ends. I think Facebook just blew it. keep reading…