Employers who background their job applicants on social media are more likely to discriminate against Muslims, an effect that is even more pronounced in conservative states and localities.
The study by Carnegie Mellon University researchers involved thousands of fictitious resumes and dummied-up Facebook profiles to portray candidates as either Muslim or Christian. A second part of the experiment involved candidates whose profiles indicated they were either straight or gay.
Muslim candidates, the researchers found, received far fewer interview invitations in states and locales considered conservative than did their otherwise identical Christian counterparts. No similar effect was noted in the comparison of gay and straight candidates. keep reading…
This recruiting-with-social-media bit has become popular enough that some companies are trying — in some cases successfully — to patent it.
Beyond.com is one.
In the summer of 2012, it acquired the assets of a company that was struggling called JobFox. JobFox was one of the early matching companies. JobFox was later sold to Doostang. Confusing, I know, but in short, JobFox sold its assets to Beyond.com, and its domain name to Doostang.
Anyhow, Beyond.com acquired three patents and three pending patents. One of those pending patents was just awarded, for what Beyond.com says is “the invention of a technology that allows for social recruiting, the process of sourcing or recruiting job candidates through the use of social platforms.” You may have seen an intriguing press release this week about it and thought, “huh? Did Beyond just patent social media recruiting?” keep reading…
You can tell by the Twitter account of the Education Secretary in the United States that the education department is preparing for half the teachers in the United States to hit retirement age over the next 10 years.
Arne Duncan has stepped up his tweets about the potential approaching shortage of educators. The recruitment marketing campaign looks to be taking many forms, including: keep reading…
Cumming may have only 255 employees, but its new website looks like one built for a company a bit bigger, all for a budget of a couple hundred bucks. You’ll be disappointed if you want slick career-site pizzazz, but not if you’re happy with fairly clear messages, a simple look, and some symbolic art of a tree with fingerprints.
Scott Weaver, who manages the four-person talent acquisition team, walked into the marketing department about a year ago with some concerns. 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…
Last quarter, we took a look at what recruiters are reading and sharing on social media.
Let’s do it again.
Again, Leadtail used about half in house and about half agency recruiters. This time around, it examined 557 U.S. recruiters active on Twitter between June 1 and August 31, 2013. These recruiters totaled 173,903 tweets and 106,343 shared links. keep reading…
Dice unveiled a new interface for recruiters this morning that streamlines the way candidate profiles are presented, adds some extra bits of data about them, and, in a handy pulldown, provides a variety of ways of contacting the candidate.
Ordinarily the announcement of a new user presentation wouldn’t merit a mention. Here, it’s that “extra bit of data” that makes today’s launch different. From now on, Dice is integrating it’s Open Web data aggregation service with candidate profiles from wherever sourced.
To put that another way, recruiters using Open Web to find IT candidates have the world to search. Open Web searches some 50 sites where IT talent hangs out, presenting those who fit the specs, whether or not they’re a Dice member. Click into the candidate summary and what you get is a dossier, assembled from the candidate’s online postings and contributions. If they happen to have a resume on Dice, you’ll see that, too.
I first wrote about Open Web in January as it was launching. Then, the search was limited to the 1 million resumes on Dice. Now, Open Web finds everyone who participates on sites like Facebook, GitHub, Gravatar, StackOverflow, and others.
As recruiter Tim Sackett put it: keep reading…
Social media recruiting has been core to what I do for years. It ranks second to the phone as my most important tool.
I know how many folks visit my blog every day. I pay attention to Twitter follows/unfollows. I have a Twitter list with 3,000+ Minnesota IT pros paying attention to it on a semi regular basis. I rank on the first page of Google for all the keywords important to me. I am running a set of Facebook ads next week and have an idea for some simple videos for my startups.
I am not tired of recruiting or social media … I am tired of the commentary. keep reading…
Rob Dromgoole had a search worthy of a SourceCon Challenge.
One of the teams at Pacific Northwest National Laboratory where Dromgoole’s director of recruiting needed a nuclear engineer, experienced with fuels, who was a U.S. citizen with a security clearance and spoke fluent Japanese. Be nice if he was a physicist, better still if he knew something about the Fukushima nuclear power plant.
The req came in not long after a tsunami incapacitated the Fukushima plant, causing a meltdown. The Nuclear Regulatory Commission was a lab partner and together they were developing plans on how to respond to the disaster and, not coincidentally, what to do here in the U.S. should something similar occur. keep reading…
I just had my 1,000th conversation about Twitter at a recruiting (#recruiting) conference (#conference) and it went the way of 990 of them. Just like this:
“We’ve been doing social media (#social media, #networking, #social) for a long time (#time). We have a Facebook page. We’re on LinkedIn. We have a blog and we post all our jobs on Twitter.”
Twitter (#lovetotweet) has taken its place as one of the triple crowns of recruiting (#recruiting, #triplecrown,#racing): Facebook, LinkedIn, Twitter.
No wonder Twitter is ready to IPO (#TwitterIPO).
Pushing all your jobs out on a Twitter feed is not social media (#spoilsport, #tiltingatwindmills, #whocares, #toomuchworktodoanythingelse). But pushing out all your jobs to your Facebook page (#Facebook, #page, #pushing, #pushyknowitall) isn’t much better.
Twitter is a broadcast medium (#broadcast, #TV, #medium, #spiritworld) that gets treated as if there was only one channel (#channel, #toomuchworktodoanythingelse). And those hashtags (#hashtags). Have you ever searched a hashtag (#hashtag, #search, #ever)? Nearly useless (#useless, #whocares).
And now, it’s not just me (#me). keep reading…
Recruitment and recommendations go hand-in-hand. Where would your company be if it didn’t have a constant flow of referrals for prospective employees? On the flip side, who would want to work with you if negative reviews were floating around Glassdoor and LinkedIn?
As recruiters, we spend a great deal of time locating the perfect match for our company. But, do we truly respect the power of recommendations and how they impact our day to day activities?
Experts have shown “a 7 percent increase in word-of-mouth advocacy unlocks 1 percent additional company growth,” according to Advocacy Drives Growth, by Fred Reichheld, and Paul Marsden.
Our research (see graphic) digs deeper into this word-of-mouth advocacy and provides thought-provoking insights around how these recommendations shape the way we view brands and companies.
These results around consumer brand recommendations can be directly applied across all channels of HR and recruitment. We know all companies want a positive review from employees, but how do we get there? And what does that look like? keep reading…
Brilliant people and companies simplify; others complicate. The evidence of this principle is all around us. Ebay simplified the garage sale; Google distills the enormity of the Internet in seconds; and Apple has engineered the “smart” in phones so that all of its customers don’t have to be.
Conversations with employees, colleagues, and friends have often centered on ways to simplify. Want to lose weight? Burn more calories than you consume. Interested in accumulating wealth? Save more than you spend. Want to have meaningful work? Know your strengths and passions and find a job that personifies them. When approached with a challenge, train your brain to think “what is the simplest way to solve this?” This question will predominately lead to an attainable strategy. We love simple and tend to avoid people, processes, and technology that complicate.
The winning teams always execute the fundamentals better. Are you and your company doing the fundamentals better than the competition? keep reading…
If you need any more evidence that LinkedIn is the sourcing tool of choice, then look to this morning’s Jobvite survey on social media recruiting, which says 94 percent of recruiters who use social media use LinkedIn.
This sixth survey of recruiters and HR professionals shows the steady increase in the use of social media for recruiting, and especially LinkedIn’s dominant position as the network of choice. From 2008, when 78 percent of respondents said they will or are using social media, to today’s report when 94 percent say that, LinkedIn’s popularity has been a constant. keep reading…
Nobody likes a zombie. Even if it’s a zombie bearing a job opportunity.
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…
“The ATS has to die,” says the man who built a business and made a name on that earliest technological breakthrough for recruiters, the applicant tracking system.
What’s especially ironic is that it’s on the strength of the market’s acceptance of SmartRecruiters, his free ATS, and his vision for how to evolve it, that Rembrandt Venture Partners and others are giving Jerome Ternynck $10 million.
The B series funding was announced today and follows a $5.5 million A round just a bit more than 18 months earlier. 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…
I keep seeing articles about the “hottest trends in recruiting” that are, in reality, of little value to the recruiting community.
These articles list “new” recruiting concepts and ideas, but there’s a hitch: most of the “trends” listed have been talked about for years. What’s more, the kinds of ideas that are named must actually be paired with traditional practices and are not enough to effectively drive results on their own. This kind of misinformation can be dangerous for recruiters, particularly those who are just starting out and looking for guidance.
Let me explain a couple of the “trends” mentioned in these types of articles that are most bothersome to me and make note on why they aren’t really trends or, if they are, how to take advantage of them. keep reading…
During a recent meeting with a client who was struggling to find candidates, I was asked what they could do differently. The same tried-and-true methods were no longer yielding results, and their tactics were sporadically successful at best.
This client was hardly alone.
To perform at the highest levels of standards and quality, a hospital must be properly staffed to meet the needs of its patients.
For more than a decade, healthcare has experienced a shortage of workers, most notably experienced registered nurses. As the recent Bernard Hodes Group Healthcare Talent Metrics survey indicates, healthcare organizations can increase their chances of hiring more qualified employees by implementing employer brand-driven strategies and tactics that reach and engage the candidate audience more consistently.
Qualified Candidates: Where Did They Come From? keep reading…
By now everyone knows that the future of recruiting will require the effective use of both the mobile phone and social media. However, you may not be aware that new features on social media giants Twitter and more recently on Instagram now provide the opportunity to effectively sell recruits with short micro-videos that are sent to their mobile phones. keep reading…
Employers who screen out people because they’re pictured on Facebook drinking may be screening out perfectly fine people, according to one new study.
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.