You’re probably wondering what kind of results other recruitment businesses and teams are getting on social media. You’re wondering whether your business is missing out—and whether that should be a cause for concern or not. I’d like to lift the lid on this subject and share with you the kinds of results you can expect. Plus, I’ll help you to figure out how you can improve the results you’re getting—because you’re going to want to, once you realize what’s at stake. The Size of the Prize We have numerous clients across the world and their goals for being on social media vary enormously. But let’s try to put a marker down, so you can assess the types of results you might see in your business.
The complexity across attracting, engaging, retaining and qualifying is increasing significantly. Most recruiters don’t have the bandwidth or the tools to deliver a real impact across all four stages, let alone the mind-set and skill-set, thus impacting the candidate experience negatively. All this comes on top of the frustrations that recruiters already experience:
In early 2015, this is the kind of post you’d find on the Cisco Careers social channels: “#HotJob - Cisco is #hiring an #engineer in #SiliconValley. Join our team. (link here.)” Between these job postings and regurgitating what the corporate social channels were posting, we’d get a couple of likes, maybe a repost or two – all from recruiters. No one else was paying much attention (not even our execs.) Would YOU pay any attention to that post? Even if you were an engineer, why would that post make you want to work at Cisco? If you’re any good, you have your pick of placements. What about that post would incentivize you to click? The answer is nothing. And our metrics showed it. We even had a talent brand consultant come in and give us a brutal dose of honesty: the social efforts were stinking up the joint, and bringing to light an outdated view of talent brand. Transforming Cisco’s employer brand on social media
Email, as we know it, has been around for more than 20 years, which means it’s had 20+ years to grow, evolve and weave its way into our daily routines. It’s had 20+ years to develop into an indispensable form of communication for individuals and businesses alike … or 20+ years to fizzle and fade into the history books next to the Pony Express and scrunch socks.
As I reflect on my use of email, I look at the clock and see that though it’s nearing the close of business, I’m not deterred from popping into my Yahoo! Mail to see what’s new (back off—I’ve had this same email address since, like, 2006 and I also have a trendy Gmail account too, ok?). Upon reviewing my personal email, here are my observations:
What we need to do as an industry is to come together and build the future of our profession as a collective from the inside instead of letting it be torn apart by individuals on the outside. The best way to ensure increased professionalism and improve prevailing perceptions around the recruiting profession, of course, would be if recruiters finally get together and create…wait for it…an association which can help govern our actions, provide training, learning opportunities and mentorship programs, and, most importantly, provides both external advocacy and internal support for the recruiting profession writ large.
De arbeidsmarkt voor IT’ers is opnieuw volledig uit balans, net als 10 jaar geleden. Voor elke starter op de arbeidsmarkt staan 13 vacatures open.
In alle segmenten waar hoogopgeleide IT’ers worden gezocht, neemt de vraag toe en het aanbod van talent dat daadwerkelijk van baan wisselt af, blijkt uit het vandaag gepresenteerde rapport ‘IT labour Market 2016 Netherlands’ dat Sterksen en Intelligence Group voor het derde jaar op rij presenteren. De disbalans is het grootst in de Randstad en in Noord-Brabant. Waar voor elke startende IT-professional 13 vacatures openstaan, is dit voor mensen met ervaring overigens nauwelijks minder: tegenover elke mid-career professional op de markt staan gemiddeld 12 vacatures.
>> Meteen naar het onderzoek
Waar zijn de IT’ers?
Enkele andere opvallende conclusies in het onderzoek:
Indeed just released this startling info on energy jobs. The world’s biggest oil companies are slashing jobs to cope with decreasing revenues, and one knock-on effect has been the drop in oil job postings. Conversely, however, if the current pace of postings hold, solar would become the largest market for energy jobs by the fourth quarter of 2016, according to numbers tabulated by Indeed, the world’s highest traffic job site. According to data provided to Fortune, job postings for the solar industry currently make up 39% of global energy-related work on Indeed, whereas oil jobs account for 50%. (Indeed declined to release the actual job posting figures.)
Cities are mankind’s most enduring and stable mode of social organization, outlasting all empires and nations over which they have presided. Today cities have become the world’s dominant demographic and economic clusters. As the sociologist Christopher Chase-Dunn has pointed out, it is not population or territorial size that drives world-city status, but economic weight
Recently I had a revealing conversation with the head of sales of a global marketing company. She was talking about her company’s vision of diversity. As someone who has studied diversity for a long time, what she said was music to my ears. She described how the market has changed and globalized over the last 10 years, and how today it is unthinkable not to have diversity in our organizations. Job done. I experienced a momentary feeling of self-congratulation. Something I believed in and had researched now seemed to be accepted as part of the mainstream. Such moments, I should have known, tend to be fleeting. A student joined the conversation and told us how in her former company, she was hired because of her diverse background, being a woman from India. But, after two months and just before being offered a more permanent contract, she was asked to leave the company. After a series of sophisticated tests, it was determined that her personality did not really fit into the company.
In Good to Great, Jim Collins cites “getting the right people on the bus” as one of the most important aspects of building a great company. He’s right, and this means not only hiring the best possible people but retaining them as well. I often see hiring and retention discussed separately, but I think it more useful to view them as facets of the same problem. This means every aspect of the hiring process should also consider the implications for long-term retention. Good candidates will often have multiple offers on the table and companies must compete with one another for their signature. Success will come down to many factors, but undoubtedly the company that sells itself the most effectively will have an advantage.
With so many options at the fingertips of technical recruiters, it would be easy to measure a sourcing strategy’s success simply by counting the hours you’ve spent sourcing candidates online. However, while it should be obvious that this alone is not a good indicator of time well spent, the characteristics of a successful developer sourcing strategy aren’t always as clear. Even if you haven’t invested in sophisticated tools to measure the effectiveness of candidate searches, there are a few things anyone could (and should) consider when your sourcing strategy leaves a bit to be desired. Here are three questions you should ask yourself when you’re trying to determine if your tech sourcing strategy is as effective as it could be. Are Your Keyword Searches Saving or Costing You Time?
Recently I discussed the slowdown in tech hiring, which is already reflected in today’s longer and more difficult hiring cycles as hiring managers are more selective with the quality of candidates. Recruiting and job seeking has become significantly more challenging as offers are given out only to candidates that meet all requirements without fail. Sahat Yalkabov, a software engineer at Yahoo, was rejected multiple times describes this trend in his post "F*** You, I Quit — Hiring Is Broken." I empathize with Sahat and others out there who are struggling to get offers.
Whether you’re creating a social media marketing strategy, designing a campaign, or making a business case for using a particular platform, you need to start in the same place: research. The basis of any successful social activity is understanding the platforms, who uses them, and how. That’s why we’ve compiled this list of social media statistics to show what sets each platform—and its users—apart. Whatever idea you’re cooking up, we’ve got the stats to help you plan. The statistics in this post are organized by network and sorted into two categories: users and usage; and businesses, brands, and marketing.
I don’t like making predictions. They get in the way of my digestion. All of that future thinking clogs up the pipes. But there’s a great way to evaluate whether a prediction is true or not. It involves a simple phrase we all know: “This time things will be different.” We know that phrase is always wrong. We know that things stay the same. I’ll give a great example: my 15-year-old doesn’t have email. She doesn’t really use a computer except for homework. But she does use her phone. She texts everyone. Email has been popular for almost 20 years. But the phone has been popular for over 100 years. Not that new things are bad. We’re not using the phone from the year 1900. We’re using a phone that is a more powerful computer than the top supercomputers from 20 years ago, and it fits into our pocket.
RankBrain is a form of Artificial Intelligence used by Google to help filter and process a large portion of search queries, so the results displayed are relevant to, and reflective of, the search intent. RankBrain uses machine learning and AI, with the ability to predict meaning, and therefore relevancy, to display the best matching results, even for previously unknown, and new search requests. RankBrain has a core function of effectively answering new search queries and understanding what results should appear for topics with limited, if any, historical data to base relevancy and therefore ranking on.
Over the last few years, Google has made algorithm advances in the area of semantic search. Last Fall Google told us that their new semantic, machine-learning-based component called RankBrain is now the 3rd most important factor in ranking. With these shifts, long and bulky Boolean search templates are getting less useful and provide fewer relevant results, compared to searching in a simpler fashion, and that is what I am going to illustrate in this post. A traditional “old school” resume search template looks like this: inurl:resume OR inurl:cv OR inurl:vitae OR intitle:resume OR inurl:cv OR inurl:vitae OR inurl:resume -job -jobs -sample -example -apply -submit Let’s add these keywords – “full stack” engineer node.js “san francisco” – and see what we find.
We’ve all had them. Those breakups that leave you hurt, confused, frustrated and angry. What you once thought was a beautiful relationship, is all of a sudden in ruins at your feet, and you’re left wondering what the hell just happened.
Some people would argue that there’s no such thing as a good breakup, that the end of every relationship is sad and hurtful. But actually, there is.
Because it’s how you conduct yourself during that breakup, and how you choose to do it, that will ultimately determine whether you’re labelled as ‘that dickhead’ or ‘the one that got away.’
Unfortunately, recruitment hasn’t quite mastered the art of breaking up with candidates and in most conversations, remains, the ‘dickhead’ of the world of work.
What all of those people who were being cited as super recruiters had in common was that they worked for super companies. And by super, I mean big and well known, not big and nice. Like a really large corporate could ever be described as nice. That would be like trying to describe Kanye West as modest. I think the real test of a recruiter’s ability is probably how effective they are at filling jobs for employers that aren’t super. You know, those employers that most people have never heard of. Those employers that don’t have the luxury of an omnipresent corporate brand.
The building site of the future is going to look very different to the one we are all used to today. Instead of men in high-visibility jackets and hard hats, there are going to be drones buzzing overhead, robotic bulldozers and 3D printers churning out new structures. That at least is the hope of those making technological solutions. But first they have to convince the traditionally risk-averse construction industry that such change is necessary.
Moltke, a German military strategist, was of course referring to battle plans, but the same is true with Google AdWords campaigns. The best planned ad campaign will not survive contact with your competitors…
In other words, planning and setting up your AdWords campaign is only half the battle. The other half is optimizing your campaign once it’s live. Even the best, most perfectly set up campaign will ultimately fail if it’s not managed properly.
What does it mean to optimize your campaign? Once a Google AdWords campaign is live, then there will be 3 core areas that must be continually monitored and improved. These 3 areas, which we refer to as the “3 Ingredients,” are where virtually all of your testing and optimization efforts should be focused.
The culture fit assessment has become so widely used by recruiting teams everywhere, it often becomes just as much of a requirement as some of the practical skills on a job listing. Of course, it’s important to invest your time and energy in fostering a work culture that would make any developer want to come work for you. However, even though you might have a general understanding of what it means to your team, the term has become a catch-all that allows hiring managers to make swift decisions about candidates based solely on a gut feeling.
While it’s difficult to design a culture fit assessment beyond anything anecdotal, it should go far beyond your first impression of how that person interacts with you and your colleagues. How can you define what “culture fit” means for your company? And how can you be more regimented about sticking to it?
Marketers and graphic designers have long known that color plays a major role in the success of any marketing campaign. Specific colors tend to stir certain emotions in customers, thus creating brand relevance and motivating purchases. The following lists 10 colors that increase sales, along with the specific emotions they evoke. 1. Red Red is the color of power. It gets people’s attention and it holds it, which is why it’s the most popular color for marketing. Just don’t overdo it!
Tech recruiters, especially those who are newer to the field, often get a lot of advice about their sourcing strategies. They read tips on how to find great developers online, and also have heard about how important it is to keep communication with them as personal as possible. For a recruiter who’s trying to build up their pipeline quickly and personalize every email they send, doing both of these things well can seem overwhelming. However, here are a few tips to help you find developers online more quickly without sacrificing the high-touch communication you know developers respond to.
If you’re looking to hire tech talent, you should know that understanding developers is the first step. Understanding the market you operate in and your internal work environment are critical first steps to hire your next developer. To effectively reach the talent you’re looking for, you need to have a good grasp of their likes and dislikes. You’ll want to learn what they care about, how they prefer to be contacted, and ultimately what this means for your business. We've asked over 50,000 developers from 173 countries their thoughts on topics ranging from their favorite technologies to what they look for in a job. Here are some of the major findings from this year’s surveys. You can download the full report to see the full results.
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