Keep up with the latest hiring trends!
Could Facebook be About to Steal LinkedIn’s Thunder?
According to numerous reports, Facebook might be about to muscle-in on LinkedIn’s recruiting business with ways for business Pages to promote job listings. After the eagle-eyed folks over at TechCrunch spotted a Jobs tab on their Facebook business Page, they asked Facebook to confirm whether they were experimenting with “a slew of recruiting features”. A Facebook spokesperson then told them, “Based on behaviour we’ve seen on Facebook, where many small businesses post about their job openings on their Page, we’re running a test for Page admins to create job postings and receive applications from candidates.”
The new Jobs feature could give companies another reason to drive traffic to their Facebook Page beyond marketing their products in the News Feed, while also allowing them to pay the social network to get their open position in front of more candidates. Meaning Facebook would start competing with LinkedIn, as well as developers like Work4, Workable and Jobscore that build “Jobs” tab applications that businesses can embed in their Facebook Pages.
How will it work?
As you can see from the image above, a new Facebook option in the status update composer allows Pages to formally share a job opening with related details like job title, salary or if it’s full-time versus part-time. The special formatting could differentiate job postings from other content and attract eyeballs amongst the crowded News Feed.
These job postings will also show up in a Jobs tab of the Page, creating a dedicated landing place where companies can send job seekers.
Job postings will include an “Apply Now” button that launches a standard job application flow, but pre-populated with information from a user’s public profile. Submitted applications will then be received by the Page as a Facebook Message.
Businesses will also be able to pay to show their News Feed job postings to more people, which will compete directly with some of LinkedIn’s ad offerings. And because pretty much everyone has a Facebook profile filled with extensive information about their past jobs titles, employers, education and interests, recruiters can target job posting ads using all this data so they reach the right people. And because people browse Facebook constantly, those users are likely to eventually see the ads.
Are you excited for the new Facebook Jobs feature or skeptical about its usefulness? Let us know your thoughts in the comments below.
21st Century Hiring Report: Women in Tech
Ever since Google released its employee demographic figures in mid-2014, other tech giants like Yahoo and Twitter quickly followed suit, all revealing findings that tied into a similar message: there’s a diversity issue in Silicon Valley. Once these stats became public, it quickly became all anyone could talk about. Afterwards, most of these companies quickly announced public initiatives to combat their employee diversity challenges, acknowledging the problem and ideally, offering a solution. The question is, nearly 2 and a half years later, where are we now? Were these resolutions to a very complex problem successful or is it still too soon to tell?
To understand where we are, compared to where we’ve been and where we’re going, the folks over at HiringSolved pulled figures for the top 25 Silicon Valley tech companies, determined by annual revenue, using their own proprietary AI software that identifies gender, ethnicity, and age based on public resumes and social profiles.
What they found is that slowly but surely, the average number of female employees at these organisations are on an upwards trajectory, with Google, Netflix, Intuit, Ebay and Twitter leading the pack. The 2016 overall female diversity average in tech companies is now 19.6%, that’s up from 18.4% in 2015. While the 2016 average female C-suite representation now stands at 20.3%.
Speaking about the results, HiringSolved Founder and CEO, Shon Burton, said: “One thing is for certain. One-dimensional ways of hiring and sourcing talent are no longer fit for purpose – especially not at the scale and speed that American businesses need to be competitive. There is a new level of scrutiny and a new level of corporate responsibility with regards to workforce diversity – and that requires new tools to make it happen. Enter artificial intelligence and machine learning technology, which can singlehandedly gather, analyse and make billions of data points about workforces, employees and candidates, as well as allow hiring teams to be both strategic and efficient at addressing their corporation’s workforce diversity goals“.
See the full report here.
Jobseekers Say Age Discrimination is Still Rife
Almost two-thirds (63%) of 55 to 64-year-olds have said they have felt discriminated against by a prospective employer because of their age. The latest research also found that only 6% of 55 to 64-year-olds view their age as an advantage when applying for jobs – and 82% see their age as a disadvantage.
72% of 55 to 64-year-olds spend over an hour prepping for an interview compared with just 62% of 16 to 24-year-olds. Young people also feel much less discriminated against because of their age – just 33% of 16 to 24-year-olds had felt age discrimination, with this number falling to 21% for 25 to 34-year-olds, and 22% for 35 to 44-year-olds.
Moreover, 62% of 45 to 54-year-olds see their age as a disadvantage when applying for a job; yet only 31% of 16 to 24-year-olds, and 16% of 25 to 34-year-olds, feel the same.
Speaking to Recruitment Grapevine, John Salt, Group Sales Director at totaljobs, gave some advice to help recruiters to avoid age discrimination: “Recruiters can tackle any age bias, whether conscious or unconscious, from the very first conversations with their clients. Highlight the multiple benefits of considering candidates from all ages and backgrounds; a wider talent pool to choose from, the chance to bring a deeper range of experience into the organisation, and the creation of a diverse workplace culture. Brand benefits are clear too, as clients will be known as equal opportunities employers. In essence, age discrimination gets in the way of a client’s ability to recruit the talent they need, and recruiters are in the perfect position to point this out.”
American Interest in Canadian Jobs Soars After Trump Election
After it was announced last week that Donald Tump, will be the next US President, the number of Americans searching for jobs in Canada surged to 10 times their usual level, according to new Indeed data.
Jed Kolko, Indeed’s Chief Economist, explains that: “For many Americans, the election result was such a shock that many are imagining a way out. In the hours just after Trump’s victory was called, Americans were searching for jobs in Canada at ten times the rate of previous nights. Of course, it’s far too soon to guess how many of these searchers will make a move after the shock wears off. But the jump in searches shows how many Americans were surprised by Trump’s victory and are thinking about their options elsewhere.”
Why Do Tech Companies Not Want to Talk About Disability Diversity?
It seems that many leading U.S. technology companies don’t want to talk about disability and employee diversity — at least not publicly. According to Techcrunch’s Steve O’Hear, when he tried to ask Intel, Twitter, Facebook, Slack, Google and Salesforce straightforward questions about the number of disabled employees they had, he was met with a wall of silence or pawned off with excuses as to why information regarding the topic was not available. Which led him to ask the question: why are tech companies so uncomfortable about discussing the issue?
According to data collected by the U.S. Bureau of Labour Statistics, in 2015 only 17.5% of persons with a disability (PWDs) were employed and this compares to 65% for those without a disability. The Bureau also says that although the official unemployment rate for PWDs (counted as persons who do not have a job, are available for work, and are actively looking for a job) fell to 10.7% in 2015, it was still twice that of those without a disability, which stood at 5.1%. One thing is very clear from these stats: across all age groups and all levels of education, PWDs are much less likely to be employed than their able-bodied counterparts.
But why did O’Hear decide to pick on the tech industry specifically? Well, he reminds us that at its best, “technology acts as an enabler for PWDs, helping to level the playing field, and therefore can be a genuine force for social mobility“. However, since disability isn’t included in most technology companies’ public diversity reporting, “what we don’t know is how well the technology industry itself is doing with regards to the number of PWDs it employs and how this compares company to company“. And is that really acceptable in this day and age?
The reason why an increasing number of technology companies publish diversity reports as regards gender, race, and ethnicity – and why it’s important that they do so – is it sends a signal to other prospective employees that a workplace is inclusive and that diversity matters. However, without the data to back it up we can’t say for sure if a company is becoming more diverse, regardless of what efforts they say they are taking or how much PR they generate.
So, if tech companies are so passionate about diversity, why are they not reporting disability stats in their diversity reports? O’Hear says, “One of the off-the-record arguments put forward to not include PWDs in diversity reporting is that the resulting data would be inaccurate. Since not all employees with a disability would feel comfortable declaring that they have one, and not every disability is visible, the process would be prone to under-reporting.” However, as O’Hear points out, it’s hard to see how technology companies can have it both ways – talking up an inclusive and supportive workplace culture whilst at the same time claiming that PWDs would be too afraid to identify as such. “Either way, if the technology industry is serious about employee diversity with regards to PWDs, then it needs to find a way to be accountable. You can’t solve the PWD diversity reporting problem until you admit that you have one. The first step is to begin talking about it,” O’Hear continued.
What are your thoughts on the matter? Do you think it should be made essential for tech companies to publish disability diversity stats alongside other stats like gender and race? Let us know in the comments below.
Could You Recruit for the ”Worst” Job in Ireland?
Irish recruiters were quaking in their boots last week, when it was announced that Ryanair CEO, Michael O’Leary, is on the look out for an Assistant.
The airline boss who has previously stated he keeps his employees motivated “by fear”, needs someone who can complete general accountancy tasks, as well as other more niche tasks which include “MOL-ly coddling”. Skills and attributes listed as required in the job ad are “thick skin, saint-like patience, aversion to bolloxology (whatever that might be!), own collection of nursery rhymes/bedtime stories, ability to operate without sleep or contact with the outside world, (ego) massage qualifications.”
However, don’t bother applying if you’re a Manchester United supporter or a Dubs fan. Anyone who is will be “tracked down, tortured, and shot”…
The role is based in Dublin and the salary is undisclosed.
Any brave recruiters feeling up to the challenge?!
Is This The Most Bizarre Recruiting Process Ever?!
A creative agency called B-Reel have tried to reinvent their hiring process by also reinventing a classic arcade game. In an effort to make the recruitment process more lively, the agency has taken the ‘claw’ game (i.e. the frustrating fluffy toy grappling machine) and used it to create an online game which lets users play to win job interviews for various posts in their company.
Their new digitised Claw machine, called “Claw Your Way to the Top,” is virtual for players, but in their New York office, job seekers will be moving a physical claw machine.
So how does this work? Well, over the course of six months, B-reel created both a digital and physical claw machine, with the physical machine containing 3-D printed toys that have unique RFID sticker codes that correspond to different types of interviews. The Claw has sensors that allow it to pick up the code and send it to the internet so players can see their prize in real time.
B-Reel’s Managing Director, Andy Williams, said of the invention: “We like to have fun with seemingly the most mundane things. Recruitment can be a bit of a drab, sterile place, and The Claw pokes fun at the luck involved when getting jobs.”
The agency hopes to have the game up for 6 weeks or so. Fancy giving it a go? Click here to play.