Keep up with the latest hiring trends!
The first port of call for most employers is still job boards. TMP talk about media channels, not just boards or just Facebook etc. Dice in the US just released “Talent Network”, the first move by a major jobs board to really embrace social media. CareerBuilder in Canada have been offering a similar package including a Facebook page managed for you and advertising impression credits on FB for UK£8,000. Upon further investigation though the value isnt there, you can get the same click through rate by paying for your own CPC on Facebook for £2-300. Nonetheless, it is interesting that the job sites are experimenting with this.
Another problem with CareerBuilder is that they channel the traffic back to their own site, they dont focus on building communities and if you decide to move to someone else, you lose your Facebook page and all its fans. Is it going to be the case that only large companies use job boards and the rest of us build communities on social media.
Dice’s approach is different to CareerBuilder in that its not just another media buy for them, they branch out through your friends and networks and suggest people who might be able to fill or help you fill your vacancies. It utilises the power of social media rather than just dumping advertising.
Jobsites need to see themselves as a recruitment retailer and then decide how and where they should be selling their product. If you look at it from the candidates POV, they find interesting content and get bounced around the web before they can complete their application. If you take an Amazon approach where you can perhaps find multiple jobs, put them in a basket and apply once for all of them. The challenge for job sites is making that process slick and easy for the candidate. The most enlightened recruitment agencies measure job board success by the number of relevant applicants, not placements because job boards dont control the placement, they provide candidates. In this complex world we need to offer simplicity to the job seeker.
Microsoft EMEA have almost totally got rid of job boards, with the exception of developing markets and have designed an organic tool that produces unique, personal career sites on the fly based on your search terms in Google etc that attracts candidates directly to a personalised career site that is designed by a smart engine based on the search terms you have just typed. Is this loosely the same product as Job2Web? Did Microsoft not help the build it?
For some people, niche job boards is the place to go; other people might only want to work for Microsoft so registering on their career site is all they need to do. Job seekers have different priorities. Job seeker behaviour is more based on location than industry or niche. Job seekers often do not know that they belong to a particular niche, that’s not how they see themselves, they care more about reducing their commute or being closer to their families. Salary is also really important, people know that they need to earn XX to pay their bills. The industry tends to overly intellectualise the job seeking process, it often just boils down to salary and location.
If you list salary and name of employer the response rate goes through the board. Is mobile going to change how jobsites work? You can now look for a job on your mobile when your employer cant catch you. You no longer have to be at your desk looking for a job.
What about a job board that works like eBay where you can rank the employer or agency and let people apply for jobs or to agencies based on their social media rankings. Jobsite already measure satisfaction rates and they find higher satisfaction ratings with agencies than with direct employers which seems counterintuitive. They make this info available on their site regarding agency feedback but not yet regarding employers.
“Every job Board should integrate with GlassDoor”
Wont job boards evolve more into push than pull, the job will find the candidate rather than the other way around. For the last 15 years the most popular feature on jobsboards is the email alert. Will future boards track your tweets and posts and intelligently suggest jobs based on your social profile and activity. Amazon does a great job on this point in their own space matching products to your habits and activity. Jobs Boards already do this, they learn as you use the site based on your searches, what you look at, time spent looking at certain jobs etc. Amazon and eBay are probably 5 years ahead of the recruitment industry in how they deal with their customers.
ChairmanSam talks about “Suggestive discovery”: your buy-in to a job and engagement increases if you “discover” the job yourself rather than have it pushed at you. Recruiters tend to be habitual and lazy about how they write job descriptions and tweets.
Linkedin and Google are more important to recruitment then Facebook.
Privacy concerns around Facebook remain a concern for everyone; are Facebook interested in the recruitment space? Do their users want to see recruitment on Facebook? Facebook is for home, LinkedIn is for work. Do people fill in as much on their personal profile section now as they used to?
Does it depend on the type of work you do? Some professions dont lend themselves to excluding work and life. They are far more converged these days. The gap just isnt as big any more. University students perceive there to be a bigger gap and hence are more vocal about privacy but once they start working they realise that the gap is small and the lines are blurred.
Is it just a myth that employers make hiring decisions based on your social media presence? No one can come up with real examples. Is it just a talking point among HR people to justify their fear of social media.