Thursday News Day: Recruitment 3.0 - Are You Ready?

This week’s news comes from www.ere.net – one of my favourite websites for articles about recruiting, sourcing, social media & overall HR issues. Whenever I need supporting information about training hiring managers or what’s happening in the market place, this is one of my go-to resources.

This week’s theme:

Recruiting & SOCIAL MEDIA:

 “Facebook’s Tag Suggestions Raise HR Issues”

-          Featured on: www.ere.net

-          Writer:  John Zappe

-          Publishing date: June 14, 2011

-          Link: http://bit.ly/j5eWGV

This article discusses current flack on Facebook’s facial recognition software & the HR implications. The article quotes that as “84 percent of U.S. recruiters think it is proper to consider personal data posted online when evaluating a candidate” there are huge implications to this new picture tagging.  It comes as no surprise that professors and career counselors are cautioning students about the privacy settings & photos they post on social media sites.  This facial recognition technology is further complicating the problem as people can be “tagged” in photos that are not an actual picture of themselves, yet, a hiring decision may be formed based on such photos.

Read this article as a recruiter for understanding the technology fully. As a candidate, read on to find out the importance in opting out of this feature on Facebook.


 “A Vision for the Future of Recruitment: Recruitment 3.0”

-          Featured on: www.ere.net

-          Writer:  Matthew Jeffery & Amy McKee

-          Publishing date: June 14, 2011

-          Link: http://bit.ly/jcgRSF

This article is one of the BEST summaries I have seen about the changing recruiting landscape. It states that recruiting is going through a “a fundamental seismic shift... A change that will see many traditional recruiters falling behind and being replaced by new, differently skilled recruiters, ready for the challenges of Recruitment 3.0.”  The global race for talent is reaching new levels & the way to secure that talent is changing. Companies need to focus on the 90% of candidates who are not active job hunters and must use social networking & nontraditional sourcing methods to reach them.  

This is an absolutely fantastic article outlining the current evolutionary landscape that is Recruiting 3.0. It is a great tool for HR managers to educate senior leadership about the changing game called recruiting.

Happy reading! Thoughts on the article about Recruitment 3.0?

Following Up with Employers

Students, this post is just for you! I’ve received questions asking for advice on how students should follow up with employers after in-person encounters at tours, info sessions, career fairs, networking events, interviews etc. So here are some tips…

The first step is knowing how your perspective employer likes to receive applications. If they have an online application system – use it!  Don’t just email your contact your resume.  Many employers receive hundreds of applications a week and the only way they manage them is through their online application/candidate management system. Ensure that you write a cover letter highlighting the culture & unique features of the company & matching those points with reasons on why you are the perfect fit. In your cover letter mention the person you met at the event & why they made an impression on you. Knowing the culture of the company you are applying for is key. If they are a very corporate/professional environment a more formal tone is appropriate. I work in a very young dynamic marketing environment so I like to see real personality and energy come out in a cover letter to set someone out from the pack.

After applying online, reach out directly to the person you met at the event. Make sure at the event you ask for a business card of the contact. First make sure you actually speak with the contact though. When I receive a follow up email from a candidate, I want to actually remember that we spoke.  I want them to have stood out. At the end of an event, don’t rush around trying to meet as many recruiters or hiring managers as possible, asking for their card & sending them each form letter follow-ups. Instead focus on building relationships or connections with a few recruiters & let them really get to know you. This will give you more information to personalize your follow-up email & also help them remember you when they receive it.  

Sending a personalized email within 24 hours is key. Remember to attach your resume but reference that you have already applied online.  I also recommend for students to include their LinkedIn profile link in their email so recruiters can go online & see their photo/online resume if they need a reminder of who the candidate is.  Additionally in your email, highlight why you enjoyed meeting them, reference the interaction you had, and discuss why you think you would be a great fit for the company. This personalized touch makes a difference - you would be surprised how few students do this! When I receive a great follow up email, I always forward it directly to the recruiter who is leading the hiring for the position the candidate is interested in. I also go into our application system to copy the letter & insert my feedback into their file so other recruiters see how passionate the candidate is. The 20 minutes taken to write a great follow-up email are worth it if it follows a great in person conversation.

The same holds true after an interview: Make sure you send your interviewer an email thanking them for their time & highlighting what you learned about the company during your interview & why you think you would be a great fit.

Hopefully this gives you a few quick & easy tips on how you can continue to make that great impression with recruiters that might make all the difference in securing your first full time job! 

Though this article is aimed at students, these tips are also very applicable to any candidate who wants to follow up with a recruiter or hiring manager after a networking or interview opportunity. Good luck job hunters!

Thursday News Day: Online Interactions

This week brings 2 different topics: recruiting & consumer experiences - they are tied together by social media.

 Recruiters need to spend time where students are – on campus & online! Are you?    

Additionally, Harrods has joined the twitterverse – what does this mean for traditional department stores & keeping up with consumer trends?

Recruiting & SOCIAL MEDIA:


 “How to Use Social Media as a Recruiting Tool”

-          Featured in: Globe & Mail

-          Writer:  Lynn Greiner

-          Publishing date: June 6, 2011

-          Link: http://bit.ly/lt6lzH

I’m a big believer in the importance of using social media as part of your sourcing & employment brand strategy. This is a good article highlighting social media’s place in recruiting. Love this: “Today’s tech-savvy candidates expect to find jobs the same way they do much of their social interacting – online.” Social media can actually let you target your sourcing better than job boards or general marketing. It is “the vehicle by which we can reach the top tier candidates by influencing them through their trusted networks.” Read this article to find out more!

Consumer Experience & SOCIAL MEDIA:

 “Harrods is Tweeting: Is Real-World Shopping Doomed?”
      -          Featured in: Globe & Mail

-          Writer:  Katrina Onstad

-          Publishing date: June 4, 2011

-          Link: http://bit.ly/jfJL5x

Brand are working hard to keep up with online shopping experiences to drive consumers to actually visit their stores. Thus, it’s not a big surprise the Harrods, the “august grande dame of department stores,” has launched an app that includes CPG to help customers navigate the store and receive store updates via a twitter feed. When traditional Harrod’s recognizes the need for social media what does this mean for consumer experiences & traditional shopping outlets?   The author states that the “Harrods app is clearly an if-you-can’t-beat-’em-join-’em gesture, as technology has so dramatically changed how we shop that it threatens Harrods’ very existence.” Read this article to understand how brands & by extension companies must joint eh social media world or essentially become extinct.  


Happy Reading!

Millennial Tips to Dress for Success

Office dress codes are not as straight forward as they used to be. It used to be formal, business casual or casual. Now you see companies with dress codes called smart casual, dressy casual, business, dressy chic and the list goes on if they even have a written dress code. No wonder so many millennials/new grads struggle in understanding what is appropriate to wear to the office.

Something to think about is your new company culture. Remember that personal style can be captured within business dress codes; however, your weekend clothing is not always workday appropriate.

The office in which I work has a ‘smart casual’ dress code for everyday office wear and business casual/business for client meetings. When I walk around the office, lots of people are meeting the dress code standards but many young adults struggle with knowing what’s appropriate as we are a young dynamic company. In general millennials tend to be very cutting edge in fashion; however, some fail to recognize what should just be for weekend/evening wear. I, if anything, tend to veer to the conservative side as I would never want my wardrobe to be considered inappropriate or a hindrance in moving my career to the next level.

Here are a few of my tips for new grads in understanding the dress code at their new company:

-     Dress to impress on interview days or your first day. It is always better to be more formally dressed than inappropriate

-     Look at your company culture for dress code cues

-     Ask HR if there is a formal dress code - then actually follow it!

-     Look at what managers 1-2 levels above you are wearing. Dress for the level above you so managers can see you working in a more senior function.

-     Jeans are appropriate if your dress code is dressy/smart/insert other adjective here casual. Ensure you pair them a nice top, jacket & shoes. Sneakers are not business appropriate ever!

-     For the ladies: Skirts/dresses/longer dress shorts are appropriate but ensure your hem line is past your fingertips & cleavage/skin tight clothing has no place at work – you would be shocked how often this one is broken!

Business or smart casual clothing doesn’t have to be boring! How you combine outfits for the office can be a fun way to start your day. You can still show your unique style through a cool laptop bag, unique jewelry/accessories. Have fun with your dress code but don’t try to be such an individual that you don’t seem to fit in or respect that the office is a place for business.

Remember that first impressions count. Remember that a hallway pass-by is sometimes the closest you come to senior management in your new job – remember to make a great impression & show that you are dressed to impress!

Thursday News Day: HR & Social Media

This week brings out some trends in the integration of HR and social media. The way we market, promote and apply for jobs is changing – is your company keeping up?

HR & SOCIAL MEDIA:


 “LinkedIn to Launch Job Application Button”
      -          Featured on: Mashable

-          Writer:  Sarah Kessler

-          Publishing date: June 1, 2011

-          Link: http://on.mash.to/jR7lcT

With social media’s reach extending, especially the 80 million professional network of LinkedIn, it is no shock that the traditional resume is changing. LinkedIn is planning on launching a bottom in June for “employers’ websites called “Apply with LinkedIn” that allows job candidates to submit their LinkedIn profiles as resumes.” Earlier this week both twitter and google launched buttons applications exemplifying a clear trend of social media integration with traditional HR application methods. LinkedIn profiles bring recommendations and additional information versus a traditional resume though this trend may cause complications with ATS (applicant tracking system) integration.

 “How Twitter Works as a Q&A App [infographic]”

-          Featured on: Mashable

-          Writer:  Jolie O’Dell

-          Publishing date: June 1, 2011

-          Link: http://on.mash.to/miPSiW

Around 3 million questions are asked on Twitter each month; around 20-30% of these questions don’t get answered. Fantastic infographic (also shown below) showcasing who is asking what and who’s responding. Note that 5% of Q&A are tweets on careers & workplaces, 13% on product recommendations, 11% on location successions, 3% on education on homework. How do you make sure you are part of the answers?

Happy Thursday Newsday Reading!