The Social Community for Talent Acquisition

Last Wednesday’s #TChat had once again explored one of my favorite topics: social media uses for talent acquisition needs.  With a mix of social media community managers, recruiters, human resources professionals, and job seekers- the contributions presented were amazing. Contributors shed some great light on how social media can reach a huge audience, how HR professionals have started to utilize it for their recruiting needs, and how job seekers are starting to realize that their social media presence could be a great resource for landing a job. I’m a strong believer in this because this method was one of the ways I not only found a job, but also an internship and many other fantastic opportunities to network with HR professionals. So, today’s blog will be a recap on what we discussed.

Community managers don’t just have the task of marketing to their communities but they also need to be the brand ambassadors, the personality, the customer service, the voice, and the conversationalists. Not only do they put out information but they can also learn from the customers and fans who are interested in the company and brand. They help get people engaged and stay in-the-know in real time. They create humanization and create transparency for your company culture and vision. They are the cheerleaders that spread their conviction for the brand so much, that customers/fans will pick up on the excitement and energy and also spread the word. Most importantly, they are a huge part of helping a company gain and retain customers and even potential talent.

So how can community managers help in the talent acquisition and recruiting world? Community managers not only promote the company and its products/services, it also promotes the company’s culture, vision, and why they are amazing- aka they promote themselves as being a great employer which can really pique job seekers’ interests. Some pros of social communities for talent acquisition purposes:

  • Helps job seekers learn about companies and positions
  • Helps job seekers learn about company culture to compare against their personal values
  • Helps engage potential job seekers
  • Helps job seekers have questions answered before deciding to apply
  • Reaches a larger audience of job seekers
  • Helps recruiters find candidates in an unorthodox way
  • Helps recruiters see what candidates can offer to their company
  • Helps recruiters see beyond a candidate’s resume

 

I can’t help but respect community managers because their job is jam packed with different duties. Not only do they need to market and promote the company’s products and services, but they also need to market the employer brand. They need to respond and communicate with their people to really create a solid community to gain, retain, and keep customer/fan/candidate loyalty. Additionally, they need to be the eyes and ears of the company- they have to gather intel and feedback based on what their customers and candidates are asking for. And most importantly, they must respond in a way that will keep the brand alive and well.

 

If you enjoy topics like this, be sure to participate in #TChat on Twitter- Wednesdays at 7pm EST.

More links:

#TChat Recap by Kathleen Kruse

Some Top Tweets about this topic

Talent Culture

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Bitrix24: Social Workplace Collaboration Made Easy

 

Recently, an employee of Bitrix24 had reached out to me in regard to their social workplace collaboration platform. Of course, I was intrigued by this because I find these types of tools to be fascinating. Over the past couple years, I have been researching, testing, or using different SaaS to see how it can help organizations be more efficient. Naturally, I wanted to hear more about this and learn about the features it can offer an organization. Stephen Ankenman of Bitrix, Inc. was kind enough to speak with me in regard to their concept.

Ashley Perez (AP): What is the core concept of Bitrix24 and why did you decide to develop this idea?

Stephen Ankenman (SA): “Small businesses need classic intranet tools and social collaboration just like enterprises. Our driving philosophy is to unite the management of a company to a single platform that can handle all standard company operations: vertical and horizontal, internal and external.”

AP: What are some key features that help employees collaborate and coordinate more effectively?

SA: “Content can be shared instantly to any subset of users, whether it is a comment or file. Internal notifications, automatic reporting, and the activity stream replace a lot of email and greatly reduce the need to repeat information. For some companies, simply having anywhere, anytime access to files, tasks, and other data is a game-changer. There are also Business Processes available in the CRM and file library which can draw on other parts of the intranet, such as the company structure, instant notifications, and tasks to keep operations running smoothly.”

 AP: How does this SaaS help all levels of employees communicate and socialize?

SA: “The Activity Stream keeps users informed of everything that pertains to them and provides commenting and other methods of instant feedback (public or private). The social layer of Bitrix24 provides discussion threads directly attached to objects such as tasks and files, and spontaneous conversations can be started, shared, and enhanced with new files, pictures and videos.”

 AP: How has this helped project management?

SA: “Any number of project groups can be formed. Tasks inside groups can be viewed as a Gantt chart and are visible to all users.  With a group-only activity stream on the front page, it’s very easy to get a snapshot of what is going on.”

AP: What are the different features that help employees navigate to find relevant documents, knowledge-base, information, and resources?

SA: “ Search is very powerful in Bitrix24.  Search covers file content, comments, tasks, wiki entries, the CRM and other objects. It’s important to note that simply having all of these objects under one roof provides a distinct advantage for Bitrix24’s search.”

AP: Is Bitrix24 flexible and mobile? If so, please explain.

SA: “Bitrix24’s CRM is highly customizable to reflect products, sales stages, contact types, and all other nuances that are unique to each company’s sales process. In the intranet side, the access system lets you share what you want how you want and with whom you want.

“Business processes, available in the CRM and document library, allow highly specific workflows to be created according to the very specific needs of a company concerning approvals, conditions, and drawing in information at various stages of the workflow.”

Recently, I spoke with an individual, Jim Sweeney, who had started using Bitrix24 for his start-up company’s needs. As he had stated, “I’ve used other platforms before that seemed much more entailed and weren’t really necessary for smaller companies and start-ups like my own.  Bitrix24 helps with communication, organization, and project management. It’s simplified and user friendly so it’s very easy to find the information that you’re looking for. It helps organize each person in our group so we can clearly see what the next milestone is and what the next due date is. It helps us easily link our tasks to our process mapping.

“I can see it being really great for project management, and is especially good for inter-office communication. This is extremely helpful because all of the team members of my company is scattered throughout the country. The communication features are so clear and easy to use that we can get straight to the point rather than having to mess around with customization features.

“The selling point for this platform over larger platforms is the pricing (it makes it easy for small start-ups) and that its simple- I don’t need all the features that larger organizations need. It works for us. There is a very small learning-curve. For smaller companies, we don’t have time to waste on trying to learn every aspect of a platform. We’re more concerned about getting our product/service up and running. Bitrix24 takes away the hassle and allows us to get to what matters.”

After speaking with Stephen about Bitrix24 and also hearing some real, customer feedback, I’d have to say I’m impressed with this. Sometimes having too many customization features can be daunting, confusing, and can actually slow down productivity. I like the fact that Bitrix24 allows companies and users to get straight to the point and makes using the SaaS a lot easier.

If you’re interested in learning more about this company, please feel free to go to www.bitrix24.com

Should You Let your Employees Use Social Media?

Another successful #TChat this past Wednesday has become my muse for today’s blog post. HootSuite was kind enough to make a guest appearance this chat and helped us learn the many business benefits of social media. Of course, social media has many great benefits when it comes to marketing to customers but what about the benefits of allowing your employees to use social media for business even if they aren’t in the sales or marketing department?

Social media in the workplace doesn’t necessarily need to be a negative thing. It can actually help your business more than you realize:

  • Employees become a megaphone: if you have more employees using social media to talk about your company, the products/services, events, etc., it can reach a larger audience. Not to mention, the audience that it is reaching will be people that know the employees and trust them which can make a better impact.
  • Your recruiters can research candidates: resumes don’t always give a clear picture of why candidates would be top talent for your company. Social media gives candidates a voice and personality and can show recruiters the candidates’ personal brand. This can help recruiters really get a good picture of what a candidate would bring to table if hired.
  • It can engage employees and increase internal mobility: sometimes an employee’s job role doesn’t allow them to show managers what they’re truly capable of. Social media can open up options when employees are attempting to find ways to take initiative. It can open up opportunity and show managers what ELSE the employee can do if given the chance.
  • Surprisingly, it can increase communication: social media makes it easier to communicate and network with all sorts of professionals. This networking can help build relationships that can turn into partnerships or business opportunities. Additionally, these people can provide new and useful resources to help a company learn and progress.

Understandably, employers are worried that employees will abuse social media use. However, it can make a positive difference if you train employees on proper uses and even give them ideas on how to use it to benefit their jobs and the business as a whole. You can even engage employees to use it properly by creating contests, recognizing a good job, or even offering incentives. Open your mind to this and you may allow your company to progress faster than ever before.

#Tchat Recap

TalentCulture

Photo By: Sean Charles

For more interesting information, be sure to join #TChat on Twitter on Wednesdays at 7pm EST.

What Your Online Presence Can Do for Your Job Hunt

When I thought about the ideal job hunt, I always had believed that to be the most professional and proactive hunter, it was best to update your resume often and simply upload them to career websites. In addition to this, I was led to believe that the best way to get my resume in front of a recruiter was to apply to jobs online through job boards and applicant tracking systems. After all, these systems were put in place to help our resume be re-routed to the appropriate person, right? That used to work just fine until everyone else started to resort to this option. Now I realize that job seekers need to do something more to really set themselves apart. Over the course of the last few months, it became apparent that creating a personal brand via online can really help you during your job hunt.

I always assumed that doing anything online or on social media was typically considered something personal. I also heard the stories about how companies Google candidates to find these sites to do a quick “background” check before considering them for an interview. When I was in college, many teachers and guidance counselors told us to keep our online presence private or to delete anything that can potentially cause us to lose a job. With all these warnings, I never felt that having an online presence would help me land the job that I wanted. But after months of searching and being unsuccessful, I decided to give it a try.

To play it safe, I decided to keep my personal social media accounts private but then decided to create separate accounts strictly for business and maintaining a professional appearance. Of course, I decided to focus on LinkedIn first because that site is all about networking business professionals. It didn’t really pick up steam, though, until I invested more time into it. Putting up a profile with your experience isn’t enough to catch the attention of recruiters. You really need to participate. Here are some things I did on LinkedIn that helped me get more job interviews:

  • Update profile content and headline. Use keywords relevant to what you’re searching for so recruiters can find you easier.
  • Join groups. Joining groups are great but you must make sure you take time to participate in order to really allow yourself to get exposure. Comment on members’ discussion posts in a way that can show you are knowledgeable about a subject. Even post your own discussion questions on there to welcome interaction.
  • Keep the conversation flowing. In order to network effectively and build relationships, you must invest in time to keep the conversation going. If you comment on something or post a discussion question, make sure you respond to those who are also commenting. This flow of communication can help people get to know you better and open up an opportunity to connect.
  • Post interesting articles. Spark up some further conversation by posting online articles, publications, blogs, etc. This could grasp people’s attention and also display the fact that you keep up with industry trends.
  • Get personal. If you plan on sending a message or an invite, be sure to add something personal in the message. If you’re adding a recruiter, you could even mention that you’ve applied to a specific position at their company and wanted to talk more about it. This could help them pull your resume from the pile of hundreds they get regularly.

After I got LinkedIn up and running, I decided to take it a step further and see what Twitter had to offer. I used to use Twitter sporadically since 2009 and never really thought it could be useful for anything more than personal use. I was SO wrong. After using Twitter in a professional capacity, I ended up receiving more job offers, interviews, and assistance to find a job than I ever did when I used to just apply to online job boards. I couldn’t believe it. Here are some ways I effectively used Twitter during my job hunt:

  • Add people that are relevant to the industry you’re trying to get a job in.
  • Add recruiters that work at the companies you are interested in working at.
  • Write thoughtful responses to their tweets to help open up communication.
  • Tweet links to relevant online articles, publications, blogs, etc.
  • And most IMPORTANTLY, join Twitter chats(this was the easiest way I was able to get interviews.) Twitter chats are amazing. It opens up real-time communication and could help you get exposure to the right people. Some TweetChats I’ve joined that were really great for my job hunt were:
    • #JobHuntChat – Mondays @ 10PM EST
    • #TalentNet – Tuesdays @ 7PM EST
    • #TChat – Wednesday  @ 7PM EST
    • #GenYChat- Wednesday @ 9PM EST
    • #HFChat – Friday @ 12PM EST

These chats are either geared towards connecting job seekers with recruiters or the chats are HR related which means you can easily connect with HR and recruiters. Of course, these are just a few chats of the many that are out there. I would suggest researching chats that are relevant to the industry or job type you are looking for.

After a while, I really started to enjoy the results I was getting from this and decided to take it even another step further. I created a blog that was relevant to the industry I was targeting (Human Resources) and started to write on a regular basis to help extend my online presence even more. I promoted it via LinkedIn and Twitter. This blog has helped recruiters to see my competency, knowledge, and even get to know a little more about me. They were able to see how I could fit in with their company. If you are able to do something virtually that is relevant to the industry you want to work in, give it a try. It could really help you stand out even more and add something extra to your candidate profile.

Having an online presence can really help you if you do it right. Keep it professional but also keep it YOU. Your online presence can help hiring managers, recruiters, and companies really get an idea of who you are and what you could potentially do for them. I was happy to see that investing time in this has paid off. After committing time to this, I was able to get job interviews, internship offers, and guest blog post offers. I felt that I made more progress doing it this way than the months I spent just dedicating time to job boards and online applications. Give it a try, it could make a huge difference.

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Social Media Uses for the HR Professional

I’ve always been interested in human resources but lately I’ve really been on a social media kick. Some of my Twitter and LinkedIn followers poke fun at me because it seems as if I’m posting all over the place. Although this is somewhat true, there is a reason why I’m becoming more present on social media sites. As I become increasingly involved in the discussions and chats, I’m learning more and more. There are so many wonderful people out there that are supportive, informative, and helpful. I appreciate everyone that I’ve connected with because they’ve exposed me to so many interesting things. This experience has really allowed me to see that there are more uses to social media than the typical stereotype.

A lot of people and companies feel that social media is a distraction and do not associate it with being useful in the workplace. Those people would be correct if they only used social media in the most general of forms. However, internal social media can also take a business to great heights if utilized properly. I recently researched and wrote a post about social media uses in the workplace that touched upon some of the effective ways to apply it.  One of the areas I mentioned was in regard to the ways that human resources can use it as a tool. Today, I’m going to dig deeper into this topic.

Human resources can use social media as:

  • As a performance management tool: Social media is a way to have information in one central location throughout the business-spectrum. It also can have customizable reporting to allow human resources and management to be able to gauge how the business is doing. Metric reporting and scorecards can compare employee output against organizational goals. This allows the business to determine how they are performing as a whole, departmentally, and can even score each individual employee. Human resources professionals can take the individual reports and use it for regular feedback and performance evaluations. This can also help HR and managers know what areas in training need to be improved and what tasks individual employees need additional mentoring on.
  • As a rewards and recognition tool: Social media allows collaboration throughout the organization. It also helps managers and HR to easily and openly see what employees are coming up with the creative/innovative solutions and which employees are truly putting in 110% contribution towards the organizational goals. With this information being accessible, HR professionals can reward employees accordingly, whether it is with monetary bonuses or even just recognition. It is becoming more apparent that employees appreciate the regular feedback that they can receive via social media. Additionally, employee engagement has increased due to the social media recognition programs that companies have implemented. Who would have known that simply saying, “thank you” would make that much of a difference?
  • As a training tool: The training aspect of human resources can really be brought to life via social media. HR can put up training tutorials, documents, SOPs, and videos for employees to easily reference. These training materials can be updated quickly as processes change. Employees can use it as a knowledge base and have easy access to these materials at all times. This can assist them in gaining the information and knowledge they need to complete duties accurately. It can also allow them to be more efficient because the information is instantly available, therefore, they do not have to rely on or wait for someone else to assist them. In addition to materials, social media can give employees the ability to connect with other individuals throughout the company and set up mentoring sessions.
  • As a promotion and/or internal mobility tool: Social media can keep a detailed, documented history. This means that all employees’ contributions, projects, and efforts throughout their employment are easily visible. When it comes time for an employee to ask for a raise or a promotion, this tool can allow human resources to review supporting documentation and decide whether or not the employee displayed characteristics worthy of a promotion or raise. This tool can aid recruiters and HR in seeing which employees show potential to do further things than just their current job and expected career path. This can benefit employees when they are attempting to prove that they’re capable of a lateral or upwards move in the company.

The more I research this topic, the more I get excited about it. Some of these uses can be more efficient than the combined practices and procedures HR have used in the past. If social media can be this valuable just in one department, think of how beneficial it can be for all departments. The possibilities that can arise for an organization are endless.

If you are interested in learning more about this topic, please feel free to join the following chats on Twitter:

#SWChat held on Thursdays at 4PM EST

#HRtechChat held on Fridays at 2PM EST

#TChat held on Wednesdays at 7PM EST

Some interesting links:

The Social Revolution of Rewards and Recognition: http://www.thesocialworkplace.com/2011/09/23/the-social-revolution-of-rewards-and-recognition/

Social Media Performance Appraisal Process: http://www.hrmagazine.co.uk/hro/features/1073216/could-social-media-revolutionise-performance-appraisal-process

Social Media for Performance Management and Reporting: http://sustainablebusinessforum.com/joan-justice/58610/using-social-business-tools-increase-performance-management-and-reporting-sustain

Social Media Corporate Training: http://www.sayitsocial.com/

Will Your Company Benefit from Social Media?

Recently I was involved in a discussion regarding social media in the workplace. Different individuals in this discussion had debated whether or not using social media would be beneficial or counter-productive. Although I do agree that some organizations wouldn’t find social media helpful, there are plenty of other companies that could use it as a useful tool. Today’s post will help educate companies on how social media can be functional.

The individuals debating that social media would be counter-productive mainly thought that it was only for personal use. They wondered how “gossip” or quirky status updates would help and believed that this would distract employees from doing their jobs. Although those are true points, there are also different social media sites that are geared towards business use. For example, Work Simple, Salesforce, and Yammer are three companies that come to mind.

If utilized properly, social media could be beneficial to companies for the following reasons:

Collaboration is easier. Technology is allowing businesses to be able to reach audiences on a global scale. To be able to keep up with this: employees are now available around the world; are working remotely while traveling; or are working different shifts to be accessible to all time zones. If all employees can’t participate in business meetings, it can be very hard for teams to effectively work together. Social media can allow employees to collaborate at any time and in any location so no one ends up missing out.

Employees get more exposure to executives and managers. Social media allows managers, HR, and executives to easily see which employees are influential. Many employees can have a hard time proving they are worthy of a promotion or raise. This tool will allow management to see employees’ documented efforts. It will display their progression and contributions in a way that validates their eligibility for promotion or rewards. It is a social recognition and performance management tool.

It can increase employee engagement. Social media can empower employees by giving them a voice. Additionally, having a tool that keeps a record of employees’ suggestions or ideas can make them become accountable for following through.

It can allow employees to communicate in a way that creates a solid community within the organization. Employees might work in different departments, locations, or time zones. Or, employees might work in a role that has them strapped to a desk or on the road. With those being realistic factors, employees can’t always converge in a way to get to know each other. Social media can allow employees to communicate throughout all levels of the business-spectrum. This is a team building tool that can create stronger cross-departmental teams and company community.

Employees will know who the correct point of contact is. I know I’ve wasted so much time trying to figure out who I need to contact for more information or assistance. This tool can allow employees know who does what in the business so they can get what they need faster. It can also help employees follow up easier by letting them to see who else was working on a project/task. This feature permits them to contact that person for clarification, status updates, or help. Pictures can also help employees put a name and job function to a face.

It can encourage learning and development. Employees can connect with others throughout the company and set up mentoring sessions. Additionally, this can be used as a knowledge base in which employees can find information faster so they can do their job more efficiently or help customers quicker. In addition to this, those using the tool can expose other users to helpful information by posting useful resources, invites to webinars, and so on.

It is a brainstorming tool. Great ideas don’t always get formulated right away. Discussion boards can be used as brainstorming meetings which will let employees provide thoughtful, innovative, and creative ideas when it comes to them. Having suggestions easily available can allow other members to jump in, build off of it, and develop it into something functional.

There are so many benefits to using business social media that I could go on and on about it. I feel that majority of companies could use it to their advantage if they utilize and customize it in a way that suits their industry, mission, and culture. Hopefully this information can open up minds to the endless possibilities that can come from using this tool.

If you want to read more about the benefits of business social media, please click on the following links:

Yammer-Business Benefits
Work Simple- Performance Management for Social Goals
Salesforce- The Social Enterprise Solution