SOCIAL NETWORKING - Online Social Recruiting Effect Chances of Getting a Job?

Online social networking can benefit and maximize job seekers chances of being hired if utilized in a professional way. However, should candidates create a separate profile from their personal for employers to check out? Can interests, social or religious beliefs listed in a personal profile change a recruiters mind from hiring someone? With as many individuals signed up on social networking sites across the Internet, these job seekers risk the chances of becoming easily exposed to potential employers. It's important that job seekers keep this question in mind when managing their online profiles. ere.net takes a look on this issue: Meet Your New Job Candidate—and Her Life Story. Be sure to listen to the interview.

On the same note, today Cheezhead talked about a CareerBuilder Sales Rep who posted negative comments about her workday and clients on Twitter. Read what she had to say: CareerBuilder sales rep’s a real ‘twit’. As the Internet progresses, we all become more connected with each other, thinning the dividing line between an ordinary person and somebody in the entertainment industry. YouTube has proved this. With the Dominos incident in the recent weeks, and this Careerbuilder rep, it is an important reminder for job seekers to manage their online profiles professionally and avoid negatively exploiting their name all over the Internet.

INTERNET - Dot-JOBS Addresses Could Be Opened Up

This covers an interesting movement towards releasing some restrictions on the use of .jobs for websites. It would have mostly to do with the name of the domains that could be purchased. (like nursing.jobs, engineer.jobs instead of companyname.jobs) At the moment there are certain things owners of domains with the .jobs label must comply with before the domain is secured. What are your thoughts on the details?

http://www.ere.net/2009/04/29/dot-jobs-addresses-could-be-opened-up/

HR - Preparing your workplace for a possible swine flu pandemic

This is a nice article about things to consider in light of the recent swine flu spread. Though it might not get to be as much of a problem as this article details into, it is good to have a plan of how to react. (Maybe also shop around for a happy mask like the one in the picture...)

^_^ Love it!

http://www.thehrspecialist.com/hrs_articles/homepage_featured/27143/Preparing_your_workplace_for_a_possible_swine_flu_pandemic.hr

INTERNET - What comes after social network advertising?

With all the social networks out there, people have their choice of how to comunicate and with whom. Advertising is on Twitter now and has been on other established networking sites for a while. My question is, what is the next step?
It seems like those involved in these sites might be feeling an over saturation of all the social networking sites and instead might be turning their attention to managing all these different sites personally in a less cluttered format. (Examples of social management programs include Digsby and minggl)
An example of a management program would be like Digsby:

The video can give you an idea of what the program actually looks like instead of just the specs.
It seems like managment systems like these offer people a way to skip around the ads so it will be interesting to see if they offer ticker ads to scroll along the bottom of the program screen or maybe 30 second rotation of ads, something like I remember being on AIM. However, now the ads can be more targeted by pulling key words from your social networks. With social networks being pulled together like this an online identity is becoming even more defined.
Recruitment through social sites also seems to be shifting increasingly towards opt-in choices made by candidates through sites like www.tweetmyjobs.com. (This also reflects in the mobile text recruitment.)
What are your thoughts on where social networking is going and where to advertise to reach this market?

NON-TRADITIONAL - Air Force, Xbox LIVE hook up to feature recruiting message

Back in November of 2008 the Air Force helped sponsor a series of shorts focusing on Horror meets Comedy on Xbox LIVE in exchange for banner ads, video downloads and theme arrangements for users to download. I am still waiting for the PlayStation 3 HOME to try and take advantage of their system to start holding virtual job fairs. Unfortunately that price range is around half a million at this time... Maybe it will take the action of a job board teaming up with them to bring the cost down and turn it into something that could be feasible for lower cost recruitment. (At least lower than half a mil.)

What are your thoughts on advertising in game/virtual environments?

Have you tried it before?

http://www.rs.af.mil/news/story.asp?id=123122790

PRINT - Publicis Graphics Recruitment

These are some alternative print ads for Publicis Graphics. I believe I found them via adsoftheworld.com.

HR - It’s Time for a Little Anarchy

Here's a great article from Cheezhead talking about breaking away from traditional leadership methods and embracing the new by having more transparancy within your company and faith in employees' decision making. What are your thoughts?
cheezhead.com: It's time for a little anarchy

INTERNET - Tripling Traffic to Your Careers Site With a Facebook Account?

This was a great article posted on ere.net that covered Sodexo's entry into the world of social networking and their success. What are your thoughts on your company's stance towards social networking? How do your competitors stand? A few days ago I saw an article posted about Amegy Bank of Texas and their policy never to use social networking for the recruitment process. What are your thoughts on this policy?

http://www.ere.net/2009/04/21/tripling-traffic-to-your-careers-site-with-a-facebook-account/

HR - 8 rules for recognizing and rewarding employees

The HR Specialist posted a nice article on rewarding employees. (Lots of people working on retainment lately!) Some of the things that are mentioned are defining the criteria for a reward, rewarding everyone who meets that criteria, paying attention to the specific wants of employees and remembering to say "Thank you." Thoughts? What are some unique ways you have rewarded your employees fora job well done?

http://www.thehrspecialist.com/hrs_articles/tools/memos_to_managers/26695/8_rules_for_recognizing_and_rewarding_employees.hr

RECRUITMENT - An Outsider’s Guide to Recruiting in the UK, Legally

Found this on ere.net. This is something important to keep in mind when recruiting overseas. Read up: An Outsider's Guide to Recruiting in the UK Legally

INTERNET - CareerBuilder Now Twittering Custom Job Alerts

http://www.ere.net/2009/04/14/careerbuilder-now-twittering-custom-job-alerts/

CareerBuilder has extended their reach into Twitter with their JobAlerts. I do wonder how this will turn out with TweetMyJobs.com...

INTERNET - CareerBuilder.com Healthcare Virtual Career Fair

CareerBuilder is hosting it's second major job fair which is going to focus on Healthcare.

CareerBuilder uses the platform developed by UNISFAIR for their layout and designs. Thoughts on the platform? It seems to integrate a variety of items into the job fair and it cuts down the operating cost by bringing in more and more employers. What kind of results have you seen in the past from virtual job fairs?

CareerBuilder.com Healthcare Virtual Career Fair

Date: Tuesday, April 28, 2009Time: 9:00 a.m. - 8:00 p.m. EDT

Registration: http://www.careerbuilder.com/virtualcareerfairs

http://www.careerbuilder.com/JobSeeker/Jobs/JobDetails.aspx?job_did=J8B69N5XXX2DPB9JTFH

HR PRACTICES - Domino's Reacts Cautiously, Quietly to YouTube Gross-Out Video

(Pic quite well related.)

This might not be on the hiring side of HR but it is still important to consider when evaluating your brand's online image. Two Domino's employees took it upon themselves to film each other doing various things to food orders that would be sent out to customers. They posted the videos on YouTube and by now have had over 21,000 hits/views.

How would your company react to current employers defaming your company with their actions in public? Does your company have a set risk management plan?



Find out how Domino's is dealing with the individuals:
http://adage.com/article?article_id=135982


Via AdAge's Twitter feed.

HR PRACTICES - 10 No-Cost Ways to Recognize Employees

http://www.therecruiterslounge.com/2009/04/13/10-no-cost-ways-to-recognize-employees/

This is a nice article detailing how to help boost the morale of your employees while not spending too much. Any suggestions?

Our boss pretty much covers all these and tosses in a nice breakfast morning once in a while where he cooks for us. It keeps it close and personal and lets us all hang out with each other before we hit the trenches again. Almost every month we also run one theme Friday ranging from Hawaiian to Pirates vs Ninjas. We love Patriot!

EMPLOYMENT - half of laid off workers have found new jobs

http://www.cheezhead.com/2009/04/09/ved-half-of-workers-laid-off-found-new-jobs/

Cheezhead points to a survey that CareerBuilder conducted among 807 workers who had been laid off from their full-time jobs withing the last 12 months. It covers stats including Severance and Savings, Pay and Hours, Relocation, Applying to New Fields, and Starting a Business.

Interesting information to keep in mind when considering what people are looking for right now.

Mobile Recruiting 101: Basic Q&A

Jim Stroud posted a great article Q&A covering SMS and Mobile recruiting. It covers a wide range of questions and talks about how to apply it towards your campaign and even if the medium fits your campaign. Great article for a constantly growing market.

http://www.therecruiterslounge.com/2009/04/06/mobile-recruiting-101-basic-qa/

INTERNET - It’s Web 2.009: Is your company’s career portal keeping up?

ERE's post about the usability of a website for your recruitment surprised me a bit. One of our coworker's son actually has a career devoted towards testing the usability of websites. Basically, he checks through a site to make sure that it is easy for consumers to navigate, clear and clean in design so you can accomplish tasks efficiently and offers suggestions on how to adjust sites to fit the target audience's needs. This articles offers a quick overview at reviewing your own career's site in the aspects of usability, efficiency, performance, recall and emotional connection. It can certainly bring attention to aspects you might not have previously considered.

http://www.ere.net/2009/04/07/it%e2%80%99s-web-2009-is-your-company%e2%80%99s-career-portal-keeping-up/

VIDEO - GOOGLE Recruitment

I came across more Google recruitment related videos I thought I would share. Thoughts?

INTERNET - Buying and Selling Online Advertising

Here's an article touching on the changes online advertising has undergone in the past 15 years. Buying and Selling Online Advertising It's interesting how online advertising has evolved allowing advertisers to reach specific targets regardless page content. What are your thoughts?

PRINT - JWT Bahrain

These were some nice ways to display versatile positions. via: adsoftheworld.com

HR - 8 rules for recognizing and rewarding employees

This article is a nice little reminder that people work for companies for more than just a paycheck. Nice reminders and good ideas of ways to reward other than bonus incentives. http://www.thehrspecialist.com/hrs_articles/tools/memos_to_managers/26695/8_rules_for_recognizing_and_rewarding_employees.hr

PRINT / MOBILE - Can mobile save print classifieds?

Here's a great article talking about the power of combining mobile marketing with print advertising. Cheezehead: Can mobile save print classifieds? Rather than online taking viewers away from print, print advertising combined with mobile marketing can be an effective way to route your candidates to your online corporate and social networking websites. It is important that you maintain your brand offline—through print—in order to build brand awareness and encourage candidates to stay in-tuned, receiving your updates. By providing them alternative ways—on all media spectrums—to receive immediate updates and information about your company, keeps you at the top of their minds. The info you provide can be anywhere from job fairs, openings, or events your company takes part in. After all, we are in an age where we feel the need to have information at the tip of our fingers at any given moment. A simple way to direct job seekers to online or start receiving your updates through their phones, is posting a number that they can text in, at the bottom of your ads as well as mentioning it during your radio spots. It's a fun and interactive way for job seekers to become involved and informed about your company. What are your thoughts?