Tag Archives: Facebook

Are We There Yet?

By Carmen Lapham, Director of Recruiting and Operations, Q4B

 

If you are a parent with small children starting out on a road trip of any length you have heard this question numerous times, even if the trip is just across town. Depending on how old you are you may even remember asking the question yourself when you took trips with your parents, perhaps even last week. It’s as though kids have the idea that we live in a Jetson’s age where everything happens at hyper speed, especially going from one place to another.

On a recent road trip one of my kids asked this question (not two minutes out of the driveway) and after responding nicely I began to think about the question from a business perspective. I asked myself, as a recruiter, are we there yet? Do we use the technology that is available, everything from LinkedIn, Twitter, Facebook, Google+, blogging, etc., to make ourselves better at what we do? Do we use this technology to provide a better service for our clients and our candidates? Are we better recruiters today than those who were recruiting 25 years ago?

As you might guess this was going to be a long road trip and the kids were still asking that question every 50 miles but I was too deep into my own thoughts to be discouraged.

I began to explore this question in thinking about resumes. Over the past couple of weeks there have been some interesting blogs and comments regarding resumes, and whether the whole idea of resumes was in fact Dead. One blog in particular by John Kreiss addressed this quite well. That no resumes are not Dead, that they are still necessary for sourcing, screening and interviewing candidates for both recruiters and hiring managers and that although the way resumes are delivered, viewed and used may be different (hard copy vs. online) they are still very much a part of the whole hiring process.

But resumes have always been a part of the hiring process. Twenty five years ago resumes were sent to recruiters or hiring managers through the mail (Snail) or were faxed. Today they are sent, viewed, stored online, in a database to be used immediately or hopefully later when a new assignment is posted.

So, are we there yet? Is there something more that recruiters can do better with the technology available that would change the resume’s purpose and value from what it has always been but in a new format, to become a source of easy to access information on potential job leads, company information, contacts within those companies, market information, potential recruits, industry trends and so much more?

There is a perception that most recruiters spend no more than 2 minutes quickly reviewing a resume. Whether that is true or not or if it only applies to in-house recruiters and not 3rd party recruiters it doesn’t matter. We can argue over how much time is spent but suffice it to say, recruiters do not spend nearly enough time on resumes that they should. And, yet the technology is there for us to gather tons of great information that would in turn make it possible for recruiters to be more knowledgeable, more productive, more valuable and more successful than their counterparts of 25 years ago.

I have begun to put these thoughts into an action plan for my company, Q4B. We will begin tracking all of the information from company leads, contacts, market intelligence, recruits that we gather from each resume that we receive. I hope that we can demonstrate the value of every resume beyond its initial purpose (candidate info) and very quickly be able to say, We Are There!

Now, I need to make a quick stop before I press on with the road trip. The kids are now asleep so I know that they have gotten the answer to their question, Are We There Yet?

What about you, are you there yet?

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Do You Speak My Language? Or Further Reflections of a Rookie Recruiter

By Jennifer Copley, Rookie Recruiter, Q4B

“To have another language is to possess a second soul.”  – Charlemagne

I am not sure when I first fully appreciated the importance of having learned a second language. I took French in high school and college and most of my friends and peers took some language as part of their course requirements. For many of us it was just another subject, sometimes required, that we needed to pass in order to graduate.

In college I took a few trips to France, traveled the country side, visited the museums, sampled the exquisite cuisine, the wine, the cheeses and spoke to or tried to speak to the locals in their language. Over time I became more comfortable with speaking French, my second language. And I began to see France through a different lens. And I liked what I saw.

I am now in my third month as a Rookie Recruiter for Q4B. I am also in my third month of learning a third language. A third language, you might ask, maybe Spanish, Chinese, German? No, although any one of those languages would certainly be of some use no matter what business you were in. No, the third language I am just beginning to learn is the language of Recruiting.

I read somewhere that English is considered the language of business, that French was considered the language of diplomacy (at least up through the mid 20th century) and is considered the language of love. If that is so then Recruiting should be considered the language of success.

My job as a Rookie Recruiter with Q4B is primarily to source and screen candidates for the various positions that we are trying to fill for our clients. In other words, I am the first point of contact with candidates and it is my responsibility to understand our client’s business, their market, the position and identify the basic requirements that the candidates must have in order to be considered.

From the very beginning I knew a couple of things. One, I had no knowledge of our client’s business, the position requirements and most if not all of the terminology was foreign to me. In other words it was a foreign language. And Two, I needed to approach each assignment the same way that I approached the subjects that I took in school, in other words, I needed to learn another language.

Before I begin working an assignment, a job order, I read the information that the client gave us during our needs analysis meeting. I then research the client’s web site, picking up information on the company, the culture, any press or media information, their blog (if they have one) as well as information on their key executives. I also read their own job description on their site. I then research their LinkedIn page, their FaceBook page and their Google+ page in an effort to gather even more information. I make a note of any specific words, phrases, terminology that are unique to this client’s business. I look up the definitions for these words, phrases and terminology in order to better understand them.

With each assignment that I am given I am slowly beginning to learn a third language.

The language of Recruiting is quite broad. There are just so many dialects, so many colloquialisms, so much local slang. Every industry has its own way of speaking; every job has its own terminology. Learning to speak French certainly was a whole lot easier, but perhaps not as rewarding.

Learning to speak Recruiting has opened up doors that I never dreamed existed. And just like my experience with speaking French on my trips to France allowed me to see that country through a different lens, learning to speak the language of Recruiting has allowed me to see the opportunities that exist in each of the markets that Q4B works and the value that we bring to both our clients and our candidates, through a different lens. To say the least this experience has been eye opening. And I like what I see.

So, do you speak my language? Or should I say, “Parlez- vous Recruiting?” Because I can speak yours!

Social Media, Social Me!

I admit it, when it comes to technology I am not an early adopter. That term, perhaps not coined by, was certainly made popular by Geoffrey Moore in his ground breaking book from the 90’s entitled Crossing the Chasm. It is one of the five stages that comprise the Technology Adoption Life Cycle.

The five stages of this cycle are as follows.

  • Innovators – These are technology enthusiasts who adopt any new technology because they appreciate the technology for its own sake.
  • Early Adopters – These are visionaries who have the insight to match an emerging technology to a strategic opportunity.
  • Early Majority – These are the pragmatists, the non-risk takers, the people who wait for the jury to come in with a verdict that says that it is safe to adopt.
  • Late Majority – These are the conservatives, those who only buy and use new technology not because of any real belief in it but because they must just to stay on par with the rest of the world.
  • Laggards – These are the skeptics, those who feel that any new technology will not produce the promised benefits or productivity breakthroughs and will ultimately be replaced by the next new thing, so why bother adopting anything new.

Using these definitions I would say that I am an Early Majority, maybe mid to late Early Majority. This has been especially true when it comes to embracing Social Media and more specifically when it comes to embracing Social Media for business use.

Here is what I have implemented in an effort to join the Social Media World.

  • Facebook – I no longer see Facebook as just a tool for the Gen-X and Millenniums to converse with their friends or reconnect with old classmates. For those of us in the recruiting, talent acquisition consulting business, having a company presence on Facebook is not only necessary but smart. I now realize that many of our clients (internal recruiters, company HR) incorporate or should incorporate Facebook as part of their sourcing and screening strategy. Using Facebook has now become part or our sourcing and screening strategy for our clients. Our company presence on Facebook is a very cost effective way to promote our company and build brand awareness for our prospective clients and candidates. See Q4B-Quantum Solutions for Business
  • Twitter – My first reaction to Twitter was “Who cares what you are doing now.” Well, it turns out that a lot of people care and when it comes to promoting your business you want a lot of people to care, to follow you. This only works if your company has something of value that those who follow you want. The tweets that you send out should have more to do with providing links to information, articles, blogs, seminars that many of your followers would find interesting. It is also about tapping into valuable information from those that you are following, preferably recognized thought leaders in your field. We are always asking ourselves,” when we tweet, will people listen?” See Q4B_RPO.
  • LinkedIn – I may have been an early Early Majority with LinkedIn personally but not when it came to promoting our business. For companies like ours, LinkedIN has always been an excellent source of information on potential candidates, decision makers at prospective companies and general marketing information. We have used LinkedIn on all of our engagements as part of our sourcing and screening process. We recently began to use it to promote our company, our service and engage with individuals interested in what we do and how we do it through the creation of our own group, FOQ-Friends of Q4B.

So, as you can see our company has much work to do to truly take advantage of all the power and promise of Social Media. We have come to the Social Media Party somewhat late but it is my intent that we jump in headfirst, LinkUp with as many people attending and become totally Twitfaced.