Recruitment 2.0

How much recruitment automation is too much? Can good candidates "fall through the cracks"?

I recently met a senior partner at one of the big four accounting firms. Their graduate recruiting scheme processes nearly 1,400 students each year in the UK. Impressive by all measurements.

The firm relies on this programme for its future employee base. Even during the current credit crunch they have no plans to scale down -- it would do more harm to their employment brand than good and the programme has so much momentum it "would be like trying to stop a train".

They have a good process in place, use an eRecruitment system, and among other things, have applied online screening.

The senior partner's only worry was that perhaps all the "automation" was allowing some "good" candidates to fall through the cracks.

As an eRecruitment vendor, I can think of all kinds of reasons to use automation. It can allow you to recruit more with less cost, gives you accountability and visibility in to the whole process, and helps to get rid of the endless spreadsheets.

But I wouldn't rely completely on automation. "Don't put all your eggs in one basket" so to speak.

My guess (hope) is that this leading accountancy firm is already doing this. The problem then is one of communication -- the senior partner just does not realise that the graduate programme selection process does not purely rely on "automation" and there is a significant human element.

The morale of the story: Don't be afraid of doing a little of your own internal PR. This is one thing Americans do well. It is not really the British way, but give it a go, it can pay dividends in the end.

-Susanna

Friday 26 September recruitment round-up

We’ve condensed the week’s news to just a few links.  Read on for interesting stories and videos regarding recruiting, technology and other random topics…

• How to lead your firm through a downturn
• Orange I am
• Financial services firms 'look to widen appeal of graduate jobs'
• Heyday retirement age decision “hugely disappointing” for staff
• Try Second Life beyond the IT department
• Global recruitment: A primer from a recruiter
• Tesco committed to graduate recruitment

And now for the video of the week. What do you think of this Bill Gates/Jerry Sienfeld video for Microsoft? It is not technically a recruitment video, but with the lines blurred between corporate brand and employment brand, it could be. I still don't understand why Microsoft pulled these adverts after paying Sienfeld millions to star in them ... maybe you do? 

Top 10 Recruitment Advertising Agencies

So, my first list is probably going to get the most flack, so here goes. Recruitment Advertising Agencies.

The following list is compiled from agencies we've worked with or had exposure to through clients. I do not believe this list to be definitive, however, it's a start...

Please, please make a comment if I've missed your agency and I'll update the post. Also, if you want me to post your contact details here for people to get in touch, please do and again, I'll update the list.

Also, the list is in alphabetic order.

• 33 (www.thirtythree.co.uk)
• AIA (www.aia.co.uk)
• Barkers (www.barkers.co.uk)
• Euro RSCG Riley (www.eurorscgriley.com)
• TCS (www.tcstown.co.uk)
• TMP (www.tmp.com)
• Work Group (www.workcomms.com)

Other agencies that we haven't worked with/had exposure to, but I believe are significant.

• Bernard Hodes Group
• Blackbridge
• JWT
• MKH
• Tribal

OK, well that's the first list - and yes, I have had included 12 agencies in this top 10... The next list should be about Graduate recruitment advertising agencies (if I can find 10).

Friday 19 September recruitment roundup

We’ve condensed the week’s news to just a few links.  Read on for interesting stories and videos regarding recruiting, technology and other random topics…

• Do take a seat... overseas
• The boom has bust but the job market for newcomers is still bucking the trend
• Times reveal top 100 graduate employers
• Attract more with less
• Harrogate 2008: BBC tells its people: ‘This is the BBC...’
• Tesco confirms commitment to graduate recruitment
• A conversation with Thomas Otter, Gartner analyst and blogger
• HR interims: The 'crunch' beaters
• Debunking the myths about Generation Y
• Ten great ways to make bad hiring decisions

This week's video is from JWT Grads. I think they could have got their point across in 1/2 the time. Still, it's worth watching...

10 times filtered... from JWT Grads on Vimeo.

-Susanna

Carnival of HR – brown bag discussion

The bi-monthly virtual gathering of HR bloggers is up on Sharpbrains.

It’s a lively Q&A brown bag discussion on topics such as leadership and social intelligence.

Did you remember to bring your lunch?

-Susanna

Photo credit: sesconferenceseries

HR Games: Tag -- you're it!

Some people never grow up, and HR professionals are no exception.

We've been tagged!

Pardon?

It's a game. You see, Andy Headworth and PeopleShark "tagged" both Mike and I, and now we have to share six little known facts about ourselves. Then we have to tag six more people. And we have to publish the rules.

So here goes...

Susanna:

1. I am a native of Silicon Valley (not many people can claim this!)
2. My first job was as a lifeguard
3. I am naturally a very shy person
4. I was head cheerleader in high school
5. I love my veg patch
6. My first internship in university was in HR -- that was enough to scare me off!

Mike:

1. I have a weakness for cornish pasties
2. I used to be an underwear model
3. My favourite gadget is our bread maker
4. I have Ctrl+S OCD
5. I've haven't had more than 2 weeks off work since I was 14 (is that healthy?)
6. I used to work on a production line bending sheet metal into boxes, and I also worked for 7 years as a silver service waiter!

You're tagged:

• Alastair, James and Charlie at Fresh Minds
• HR Wench
• HR Minion
• Gautam Ghosh

The rules, for those of you who like to play by the rules…

1. Link to the person who tagged you.
2. Post the rules on the blog.
3. Write six random things about yourself.
4. Tag six people at the end of your post.
5. Let each person know they have been tagged.
6. Let the tagger know when your entry is up.

Happy tagging you guys!

-Susanna and Mike

P.S. -- I researched this game and found traces of it as far back as 2006, but you only had to list five items back then. Times they are a changing...

photo credit: richbrenner

HR/Recruiting Social Networks in the UK

Social Networks are popping up everywhere and there are many dedicated to recruiting. One of the most popular is Recruiting Blogs, which has more than 13k members! You have to dig a bit, but if you have the patience you can find all sorts of helpful tips and network with some really good recruiters.

The problem is that many of these networks are US-focused, and while some of the content is relevant, much is not.

We are lucky to have several of our own HR/recruiting social networks based right here in the UK, including:

Talent Cloud
Social networking guru Peter Gold created Talent Cloud on Ning and is actively growing the network. There are several ways to get involved at Talent Cloud, including creating your own profile, writing blog posts, and starting discussions. There are also Gadgets – which have all sorts of fun applications much like Facebook. Peter has put a lot of thought into creating the network and it is one of the best options.

HR Space
HR Space is Personnel Today’s new HR network. I signed up for it a few weeks back, and will return and rewrite this when their technical difficulties are sorted.

Changeboard
Changeboard is basically a job board for HR people. You have to head over to the old HR Circles site to find the networking area. It's a bit of a stretch and not very user-friendly, but you can participate in some lively forums. Natalie, the community editor is on the ball and very helpful.

HR  Zone
HRZone claims to have an online network of 25,000 HR professionals and to be UK's most active online human resources community. Check it out and see what you think.

Talent Social
Rosie Sherry created Talent Social on Ning to promote discussion on all items related to talent management. The network is new, but growing quickly.

Don’t like any of these? Create your own social network on Ning. It’s free and easy – you just have to put up with their ads!

Why join a social network?
Many people are put off from social networks because of the perceived time commitment. But there are two really good reasons for participating: to meet and learn from people in your industry with minimal effort.

It used to be that you had to travel to conferences, sit through boring meetings and endure an expo to meet other like-minded people who have to deal with the same burning issues as you.  Now with just a click of a button you can start a discussion or write a blog post and get relevant feedback from others in the know.

So check them out. It’s worth getting a photo you like of yourself (or create an avatar for FREE). People are more likely to want to “socialise” with you if they have a picture.

Come on, what are you waiting for?

-Susanna

PS -- If you are a Web 2.0 novice, read our recent post on Join the Web 2.0 Revolution – 12 Steps to get up to speed quickly with Web 2.0.

Friday 12 September recruitment roundup

We’ve condensed the week’s news to just a few links.  Read on for interesting stories and videos regarding recruiting, technology and other random topics…

• Should technology vendors be social media activists?
• In demand: skills, flexibility and sacrifice
• Never stop recruiting
• Employers put recruitment plans on hold
• Learning and skills: it's not rocket science
• Five tips on cross cultural recruiting
• Building relationships with Profs – Part 2
• Keep them engaged - how three employers work with Generation Y-ers

And the best (worst?) for last. Here's a recruitment video from 2006 for Harvard Economics. I'm speechless.

-Susanna

Top 10s – Can you help?

I’m forever wondering how clients and prospects view the recruitment market. It’s an overwhelming place with thousands of companies, large and small, servicing client’s needs. Where does a client start when looking for a certain skill or service in our industry?

So, in order to help clients, I'm looking to compile a number of top ten lists of players in the recruitment market. When compiled I'll keep them on this blog for people to use for future reference.

Whilst I don’t assume that top ten lists are particularly good for finding suppliers, they are very good at benchmarking what you have, or what you propose to do. An example might be that you want to update your graduate scheme – get an opinion from some of the agencies on the list. They’d love to see you, and pitch to you and you will get some free advice.

Examples of Top 10 lists are:

1. Recruitment advertising agencies
2. Graduate recruitment advertising agencies
3. Manpower-type agencies
4. Search and select recruitment agencies
5. Head hunters
6. Job boards
7. Top 10 specialist/non-generic job boards
8. Recruitment process outsourcers
9. Recruitment blogs

Yes, I know there are many measures of these players, however, let’s assume we use the most likely/sensible measures for each one:

• For advertising agencies it could be advertising spend?
• For agencies it could be the number of candidates placed?
• For job boards it could be number of adverts?
• RPOs could be number of positions filled or size of companies serviced?

Can anyone help with this?

Do you have a favourite list that you have found useful? Please send me a comment and let the community benefit.

Graduate recruiting tip #14: Utilise social networking sites like Facebook

Social networking sites started with students, and they continue to be very active on these sites.

Facebook was originally created for Harvard students to network and get to know each other, and it quickly branched out to other Ivy league schools. Competitors such as MySpace and bebo soon joined the scene, but they tend to attract a younger crowd.  LinkedIn is used by experienced professionals, but its popularity is starting to pique the interest of soon-to-be graduates. While Facebook and MySpace usually contain information about the location of the next social gathering, don’t be too sceptical.  Students use these sites heavily. You may even experiment with Twitter. Be creative - where there’s an audience, there’s a way to reach them.

Suggestions:

1. Use Facebook to build a network of your upcoming batch of graduates so they have a chance to interact and meet each other before they start. Your current graduate group can monitor and help manage this group.
2. Ask a star graduate to start using Twitter to “tweet” about interesting happenings at work and include a “follow me” link from your graduate recruitment site.
3. Have recruiters and recent graduate hires post profiles to attract potential candidates, and link back to your careers site.
4. Create a company profile on LinkedIn.
5. Ask high profile employees to advertise jobs to their Facebook “friends”.
6. Approach your social networking candidates with an honest, open dialogue. Most online communities will respect this and will be more willing to interact with you.
7. Adopt the language and tone of the network (informal if necessary).
8. Create a cool facebook application for students. For example, an accounting firm could create a trivia quiz about tax law.
9. Take senstive information with a grain of salt

Find out more:

• Peopleshark wrote an excellent series on Twitter entitled: "Five days to Twitter literacy".
• Want to be join the web 2.0 revolution and get up to speed with social networking? Here are twelve easy steps.
• Build your Linkedin profile (video tutorial)
• Four required recruiting tools (Facebook, Linkedin, your blog and Twitter)

What is your experience of social networks and recruiting? Is it worth it, or is it just a waste of time? Please leave a comment and let us know what you think.

-Susanna

PS -- Our next post in this series is on "starting a recruitment blog".

** This post is an excerpt from Advorto's “15-minute guide to graduate recruiting”. You can download the full report for FREE.

-Susanna