This post comes from Su Oakley, Best Practice Consultant, with StepStone Solutions. In this post Su discusses the use of social tools for recruiting.
Social recruiting is a hot topic amongst many of the customers I work with and something that most recruitment teams think they should be part of, though many are yet to identify how it fits into their recruitment and resourcing strategy and the approach they should take - this is not surprising, according to Department for Work and Pensions three quarters of employers are missing out on candidates by failing to use social networking sitesto recruit staff.
Looking at some of the adoption statistics it would seem that the social web has a momentum that makes it compelling to recruiters:
Socialising has become the number 1 activity on the web
It took Radio 35 years to reach 50 million users, TV 13 years, the internet 4 years and iPod 3years. Facebook had 100 million users after less than 9 months.
If Facebook were a country it would be the 4th largest country in the world.
There are currently somewhere between 3000 and 5000 social sites.
By the end of 2010 generation Y will outnumber baby boomers, 96% of them will have joined a social networking site.
Learning from inspiring leaders and snooping on candidates in this week's Three To See.
My first pick is Simon Sinek's talk for TED: How great leaders inspire action. This is an awesome presentation on the process of engaging and motivating individuals [The sound quality is a little poor to begin with but improves after a few minutes].
Sinek proposes the "Golden Circle" (pictured above) model of messaging that has the "why" at the centre, "how" in the middle and "what" on the periphery and puts forward the idea that whilst many communicate from the outside to the inside of the circle, great leaders do the opposite.
It is an interesting post that asks what large mainstream organisations can learn from their smaller mission driven counter parts. Russo identified two that really stood out:
"...mission-driven companies act as a type of early warning system for consumer expectations"
And:
"...while traditional businesses may deride it as "kumbaya," the moral reflection in which these companies engage galvanizes commitment to their purpose and encodes enlightened values into their moral DNA. Rather than dismiss these companies, their mainstream counterparts should view them as a source of strategic insight."
I think that these observations are important - not just to what organisations do, but how they operate and the way they approach talent.
My final pick comes from the Lifehacker blog. Kevin Purdy posted What Sites Future Employers Are Checking When Looking At You which draws on a Microsoft commissioned study in which 1,200 hiring and recruitment managers were asked about the sites that they would consider using to research applicants.
"Rockstars", employee engagement and peeping on personal (social network) profiles in this week's Three To See.
My first pick came via Chris Ferdinandi who posted The Brand is the Talent to the Renegade HR blog. The post features the clip below of Tom Peters presenting on "a thing called Leadership".
Sticking with heavy hitters, my second pick: Control is waste & trust drives value creation was posted to The Content Economy blog by Oscar Berg who positions his post with a quote from Gary Hamel:
"It's standard practice at many companies to conceal information as a way of controlling employees - a formula that's toxic to trust" - Hamel
Berg then writes:
"Trust is the fuel for any enterprise. Trust in your purpose, trust in your peers, trust in yourself.
Trust drives value creation.
Control is a sign of trust failure. Control does not add value. Control is waste. Control restricts value-creation. It is something management adds when they don't trust their employees to perform as expected."
Adding:
"We must help management to redefine their purpose, making it about empowering colleagues instead of controlling employees."
He ends with another quote, this time from Peter Drucker:
“In the knowledge economy everyone is a volunteer, but we have trained our managers to manage conscripts." - Drucker
