Recruiting

How to book and confirm 360 interviews in 48 hours: HardRockFirenze Pt 2 #Socialrecruiting

The Hard Rock Firenze  fan-page exceeded all objectives in terms of the volume of fans joining prior to the opening of the new cafe in Firenze (Florence) and job applications via the Work4Us application. Close to 10,000 fans have joined the page, most based in and around Florence, and 3,000 applications were received in for the 150 positions listed,20 per post.The whole campaign(which included targeted ad’s), was open for 2 weeks only.
The painstaking job of going through each application was conducted over a 3 day period by a team of recruiters and hiring managers from Italy and the UK, as applicants were encouraged to apply in whatever language they felt most comfortable.
Communication on the process was entirely via the wall and included a livestream broadcast conducted in English and italian, where applicants were encouraged to ask questions, answered live during the broadcast.
The Livestream plug-in available to all fan pages is fantastic, very easy to load, promote via the wall and through sharing on individual networks, and offers high quality broadcast. It’s a great option to use, that I would expect to see more of, not just for recruiting, but an enhancement to engaging with fans.
Having selected 360 candidates for the first round of interviews, the next challenge was how to co-ordinate this volume of candidates across 3 days, with only one week to co-ordinate the whole thing. 
All of the scheduling applications like Tungle presented problems over volume and running multiple diaries. The plan was to schedule 20 interviews per hour across 5 interview teams. After drawing a blank, the final solution was to run the interviews as an event, and the best platform for this was Eventbrite.
The benefit of Eventbrite was that 20 tickets per hour were made available to candidates over the 3 days. The succesful candidates were mailed the link, and “ordered” tickets on a first come first served basis. On booking, a 2 click process requiring candidates to register only a name and e-mail, they received a confirmation e-mail, ticket with a time and a location map.
On the back-end, the names are recorded against the times for reference and printing. It’s also possible to print name badges, and as proved useful, to mail all candidates from the internal e-mail system. A reminder e-mail also goes out 24 hours before the interview.
What is really encouraging is the level of engagement between fans on the fan page. Those that had problems with the booking posted the problem on the page, and other fans who had already been through the process provided the answer.The fans do the work for you, and interviews were announced on the wall and were greeted by good wishes and cheers from other fans. Theres already a big community feel, with fans supporting and helping fans.
Imagine the admin, communication and time that would have been involved in coordinating a project of this size without scheduling interviews this way, without the support of the fans on the site and the work4us app to channel the flow of response.
The result so far, only 24 hours after putting the Eventbrite site live, 305 interview slots have been claimed, confirmed and instructions sent. E-mail communication with questions outside of the wall has been minimal. Although Eventbrite was not built for this purpose, it does the job very well, and as an added bonus, because there is no charge for tickets, there’s no booking fee. It’s free to use. Total spend so far, outside of time and people is less than £1000!
No R.O.I.on #Socialrecruiting?

Bill

Hard Rock Firenze Fan Page

Livestream on FB

Eventbrite.Com

Work4Labs

Why jobseekers will always use jobboards #truStockholm

One of the tracks that really stood out for me at #truStockholm was the future of job boards track. I’ve been in this track quite a few times at different #tru events, and the take is always quite different according to the participants. In Stockholm, our excellent hosts were Monster.Se. With so many images of Trumpasaurus (the Monster logo), around the building, I expected this track to be dominated by talk of the major job boards.

You have to bear in mind that some things made the #trustockholm participants a bit different. Firstly, the Swedes, by their own admission are about 18months behind other parts of Europe, which makes their outlook a bit different when it comes to talking recruiting. The issues and the discussion points though are all pretty much the same, it’s the solutions that differ.

Perhaps the real differences center on the geography of Sweden.The population is largely centred on 3 city’s, Stockholm, Copenhagen and Malmo/Gothenburg. Each of the cities have distinct business sectors in each location. This distinct split might explain why spend in print media is up by 40%. This is quite different to most of  the rest of the world, but I think this is in part due to the geography, combined with the cautious approach to change taken by the Swedes.

In the job board 2020 track, one of the job seekers attending courtesy of our hosts Monster.Se, made the following statment: 

“If I want a beer I go to a bar.If I want a job I go to a job board first.Both destinations make sense to me,”

Amongst all of out enthusiasm for social recruiting, we sometimes forget this simple fact. The majority of job seekers still think job board first. It is foolish not to consider them as part of the recruiting mix, and even more foolish to declare them dead. The recent source of hire report from Career Crossroads (Download it!) echos this, showing job boards as second only to internal sourcing and referral.

What is your “first” port of call in the job search, or your main source of hire?

Bill

How one recruiter hired 27 IT staff via twitter #SocialRecruiting

Whilst in Dublin, I heard a great story, how technology expert Ivan Stojanovic of Irish recruiting firm C.P.L. The headline of the story was how he had recruited 27 specialist I.T. staff via twitter. Thats right, 27!
The issues that he had in sourcing these people, and why he chose twitter really as a last resort was that the people he was looking for don’t have c.v’s or resumes. They are not looking for fulltime jobs as a rule, most choosing to ply their very specialist skills in contract roles. Being in demand and quite rare, broadcasting links and posting ads didn’t work. 
The approach Ivan took was brilliantly simple.A search of twitter bios and the usual twitter directories revealed nothing. The skills and experience needed just wasn’t listed. he set up a few non-branded twitter accounts and searched for keywords in real-time search in twitter, setting alerts based on the kind of words related to programmes or projects they might be talking about. This returned a number of repeating profiles whose tweets showed they could be of interest.
Ivan followed these targets and began engaging around technical topics, increasing connections and profiles. Techies tend to hang out with other techies in any community.
Once Ivan had built a relationship and qualified his connections fully, he approached them about the opportunities. This proved to be very effective, resulting in a total of 27 hires over a 12 month period, with all connections originating from twitter. Forget apps and all the other good twitter stuff, this came down to using twitter search, listening first, connecting, engaging and building a circle of contacts in the channel. I don’t know the salaries involved, but they were top end. It would be reasonable to estimate an average fee of £10k, offering a return over 12 months in the region of £270k!
It takes time,some specialist technical knowledge in order to engage, and patience to find the right time to make an approach. The return makes it well worth the effort! Anyone want to question the R.O.I?

Thanks Ivan for sharing the story at #IRC2011. it’s one for #truDublin in May.

What has been your experience of sourcing through twitter?

Bill

 

 

The difference between Sourcers and Resourcers

Andy Headworth featured Julia Stone’s prezi from Sourcecon on his blog Sirona Says today. In the UK, we often get confused by the term Sourcer and Resourcer. When I first started going to the states, it was something that confused me.
Whilst it’s changing, most European recruiters still employ resourcers rather than sourcers. Having spent quite a lot of time with a few exponents of the art of sourcing(and I think it is an art!), the difference is fundamental, but quite simple.

Sourcers search for “people” who could do a job.


Resourcers search for “C.V.’s/Resumes” that list job titles or experience that match a job spec.




 

 

 

 

 

 

To develop a sourcing approach (and Katharine Robinson leads the way in this in the UK), you need to understand the difference between searching for C.V.’s and searching for people. It is a very different approach and methodology.

What do you think?

Bill