Posts Tagged 'Social Media'

Social Media – LinkedIn – Lets Not Ruin a Good Thing – Etiquette

Social media business networking sites are a big thing here at the Origin Forward office every consultant who joins our company is immediately told of the benefits of Social Media and how it can be used to build your candidate pool of passive candidates and also to identify potential clients. It’s fair to say that the Social Media sites, such as LinkedIn, Xing, Viadeo, Naymz, Ryze and the list goes on, have had a big effect on the recruitment market as a whole.

The king of the business network sites in the UK is definitely LinkedIn and like all good things that arise word has spread quickly across the recruitment world about the potential a networking tool like LinkedIn can do for your business. The result is a swarm of recruiters joining LinkedIn approaching candidates on a mass scale, joining groups with the sole aim of advertising  at the same time trying to build a network. To some people it has now got so bad that the feeling is that there are now more recruiters than candidates on LinkedIn. Sometimes I’ve tried putting in a search for a candidate and the first 2 pages are filled with recruiter profiles. I’ve also heard people stating that for every recruiter there are only 4 candidates. Well that’s not true the official statistic is that there 91 candidates for every recruiter but how long it stays that way nobody knows. But at those ratios I still think LinkedIn is a great tool for attracting passive candidates.

The primary reason for writing this LinkedIn article is not tell of the benefits of LinkedIn but because I have recently read a number of comments from candidates angry and upset about the behaviour of recruiters on LinkedIn.

Heres a snippet of the article I read from Jessica the link to the whole article is at the bottom of this blog post. “….In the past week I have had several people I do not know try to connect with me on LinkedIn and on the invitation they put an untrue connection. Meaning, they said we worked together at ABC company and I never worked there or we’re affiliated through XYZ organization and I’ve never even heard of the organization. People, it is NOT OK to lie about how you know someone just to gain a connection on LinkedIn…”

So the bottom line is Recruiters lets not ruin a good thing as when one recruiter does something wrong the person effected tends to tar the whole industry with the same brush. So what can we do, I have written a list of rules which I think all recruiters should follow when using LinkedIn.

(1)    Don’t send invitations to people you do not know

(2)    If you’re not going to follow rule number one, at least when you invite that person don’t send the standard invitation, write some blurb about why you want to connect and who you are so the connectee can choose whether they would like to link with you or not.

(3)    Do not lie to get an additional connection, if you’ve never worked with a person before do not say you have. If a relationship is built on a lie you will get found out and that connection will probably disconnect with you.

(4)    Do not join groups with the sole aim of advertising jobs, try to add some value to the group

(5)    If you do not believe in rule 4, then at least post your jobs in the jobs section, not the discussion section. LinkedIn have given you a section in the groups to post jobs, why not use it?

(6)    Don’t send messages asking people to invite you, the fact is if you have to do this you have been banned from sending invites which means you’ve probably been using LinkedIn in the wrong way anyway and are probably not a connection worth having.

(7)    Don’t get all your recommendations from your colleagues, having your colleagues recommend you are a good thing, but having only your colleagues recommend you means nothing. If I recommend you will you recommend me, we can all see it, nobody cares.

I’ll leave it at that if we all follow the above rules we can at least keep our candidates happy which will make for happier head hunting for years to come.

On another note I saw a great funny video about LinkedIn last week, it is done from the candidates perspective and I think there is an element of truth to the whole comedy. I’ve always thought if a candidate is not looking for a job what does LinkedIn actually do for them?

Enjoy the video below. Link to Jessicas article and another article on LinkedIn Etiquette are below.

http://greatresumesfast.wordpress.com/2009/11/19/a-big-linkedin-no-no/

http://greatresumesfast.wordpress.com/2009/11/05/linkedin-invitation-etiquette/

Linked In… To What?

Vodpod videos no longer available.

The Recruitment Unconference – Future of Recruitment

Yesterday Origins management attended the first unconference event ever to happen in the UK called the Recruitment unconference. Set-up and organised by social media guru Bill Boorman this event was populated with a who’s who list of social media and recruitment.

If you’re not familiar with an unconference it’s basically an event that is the total opposite to what we would associate with a standard conference. Basically there are no slide shows, presentations, set agendas or anything of the sort. Principally what happens are speakers hold sessions in areas where they are perceived to be experts and rather than just feeding you information and the listeners becoming disinterested they encourage debate and interaction and any particular session can go in a number of directions and realistically it is up to you to get what you want out of the session.

First of all the venue for the event was the Barclays Tower in Canary Wharf, if Carlsberg made buildings they probably would have made this, probably the best building in the UK. It was an excellent venue for an unconference with the pod areas being perfect for what an unconference is all about.

So what did we learn? The 3 areas we went to were:

  • Sourceology – Finding the Impossible with Katharine Robinson and Geoff Webb
  • Blogging for business with Andy Headworth
  • Making recruitment technology work for you with Alastair Cartwright & Alex Strang

The only session we didn’t get to go to that we were interested in was:

  • Building a desk in a niche market with Jacqui Steadman – I just couldn’t find this track anywhere.

I don’t want to go in to touch much detail as firstly what we learnt is what is going to give us our competitive advantage over our competitors and secondly I learnt so much that to tell you everything I’d have to write a novel. But if I had to take once thing back from each track it would be.

  • Sourceology – The UK is way behind the US in actual sourcing, we have resourcers in the UK, in the US they have Sourcers whom are experts in finding information by any means necessary. They specialise in getting information and could easily obtain or create an organisation chart for any company in world and I mean any company or generate niche sector candidate lists and the techniques that they use for this are unbelievable.
  • Blogging for Business – When the top 100 recruitment blogs in the world were ranked only one blog made it there from the UK, Andy Headworths, Sirona Says . His knowledge and understanding of what makes a blog work is unbelievable. His 3 main tips for a blog of any sort corporate or personal was simple know your audience, know what the purpose of your blog is for and lastly know what you aim to achieve.
  • Making Recruitment Technology work for you – Where will recruitment go from here? Everyone agreed that following a recession there is always a change in the recruitment market. We just couldn’t agree on what changes. We now have the next generation of CRM/ATS recruitment systems, SEO specialists, Job Aggregators with tools at a fraction of the cost of job boards we even discussed the death of the job board as we know it. Some of the ideas getting thrown around could really shake up the recruitment market in the next few years so it will be interesting to see what happens. Not forgetting to mention the rise of internal recruiters and HR and the fall of generalist recruitment.

I could go on all day about the conference and all the topics covered, the networking opportunities were excellent and people who are subject matter experts in their fields were at hand to give information which on another day could’ve cost you £100 an hour. The only disappointment was not finding Jacqui Steadman. Maybe next time.

Bring the next event on Bill


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