Comments - Sourcing through Facebook: From “Nah” to “Yeah!” - RecruitingBlogs2024-03-29T12:11:16Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1413898&xn_auth=noHi Dana,
In your article unde…tag:recruitingblogs.com,2011-09-27:502551:Comment:14270112011-09-27T14:51:38.070ZIvan Stojanovichttps://recruitingblogs.com/profile/Ivan
<p>Hi Dana,</p>
<p>In your article under: Leveraging Employees’ Personal Accounts<br></br>You say:…. “The fact that they would publicly endorse you resonates with their friends, and sends the message that your company is worth looking into.”… might be slightly problematic to implement. You make a number of assumptions here:<br></br>1. Your Employees have Facebook Account<br></br>2. Your employees actually use that account<br></br>3. Your employees will publicly endorse a company they for.<br></br>Later on you…</p>
<p>Hi Dana,</p>
<p>In your article under: Leveraging Employees’ Personal Accounts<br/>You say:…. “The fact that they would publicly endorse you resonates with their friends, and sends the message that your company is worth looking into.”… might be slightly problematic to implement. You make a number of assumptions here:<br/>1. Your Employees have Facebook Account<br/>2. Your employees actually use that account<br/>3. Your employees will publicly endorse a company they for.<br/>Later on you say:<br/>…” average Facebook user has about 150 friends? Multiply 150 by your total number of employees, and you automatically have several thousand potential candidates in your audience.”…</p>
<p>The fact is that one in ten of us has a Facebook account. Total number of Facebook accounts is well below a billion. And there are all those billons of people in the world. So the likelihood your employees have a Facebook account is 1/10. Of course it is far higher in the developed nations. The point I am making is that the assumptions that all your employees use Facebook is very wrong.</p>
<p>The second assumption is that they actually use their account., and if they use it, that they post. Social Media rules say that less than 5% write 95% of the content (or something similar). Therefore the likelihood that even if they still remember their login, and they really open Facebook, - there is 1/20 chance they never wrote anything in it (besides their email and password once long time ago).</p>
<p>And the third assumption – that your employees will publicly endorse their employee? I can see that in ‘90ies working for Microsoft in ‘00ies working for Google, or today working for twitter… but that is all I guess? Will anyone working for any bank or any financial institution be trumpeting on their Facebook wall about how wonderful their bank is? In fact the European data of Facebook usage shows a small percentage of users who even define who their employers is in their Profile. We use Facebook for “Friends & Family” is what some 85% of the people outside of Recruitment will say in Europe. So what is the likelihood of them ‘Endorsing’ their employer on their Facebook page?</p>
<p>The maths from above change from ‘150X150 potential’ to ‘3X2.5 real’ or similar, at least in my experience (and I am a recruiter!). The question then is if it is worth investing in trying to reach this 7 people? Or is any other form of marketing going to deliver more bang for your buck (or Euro)?</p> Anyone having success with fa…tag:recruitingblogs.com,2011-09-26:502551:Comment:14255082011-09-26T15:55:02.122ZAmbrish Kochikarhttps://recruitingblogs.com/profile/AmbrishKochikar
Anyone having success with facebook 'subscribe' yet? it allows you to subscribe (follow) someone's public posts (that he/she chooses to make public) even if you aren't a 'friend' (assuming they allow their posts to be subscribed to). I can imagine some of these newer facebook features making it easier for people to build connections that aren't entirely personal of 'friendly'. and that's a good thing.
Anyone having success with facebook 'subscribe' yet? it allows you to subscribe (follow) someone's public posts (that he/she chooses to make public) even if you aren't a 'friend' (assuming they allow their posts to be subscribed to). I can imagine some of these newer facebook features making it easier for people to build connections that aren't entirely personal of 'friendly'. and that's a good thing. Hi Valentino,
Just to touch o…tag:recruitingblogs.com,2011-09-25:502551:Comment:14245522011-09-25T09:17:30.593ZDana Feigelhttps://recruitingblogs.com/profile/DanaFeigel
<p>Hi Valentino,</p>
<p>Just to touch on your last comments, a few things. First, it wouldn’t be that easy for anyone to access their employees personal accounts, if at all, unless that employee “friends” them and grants them visibility to their profile. So it would not be likely that privacy would be violated as the employee has control over their own settings and with whom it is they connect.</p>
<p>Additionally, as I had mentioned in my previous response to you, for those who are unhappy…</p>
<p>Hi Valentino,</p>
<p>Just to touch on your last comments, a few things. First, it wouldn’t be that easy for anyone to access their employees personal accounts, if at all, unless that employee “friends” them and grants them visibility to their profile. So it would not be likely that privacy would be violated as the employee has control over their own settings and with whom it is they connect.</p>
<p>Additionally, as I had mentioned in my previous response to you, for those who are unhappy with their jobs, they will likely not participate in an employee referral program in the first place. But the key to creating company ambassadors amongst those who are happy with their jobs and organizations is first to create an environment in the workplace that lends itself to people speaking highly about, and representing their company and the opportunities within – you can read our previous blog post on how to create this kind of employment buzz that will organically drive employees to want to represent their companies <a href="http://goo.gl/st5bu">http://goo.gl/st5bu</a>.</p>
<p>Finally, Employee Referral Programs will always exist because, at the end of the day, they have typically brought in some of the best, and most relevant talent to an organization. If an employee is referring their friend for a position within her company, what they are saying is that they have confidence that this referral would be a good fit for the organization and is capable of doing a good job in the position. The referral may or may not come from a similar background as the employee (for instance, my friends – even my close friends – come from various ethnic, educational, and ideological backgrounds), but it is important for the employee to recommend someone who fits within the overall organizational culture of the company. Now that ERP’s can expand to the employees’ entire social media networks, this breadth of backgrounds is likely expanded and ultimately the recruiter will decide who makes the cut for the position and the company.</p>
<p>Thanks again Valentino.</p> The tool I can't do with out…tag:recruitingblogs.com,2011-09-23:502551:Comment:14236172011-09-23T15:19:29.471ZC. B. Stalling!!https://recruitingblogs.com/profile/ChrisStallings
<p>The tool I can't do with out is the phone. I can live with out FACEBOOK</p>
<p> </p>
<p>The tool I can't do with out is the phone. I can live with out FACEBOOK</p>
<p> </p> @Dana--appreciate your respon…tag:recruitingblogs.com,2011-09-22:502551:Comment:14220412011-09-22T17:03:27.693ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>@Dana--appreciate your response, particularly "the idea behind it is not to access any part of the employees accounts" on FB. Who assures that that idea won't be violated? The ombudsman? </p>
<p>And there is no mention of how employees will be trained to be good "company ambassadors" rather than unhappy ones as the survey suggest that at least half of them are: unhappy with their employers. </p>
<p>And finally, Employee Referral Programs have a tendency to replicate what already exist in…</p>
<p>@Dana--appreciate your response, particularly "the idea behind it is not to access any part of the employees accounts" on FB. Who assures that that idea won't be violated? The ombudsman? </p>
<p>And there is no mention of how employees will be trained to be good "company ambassadors" rather than unhappy ones as the survey suggest that at least half of them are: unhappy with their employers. </p>
<p>And finally, Employee Referral Programs have a tendency to replicate what already exist in the employee population--namely a lack of diversity. What say you on that concern? Or is it a concern?</p> Hi Valentino,
Thanks for your…tag:recruitingblogs.com,2011-09-22:502551:Comment:14212282011-09-22T13:48:03.470ZDana Feigelhttps://recruitingblogs.com/profile/DanaFeigel
<p>Hi Valentino,</p>
<p>Thanks for your comment. Just to touch a bit on what you had writtern…For workers who are unhappy in their jobs , they will likely not participate in any sort of employee referral program, whether online or otherwise. And they will speak negatively about their organization regardless of what platform they are given. </p>
<p>However, most people have a genuine interest in helping out their friends, and if it means helping them find work, and giving them an opportunity…</p>
<p>Hi Valentino,</p>
<p>Thanks for your comment. Just to touch a bit on what you had writtern…For workers who are unhappy in their jobs , they will likely not participate in any sort of employee referral program, whether online or otherwise. And they will speak negatively about their organization regardless of what platform they are given. </p>
<p>However, most people have a genuine interest in helping out their friends, and if it means helping them find work, and giving them an opportunity to work together, then they will. Furthermore, for those who do enjoy their workplace, add on a referral bonus and there is no reason they wouldn’t help their organization hire one of their friends. Finally, with the referral program software that my company, Surge, has developed, job openings are automatically posted on the wall’s of a company’s employees.</p>
<p>Regarding leveraging your employees personal accounts, the idea behind it is not to access any part of the employees accounts, but rather to let the employees serve as a company ambassador to their friend networks. They relay the employment message to their friends, many of whom are potential top talent and would not have discovered the job opportunity had they not heard about it from the said employee. Used in this manner (and this is how we recommend leveraging the employees’ accounts), the employer in no way can or will come face to face with his employee’s personal and private elements, but he only enhances his employee referral program by broadening the scope of potential talent, and the employee has an increased chance of bringing in more referral with minimal effort.</p> i agree with fanpage tabs on…tag:recruitingblogs.com,2011-09-21:502551:Comment:14196332011-09-21T15:58:20.153ZBill Boormanhttps://recruitingblogs.com/profile/BillBoorman
i agree with fanpage tabs on non recruiting pages. Accessability to opportunity
i agree with fanpage tabs on non recruiting pages. Accessability to opportunity @Dana,
While you've presented…tag:recruitingblogs.com,2011-09-21:502551:Comment:14184422011-09-21T09:00:04.701ZValentino Martinezhttps://recruitingblogs.com/profile/ValentinoMartinez
<p>@Dana,</p>
<p>While you've presented good ideas here regarding "Sourcing through Facebook", like Jerry--I would propose CAUTION.</p>
<p>Starting with your observation that, <em>"Your employees, on the other hand, are considered objective and honest, and their recommendations are reliable." </em> That statement can cut both ways. In June of this year, <span class="byline">Ben Rooney</span><span class="twitterName">@…</span></p>
<p>@Dana,</p>
<p>While you've presented good ideas here regarding "Sourcing through Facebook", like Jerry--I would propose CAUTION.</p>
<p>Starting with your observation that, <em>"Your employees, on the other hand, are considered objective and honest, and their recommendations are reliable." </em> That statement can cut both ways. In June of this year, <span class="byline">Ben Rooney</span><span class="twitterName">@<a href="http://twitter.com/CNNmoney" target="_blank">CNNMoney</a></span><span class="cnnDateStamp">June 20, 2011: 1:07 PM ET authored an article entitled:</span> <strong>Half of workers unhappy in their jobs. </strong> It stated: "</p>
<p>NEW YORK (CNNMoney) -- <em>I'm outta here!</em></p>
<p><em>That's what a lot of disgruntled American workers are feeling these days.</em></p>
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<p><em>After being squeezed by bosses looking to maximize productivity, half of U.S. employees are actively eyeing the exits or have a less than favorable opinion of their employers, according to a report Monday from Mercer, an outplacement and consulting firm.</em></p>
<p><em>Mercer surveyed 2,400 workers in the United States and hundreds more in other countries over the past six months.</em></p>
<p><em>Its report said that nearly one in three American workers is seriously considering leaving his or her job, up from 23% six years ago.</em></p>
<p><em>In addition, 21% said they have a negative view of their employer and have largely checked out of their job, even if they aren't looking for another one, according to the survey"</em></p>
<p>(<a href="http://money.cnn.com/2011/06/20/news/economy/workers_disgruntled/index.htm" target="_blank">http://money.cnn.com/2011/06/20/news/economy/workers_disgruntled/index.htm</a>)</p>
<p> </p>
<p>This article and it's survey results, which are echoed by many others, suggest you may be right about</p>
<p>employees' being "<em>honest, and their recommendations are reliable."</em></p>
<p>The problem then becomes their potential to have an honest reversal of opinion about their employer. Half of an employee population may be on the high side but it is a condition that is being fanned by the recession, overworked employees and news of employers sitting on trillions of dollars.</p>
<p>Then there is the recommendation of: “<u>Leveraging Employees’ Personal Accounts”</u> on FB. That too has a high potential to go negative. Deputizing employees as recruiters, or even, as recruiter liaisons through FB is playing with fire (re: Ben Rooney’s assessment of 50% unhappy employees). And leveraging their Facebook contacts may bring, the employer, face to face with personal elements/info on an employee that an employee would prefer be kept private. Such discoveries may even open up a can of worms related to wishing such and such employee(s) not carry the company flag in the recruitment sense. And if that’s the decision it may lead to a recommendation of termination(s) based on what could be considered an employer’s ploy to leverage FB for employee candidate contacts, but actually using it as a employee screening device. When that goes down, and it will, it will r</p> Hi Bill,
Good to hear from yo…tag:recruitingblogs.com,2011-09-21:502551:Comment:14184412011-09-21T08:15:50.811ZDana Feigelhttps://recruitingblogs.com/profile/DanaFeigel
<div><p>Hi Bill,</p>
<p>Good to hear from you. I take the same approach as you – in finding passive candidates, I would say that non-recruitment pages are your only chance at success….recruitment pages really serve to attract the active job seekers. At my company, Surge, our software actually aims to do both. On one hand we attract a very broad circle of passive candidates by offering a technology that enables recruiters to post jobs on their employees’ social media networks as if the…</p>
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<div><p>Hi Bill,</p>
<p>Good to hear from you. I take the same approach as you – in finding passive candidates, I would say that non-recruitment pages are your only chance at success….recruitment pages really serve to attract the active job seekers. At my company, Surge, our software actually aims to do both. On one hand we attract a very broad circle of passive candidates by offering a technology that enables recruiters to post jobs on their employees’ social media networks as if the employees wrote the statuses themselves. From those statuses, their friends can network and apply for jobs, all the while taking a gamification approach to motivate employee participation. </p>
<p>On the other hand, we do see the benefits in attracting active candidates through the use of fanpage tabs. If you take a look at how Surge has helped Microsoft’s Israel R&D Center, you will see that our tabs enable immediate inquiry and application for jobs within a particular company (Join Us tab) <a href="http://www.facebook.com/profile.php?id=1023888859&ref=ts#!/MicrosoftRnDil">http://www.facebook.com/profile.php?id=1023888859&ref=ts#!/MicrosoftRnDil</a></p>
<p>I can see you too are doing some great work with your clients and I follow you blog quite often as wel.</p>
<p>Best,<br/>Dana</p>
</div> HI Jerry,
Thanks for your com…tag:recruitingblogs.com,2011-09-21:502551:Comment:14186982011-09-21T06:39:31.637ZDana Feigelhttps://recruitingblogs.com/profile/DanaFeigel
<div><p>HI Jerry,</p>
<p>Thanks for your comment as well. I agree – I don’t believe everyone should be “a recruiter”. But I do know that many organizations really rely on their employee referral programs to hire top talent. For those that do, it is their employees who really impact this program. In general, people are genuinely interested to help out their friends, and if they get the chance to potentially work with those friends and likely be compensated for their efforts as well, a company’s…</p>
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<div><p>HI Jerry,</p>
<p>Thanks for your comment as well. I agree – I don’t believe everyone should be “a recruiter”. But I do know that many organizations really rely on their employee referral programs to hire top talent. For those that do, it is their employees who really impact this program. In general, people are genuinely interested to help out their friends, and if they get the chance to potentially work with those friends and likely be compensated for their efforts as well, a company’s employees would not hesitate to help with the recruiting process. Of course, this interest goes hand in hand with the company culture. It may not fit for employees at every company to help with the recruiting efforts but more often than not, employees will not object to helping out a friend and a company for which they enjoy working. Thanks again!</p>
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