Expand Your Network : More human resource professionals are using social media as a recruitment channel

Repost from http://www.stjobs.sg/career-resources/workplace-success/building-bridges/a/68085

Social media is part of a new wave of Internet usage that links everyone in “many to many” conversation using different tools.

The most populated sector includes social networking tools like Facebook and LinkedIn. Human resource managers are beginning to leverage on the large professional social network for recruitment and referrals.

In the near future, no resumé will be complete without your LinkedIn account or Plaxo contact. These are online networks in which professionals, executives, business owners and technical specialists (PMETs) are leaving their resumés.

Social media is all about having the conversation over content provided by the respective communities. PMETs form a community that is a valuable source of suitable candidates.

Your recruitment needs will benefit in the following ways:

Branding as a choice employer

Make it standard practice for all levels of management to be members of a professional social network like Linkedin. Your company’s name will appear more frequently and this will benefit it in terms of branding as a choice employer.

Looking beyond the referral

As you assess the candidate’s resumé, study his connections and recommendations. You can authenticate his work experiences and character through the business friends he keeps on a professional social network.

Status and update

Most professional social networks keep a long history of a profile’s status update. Study the words he uses to express how he feels and projects he has accomplished. The frequency and content of his status speak volumes of the candidate’s working attitude and thought leadership in the area of his expertise.

Networks are powerful

The extent of a candidate’s network is a result of his constant networking efforts. If he claims to spend an extensive time in China, does he have considerable contacts from the same country? If a marketing communication manager has good media relations, he would have at least a score of media and press connections in his profile.

The quality of a candidate’s professional social network is clear evidence of his past work achievements.

Advanced and targeted search

The speed and depth of search engines for professional networks are geared for matching job requirements to the best candidate. Use keywords and limit your advanced search to filter out your potential candidate within seconds.

Another point to note is that while you are recruiting through an advanced search, your competitors may also be filtering theirs. Some of their filters may include your current staff.

Different tools for different levels

A true blue social network like Facebook may be the best tool for recruiting entry to mid-level executives.

Portfolio showcase

If you are evaluating a consultant for hire, try researching his online contribution to blogs, wikis, presentations and proposal on portals like Slideshare and Scribd. Check out the number of view, downloads and embed his portfolio enjoy is a clear indication on his thought leadership.

Business alliances

Many search firms are using professional social networks to connect with other recruiters and hirers. If you are a headhunter, forming an alliance with your peers will reduce your time and effort in looking for a candidate for your client.

On another front, make connections with potential hirers and be on their list. You never know when they will contact you for their recruitment needs.

Social media is an important recruitment and referral channel. If your company has a job page, spread the news via social media platforms like the Facebook Fan page. Engaging potential candidate socially before meeting up professionally is an emerging reality.

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Andrew Chow : Speaker One Sheet

As a professional speaker, I am often asked to submit my bio and profile by client who wish to hire me for key note or training. In the past, I used to send them more than 10 pages of professional speaking history, testimonial, pictures of past speaking engagement, etc. These can be generated entirely from Linkedin or created from frequently updated material.

In the past, I thought the more details I provide, the higher the chance of being hired. Nothing is further from the truth. What most client require is a Synopsis usually in one or two pages of One Sheet.

How do you stand out among so many professional speakers especially when you become to the Asia Professional Speakers – Singapore (APSS)?

The details you should consider having on that One Sheet are:

1. Name and your designation

2. Five key points about yourself

3. Media Appearance

4. Book Written

5. Major and Recent Client

6. Signature Program

7. Standard Key Notes

8. Social Media / Email contacts

9. Interesting quotes

10. Client Testimony

11. Community or Charity Involvement

12. Brand Ambassadorship

13. Awards / Accolades

The purpose of Speaker One Sheet is for Personal Branding. It tells your target audience your unique value preposition. It answers their question as to Why should they be hiring you.

The design should be Clean, Crisp and Creative.  Design your personal logo if possible. Stick to your usual colour, align it with your name cards, website, blog or postcards.

Below are two of my One Sheet, one from Richard Gavriel Speaker Management and the other my own design.

Andrew Chow Speaker One Sheet

View more documents from Andrew Chow

Andrew Chow Speaker One Sheet

View more documents from Andrew Chow
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