Podcast on Change Management

 In gratitude for guest speaker and change agent Paolo Primiani, MBA, PROSCI for appearing on the second episode of "What is it? Why Bother?" podcast

Podcast link

I greatly appreciate Malkeet Singh for his expertise, professionalism in helping with the podcast and editing.

Thank you Stephen Hurley at voicEd | Your voice is right here! for helping me with the channel.

Podcast "What is it? Why Bother"

 In gratitude for the help from Stephen Hurley at VoicEd Radio on making this new venture happen. 

Season 1 Episode 1 "Job Analysis"

In gratitude for Ewan Gibson, Digital Fluency Librarian (Idea Lab) Libraries for sharing the podcast knowledge along with informing me of VoicEd Radio website voicEd | Your voice is right here!

Podcast Channel below

What Is It? Why Bother? (spreaker.com)

 

Hosting a Webinar: "Recruitment - The Future is Social"

I am so pleased to write in my post that I am co-hosting with my colleague Jonathan Holowka, www.byeka.ca, on how human resources can leverage social media on their recruitment initiatives.  

For those who are interested in learning how HR can leverage social media feel free to sign up for the free event through www.hr.com you can download the slide deck (.ppt) at a later date.

To join this FREE event on Tuesday, January 10th, 12:30-1:30pm "Recruitment-The Future is Social"  you may register by signing up at the following website http://bit.ly/wpUdEw  

http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/recruitment---the-future-is-social_gvy4l5kk.html

ROI on Social Media HR Campaign

The last blog addressed how does HR leverage social media and this one answers the second questioned posed on how HR proves the return on investment (ROI) on a social media campaign.

The proof is in the pudding - ways to measure your success

There are a number of types of measurement tools that is at your disposal including:  qualitative (hard to measure indicators like trust and loyalty), quantitative (numbers), comparative (from other sources), competitive (against your competition).  From my research you need to look at a number of success factors in your social media campaign such as:

• Activation:  What do users do on their first visit?
• Retention:  How often do users come back?
• Acquisition: You want to see all the media sources you are using, volume and compare who is the best performer (# of hits, etc.)
• Referral:  Do your followers drive referrals to your account and other accounts?  For example:  Are they sharing their 'happy' experience on Facebook.
• Revenue:  Qualifying your customers, # of sales, sales revenue $, etc.
• Measure:  audience demographics, channel source, campaign theme.  For example: come work for a 'cool' company

Some on-line tools that I am aware of have a price tag and others are free.  (hootsuite.com, google.com/analytics, viralheat.com)

Qualitative intangible yardstick measures

Historically it has been hard to prove hr measures with a direct link to improved productivity and profitability.  Through my research I believe there are some ways to measure the unmeasurable:

• Loyalty/trust:  positive comments made by followers, amount of conversations, how many go to your website afterwards, is there any increase in job applications.
• Satisfaction:  any good suggestions made on your blog.   Are you able to implement the ideas?
• Authority on the subject matter:  the amount of blogs that reference your website, (see below bibliography) retweets on Twitter, referrals

You could incorporate all hr functions on to the social media platform but there is only enough hours in the day, human power, and budget.  I encourage leveraging social media and attempt it on a few sources at first and on only one campaign such as recruitment as a starting point.  Try to get volunteers (fellow employees) on board and use your marketing and communications departments if you have one.

I describe some ROI tools for social media on my YouTube video....please click play below.

BIBLIOGRAPHY:

http://birkman.com/news/BMI_WP_SocialMedia2.pdf

http://mashable.com/2010/11/08/human-resources-social-media/

http://www.slideshare.net/Peopleshark/social-media-for-hr-execs

http://www.slideshare.net/gautam/how-can-hr-use-and-leverage-social-media

http://www.slideshare.net/yongfook/social-media-roi

Get Your House in Order Before Looking For a Job

This time my blog is catered to those looking for a new job opportunity.  I will try to alternate between those seeking talent and others who are selecting their company of choice.  I really appreciate any feedback or areas I have missed to help job seekers and recruiters alike.  I am hoping this will be a forum to share best practices on both sides of recruitment.

We all know that looking for a job is a full-time job.  Some job seekers dive-in head first without seeing how deep the waters are--they are deep and choppy waters.  There are many forums to find jobs and navigating these waters are tricky without a little help.  I will throw a lifesaver with some tips below to help get you started in an organized job search.  (the below is targeted for the Toronto/Ontario/Canada job market)

Helping Hand

• Get the support from your family and friends by asking for their encouragement and to keep their ears to ground if they hear of any suitable jobs.
• If you belong to an employee assistance plan ask for a coach that specializes in job search.  They may also provide feedback on your resume.

Roll up your sleeves

• Make a list of on-line job posting boards such as:  monster, workopolis, craigslist, kijiji, yahoo, etc.
• Get your resume and cover letter up to date and upload on applicable websites such as:  linked-in, monster, workopolis, yahoo groups, etc.
  • Prior to posting, have a second set of eyes to review your resume for grammar, spelling, formatting, etc.
  • You will need to customize your cover letter and resume for each job application.
• Research recruiters that specialize in your area of expertise.  You can search google, check out your library.
• Research companies that you want to work for and see on linked-in if there are any connections. 
  • Sometimes jobs are not posted but are in the works--pipeline jobs.
• If the job advertisement does not state "do not call" then I would advise you contact the person listed.
  • Ask the person for five minutes of their time to discuss the role as you have the value-added skills and experience for the job.
  • I would have handy the top 10 skills/experiences that benefits the company.

There is only 24 hours in a day

• Time management skills are key as you can get lost in the web of information.
• Block time periods on your calendar (outlook for instance) that you will research jobs, apply for jobs, and networking events.

References

• Reconnect with old employers and let them know you are seeking another opportunity.
• This is a good time to also ask those you reported to and worked with for permission to use them as a reference.

Keeping track

• Last but not least you will need to create a tracking mechanism of jobs that you applied for so that you look organized and professional.
  • You may use an excel spreadsheet, access database, etc.
  • The data should contain at a minimum:  company, website, contact name, phone, email, position name, date applied, associates (that work there from your linked-in research), interview date, interviewers name.

Also, please stay tuned for using social media on your job search.

I hope you found this helpful and any feedback/input is greatly appreciated.

 

Tips and Tricks for HR, Recruiters and Hiring Managers

So this is my second kick at the can at blogging.  My first blog mentioned some of the challenges a person faces when looking for another job; be it full-time, contract or consulting.   I thought it would be beneficial to anyone on the hiring seat by providing meaningful solutions to some of the problems I identified in my earlier blog.   In the future, I plan on blogging for those who are on the other side of recruitment that are in search of a new job opportunity.

Before I provide the tips and tricks I want to convey my enormous respect for recruiters both internally and externally.  I have partnered with a number of professionals that have 'saved my bacon' as an human resources (hr) manager.  I have also encountered a number of polished hr colleagues who have a strategic pulse of their organization and the external environment.  Some of these seasoned veterans in the fight for recruiting and retaining talent have shared their best practices with me.  Some of the points below are theirs and others are my own.  I would also like to mention that I was once a recruiter for Manpower, and for two recruitment firms--one was a partnership and the other was my own.  I still perform recruitment duties, from time to time, but I prefer to partner with the experts that have leveraged social media and have an established network of candidates.

Below are some tips and tricks that I have learnt and practiced over the years.  Recruitment and retention is an ever evolving process attributed to technology and globalization.  I would appreciate it if I could get some additional suggestions from you.

Have a Plan of Attack

• Have a recruitment plan/process in place.  The plan will describe who is responsible for what in the recruitment lifecycle.
• Communicate the recruitment plan to all stakeholders; the plan should take into consideration everyone who is affected by the process.
• If you are using the company's website, web/discussion forums, blogs, social media please ensure your information is current--remove all filled jobs from the websites.
• etc.
• If applicable, leverage from the employee referral network.  Provide the employees with useful tools such as postcards, a company website that outlines the company's culture and benefits of working there.
• If you are the hiring manager or hr and are using an external recruiter please provide them with a valid job description that does not change.

Time Management

• For those responsible for the hiring process, both internal and external, be honest with the candidates and get back to them on a timely basis.  Do not keep them waiting; be respectful of their time by keeping them in the loop.  It is your reputation on the line as well as the company's of being a company of choice to work for.

Staying Current

• Keep current with social media, hiring practices, legislation by:  attending seminars, reading association's website and staying current with the newspapers.  (web has some important information but you need to filter what is not reliable.)

Interviewing 101

• Make sure you have valid interview questions and that you use them for each interview.  
  • Make sure you take down notes for each interview
  • It is ideal if you can have a tandem interview; one person asks questions and the other writes it down.  Take turns in asking questions and jotting down the candidate's answers.
  • Ensure that they are compliant with human rights legislation
• In Canada; do NOT throw out the interview questions ever; this includes those selected and not selected.
  • The reason you need to retain information forever is that if a complaint is filed against you and/or the organization it is the onus of the company to prove they were not in the wrong.
  • You need to prove due diligence in your hiring practices for:  wsia, human rights, employment equity and pay equity.
  • There is no expiry date for pay equity.

Keeping track

• Use an applicant tracking system.  If you do not have one; acquire one or build one yourself.  This is to manage the talent database for current and future pipeline recruitment.  You also want to track who you do not want to call back as candidates did not make the cut.  
  • There are many systems available that range from standalone or are part of an Human Resources Information System  [HRIS/HRMS], or a dynamic system such as SAP.
    • (Adequasys, Dayforce, Peoplesoft, ADP, QHR, etc)
  • Worse comes to worse use your C: drive,  MS Outlook and place the candidates in folders labelled with the position name.
  • You can even use excel or access to keep track of candidates.
• Use a time management tool that tracks the beginning and end of the recruitment lifecycle for each hire.
  • This tool should also have a reminder system for you to contact the candidate on their status.
  • You can use MS Outlook or any other reminder system.  You can even leverage a sales system such as Salesforce for reminders--it could also be used as an applicant tracking system if you are creative.
• Use a dashboard or even a powerpoint presentation to show the C-Suite your efforts in recruitment.
  • Providing quantifiable information on:  how many candidates applied, pre-screened over the phone, interviewed, selected, offers accepted/refused, timelines of each of the above, costs, who referred them (vendor/employee),

There is so much more information that I have missed or purposely omitted due to blogging constraints.

I would appreciate other people's input to share best practices in this process so that all stakeholder's benefit.