Category Archives: Social Media

You can’t poke, tweet or email a handshake

Never a truer adage when looking for a job not what but who you know.  Your network is key to a successful job search strategy.   Growing your network has never been easier.   Social media has taken care of that.

No matter how extensive your virtual network, no matter how advanced and extensive your use of technology, nothing beats good old-fashioned face time.  Pressing the flesh, shaking hands, eyeballing, getting up close and personal, this is how and when things happen.

Whilst building your network online is certainly of value, building your network in the good old-fashioned way is still the best way to real results.

You can’t email a handshake.  It will cost you, time, shoe leather, cups of coffee, a round of sandwiches, dinner, a glass or two, some good questions, lots of listening and conversing, following up, staying in touch, but make the investment.  Get out from behind the desk, get away from the screen and get in the room.  It might just change your life.

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Filed under Careers, Social Media

Time for change

I tweet a lot.  I love it, it’s a great way to connect and engage with an enormous range of exceptionally gifted and bright people.  Yesterday I tweeted something that has stuck in my mind for quite some time,

“If you always do what you always did, you always get what you always got”.

I wasn’t sure just who the quote was attributable to but those intelligent tweeters soon put me straight.  I had more than a few answers and indeed found that my quote was not entirely correct, although the sentiment certainly was.  Keep doing the same old same old and you will keep getting the same results.  For me this is no longer true.

I have been recruiting for 20 years.  I had a formula that worked for my customers ( 2 rebates in 18 years ), for job seekers and for me.  Whatever metric I apply by which to measure my success at the desk, my methods worked.  Very well.

Something changed.  My methods stopped proving so productive, frankly so lucrative.  They stopped being so rewarding.  The tried and tested, same old what I always did stopped giving me what I always got, namely lots of happy customers, a huge amount of satisfaction, a great deal of fun, a big grin some great friends and good lifestyle to boot.  No complaints.  It stopped.  So what happened?

Innovation.  Technology.  Connectivity.

The world has changed, is changing, will keep changing.   The only constant is change.  If you don’t adapt, don’t change, don’t re – invent, don’t at least move, you die.  So it’s time for a change.

In the meantime, my thanks to Mark Twain.   For it was he that said

“If you do what you’ve always done, you’ll get what you always got”.  I am not one to disagree all that often with the great and good, but this time I must.  Time to stop doing what I always did and do something new.  It’s exciting and it’s coming.

Watch this space.


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Filed under Careers, Opportunity, Social Media

Video – the future of your job search?

Video Resumes are featuring more and more heavily in web chatter.  I have yet to have an Executive approach me with a video resume, I have yet to have a client ask for one.  Nobody has asked me for advice on how best to put one together.  I still receive regular calls from job seekers on how best to put the traditional 2 page curriculum vitae together.

Trust me they are coming.  I first blogged about this subject in September last year when I came across what I considered to be a quite brilliant video CV from Graeme Anthony.

https://transcendexecutivesearch.wordpress.com/2010/09/29/the-best-job-application-ever/

Compare Graeme’s to a video resume I spotted on YouTube recently (below).  I am clear what Graeme brings to the party.  I am clear as to his strengths, his talents, his experience and his skills.  I am clear what he has achieved and what he wants to achieve in the future.  I am clear because he is clear.

The video below is a different story.  Clever, interesting, but I am left feeling uncertain as to what I have just seen.

Other than being a workaholic who likes coffee and possesses skills such as the ability to send an email from his pda whilst in a car park, I am uncertain what he brings to my business.  I am not intrigued, I am irritated.  Sure it is well produced, but its ambiguous.  When you are looking for a job, content is as crucial as presentation.

What can you do, what have you done?  What do you want, how can I help you, how can you help me?  It answers none of these questions that might just set this guy apart from those others he is competing with at interview.  It is short, its concise, but it gives me little to consider.

Success in the jobs market is all about setting yourself apart from those with whom you are competing.  The competition is fierce.  Jaguar Landrover has this week announced that it has had more than 14000 applications to 1500 new posts.

The CV is only ever a catalyst to a conversation.  Your CV, video or otherwise, will not get you a job, that’s down to you, but it will get you a conversation.  I am busy, you are busy.  Less is more.  Cut to the chase.  Tell me who you are, what you’ve done, what you have achieved, how that has added value to your employer and why therefore that could be of interest and value to me.  Get it on tape and lets talk.

What do think as to the future of the CV?  Would you consider a video?  Let me have your comments, I would love to know your view.

Vodpod videos no longer available.

Video Resumes, posted with vodpod

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Filed under Recruitment, Social Media

So how did I do? The Recruiters Little Black Book 2010 Review

The stats helper monkeys at WordPress.com mulled over how my blog did in 2010, and here’s a high level summary of its overall blog health:

Healthy blog!

The Blog-Health-o-Meter™ reads Wow.

Crunchy numbers

Featured image

A helper monkey made this abstract painting, inspired by your stats.

A Boeing 747-400 passenger jet can hold 416 passengers. This blog was viewed about 11,000 times in 2010. That’s about 26 full 747s.

In 2010, there were 94 new posts, growing the total archive of this blog to 101 posts. There were 2 pictures uploaded, taking up a total of 188kb.

The busiest day of the year was December 15th with 263 views. The most popular post that day was Recruiting and retaining talent in tough times .

Where did they come from?

The top referring sites in 2010 were linkedin.com, twitter.com, facebook.com, lmodules.com, and talent.linkedin.com.

Some visitors came searching, mostly for transcend executive search, transcend executive, transcend recruitment, lee cooper recruitment, and social media in recruitment.

Attractions in 2010

These are the posts and pages that got the most views in 2010.

1

Recruiting and retaining talent in tough times December 2010
1 comment

2

About Transcend Executive Search May 2009

3

About Me August 2009
2 comments

4

The best job application ever? September 2010
1 comment

5

Social media and recruitment – the privacy debate August 2010
5 comments

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The best job application ever?

Every once in a while someone comes along and really raises the bar.  Earlier this week I blogged on the brilliant “Employ Kyle” campaign conducted by Kyle Clarke.  Hot on his heels I came across this exceptional approach to the job search from self-confessed “PR propagandist, social media transmitter, digital brigadier” Graeme Anthony.

This just might be the best job application I have ever seen.  Creative, thought-provoking, passionate, engaging, different.

Would you employ this guy?  Judge for yourself.

Vodpod videos no longer available.

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Filed under Careers, Hiring, Recruitment, Social Media

Should Social Media be banned in the workplace?

The debate still rages.   Social Media – Productivity drain or Marketeers dream offering untapped and untold revenues from places as yet unknown?  This debate still polarises opinion as evidenced by a recent survey from McAfee, the Computer Software Anti – Virus Giant.

1000 executives were surveyed from 17 countries.  75% of companies surveyed usual web 2.0 applications for marketing and customer service or for crowd sourcing rather than outsourcing projects or tasks.

Tellingly, countries with high growth economies such as Brazil and India are more likely to view social media as a potential source of revenue.  Could this be that as a rule they are more open to challenging assumptions, to testing the status quo?

Despite the obvious upside evidenced by the survey, more than 50% of those surveyed prohibited Facebook use in company hours.  The larger the company, the more likely the prohibition.  Around 25% of those companies monitored employees social media use for inappropriate behaviour.

What’s the real issue here?  According to the McAfee survey, employers principal concern around web 2.0 applications centre around its use as a platform to deliver malicious software.  More than 70% of those organisations surveyed lost more than $2m as a result.  Whilst clearly an issue, is this not just simply an excuse?  Bottom line, company execs consider employees using social media are slacking off.

I remember being told only 15 years ago by the Managing Partner of a large well-known Law Firm that not everyone in the practice would have a personalised email for fear that important information would be passed to the outside world.  He was also convinced that chargeable time would suffer as employees would be emailing friends to arrange that evenings social activities.

I know employers who have banned mobile phones in the office.  What does that do for talent attraction and employer branding. Do you want to work for an organisation who trusts you and treats you like an adult or one that doesn’t?   On the flip side are you ready to behave responsibly in the work place?

Social media is just the latest  toy on the desktop and its revolutionising the world of work in the same way that the mobile phone and email did.  Management has to work out a way of engaging with it to the best advantage of all involved.  Ignoring it is simply down to a lack of understanding and trust.

In my experience rarely do people come to work to do nothing all day.  If they do and you hired them that’s your fault, you hired the wrong person in the first place.  Trust people, set them objectives, engage them, inspire them, manage them, lead them.  Treat them like grown ups.  If they behave like kids, treat them accordingly and deal with it.  That’s management.  Banning social media says much about the failings of management.  It’s here to stay, take it for what it is, a great tool to reach out in new and exciting ways to customers that five years ago you could only have dreamed off.

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Filed under Employee Engagement, Social Media

The privacy debate outcome…….

Of all the blog posts I have written to date, the issue of social media as a recruitment tool and in particular how this impacts on privacy was by far the most emotionally charged.  I sort opinion on a wide range of platforms, from Twitter and Facebook to discussion forums on LinkedIn as well as the poll on the blog.  The results of the poll were conclusive, with 76% of you voting the German Government is wrong to restrict the use of social media in hiring.

From the discussion forums the comments were wide-ranging.  Some argued for the rights of employers on the basis that if an employer is to make that investment in you then they should have every right to know as much as they can about you before making that (expensive) decision.  There was an over – riding sense that references are worthless.  The world is now so litigious and very few are prepared to offer any decent insight or opinion with respect to an employees performance, behaviour and attitude in the workplace.  Social media has given employers the opportunity to open the window and peer in to a prospective hires world and employers would appear to be appreciative of that opportunity.

Many on the employees side argue that the gap between professional and private is becoming ever more blurred.  There is in some cases resentment from employees that employers should even consider “snooping” on what takes place away from the workplace.  However the over – riding consensus was that we have a choice.  We can choose what to publish, we can choose what remains private and what is for public consumption.  We can choose who we connect with, who we engage with and who we have as friends.

It would appear the majority resent or are at least suspicious of any form of government intervention, mediation or regulation.   Employers and employees should have the right to choose.  Treat us like grown ups.  Some will behave like grown ups, some won’t, but that is their choice.  Social media is by the people, for the people.  Freedom of choice is good for all.

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Filed under Hiring, Social Media