Social Media – Ultimate Software's Blog http://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Tue, 23 May 2017 19:20:02 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.5 The Social Recruiting Phenomenon http://blog.ultimatesoftware.com/the-social-recruiting-phenomenon/ http://blog.ultimatesoftware.com/the-social-recruiting-phenomenon/#respond Mon, 19 Nov 2012 17:31:56 +0000 http://blog.ultimatesoftware.com/?p=137 I consider myself to be rather proficient in the social networking world. But despite my early adoption, I would never have guessed the impact that social would have on our work lives, namely attracting talent. Today, social networking sites are among the top three most effective recruiting channels—immediately following career websites and employee referrals in […]

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I consider myself to be rather proficient in the social networking world. But despite my early adoption, I would never have guessed the impact that social would have on our work lives, namely attracting talent.

Today, social networking sites are among the top three most effective recruiting channels—immediately following career websites and employee referrals in value. In fact, a recent survey by MRINetwork indicated that 90% of recruiters use LinkedIn to seek candidates.

While career websites and employee referrals have been considered tried-and-true recruiting tools, to find truly qualified candidates—the number one challenge for businesses in North America—I recommend that organizations leverage social in their recruitment efforts.

What makes social networks so great for sourcing qualified candidates?

  1. Volume: More than 600 million users logged into social networks in 2012 alone, so your talent pool has immediately grown.
  2. Passives: Active job seekers are common within normal sourcing mediums such as job boards. However, it’s usually the passive job seeker that turns out to be a “hidden gem” and high performer. Not actively looking for work, these passive candidates don’t visit job boards and sometimes don’t even have an up-to-date resume.
  3. Mobile: Because social networks are intrinsically mobile, they provide the increased reach needed to communicate anytime with more potential candidates more often.

So how can organizations leverage social networks more effectively? Becoming an expert social recruiter does not happen overnight, so start small before developing a more complex strategy. Here are a few ideas to get you started:

    • Create a company social profile to provide information about your organization and why it’s a great place to work.
    • Broadcast available jobs through social networks like LinkedIn, Facebook, and Twitter to spread the word about open positions.
    • Create user groups to engage potential candidates and continuously communicate with them by initiating appealing discussion topics. For example, topics may include interview tips & tricks, how to increase employee engagement, and even themes surrounding the industry and market space of your unique company.
    • Broadcast company successes to the group to further engage potential candidates.

 

    Social sourcing is here to stay. It’s a great way to find high-quality candidates while potentially reducing your recruitment costs and time to hire. And due to its impressive results, the use of social recruiting is anticipated to increase in popularity.

 

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I’m not anti-social, but… I’ve got work to do http://blog.ultimatesoftware.com/im-not-anti-social-but-ive-got-work-to-do/ http://blog.ultimatesoftware.com/im-not-anti-social-but-ive-got-work-to-do/#respond Thu, 28 Jun 2012 14:34:42 +0000 http://blog.ultimatesoftware.com/?p=122 People are social beings, and socializing as a part of work is ubiquitous. It is not surprising, then, that a multi-billion dollar industry has arisen to facilitate online socializing in our fast-changing, mobile world. Yet three key assumptions underlying many current social media deployments in organizations jeopardize their success. First, the assumption that merely introducing […]

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People are social beings, and socializing as a part of work is ubiquitous. It is not surprising, then, that a multi-billion dollar industry has arisen to facilitate online socializing in our fast-changing, mobile world. Yet three key assumptions underlying many current social media deployments in organizations jeopardize their success.

First, the assumption that merely introducing a social solution will assure its adoption is misguided–unless an organization takes the time and effort to ensure that a socially-enabled project provides observable business value. At Ultimate, because of our strong culture of putting people first, we recognized an opportunity to improve the onboarding process and enhance communication between new and long-time employees using our partner solution, Yammer. Now new employees are welcomed into a network of colleagues who answer complex business questions, and allow them to experience Ultimate culture, regardless of their geographic locations. Other organizations, like logistics companies, offer social media solutions that quickly help stranded truck drivers find repair parts, resulting in significant cost savings. If a social solution solves a known operational challenge, broad adoption and success are much more likely outcomes.

Second, assuming that social behavior inside and outside of work is similar creates expectations about the use and adoption of social solutions. People in the workplace collaborate and engage with different motivations than in their personal lives. At work they usually have a specific purpose beyond mere sociability for reaching out to a colleague. Nor do they generally “follow” co-workers’ activities unless they have a reasonable expectation they will find solutions or innovation that impacts them directly. In reality, social interactions in the work place are more focused. A more apt term for “social media solutions” in the workplace is “collaboration solutions”, which more clearly defines the nature of workplace social interactions.

My final observation: another danger is that a project with the overused term “social” runs the risk of trivializing these more open and collaborative solutions that add value to any organization. I believe going beyond “social” to “collaborative” solutions and recognizing that they bring real measurable value to an organization, is the best way to ensure that we all benefit from the richer and more engaging work life these solutions can provide.

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