Category Archives: Recruitment
Following on from my Facebook fatigue or just lazy journalism article comes news from Online Social Media, who also source Mashable and TechCrunch, that Facebook and Skype will work together to provide an in-browser video chat platform.
This, I believe, is awesome news. It’s great because you will be able to video chat with friends and family easily through the social networking tool that you use most regularly to keep in touch with them. Brilliant! I would call it Faceypook. They will probably not call it Faceypook.
Those benefits (and my proposed working title for the project) to one side, lets discuss one of the main objectives of university careers offices – getting students and graduates in front of employers. I’m not talking about your established graduate recruiters, but the masses of other opportunity providers out there. The majority of these providers have Facebook pages and more or less every student has a Facebook account, and despite the great work so far in linking the two through university Facebook pages, the benefits are there for all to see but could be much higher. There is a great opportunity for careers services to facilitate these online conversations.
In its current state, it is difficult to take advantage of Facebook’s massive reach within the student community in relation to careers advice and opportunities. In the eyes of most students, Facebook is for friends, photos, family, etc, not for finding employment. Careers service Facebook pages are gaining more interest, Salford University are doing some great work and reaping the benefits, but often pages are used as a referral mechanism to events or information outside the remit of Facebook. How great will it be then when (although it is tbc) Skype video chat through Facebook becomes a reality? It will, I believe, be the catalyst for students to use video in their job search and become more aware of the need for a professionally maintained online presence.
Careers service Facebook pages will become meeting points for job seeking students/graduates and potential employers – facilitating video interviews between the two. As a recruiter, I’d pay for that service – to chat directly to job seekers. I imagine that Skype’s group calling functionality will be implemented at some point, thus enabling calls to be moderated if required. What a great opportunity for organisations to tap into a fantastic recruitment market and for students to ‘meet’ employers and hone their interview technique!
Lets leave the ‘video can be used to discriminate’ chat at the door for this one. My stance on this issue is that if an employer is stupid enough to let the age, race, gender or a disability affect their recruitment decisions in a video interview, by excluding the video interview process you simply postpone their discrimination until the face-to-face interview. The opportunities that come with being able to tap into the world’s biggest social network outweigh the potential negatives brought about by “what if”s.
On a sidenote, if you hear a loud groan when the Skype/Facebook video chat service is released, that’ll be Google realising that Google+ is now even less likely to take off properly. Ah well Google, chin up, 4th time lucky eh?
Add your thoughts and comments on how this service could be rolled out or whether you think it’s a good idea or not, alternatively tweet thoughts to my account – @OnlineAStevens.
If you’ve read the About page then you’ll know that I work for Graduate Prospects, a student and graduate careers website. Occasionally I see job ads (on our site and on many others) with adverts that must be under performing due to some basic mistakes being made. So I thought I’d write a short list of tips. They may seem obvious at first glance, but you would be surprised how many adverts fail to follow all of these guidelines.
1. Job title
Clearly name the position available and avoid using generic terms such as ‘Graduate opportunities’. If unsure, search online for similar jobs for inspiration. Also use the first paragraph of your advert to back up the job title, e.g. “Are you a Creative Designer with a Difference? Then we have a fantastic opportunity at an award-winning Digital Agency who are based in Central London and have major clients from across the globe”.
Ideally you should put a figure as opposed to ‘Competitive’ or ‘Negotiable’. Job seekers do not have the time or patience in their job search to seek out what they think is an appropriate salary for the job advertised. Even if the salary is below industry standards, your advert will still receive a greater number of responses where a salary is quoted. If using a salary bracket, try to make it as narrow as possible to give job applicants a realistic view of what they are applying for. For sales opportunities state the basic salary in addition to the on-target earnings (OTE). If you post ‘Up to £X’, consider that most applicants will expect no less than 85-90% of the figure quoted.
Try to avoid ‘Nationwide’, this is too generic. If you genuinely have nationwide opportunities then you should run separate adverts for each region of the country. This will improve your response levels and help you to ascertain your brand presence in each region.
4. Company info vs. role info
Company information should be short and concise, use a link to your company website to provide further information. Use the majority of your advert copy to promote the job on offer – that is what the job seeker cares about the most. Generate interest in the opportunity with enthused content and be sure to include keywords from the desired person specification throughout. This will ensure that your advert appears at the top of relevant searches. Elements that will increase the number of applications include:
- Career progression opportunities
- Health package/gym membership
- Flexible working hours
- Performance related bonuses or perks
- Company car or parking space
When posting your advert, ensure that you only select the job categories that are relevant. Although you may feel you will receive a better response by selecting every category, you will in fact just receive a higher number of irrelevant applications.
5. Clear call to action
Ensure that closing date, method of application and an outline of the application stages are all supplied. Be absolutely clear as to whether potential applicants need to apply online, submit a CV or complete an application form.
There are obviously more guidelines to add to this list, but next time you’re conducting a job search notice how many ads still fail to cover the basics. Add comments (naming and shaming isn’t encouraged but won’t be deleted) below: