You must have heard companies using Twitter, Facebook, LinkedIn, Youtube for Employer Branding. Right!!! Well, here’s a new social Channel that can be used for Employee Branding. Pinterest is technically not a new platform, it will be completing 4 years this march. You can also check my previous post “Have you branded yourself on the latest craze – Pinterest” that was posted last year.
So from Feb 2013 to Feb 2014 things have changed and improved. Companies have started using Pinterest to promote their product and services. Companies have found a way to highlight their work, employees, products, domain etc on Pinterest. Can you showcase your company Culture Online!!!!! Yes, you can. Pinterest is one of the fastest growing social media sites.You can also use Pinterest as a recruiting tool by showcasing what it’s like to work at your organization and even how to apply and open jobs. You must be looking for some examples, right!!
- EY is a good example where they have created Boards such as EY Infographics, EY Strategic Growth Forum, Life at EY, EY our History and so on.
What does these Board do to you as a audience!!It surely brings out a visual treat and highlights Company Culture Online. As a candidate you would like to see what’s it like to work in your next company. Images do play a vital role in human minds. Me not a psychiatrist, but can surely say that people do like to see visual images.
Here are some more boards that one can create on Pinterest :
- Join our team (How to apply)
- Job search tips, such as how to network or how to prepare for an interview
- LinkedIn / Twittter / Facebook page links
- Company blog ,Current events , news about your organization
- Leadership Page.
The choice is yours as you can create boards that suits your companies strategy. Content is already available on your company Website, all you need to do is identify them and present it visually to the audience.
Looking forward to your views on this interesting tool. Hope to see you on Pinterest.
Lets connect on Pinterest – http://pinterest.com/kunjal13/
My #Blogging Annual Report – 2013 #wordpress #Recruiter #HR #Recruitment #Socialmedia
Here’s an excerpt:
A New York City subway train holds 1,200 people. This blog was viewed about 8,100 times in 2013. If it were a NYC subway train, it would take about 7 trips to carry that many people.
India’s Top 15!!! Yes India’s Top 15 Women “Social Media Power Influencers”. There has been a lot of talk in “Social Media World” about Power Influencers from US or European countries. But recently had gone through an interesting initiative by Google – ‘Help get women online’ . No doubt this is a great Google Initiative and more and more women should make the most of this amazing platform. So thought to focus on the amazing list of women how have been Social Media Power Influencers in India. They will surely be the ones that Google too can look up to promote this cause and share their amazing stories with the world.
There have been lots of women on the internet space who have made their mark via their work and online presence on Social Media. They not only have carved a special place for themselves in the corporate world, but have also made a powerful impact in the Social Media arena. This post is just to share a list of some of those powerful women. There are countless things that one can learn from all of them. All you need to do is just follow them on Twitter.
Dr. Tanvi Gautam – @tanvi_gautam
Ankita Gaba – @ankitagaba
Social Media Strategist, Consultant & Trainer | Entrepreneur | Blogger | Co-Founder @Social_Samosa
Shradha Sharma – @sharmashradha
Founder @yourstorydotin, experimenting with the power of goodness!
Shakun Sethi – @shaakunsethi
Founder of @Dizuna . Specializing in Data and Communications.
Nabomita Mazumdar – @nabomita_smiles
Ester Martinez – @Ester_Matters
Founder & Editor of People Matters Magazine @peoplematters2
Zena Costa – @zenacostawrites
Nisha Raghavan – @TheHrbuddy
Sairee Chahal – @Sairee
Founder, CEO @SHEROESIndia Women@Work. Mum. TED Speaker. Cartier Alumni
Tanvi Bhatt – @Tanvi_Bhatt
‘The Personal Branding Pioneer in India’ | Brand Strategist | Speaker | Columnist at The Economic Times & Entrepreneur Magazine | Blogs @ http://bit.ly/PBIblog
Rashmi Putcha – @RashmiPutcha
Learner. Teacher. Entrepreneur. Mother. Co-founder & CEO @dmtiindia
Rimjhim Ray – @GlobeSlother
Ruchi Bhatia – @rucsb
Web 2.0 buff | IBMer | HR,Consultant| Podcast listener | rucsb.tumblr.com/
Lakshmi Rebecca – @lakshmirebecca
Nandini Rathi – @Nandini_M
In her entrepreneurial journey, she has sold 2 internet companies, raised over $4 Million in venture capital. At present, co-founder @ http://Betaout.com
So do you follow any or all of these powerful women? I might have missed some more amazing Twitter influencers. So apologies for the same. You can add more such amazing professionals to this list and share it with your network. Looking forward to hear your views on India’s Top 15 Women “Social Media Power Influencers”. Happy Following and Happy Tweeting.
Recruiters, Sourcers and Candidates will surely know the magic of Keywords. The idea of writing about this topic did come from the amazing world of Twitter. I was going through an interesting article “What is #Resume Parsing? http://goo.gl/e7Cq6L via @recruiterbox “It talks about Resume Parsing and the Tech that will help recruiters and companies to process resumes in a shorter span of time.
I happened to be part of an interesting discussion on twitter with @nabomita_smiles and @ArunimaShan . You can also check it out right here – https://twitter.com/kunjal23/status/400590887853367297 . There were some amazing insights on this topic and would like to also know your views on the same.
As mentioned, Recruiters, sourcers and candidates come across keywords a lot. In fact Recruiters and sourcers do go through it daily. The normal process of using Keywords is during Job Posting and searching resumes on job portals.
The above mentioned article talks about use of Resume Parsing. Well, it does point out that time is of essence and with help of Technology, screening time will be saved. Companies and recruiters will be more than happy to save critical time. But does that mean candidates will have to prepare their resumes based on keywords!! Well, that can be seen by the way recruiters and candidates use Job portals. Any search is based on keywords itself.
So does that mean there will be no human eye looking at the resumes; thanks to technology!! Does that mean candidates have to pass the main filter test of an ATS to reach a recruiter!!! Well, the answer is YES.
Let’s take this example. I happened to search for professionals working on Datastage on Naukri. I used the keyword “DataStage” and there are 14251 resumes. And when I used the keyword “Data Stage” there were 15235 resumes. Now you would ask why I used space between data and stage!! Well, because candidates have used it. So, will ATS rejects 15235 resumes just because they used space!!! Food for thought!! PS: Every sourcer / recruiter has a different style of searching resumes using keywords. This is where candidates might have to be careful what keywords to be used.
I understand that no system is perfect and one needs to make some changes here and there. But losing out resumes is not an option. Resume Parsing will surely save time, but you don’t want to end up losing good candidates, just because the system only knows DataStage and not Data Stage.
Looking forward to your views on the term “Resume Parsing” and on how it can help the recruiter, sourcers and candidates.
Dear Recruiter’s, how many times have you heard this famous line!!! Well, most of the recruiters might have heard it at least a few times, if not more. So what does this mean!! Who is responsible!! What are the impacts!! Loads of questions right!!! Well, through this post just thought to highlight this statement and the hidden meaning behind it. PS: Not here to point fingers, but just to understand the real reason behind this famous statement. You are at your work station, and suddenly a Delivery Manager comes and shouts “Who hired XYX, he is a bad hire”. So what will be your reaction!! Well, it depends on how you manage it. At times you can just say with a smile, we both have hired him. Jokes apart, we need to find out the real reason behind this statement.
So what do you think can be the reasons!! Let’s take a look at it.
- Employee joins your organization, and the very next day he is working on a project / client place. So in such cases employee is not briefed, no formal detailed induction, no breathing space etc. Hence it is bound to happen that they will have a tough time to adjust to a new environment. Will you term this employee as Bad Hire!!!
- Many a times it is noticed that once the employee joins, the manager hardly meet them. We understand that everyone is busy and working under tight deadlines, but this very person or employees is the reason that the project will run. The organization will earn revenue (Dollars). Is it not worth spending some quality time with them!!! Food for thought.
- Employees who are placed at client location often face some challenges, hence one needs to ensure that you hear to their issues. Again not all issues can be solved, but you can at least hear them out.
- Often have heard and seen clashes between Line Managers and HR teams. In case of Bad Hire the blame game starts. If you agree that it takes a team effort to make any company successful, then you need to also agree that the onus of a so called bad hire lies with both the parties.
- Somehow I feel it’s a Fashion statement to use the term “Bad Hire”. Don’t forget that the person who you have hired, was working in some organization, and was being paid for it. He might find it tough to adjust or work as per your style or needs. But this does not mean that employee is a Bad Hire.
- Top Management will surely argue the cost of a Bad Hire. Well, I completely agree, but in that case also many stake holders are involved to take a hiring decision. Right from Delivery Managers, VP’s, Head of Functions etc. So who is responsible!!
- Some of you might say that let’s change the word from Bad Hire to Wrong Hire, well, that will not help. We need to change the way we look and treat such resources.
- Often it is said that an HR needs to wear a Business Hat!! How about a Line Manager / Delivery Manager wearing a hat of an HR!!! What say!!!
So have you come across this situation!! How did you tackle it!! Do you agree with the term Bad Hire!!! Looking forward to your views, suggestions and feedback regarding this post.
You can also connect with me on Twitter