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How can HR folks leverage GIF’s to communicate with candidates?
#DIDYOUKNOW : The Graphics Interchange Format, better known by its acronym GIF (/dʒɪf/ JIF or /ɡɪf/ GHIF), is a bitmap image format that was developed by a team at the bulletin board service (BBS) provider CompuServe led by American computer scientist Steve Wilhite on June 15, 1987. It has since come into widespread usage on the World Wide Web due to its wide support and portability.
No doubt they are popular, no doubt we use it regularly while communicating with our friends. Recently my friend Ashish Peshave tweeted that LinkedIn has added GIF in the message box. Hence thought of writing this blog post. Thanks Buddy for the news 🙂
So coming back to the question… can HR folks leverage GIF’s to communicate with candidates? You might think “Why on earth would a candidates like to see a GIF from HR?” Time to walk the talk. Out Hiring Champs at Tieto have created a series of GIF’s around various Domains that they are hiring for. Hence these creative GIF’s were shared with the prospective candidates and also on Corporate Social Media Channels. And guess what; also to the once which have been offered. Yes, you read it right. Offered Candidates.
The Impact: Most of them replied back thanking the recruiter for sharing information about the areas, domains, skills etc they will be working on. This helped them to also share it with their friends who were working on similar domain/ skills.
Advantage:
- Short Duration has a positive impact – 20 – 30 seconds
- Easy to share (Not a heavy file)
- Can be shared via Whatsapp (Biggest advantage)
So, can HR folks leverage GIF’s? The straight answer is YES. This is just one of the example of how GIF’s can be leveraged by HR folks. Here are few more examples:
- A GIF can be sent to Drop Out Candidates
- Alumni (Ex- Employees)
- Prospective Candidates
- Thank you note to walk-in candidates
- Key HR policies to be converted in GIF’s for employees / external candidates
- And the list is endless…..
It all depends how who and what messaging you want to convey via GIF’s.
Here are the few GIF’s for external communication:
Do you want to work with a company that both challenges and cares? https://goo.gl/nEUnSi
Tieto is the leading healthcare and welfare IT provider in the Nordics, with over 40 years of Nordic well-being expertise : https://goo.gl/73rdRL
#DidYouKnow Tieto is #1 cloud service provider in the Nordics : https://goo.gl/rGHcNN
Looking forward to your views around probably a new way to communicate. What say?
Regards
Rambling Recruiter
All about #TechHR16 in 140 characters
“If you can’t explain it simply, you don’t understand it well enough” ~ Albert Einstein
“If you can’t explain in 140 characters, you don’t understand it well enough” ~ Kunjal Kamdar
It was time for the 3rd edition of TechHR and time to meet, learn and connect with the Who’s Who of the HR community. PeopleMatters as always managed to bring in amazing speakers, topics and provide a common learning platform for HR folks. Considering we all have a short attention span (Reading too); following are the tweets aka 140 Characters.
Here you go:
Hope this collection of tweets might help you gain some interesting insights from the world of TechHR. In case you are on Twitter, you can also connect with the speakers in 140 characters right here : goo.gl/uYtxnJ
Looking forward to your views, comments and thoughts around TechHR16.
Regards
Rambling Recruiter
Three Topics!!! One Blog!! Thanks to Power of 140 characters.
Power of 140 characters 🙂 Just tweeted this on Twitter “Any topics that u have in mind related to #Hiring #Recruitment #Candidates!!! Planning to write a post on it. Suggestions are welcomed 🙂” and there you go, had 3 topics within seconds on which I could write. Thanks to @bubbly_ank , @SinhViveck and @RajeshMTHRG for suggesting 3 interesting topics. Well, following is a small attempt to cover these topics. Also looking forward to your views on it.
So let’s look at Topic Number 1 (Suggested by @bubbly_ank ) – Will recruiters ever recruit through a twitter interview? 😉
Well, this surely is an interesting topic to think about and surely write about. To be honest, a few recruiters have started looking at bios of prospective candidates. Also candidates have started to realize the importance of using keywords in their bio. What is a Twitter Bio!! Well, you can read about it in my previous post too. So will recruiters ever recruit through a twitter interview!! It is difficult to say it right now. But Recruiters and Candidates both need to use it to their strength. Recorded Interview Questions is a new trend in which Interview Panels record set of questions and candidates answers it and send the clippings. Based on which the panel can view and review the recording and then decide. Most of you might not be comfortable with this process of conducting an interview. But this too might be a new trend.
Well, did you know that last year, a select group of engineer and designer candidates skipped the traditional interview process to walk a wooded trail with Mark Zuckerberg. You can also check the post here – HR Perspective: New Interview Trends .So, you never know, anything is possible.
Topic Number 2 (Suggested by @SinhViveck ) – #Interviewpreparation#DosnDonts#Candidates
A lot has been written about this topic, but would like to add some of my personal experiences during conducting interviews. Candidates most of the times do not research about the company before going for an interview. This is the most common mistake. Candidates do have the Power of Social Media where they can get all the information about the companies. I can understand they might not visit the company website, but they can surely visit Company Facebook, LinkedIn, Twitter accounts!! Right!! To take things further, candidates can also visit the Interviewers LinkedIn profile, if they know who is going to conduct the interview. Interesting, right!! Being prepared is half the battle won.
Topic Number 3 (Suggested by @RajeshMTHRG ) – How about the strangest/ funniest hiring experiences? 🙂
Well talking about strangest hiring experiences in general would be “Some of the Delivery Managers want a Rocket Scientist, they want tall, dark, handsome, blue eyed, brown hair candidate, who can join ASAP and at a lesser cost. For those in the recruitment business will surely understand this term. I have nothing against them, but at times one has to be realistic too. So much so for the strangest / funniest hiring experience.
So, hope you enjoyed these 3 interesting topics. Looking forward to your views on these topics too. Would be interesting to know your perspective. Would be more than happy to learn from all you readers out there.
Regards
Would you hire candidates with 60/ 90 days notice period!!
Well this question might not seem right, as everyone has the right to apply for a job, and every employer must not ideally ignore candidates with 60/90 days notice period. But does this actually happen in the real world!! Let’s try to find out the concept of hiring or not hiring resources with a higher notice period. For those recruiters who are hiring in Western countries might not have to worry about this scenario, as the Notice Periods are very rarely more than 30-45days. They believe in the concept of having shorter duration of Notice Period for employees. But for those recruiters hiring in India, they have to face the issue of 60 / 90 days policy.
So what is wrong in hiring professionals with 60 / 90 days notice period? Well, to be honest there is nothing wrong in hiring them. So what is the real issue? Who decides to avoid candidates with higher notice periods? The answer is not that simple, so let’s dig out some of those reasons. Let’s take a real life situation, a recruiter needs to hire Vanilla Skills (Java / Mainframe, Manual Testing professionals), So given an option, will the recruiter go for candidates whose Notice Period is 60/90 days? I guess most of you might say NO. Do you have a reason for that? Recruiters might end up saying that the Delivery / Management team need resources as early as possible. Hence we end up looking for candidates who can join in 30-45 days max. There are some exceptions where they need resources ASAP. But at the end of the day, this is business, company wants to bill the resources ASAP and earn profits.
So does this mean the candidates with higher notice period might lose on opportunities? Hmmm… Well the answers is YES and NO. Again it depends on what skills you are working on. To take an example, niche skills such as FlexCube, Vision Plus (Some might say that it’s no more a Niche Skill), TransactSM, Business Analysts, CRM etc are available in companies with 60 / 90 days notice. So in such cases recruiters can’t ignore these candidates. So do you think this is fair? Candidates might not agree with this distinction, and might call it unfair practice. But…. this is the reality. Many a times have heard candidate saying, “I want to look for a new opportunity, but can’t join early as NP is 60/90 days”. Again to make things worse, companies are not ready to release their resources even with a buy out option. Strange, but true.
So what you think about this situation? Are recruiters right / wrong in avoiding candidates with higher notice period? Looking forward to your opinion and views on this topic.
Regards
Rambling Recruiter
ramblingrecruiter