Blog Archives

World’s biggest Social Media Statistics of Pharma Companies

Confession time!!!! Just like the previous blog about Banks, had to wait for 365 days to come up with this blog too. Had made a small attempt to capture the social media statistics of Pharma companies last year (2015). And here we are exactly a year later to explore the Statistics .

So before you get into the data part, would like to thank the Digital Marketing, HR, Talent Acquisition and Corporate Marketing teams of all these companies who have created an impact on their customers, clients and candidates via their social sites. So keep it going and keep inspiring.

So enough of Talking, let’s look at the DATA!!!! (We are all so obsessed with Data)

Presenting World’s biggest Social Media Statistics of Pharma Companies”

pharma

Few Key takeaways:

  • 66% of these Pharma companies have a dedicate careers tab on their LinkedIn Company Page
  • Glenmark has managed to create 52% increase (Likes) on their as Facebook Page
  • Dr Reddy’s Laboratories has the highest increase in Twitter Followers as compared to 2015 ie 36%
  • Sun Pharma has seen an increase in LinkedIn followers ie 36% rise as compared to 2015
  • Till 2015, Zydus Group did not have a dedicated Twitter account. This year they have reached 554 followers
  • Pfizer and Dr Reddy’s Laboratories have seen an good increase on their YouTube Channel in terms of subscribers ie 47% and 65% respectively

Looking forward to your views and comments on this blog post.

Regards

Rambling Recruiter

#TASCON16 in 140 characters!!!!

It’s tough to express all about #TASCON16 in words. You got to attend it for sure 🙂

 Sourcing Adda and team have yet again proved that they are India’s Premier Conference that is dedicated for TA and Sourcing folks. It’s an amazing community of like minded and passionate Hiring folks that are making a difference and creating the next set of TA and Sourcing Champions.

As the title suggests #TASCON in 140 characters, I will not take much of your time and come straight to the point. It was 2nd year of #TASCON and I was fortunate enough to attend it this year too. It had amazing line up of speakers and topics. Let’s take a look at a collection of tweets that contain amazing insights around the topics that TA and Sourcing folks would be interested in.

Tascon1 Tascon2 Tascon3 Tascon4 Tascon5 Tascon6 Tascon7

Well, I hope these tweets would surely help us all to make the most of the amazing insights shared at #TASCON16. I am sure by now you might want to connect with these amazing Sourcing Folks. So what are you waiting for!!! Go ahead and connect with them and make the most. You can also know more about the speakers right here : http://tascon.in/

So, go ahead, explore these amazing tips and tricks and stay connected 🙂

PS: Already looking forward to #TASCON17 😉

Regards

Rambling Recruiter

 

 

Are we (HR) ready for this Digital Change!!!!

2015 : WhatsApp was the most active social platform in India!!!

2016? Any Guesses!!  

Jan

Does this mean anything for us as HR folks!!! Let’s look at some interesting insights related to India from the latest Digital Report via We Are Social.

a) Facebook is the top most active social platform in India:

Good news for Companies and Recruiters !! There is no doubt that Facebook is an amazing place for companies to showcase their culture, employer branding activities and so on. Recruiters too get an opportunity to connect with prospective candidates (Candidates who may not respond to so called InMails, do respond to FB Messages) Surprised? Do try it 🙂 

b) India with population of 1319 million has 1012 million mobile Connections:

Mobile is the future!!! We have been hearing this since long, right!! Well, it’s time for us to make the most of this. Companies which have invested in making their Careers Sites Mobile friendly, will have early advantage. This is also a great opportunity for HR folks to also work closely with IT teams to develop Mobile Apps for Internal and External folks.

c) On an average we spend 4 hours 22 mins on Internet via PC / Tablet and 3 hours 7 mins via Mobile:

Companies will have to analyze this and work on policies that will help employees to make the most of Social Media Channels at work. Some companies have already taken the lead and have provided Social Media access to their employees. Employees are your brand ambassadors and we must encourage them to share relevant company news and events.

d) 66% folks view web pages via Mobile and 33% via laptops and desktops:

Interesting insights for companies to work on their Digital Marketing Strategy. This will also help them to work on content that is relevant to the specific Digital Channels. Companies need to keep a balance between various channels that will help the audience to consume relevant information.

Would be happy to know your views on these insights. In case you want to check the complete Digital Report, you can explore it right here :

Digital in 2016 by @eskimon : http://goo.gl/kj4Ahh

Regards

Rambling Recruiter

Social Media + Banks = Amazing Combination

Banking!!! There was a time when people used to visit banks (We still do) But the frequency has reduced drastically. Thanks to Technology. We are all digitally connected with our Banks. To make things even more interesting, there have been some amazing Social Media Campaigns via Banks and have got us engaged. Example : Hashtag Banking, Transfer your funds via Twitter and so on.

The following blog is a small effort to showcase the Social Channels that these banks are leveraging to help us get the best customer experience and also to tap the talent for their hiring needs. Based on the previous post “Big Big Opportunity for Pharma Companies!!! Social Media Presence!!! ” it was a similar amazing learning experience and gained insights while conducting research of these Banks Social Media Presence. Example : Some banks have a Pinterest and Instagram Account. Isn’t that interesting!!! 

So enough of Talking, let’s look at the DATA!!!! (We are all so obsessed with Data)

Bank

Bank1

So, hope via this Data you might have been able to get amazing insights around leveraging Social Media. It’s not a rocket Science, all we need to understand our Target Audience / Customers / Candidates and then work on a Social Media Strategy.  

Looking forward to your views, inputs and suggestions on this data.

Regards

Rambling Recruiter

Importance of Facebook Recruiting!!

Candy Crush!! Photos!!! Like!!

There is more to Facebook than what we all think. Everyone is one Facebook, Yes almost everyone. Let’s take a look at some data:

  • Facebook has more profiles than Any Job Portal and LinkedIn too.

  • Facebook has around 1.3 + billion accounts. This is where many say “So what’s in it for me”

  • Well, 108+ million People in India are on Facebook

  • Mumbai has 6+ million / Delhi 8+ million, Pune 3.6 million, Bangalore 4.4 million, Ahmedabad 1.4 million users

So after this data, would like to ask recruiters “Are you searching candidates via Facebook” If yes, great, if no – its never too late…start it 🙂

Following is a video that talks about Importance of Facebook Recruiting!! This show is done by Rakshita Dwivedi. Looking forward to your views on how you are using Facebook for Hiring.

Regards

Rambling Recruiter

Have you identified your Social Media Ambassadors!!

Your Company has a Facebook Page! Twitter Handle! LinkedIn Company Page! If your answer is YES, then the following question is for you. Have you identified your Social Media Ambassadors!! Who are they? Where do they work? Loads of Questions, right. Let’s make it easy. Now a days almost every company is on LinkedIn, Facebook and Twitter. They would like to increase their presence and increase their followers on Social Media Channels. Nothing wrong in that. They are all trying hard to build their social network. But are they forgetting something? 

Yes you guessed it right. They missing out on their very own Brand Ambassadors on Social Media. Every company has a set of Social Media Ambassadors who have good amount of followers and are great influencer’s within their network. Yes, you read it right, every company has such employees. So have companies tried to identify them and make the most of their network? Well, some have, but most are still clueless about where they are and how to encourage them to promote their own company on Social Media Channels. 

Inline image 1

It it one thing to create a Company Twitter Account and other thing to promote it. Do you know how many in your company are on Twitter? I bet most of them will not have an answer. It’s important to build your internal network first and encourage your employees to embrace such powerful social channels. Companies need to train them, engage them and nurture them to use Social Channels. Then they need to identify top influencer’s from them and slowly develop them into their Social Media Ambassadors.

Companies have also created multiple Facebook Pages, but are these pages talking to each other? Are they even following each other? In this case too, companies must promote their Facebook Pages Internally and then encourage them to share relevant content within their networks. As every employee has his/her strong network on social channels. And companies must make the most of it. 

LinkedIn is a channel where we by default mention our Company name and our designation. So is there a way we can ask all our employees on LinkedIn to share important links in their company sections, add videos, careers website url’s on their profile? Companies must realize that charity begins at home. In other word, promotion begins from internal networks and then one can go all out externally. 

So have you identified your Social Media Ambassadors? 

Looking forward to your views on the following topic.

Regards

Rambling Recruiter

Naukri vs LinkedIn Company Pages!!!

Naukri vs LinkedIn!!! Come on, you must be kidding. Naukri has 35 million + users and LinkedIn India has close to 20+ million users. So how can you think of even comparing it? Hang on. Hold on to your thoughts. Naukri is a well know Job Portal and LinkedIn is….not a Job Portal as many would claim. Okay, it’s known as a Professional Networking Site. So, let’s get back to the topic – Naukri vs LinkedIn Company Pages!!!

You might have seen LinkedIn Company Pages, and might have also explored it. Right!! It does contain HOME > CAREERS > PRODUCTS & SERVICES sections.  Let’s take a look at what Naukri Company Pages have to offer. Naukri likes to call it as ” Naukri Corporate Micro-Site” It does include :

– Home > About Us > Jobs > People > Events & News > Fresher Hiring > Visit Us > Facebook & Twitter Real Time updates > Corporate Videos Section.

Hang on, do they actually have all this on Company Page!!! Wait there is more. They also have 5 running banners on the home screen. So how many of these sections does LinkedIn Company Page have!!! Again, many would still say that LinkedIn is different, the purpose is different and so on. Right!! We are simply comparing the Company Page Sections.

I think LinkedIn must ideally provide Running Banners and  Twitter & Facebook Real Time updates. Well, I understand that if they do, it will come with cost. Nothing comes free. Did you know that Naukri provides this Corporate Micro Site Free of Cost!!! You must be kidding!! They do give this service with the current package that you have.

Enough of talking, lets look at some examples of what we are talking about here :

1) LinkedIn Comnpany Page Example – http://goo.gl/8TsF2y

LinkedIn_Page

2) Naukri Company Page  Example –  http://goo.gl/NJtjUw

Naukri_Page_IBM

Naukri_Page

So which Page would you like to visit!! Which Company Page would you like the Candidates to visit!! You are free to pick any one of it. The whole idea was not to force you to choose a Company Page, but to show which are things that one can have in a Company Page. PS: LinkedIn, are you listening!!! 

Looking forward to your views and feedback about this interesting topic. Naukri vs LinkedIn Company Pages!!!

Regards

Rambling Recruiter

Ways to bring down cost per hire!!!

Million Dollar Question!! Right!! Well, companies are trying their best to find the right answer to this question. To be honest, there is no right or wrong answer. It normally depends on how companies approach this question. The reason why I was tempted to write a blog on this particular topic was – People Matters & CareerBuilder Blog Competition ” So Rambling Recruiter is all set to put-forth some points that might help companies to bring down the cost.

Job Description: Normally this is the one aspect that most of us take for granted. We often don’t give it the right weight-age that it deserves. This is where things can go wrong and you end up hiring the wrong candidate and then you need to put in extra time, efforts and money to hire the right person. This is the first step of recruitment, no matter which company you work for. Right, Complete and Detailed JD will give the hiring managers, sourcers and recruiters the confidence to hire the right fit. There has been lot of talk about Cost of Bad Hire. Well, you can read more about Bad Hires in my previous post.

Cost Per Hire

Right Channel: Job Portal, Vendors, Employee Referrals, Social Media. These are some of the major channels that are being used to hire resources. Most of the companies try to reduce the dependency on external agencies ie Vendors. Job Portals are still the best and ideal way to hire in Indian context. For example, on an average companies pay close to 10lac per year to a job portal to access its database and for job postings. So now you can reverse calculate money saved in a year. Some companies pay 20-40 lac to LinkedIn to do the same. But the target audience is different. (Leadership Roles). Still companies can breakeven. Interesting right!!! For those companies who do not want to pay huge sums, normally go for channels such as Employee Referrals and to some extent Social Media. Some might say that Employee Referral does involve cost, well, it does. But you are motivating your own employee to refer their friends. So they are your brand ambassadors.

Employer Branding: I believe every employee is a Brand Ambassador of your company. Imagine each one of them posts current job opening on their LinkedIn Status, Facebook Page, Twitter etc!!! If an organization has 500 or 5000 employees, imagine the reach that it will have!!! Does it involve cost!!!! NO. All you need to do is encourage your employee and make them feel special. Employees must also feel that it is their own company and must be proud of sharing news, information and spread a word in the online and offline world “They are proud to work here” or “They enjoy working here” The day this happens, well, the results will be just amazing.

Well, just had these 3 things in mind. Did not want to include big jargon’s and sound impractical. These are things that can be followed no matter if you have 100 employees or 10000. The biggest assets for any company are its employees. So they need to find a way to make them feel special. This is not just the job of an HR, but of every employee working in the organization.

Rambling Recruiter is looking forward to your views, reviews, feedback on this particular topic.

Regards

Rambling Recruiter

Twitter

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.

Twitter_Cat

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.

Twitter

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

Rambling Recruiter
Twitter | LinkedIn 

National HRD Seminar on “HR & Social Media – What more can you do?” – Flashback

I was fortunate enough to attend an Interesting Seminar organized by NHRD Mumbai Chapter about “HR & Social Media – What more can you do?”. There were 16 eminent speakers who are all set to share their views on the topic of HR and Social Media. Well, gone are the days when people used to debate about Social Media’s Power and question it. Now the focus is moving towards how can companies, brands and individuals make the most of it. Coming back to the Seminar, the Session was divided in four sections. Each section had 3 speakers and one chairperson moderating the discussions.

Normally one would assume Manufacturing Companies to be a bit soft about Social Media. But that was not that case when Mr Prince Augustin – AVP, Mahindra & Mahindra started sharing about how Mahindra is working on Employer Branding. The Buzz word during this session was “MahindraRise”, and how their organization encourages innovation and creativity. He also spoke about their interesting page on Facebook – “Mahindra War Room“. For recruiters War Room is all about meetings, numbers, weekend drives. Anyways jokes apart, it was interesting to find out that an Auto Company being active on Social Networking Sites. Here is an interesting video about Mahindra – Employee Value Proposition.

Social_Media

The next speaker Mr.Rajan Sinha, CEO of My Parichay did end up creating a lot of debate when he mentioned “60% of Job Seekers are only on Facebook” and “65% of folks likely to use FB over LinkedIn for the next job search”. Well, may be the Facebook thing works for a certain companies, and for some it does not. Well the debate can go on and on. Soon the discussion got a bit interesting when Statistics took over the discussion. 15 million, 10 million, the numbers were just zipping across the room. But all said and done, it’s not only about the numbers, it’s also about which Social Networking Platform works for you and how you use it to engage with your customers.

The next speaker was an Entrepreneur, a Social Media Consultant, a Blogger aka 27 yrs old Rajiv Dingra . He took the session to a whole new level when he said “Brands can’t broadcast anymore. You have to be ready to engage, converse and LISTEN”. This was good enough to make the audience clap and wait for more such interesting statements. The next one was “Social Media being just another medium to create Employer Brand” Well I completely agree with this. Social Media cannot be a solution to all your problems. He also spoke about Power of Youtube and how Companies can make the most of it.

The next set of panellist were also power-packed, which included the likes of Gautam Ghosh – Social Business and HR Consultant , Anand Pillai – Chief Learning Officer, Reliance and K Sudeep – Head Talent Acquisition, TCS.  Anand Pillai mentioned an interesting quote “In today’s world none of us can have a private life'” Well, this is so true. Facebook is a place where we wish our friends, share B’day pics, party pics and the list is endless. He mentioned some interesting things such as “The next stage is also about getting into structured collaboration using social media” and “It’s not just about retweeting, but about how people are building a conversation”. Soon after this K Sudeep shared an interesting stuff from TCS’s campus connect platform. He mentioned that “Transparency is key when it comes to Campus Connect programs”. Soon it was time for  Gautam Ghosh to take over the discussion. He spoke about changing embedded behaviours to embrace the connected, networked world. He did also share about how Capgemini uses #Yammer. It was good to hear a lot of discussion about Yammer at the Seminar and how companies are using it. Gautam soon spoke about the famous Dell Hell story, how IBM and CTS are encouraging internal blogging and how information is being shared within the company. And finally he also spoke about how Coursera is evolving careers and how they are into providing training sessions.. FREE.

SocialMedia

In the third session, Indraneel Ganguli – Sr VP- Marketing & Communications, Mahindra Satyam spoke about how they managed to rise back after the fall of Satyam as a Brand. He also mentioned about their association with FIFA. It was surely a proud moment to see an Indian Brand at a Global Sporting Event. He made a valid point “If you know your purpose, you’ll figure out a way to handle Social Media” and “HR doesn’t even sneeze without a framework”. I’m sure that most of you would agree 😉 The next speaker, Colin Mendes spoke about 11 vibrant HR online communities within the TATA. Well the Tata group is connected with its 3300+ HR employees via social technology to enable knowledge sharing, industry practices and communication. The next speaker Hareesh Tibrewala – Joint CEO, Social Wavelength mentioned that we need to learn to tap the collective intelligence of the internal communities. He believes that the onus must be in creating chaos in the organization and Order / structure would emerge from it. Do you agree !! Mr Kamal Karanth, MD of Kelly Services did start with the example of the first social media war between Israel and Gaza. All he was trying to showcase the power of Social Media. Well, I personally dont think that was the best example to quote at this event. Let’s move on 😉

The final session was about “HR re-fresh and Employee Insights through Social Media. Well by this time the audience was bombarded with lots of data and stats. Some of the stats were repeated almost four times (Watch this video – Did you know). Well such things bound to happen during day long sessions. Soon Sarang Brahme from Capgemini was out with some interesting examples as to how Social Media can help HR professionals. He talked about how as an HR you can create a Mood-O-Meter for your employees and about their stint with TechGig.

All in all, although some of the points were repeated during the session, overall it was an amazing seminar. To have 16 industry experts on Social Media at the seminar made the event even more interesting. And to personally meet them and ask questions was even more special. Well, there were many things that one can learn from such sessions, but most important thing is to have passion for Social Media and keep innovating. As always looking forward to your views and feedback about this flashback.

 

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