I have been writing. Yesterday, I set up a new Google+ page called The BlueBook of Happiness, and it will have the same kind of content and direction of the tumblr page of the same name. Go look for both! Now if only I could get over the mental hurdle of publishing the Facebook page.
The good folks at the Harvard Business Review are providing some good content, despite the productivity wasteland known as December. This morning's offering is no exception. Jeanne C. Meister serves up a good helping of holiday food for thought in "Make Sure Your Dream Company Can Find You," available here.
If you understand the tools companies are using to find good candidates, Meister says, you can manage your online and social media presence to bring those companies to you.
1. People Analytics. Smart new businesses are reinventing the recruitment process. Meister notes that these companies are "blending data from social media sites to create profiles of coders, programmers and software engineers so that companies hoping to hire can search for candidates that have the skills they desire."
(NOTE: Clients have been doing this since before the Interweb started, using referrals and then search engines to find lawyers by typing in their problems.)
Meister notes that Rackspace used "people analytics" to find its newest employees: "This approach to recruitment is creating a new technical world order where job applicants are found and evaluated by their merits and contributions, rather than by how well they sell themselves in an interview."
I got recruited to teach LSAT courses for Kaplan through my Linked In profile. It can happen.
2. Got an app for that? Sodexo and other giants are using mobile technology to find their next generation of workers. This puts job descriptions and company information at candidate's fingertips. Given that some applicants do their research about 15 minutes before the interview, companies with mobile job boards are more likely to catch (and keep) the attention of good candidates.
3. MOOCs. I have never given MOOCs (Massive Open Online Courses) a thought as a recruiting tool. But companies are creating online courses to seek out likely new recruits. For instance, companies who want to capitalize on game technology are watching and recruiting from graduates of a MOOC called MakeGamesWith.us. Why? Graduates know how to build an iPhone game. Other companies are using MOOCs as recruiting and advertising, according to Meister.
Meister concludes with encouraging words, and an interesting proposition:
As companies move to actively seeking out prospective new hires, giving these targeted talent communities special access to webinars, announcements of new job openings, and email invitations to engage with the company, job seekers need to reciprocate.
We’ve all been warned about how our online behavior can negatively affect job prospects, but now you also need to think about how to build your personal brand, publicize your skills, and connect with the companies you might want to work for.
The next time you’re on your favorite social networking site, seek out employers you hope to work for one day. Build an online relationship with them now so they can find you later. Visit the company blog, like its Facebook page, join its Google+ page, watch its videos on YouTube, and follow the firm on LinkedIn, Instagram, and Vine.
Make 2014 the year you become visible to your dream employer. After all, you may be just the person they’re looking for. (Emphasis added.)