Posts Tagged ‘recruitment’
Tech hiring is hot. Tech hiring is hard. Tech jobs pay well.
According to the U.S. Bureau of Labor Statistics, tech unemployment is 3.5 vs. 8.2 for rest of economy. This means its hard to find tech people, increasing pay may be a carrot to get people to move, but there are other factors you should consider besides play that can add value to your offer. Plus, employees just focused on pay will drop you on a dime for more money.
Rethink how you attract/retain tech talent. Provide more interesting or challenging projects (I.e. Cloud, Mobile, iPhone, Android, etc). Training/certification and reimbursement is attractive. Provide more responsibility. Bigger Title don’t cost nothing. Allow remote work option, results is what counts… How about office perks? Work-‐life balance? What’s your employer brand strategy? Demonstrate that tech is integrated into the company’s core business strategy.
Here’s a look at the tech hiring landscape thanks to several recent Dice.com surveys.
Top tech hiring priorities for 2012 for employers:
1. Java/J2EE Developers
2. Software Developers/Engineers
3. Mobile Developers
4. .NET Developers
5. Project Managers
6. Web Developers
7. Systems Engineers/Administrators
8. Network Engineers/Administrators
9. SAP Professionals
10. Business Analysts
new report from Dice.com.
3 fastest growing cites in tech
Raleigh +50%
Richmond +40%
Houston + 37%
Fastest growing tech skills
Tech salaries are on the Rise
Six–‐figure tech job Titles
Six-‐figure tech skills
The Other Guys. A NYC police action- comedy starring Will Ferrell and Mark Wahlberg, makes its ways into theaters this weekend. The trailer is LOL – but that’s not what alerted me to the movie in the first place. What did, is an extremely clever marketing tool in the form of a faux recruitment video for the NYPD.
The recruitment video can be found- no surprises here- on Ferrell’s comedy website, Funny or Die. Go ahead, watch it, and you’ll actually learn a lot about the power of a good corporate recruitment video. If your boss walks by and catches you laughing, blame it on me. Link to video with some FU cussing.
What’s so interesting about this “recruitment” video is it signifies the true arrival of the internet corporate recruitment video, Hollywood style. Bully to Will Ferrell for that. The pure mockery of it means this: if you don’t have recruitment videos on your website, your company is a dinosaur. Recruitment videos are part of mainstream culture now- and job seekers, especially the coveted Millennials, expect to see them. And if you do have recruiting videos, but they’re old fashioned- you should remove them instantly.
What exactly can you learn from Ferrell’s recruitment video? A lot- but mostly what not to do. For example, don’t use scripts, and definitely don’t use actors, unless of course, they are A-listers. Scripting is just so- ancient. Script= tune out. You might as well put a huge banner up that says “Do NOT work for our company.” So while a good script may please HR folks immensely, if the video actually hurts your employment brand, pushes away the right candidate, provides a negative ROI, do you think the boss (hiring manager or CEO) will be happy??
That brings up another lesson from Ferrell’s video. A good recruitment video is first and foremost, a marketing vehicle for your company (in his case, his movie). A great one is really a commercial that could appear anywhere on your corporate website – not just its recruiting pages. While HR deals with the nuts and bolts of hiring and everyday personnel issues, there is a world of difference between those processes and making an effective recruiting video. A video is not a brochure- it is its own art form requiring the expertise of video professionals. HR should be involved in the process- but if they try and control the process, you’ll end up with the wrong kind of video. The kind no one watches. I’ve had clients that have come to me to distribute and VSEO (Video Search Engine Optimization) their corporate speak video, I recommended redoing the video. They’ve given several excuses for sticking with the bad video. 95% of the time those corporate speak under deliver substantially.
One last video lesson here. Humor is effective. Loosen up. The buttoned-up, corporate, voice- over thing is from the Ice Age. Here’s how you know if you need help. Watch your company’s recruitment video. If it opens like this: twangy elevator music, wide shots of your company headquarters, dissolve to corporate logo, with a deep masculine voice booming “Our company, located in Memphis Tennessee, is home to more than 500 employees. The 6 story building includes more than 100,000 square feet of office space…. “
Kill the link immediately! You are not only not attracting people, you are repelling them. I’ve had enough of this thinking that any video will do, no strategic alignment to your companies recruitment goals, that my internal video Media Services team can do it, that I know a video guy that does “video,” that it’s too expensive, etc. I’m going to the movies tonight.
@ErnsTweets www.careercorner.tv
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I’m getting excited about the NACE National Conference next week. I’ll be talking about how video and social media has become a game changer for recruitment. Below is the full description of the presentation. I’ve also posted the presentaition time, location and some other information.
Presenation Description: Video, combined with the Internet, is a game-changer for recruiting. Used together they create a better candidate experience and raise the likelihood of a better hire. Video is particularly effective in campus recruitment and attractive to Gen Y (and soon Gen Z).
Gen Y is an avid user of video and expects to be marketed to, taught, entertained, and recruited by video. Camille D., a recent grad said it best “Video gave me a look inside the job before I actually started, it was SO effective. I just graduated from college in May 09, and that is definitely something I liked to see on my employer’s career page when I applied.”
We live in a world of pictures, movies, and sound. The printed word is being replaced and expanded by cheap, easy access to video websites like YouTube, Veoh.com and others.
Video can be used in about a dozen different ways in recruitment, come learn how-to, best practices and next practices.
| Learning Objectives: | Describe the benefits to be gained by participants in your session. Be as specific as possible. Indicate at least two skills, knowledge, or procedures that attendees will take away from the session. You can list objectives as endings to the following sentence: At the end of this session, participants will be able to…
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SAMPLE EXAMPLE that will be in my presentation:
Company: Schlumberger, an 80,000 employee oilfield services company.
Their Challenge: Getting and finding hard to fill Field Engineers to apply.
Solution: Schlumberger distributed their career videos and optimized them for search engines. Click on these links to see several of the sites that videos are on: (prior to this strategy, a search for “field engineer” on search engines and our video network produced NO Schlumberger results).
- http://careers.slb.com/en/recentgraduates.aspx (Schlumberger Career Fields and Their People)
- http://www.blinkx.com/videos/field+engineer (video search engine, results from many different sites)
- http://tinyurl.com/kvfx96 (YouTube search)
- http://tinyurl.com/ns9ldj (Metacafe search)
- http://tinyurl.com/m9h95d (Google search)
- http://tinyurl.com/l3xcfo (Bing Search)
- http://tinyurl.com/mmmwzn (Yahoo search)
- http://studentcenter.ja.org/Careers/JobVideos (do a search for Field Engineer)
- http://shaleblog.com/category/videos-about-shale/ (example of video being shared and embedded “virally”)
Results: SLB field engineers profiles have been views over 90,000 times and are now the #1 search result and we are getting around an 11% click through rate (Engineers are being sent to http://www.tinyurl.com/SLBengineers apply for jobs).
Presnation Details:
- Date: Wednesday, June 02, 2010
- Time: 10:30-11:45am
- Room: Crystal Ballroom C
New at the Conference: Career Corner Digital will be unvieling in private beta just for NACE attendees a new social recruitng career exploration and social job search site for college recruitment. Career Corner will be at Booth # 720 in the Exhibit Hall.
Learning Showcase: If you can’t make it to the booth, Career Corner will be running a product learning showcase on Wednesday June 2nd at 5:30 pm in Room: Crystal E. Check teh conference program book for more details.
Twitter is bursting at the seams in terms of unique visitors, subscriber growth, buzz, VC financing and valuation. TechCrunch published reports that Twitter had projections of 1 Billion users by 2013. The thing that many question, is the revenue model, which Twitter apparently doesn’t have or is not revealing.
Many Twitter outsiders have speculated about the revenue model. Only C-level Twitter insiders or an active VC investors know the most likely revenue model. Fred Wilson, who’s Union Square Ventures VC invested early in Twitter, will be speaking at the #Social Recruiting Summit in NYC and he published a some of his talking points in a blog. In the comments posted in that blog, Fred writes “twitter can copy indeed’s model there can be free/organic and there can be ways to amplify by paying.” He was referring to indeed.com’s sponsored links and jobs (similar to the traditional SEM model). Fred does say “can” and there is a big difference between “can” and “will.” Time will tell……
I’ll be at #Social Recruiting Summit and the Pre-Social Recruiting Summit Tweetup, if any news develops I’ll post a comment here. I believe there are still a couple spots available if you wish to attend either event….
I came across this “funny” video. Role reversal, this could be SNL, Late Night TV material!
BNSF Railway recently showed how they offer great jobs for high school and college graduates. Leveraging Career Corner Digital’s creative services, BNSF provides an authentic glimpse into some of the careers at BNSF Railway. See the article below and click the video icon to watch those profiles.
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