Did you know that you could blog on Facebook? I (somewhat) knew that but, never really focused on that part of Facebook’s functionality. I guess its because I tend not to think of Facebook that way. And just in case you are scratching your head with a confused Scooby Doo look on your face, I am speaking of Facebook Notes.
According to Facebook…
Notes is a feature that lets you publish what’s on your mind in a full rich format.
This is an example of a Facebook Note in case you are not clear on what one looks like.
To get to Facebook Notes, click on the Notes app in the Facebook lefthand sidebar.
In typical Facebook fashion, you will see all the notes your friends have made in a newsfeed format.
What I like about Facebook Notes is that they can be searched. Of course, said Notes must be made public in order for you to find them. (With Facebook Notes you have the option of making your Notes private or available to a select audience.) Ironically, I did not have much luck searching Facebook Notes on Facebook and had to turn to Google. Check out my search string below.
Among the results, I found a link to this:
If I scroll down to the bottom, I see comments that people have made on the note, who liked the note and who shared the note. Since this note is focused on Cloud Computing, there is a reasonable assumption that these are potential leads that I might want to recruit should I be looking for passive candidates with an interest in Cloud Computing. Make sense?
What I also like about this is that when I look at the profiles of people who have commented, I do not always see where someone works. However, based on a comment, a like or a share, I know they have the potential of being someone I want to recruit and I have a way of reaching out to them. Although, I would most likely seek them out on LinkedIn and connect with them that way. Why? If you send a message to someone on Facebook and you are not connected to them, then it will go the “Other” mailbox which is often overlooked and typically (in my case) filled with spam. (As shown below.) I could of course, pay $1.00 for my message to get in someone’s Facebook inbox, but that can get expensive really quick.
So, what do you think of this approach to Facebook recruiting? Please leave your thoughts in the comments below. Thanks!
Its not often I have love at first sight, but such might be the case with Zoomforth. Have you heard of it? (Its kinda new.) Zoomforth helps you crowdsource content, manage media and build visual stories to share anywhere.
Once I saw the demo, I immediately saw how it could be leveraged to recruit and promote an employment brand.
Let me share with you some of what I thought when I completed the run through (step by step).
Step one: Come up with an idea or an event to rally around. Maybe its a job fair? Maybe its some sort of charitable initiative? Perhaps, its just another day at the office? Whatever the reason, make sure its something that reflects positively on your company and its culture.
Hmm… Just for giggles, let’s say that your company is doing a campaign called, “Cube love” and the focus of the initiative is to get everyone to show off how well they can decorate their workspace. Yeah, that’s plausible.
Step two: Send out a company-wide announcement and get your employees onboard. Ask everyone to take a picture or make a short video centered around their cubicle and the work they do at your company. Set aside one hour (a lunch hour?) to get it done or, set a deadline; whatever works for you.
Step three: Send a follow-up email with instructions on how to upload their entries.
Step four: Once the content is loaded up, simply review and pick out what you would like to be made public. Zoomforth then makes you a page that can be shared with active and passive candidates alike. I suggest adding a link to it inside your email signature. In that way, your company culture promotions are automatic. Make sense?
I really like what I saw in Zoomforth. Its easy, intuitive and there is a free version that you can experiment with. So, why not give it a shot and let me know what you think in the comments below? Thanks!
These insights into HR’s use of social media are among the finding of a new HR Trends survey conducted by BLR’s HR Daily Advisor and sponsored by SuccessFactors. In the survey, HR professionals also share information regarding their current practices for retention and engagement, formal programs for tracking and development, and HR metrics. HR pros also share their thoughts about the status of their HR department with respect to the C-Suite and a “seat at the table.”
For details, click here to download the full survey results.
BLR’s 2013 Social Media Infographic: By HR.BLR.com
Despite multiple warnings and innumerable reports online and elsewhere, some people still do not realize that their online history can get them fired or worse yet, not hired in the first place. For giggles, or just disbelief, do a search for “fired over facebook” or take my “Social Media and Common Sense” challenge cited in the video below.
In any regard, whether you are a job seeker or a recruiter, the following stats on social media, the law and recruiting may prove of interest to you. (1 in 4 Facebook users do not manage their privacy settings. Really?!)