Posts Tagged ‘recruiting’

How to Make a Social Hire [slideshow]

Monday, November 26th, 2012

Hiring’s a Lot Like Gettin’ Hitched! (With a Little Help From Social Media)

Wednesday, October 3rd, 2012
How to Build a Strong Employer Brand Through Social

Guru Careers shows how social media campaigns can impact each stage of the hiring process. Infographic courtesy www.gurucareersnetwork.com.

That sounds great in theory. But it’s sometimes hard for auto dealers to see that process in action. I found a great infographic by Guru Careers Network that shows exactly how social recruiting works. Actually, it’s a lot like looking for a spouse! There are several steps:

1. Implement
Get started by building awareness of your dealership in networks that may have qualified prospects. If you’ve done that, create a “Careers Area,” or unobtrusive ways to engage “passive seekers.”

2. Identify and attract
Attract great potential employees through special social media campaigns. These campaigns show off your benefits, fun corporate culture or key open positions. The infographic shows you examples, such as Facebook ads.

3. Engage
Beyond traditional job postings, social media gives you lots of ways to solidify the relationship with the potential hires you’ve found. For example, you can start conversations about your perks and benefits, show off your cool décor in a video campaign, even join a virtual job fair or tweet about your “career day.”

4. Hire!
Once you’ve “sealed the deal,” and your new employee is active in his/her new role, encourage them to talk about their new job and network on behalf of the dealership. They’re one of your best sources for your next great hire.

So there you have it. That’s how the social media magic can boost the quality of your new hires. If you have any questions, feel free to email me at kcarlson@kpaonline.com.

Marketing Cars & Hiring Applicants – More Similar Than You Think!

Monday, September 17th, 2012
Word-of-mouth networking connects people

Social media helps you find great employees, just like it helps you promote your dealership.

Ever wondered how to improve the quality of your applicants? The very same social media activities that attract customers can be used to attract applicants you really want to hire — not just those that wander in hoping for a job.

Here’s how you can use social networking to recruit great people:

  1.  Maintain a page on your website that shows off your company culture in a compelling way.
  2.  Create a separate web page for each job posting.
  3.  Make some short, engaging videos about the staff at your store.

Without these tools, you can’t leverage one of HR’s most important resources – the person who handles social media at your dealership. Once you have these tools in place, your social media expert (who may become your new best friend) can help you with the following:

  1. Tweet job openings and post them on your Facebook page.
  2. Encourage employees to post open positions on their personal Facebook accounts.

Often, the applicants you want the most are “passive applicants” – those who are not actively searching for a job, but might be persuaded to work for you. So leverage social media to bring your open positions to their attention. Basically, it’s a digital version of “word of mouth marketing.”

While we are on the subject of employees helping you recruit, remember to offer a bonus to any employee who refers a successful new hire. (The new employee must complete 90 days on the job.)

By the way, using your employees to recruit via social media can raise a lot of questions about social media policies and HR-related regulations. If you’d like to talk about that, email me at kcarlson@kpaonline.com.

HR, Heart or Head?

Friday, February 11th, 2011

Is HR a job of the heart or of the mind?    It’s an interesting conundrum that many of us in HR got into it because we wanted to create dynamic and diverse workplaces filled with engaged employees and ended up being the “enforcer” or the ”paper pusher”.  It is  possible to do both- ensure compliance with the rules and regulations and create a place the employees want to work and those objectives are actually complimentary.  HR can make a difference in both the bottom line (no lawsuits and engaged employees improves profits) and in the lives of the employees  by creating and fostering a fair, diverse and motivational workplace.

Need a refresher or some new ideas about how to use both your head and your heart?   Interested in how HR can be the “moral compass” of the company?  Take a look at  Leading With Your Heart. The Society for Human Resources (SHRM) notes “HR professionals will find Leading With Your Heart instrumental in bridging the gap between the idealized expectations of the C-suite and the pressing realities of needing to get the job done at the line manager and local levels”.

Be the first person share your thought on is HR a job for heart or heads or both and I’ll send you a free copy of “Leading With Your Heart”.

About the Authors of Leading With Your Heart

Cari M. Dominguez is the owner of Dominguez & Associates, a management consulting firm that provides selective services in the areas of workforce assessments and diversity evaluations. Dominguez serves on several for profit and nonprofit boards and has numerous professional affiliations. Her public service includes being the former Chair of the Equal Employment Opportunity Commission (EEOC), Director of the Office of Federal Contract Compliance Programs (OFCCP), and Department of Labor’s Assistant Secretary for the Employment Standards Administration. In the private sector she was a partner and director at two international executive search firms and held a number of senior human resources positions with Bank of America, where she had responsibility for EEO, succession planning, executive compensation, and talent development.

Judith (Jude) Sotherlund, president of Sotherlund Consulting, is a corporate consultant and published author. Her public service includes serving as Deputy Assistant Secretary of Labor for Employment Standards and as a Staff Assistant in the Office of Communications at The White House. Private-sector experience includes Vice President of Employment Advisory Services Inc., a senior consultant to the Equal Employment Advisory Council (EEAC), and Director of Communications for the National Committee for Quality Health Care.

Successful Dealer Discusses “Hiring Right”

Wednesday, February 9th, 2011

Hiring the right employee is critical to your businesses success.   Unfortunately many companies treat recruiting and hiring as a necessary evil,  not a key business function,  and do not invest the time and effort to hire right.  Successful Dealer just published a great article by Denise  Rodini- “Hiring Right”- that provides an overview of best practices with practical tips and tools on how to hire the right way from John Boggs, a leading labor and employment attorney and KPA partner.   John is counsel to CNCDA (California New Car Dealer Association), was an original developer of the HotlinkHR program, and has over 26 years experience working with dealerships.  He knows of what he speaks!

The “Hiring Right” article is based on the KPA  webinar “Bullet Proof Your Employment Practices” which can be downloaded for free at http://www.kpaonline.com/authorizedFiles/bullet/bullet.html

Join the conversation: How important is a consistent process that includes background checking and assessment testing to hire right?

Speed Reading Resumes

Tuesday, September 21st, 2010

Apparently HR managers are quite the speed readers.  A recent survey by Career Builder indicates that 48 percent of HR managers surveyed say they typically review up to 25 applications for open positions. Thirty-eight percent of HR managers said they spend less than a minute reviewing a resume, and 18 percent said they spend less than 30 seconds. Given how important making the right hire is- the cost of a bad hire is estimated between 1.5 and 3 times the annual salary- and the fact the average cost to hire an employee is $4000 -maybe we all need to slow down and read resumes and applications just a bit more carefully at the beginning.

To learn more about best practice in hiring, the right and wrong questions to ask in an interview, and how to make sure you hire the right person for the right job, check out KPA’s free webinar series.

Approach with caution- using the internet for recruiting

Wednesday, July 28th, 2010

Since 75% of HR professionals admit to Googling, Twittering and Facebooking in their quest to find out the dirt on a candidate let’s consider what that really means.

  • Who did you really find? There are several Kathryn Carlsons out there working in HR, you  are going to have to dig a bit to make sure you really have found me.  All the other Kathryns seem very nice by the way but they aren’t me. Plus what you do find on me is nothing I wouldn’t have told you if you asked because I monitor my online profile very, very carefully and I never accept an inviation  to any site unless I know I can count on the person to provide truthful information about me.  Facebook- nothing there I’m ashamed of and you will have to hack in anyway because I only share my Facebook page with family and very good friends.   Want some  insight on who I am- the OPUS assessment I took before being hired at KPA provided more information that then any web search.  A web search only confirms that I have worked in various area of HR for a number of years, published a bit, write a blog on HR issues, and been quoted in some articles.
  • Did your candidate really post that information? I did a Google search yesterday and lo and behold there was a new link with my name – it was me, it was from a article that used some information I had published and it was all good, but I didn’t put it out there.  If it hadn’t been good or truthful I would have taken steps to remove it.
  • Texts, pictures, and videos may have been manipulated before posting or after posting. Not convinced? Call the Department of Agriculture and let them explain how they fired Shirley Sherrod because of a doctored clip and then they had to apologize and offer her a new job  and the President appologized personally and the NAACP apologized and on and on…just because nobody took 10 minutes to research if this was the full text of a speech or a clip used by a blogger for his own purposes.

By the way those Internet searches you are doing in your effort to be a good recruiter/hiring manager? They are bound to reveal information you wish you didn’t have and go to great pains to not collect on an employment application or during the interview…  if you really want to know information about race, religion, disability, sexual preference and where they take vacations and what their pet’s name is…go for it… and then explain why that information never factored in the hiring decision when you are sued for discrimination.

Bottom line- If you use the internet to research information consider it part of the background check and do it after you get a release from the applicant.  Publish a social media policy so employees understand the ground rules and know that you will be checking up.  Stop and think before you use any information you find.

Join the conversation:  Have you Googled yourself lately?

75% of HR professionals research candidates online- so what?

Friday, July 23rd, 2010

The recent events around the firing (and then the apology and new job offer) of Shirley Sherrod because of a highly edited blog clip and the excellent and fascinating article in this week’s New York Time magazine that reports “ 75 percent of recruiters and HR professionals research candidates online – from blogs to Twitter to last night’s photos on Facebook. …70 percent say they’ve rejected candidates due to findings…”  has me thinking this has all gone way too far and way to fast.  So what  if 75% of us are playing with our new tools to dig out everything we can find on a candidate-I’m more interested in are we are we being thoughtful in our use.  Don’t get me wrong- I think we need to know lots and lots about those we hire and work with, I spent years in the background checking industry after all- but let’s consider if digging around on a Facebook page is really as good as doing a structured interview face to face.  Does checking out a Twitter feed really gives me insight into how the person does their job or at best give me a sense of could they write haiku?  With privacy controls that can limit information, knowing that what is on the web stays on the web for forever and a day, plus the ability to Google yourself and get ahead of what is out there about you- having bad information out there for recruiters and employers to find is really at best a cognitive ability test.

Join the conversation: Do you use social media to research candidates and check up on employees?