Mobile Recruitment

Kylene ReynoldsIf you as an employer have any doubts about the importance of social media for a job search, career development and networking, you could be potentially missing out great employees.  Recruitment using social media has become in the last few years, arguably the most effective way to research, screen and hire potential employees.

The question is – are your social media applications ready to be viewed by job seekers, your current employer or a prospective employer?  Statistics show that 37% of employers use social networks to screen potential candidates, 65% said they utilize to get more information about the candidates and 45% want to verify their qualifications.

Equally for job hunters, if you are not social network and mobile app savvy, in addition to meeting companies, regardless of your age or generation, you are potentially missing out on many more job and career opportunities.

In today’s society, managers aren’t just screening your social media profiles to dig up dirt; they’re also looking for information that could possibly give you an advantage, which is very interesting.  In a recent survey, 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job.

For companies and job seekers alike, social networks are going to be a primary way to network, get noticed, find qualified candidates and potential job opportunities and should be embraced with open arms.

Social media is the way forward and has been embraced by myself since commencing at Eden Ritchie Recruitment and I am enjoying using these tools to find the “perfect candidate for our clients”.

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Time Wasters

Does technology mean more productivity or more opportunity to waste time?

With the increased number of people now using smart phones and/or tablets to monitor social media sites or access on line shopping, I often wonder if this is creating more opportunity for people to get distracted and waste time during work time?

smartphone2I recently caught up with a client who heads up a successful construction company, and after talking about staff productivity and performance, the discussion led to what employers can do to put some parameters or rules around people using their personal technology during work hours.

Admittedly a lot of professions rely on this technology to actually do their work and achieve success through prompt action, particularly in client service focused industries, making it difficult for employers to monitor this.

Does your organisation have a policy for staff using their personal devices during work hours and if so does it drive better productivity? I personally think it would be a difficult policy to monitor and keep consistent for all staff, and if people are still meeting their KPI’s and producing outcomes whilst having access to their personal devices then what harm is it really doing?

Do you yourself waste time during work hours using these devices for accessing non-work related sites?

It got me thinking about how many hours per week are actually wasted with non work related issues and tasks, and how many other distractions there are in the workplace to take us away from the job at hand.

This article “How you waste time when you’re at work” questions how much time we do waste at work, and whether distractions such as websites or social media are just an avenue to give ourselves a quick break before tackling the next task. It also has some interesting survey results highlighting the most common days and times for wasting time at work!

I’m going to sign off here and let you get back to work now… hopefully I haven’t wasted too much of your time!!Linda Parker

MOBILE WORKFORCE – IS THE ERA OF THE 9 TO 5 JOB OVER?

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Kim Ritchie

With the ever-changing technology in the market and the easy access to laptops, tablets and smartphones the face of the traditional workforce has changed dramatically in the last few years.

With traffic and parking becoming an ever increasing problem in most cities, the expectation to commute to the office and back home again only to repeat the journey again the next day and then the idea of sitting at your desk day in and day out is not only unappealing to many in the workforce but also becoming a thing of the past for many progressive organisations.

If like me, you work in a services based organisation you are often dealing with CEO’s, Directors and Managers who themselves work part time or remotely and are working from their home office whilst juggling kids and other business interests.  With the wide availability of wireless and internet enabled products, you are able to conduct client meetings, present pitches and proposals and take phone calls in any location, basically your office can be where you want it to be.

Kims Photo blog

Whilst this is giving organisations and staff unlimited flexibility – a recent Mobile Workforce Report conducted by iPass Inc., found that 60 percent of “mobile employees” are reported to work 50 plus hours per week also including weekend days (which is the most popular time to work remotely).  This report also demonstrates the resourcefulness of these employees in doing whatever it takes to get connected and get the job done often working late into the night.  The downside is longer hours can potentially lead to a different kind of stress.

Does giving staff flexibility and mobility work?  At Eden Ritchie we have put this to the test several times in the last few years with excellent results.  We have a core group of staff who work from home providing services to our client base with minimal fuss, this is mixed with a couple of days in the office to work with the rest of the team and keep a handle on what is going on in the rest of the business.  This way of thinking and the changes to our traditional business model have given us access to a broader range of skills and potential staff when we are in the market recruiting.  As this has proven so successful for us, we are often advising organisations to think about this approach in their own business – but as most things that are regarded as “radical” or “out of the box” it is viewed with skepticism and negativity – with the same old comments “that wouldn’t work in our business”.

With the ongoing battle to attract and retain A1 staff to organsiations, we often hear from employers that they offer flexibility and work/life balance – but do they offer what the employees really want?  It is time for the broader business community to WALK THE WALK not just TALK THE TALK when it comes to developing a mobile workforce.

The Art of Communication.

Attention future, past and present job seekers!

Please help us, help you.

Communication and timeliness are incredibly important when it comes to recruitment.  When we have new vacancies, we need to let candidates know, as soon as possible.  So my question is – what form of communication suits you best?  I understand it may differ if you are already working, which can make it hard to answer the phone, so does email or SMS work better?

When a role comes on board the majority of those will go on Seek, but we like to contact our existing database as effectively and quickly as possible. What types of communication mediums do you check most often? What is the easiest medium for you? To do our job as effectively as possible, we need to know how to best contact you.

Are there communication methods that we aren’t utilising and should be? Please let us know your preference and how we can improve getting job information through to you.

Feedback and constructive criticism are vital in all that we do!