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  • http://twitter.com/eric_maechler Eric-Oliver Maechler

    was ist wenn video 1 eine total katastrophe und nr 2 sich die vbz zum affen macht?

    solche videos hätte man vor 10 Jahren veröffentlichen können und wäre positiv gewesen. heute aber sind solche möchtegern semiprofessionelle videos einfach nur lächerlich – finde ich. 

    ABER guter blogpost – schön sauber und viel besser zum lesen !

    • http://commetrics.drkpi.ch/articles/what-they-do-not-teach-you-at-lady-gaga-university/ Urs E. Gattiker

      @twitter-250751108:disqus Thanks for stopping by.
      I think you make an important point, are these two videos good enough or not.  I find the Oxfam video is not slick BUT it gives me the viewpoint of the colleague/boss about the job.
      Fascinating is that he lists the duties, points out the challenges and states ‘it is not all nice and super, in fact, some of the things you must deal with can be a pain.’

      I like it because it is cheap, not flashy but tells me what the job is about. The @vbz_zueri_linie:twitter  video (incidentally, their Twitter account exists but looks like a stillbirth, no tweets) is slicker but unreal. Neither the boss, nor colleague come across as ‘real’ people you want to work with.  

      Conclusion, I rather spend little like @Oxfam:twitter and get the message across to those interested (they do not care if it is slick or not BUT instead, is it informative….) than doing it the VBZ way.

      Eric thanks for sharing. 

      • http://twitter.com/eric_maechler Eric-Oliver Maechler

        both of this video are web1.0
        everey week there a new job application video. this was in 1999 new but now its old-fashioned. in youtube you can find over 35k videos of this sort.
        this company video you will find on every 2. company page. i hate it – the most of them are totaly boring, unimaginative and a disaster 

        • http://commetrics.drkpi.ch/articles/what-they-do-not-teach-you-at-lady-gaga-university/ Urs E. Gattiker

          Dear @twitter-250751108:disqus 
          Thanks for replying.  Yes these videos may not be as slick as they should be so maybe we need to have solution that is in between these two presented one (maybe I did that on purpose 😉 )

          1. @Oxfam:twitter has the information (on most videos you look at on YouTube on their Oxfam channel) the potential job applicant wants but could be done nicer.

          2. @VBZ_zueri_Linie:twitter one is slick so maybe the first 10 second (life shots of the bus) woulöd help if Oxfam would do the same (some footage from the field about the job).
          Some slides listing the job duties might also help (what you need to bring to the table to become a potential contender for this opening).

          Regardless what we like, it requires learning and improvement for any type of recruitment strategy.  Giving up as Oxfam did was maybe not the best strategy. Continuing the VBZ way might not either (loosen up a bit).

          Thanks for sharing.

    • http://commetrics.drkpi.ch/articles/what-they-do-not-teach-you-at-lady-gaga-university/ Urs E. Gattiker

      @twitter-250751108:disqus wrote:
      “ABER guter blogpost – schön sauber und viel besser zum lesen !”
      Thanks for the flowers Eric, I tried and I will be getting there.  Always appreciate your straight talk and compassion to help me and others to achieve our goals.  It makes a real difference. Merci! Urs @ComMetrics:twitter 

      Eric: Hope you voted in the poll, nevertheless :-)

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  • http://www.gabyfeile.com/ Gaby Feile

    Dear Urs,

    Thanks for this article that covers one of my favourite topics. Social Media and recruiting do go together, yet actually it is no rocket science nor is it new. Finding staff through one’s network has always been done, yet it used to be more “private”, i.e. in small towns etc. With the gloablisation and with Social Media, the reach has increased tremendously. Yet the same rules still apply.

    I summed it up a bit in one of my blog posts: http://www.gabyfeile.com/2012/03/18/finding-the-right-employees-by-using-your-network/.

    Bottom line: to find good staff, you need to do your homework first and become or be an attractive employer.



    • http://commetrics.drkpi.ch/articles/what-they-do-not-teach-you-at-lady-gaga-university/ Urs E. Gattiker

      Dear Gaby @Kommboutique:twitter 

      Thanks for your nice comment and the link to your great blog post.  Of course, I went over there and read it immediatly.  Very nice points you are making.  

      I loke very much your point that we have to look at our own network, share in public and be patient. Moreover, your point we first need to build a brand to puts us in the limelight as an attractive employer strikes home.
      Of course, for an SME this is a bit of a challenge, but close networks we can use as an SME and there we might have a reputation already, as a great employer.

      Thanks @99b3f03afeaf6af31aeeb50568d418e2:disqus for sharing once again, great insights.

  • Bryan Peters

    Hello Urs

    Interesting posts.

    On social media recruiting specifically:

    I find the number of studies that document the ineffectiveness of social
    media in recruiting interesting and I wonder if it has something to do
    with the difficulty of measuring success.
    I think that it is important not to generalize. “Social media” defines a broad range of ‘tools’ the purposes of which are interpreted in as many ways as there are opinions. The usefulness of a particular medium depends upon the desired objective. For example, I don’t know anyone who uses Facebook for professional reasons. They post pictures of pets, their friends who party together, holidays, etc. Those who use LinkedIn have a commercial or business focus. I think that a tool like Facebook is useful for illuminating a personality while LinkedIn delivers a professional profile. Both are important to a prospective employer but at different times. A professional profile can get one’s foot in the door while personality might decide who gets hired.

    As more people create online profiles or personas, willingly and openly advertising their skills and experience, companies cannot avoid using these tools to find and investigate prospective talents. While social media has not yet replaced other more traditional methods of recruiting, and it is not as proactive as engaging a headhunter, it is definitely useful in the talent acquisition process.


    • http://commetrics.drkpi.ch/articles/what-they-do-not-teach-you-at-lady-gaga-university/ Urs E. Gattiker

      Dear @a8683060e9e7963e26fa4f4d0b7c2f18:disqus 

      Thanks so much for your feedback.
      I agree of course that the study I mentioned above shows us the results of a survey, a moment in time (cross-sectional not lingitudinal data = not over time).  Hence, respondents’ opinion might change quickly. Nevertheless,  when I attended a seminar last week, I got reminded of two important things  that people consider when looking for employment (e.g., after graduating or having been laid off):
      1. finding a job with security to assure a regular income, AND as second priority if at all,
      2. looking for a great employer with a great reputation (e.g., 1 of the top 100 firms to work for).

      Hence, as you see it as well, social media including LinkedIn, Xing, Viadeo and many more are all an effective way to:
      A.  spread the news about the job opening, AND
      B.  search for talent (e.g., LinkedIn or Xing) to find people that might fit the job.
      Particularly in regard to point B above, a friend of mine told me about her company with about 80,000 employees wolrdwide. Of these about 9,000 have their profile on LinkedIn. For a few hundred dollars a year, the company can search all these profiles to manage this talent pool that is already part of the organization.
      In fact, some of these current employees might be very interested to apply for an internal transfer to fill the new job opening.

      Accordingly, we have to tap into this talent pool and take advantage of it. As an SME it might be a good way to find and connect with employees that have not heard about the firm (too small).
      Bryan thanks again for sharing.

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