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FROM THE STONE AGE TO THE DIGITAL AGE: THE EXPERIENCED WORKER TRANSITION
- 1. TalentBox.me Adage.com.au From the Stone Age to the Digital Age: The experienced workers’ transition
- 2. General online job boards take over Social Media driving recruitment The recruitment landscape has changed dramatically over the years Early stages of the internet -----------------------------------> Online and digital world Pre 1996 Newspaper advertising and recruiters 1998 2009 onwards
- 3. The era of ink and paper applications is rapidly disappearing • Don’t hold to the past, instead embrace the future
- 4. MAKING THE DIGITAL TRANSITION AN OVERVIEW • Digital Media - LinkedIn • Video today and in the future • Personal Websites • Finding jobs a few tips • Integrating the ‘The Basics’ Please ask questions as we go
- 6. LinkedIn – the stats LinkedIn is the world’s largest professional network – More than 225 million members in over 200 countries and territories – Professionals are signing up to join LinkedIn at a rate of more than two new members per second – More then 4 million members in Australia – LinkedIn members did over 5.7 billion professionally-oriented searches on the platform in 2012 – More than 3 million companies have LinkedIn Company Pages Whilst LinkedIn’s original intention was not be a recruitment site, the platform has morphed to become one of the best places to find jobs and candidates.
- 7. LinkedIn – key takeaways from the demo • Build and keep up to date your LinkedIn profile which is essentially an online resume • Use LinkedIn to build your network by connecting with people that are relevant to you, your industry or you job seeking efforts • Regularly post updates on LinkedIn so that people in your network see you in their LinkedIn feeds. Anything from comments around current business issues, to relevant thought leadership and blogs, or links to upcoming events
- 8. Video today & in the future • Today innovative companies are using video to screen applicants • The challenges of ‘big data’ and high candidate volume mean that eventually video assessment will become essential • For you, applications that are more digitally nimble are more likely to stand out from the crowd
- 9. Video resumes – key takeaways from the demo • Creating a TalentBox video resume is a great way of creating an impactful employment brand that can be shared to prospective employers • More employers are starting to use video assessment tools as a way to screen and assess candidates so being comfortable with using the medium will help in your job seeking efforts. • Creating a TalentBox video resume is free and easy to do • Your TalentBox profile has a unique URL allowing you to share it with prospective employers and people in your network, along with uploading it into your LinkedIn profile and other social media tools.
- 10. Using the Cloud and Video • Standing out from the crowd is, for any person, of the utmost importance – this is not new, but… • The digital medium has provided better and more diverse options to demonstrate your worth
- 11. Being Comfortable With Video • Video is hard to do • We are overly critical of our own image • Our voices appear to be of a higher pitch and seem to lack depth. • Using Video to practice, both for virtual interviews and live ones will improve your confidence and tone, pitch and presentation style
- 12. Personal Websites • Personal websites, for the purpose of recruitment, do not feature your pet, automobile and your local café • Very dependent upon occupation • However, if used correctly are very powerful at demonstrating the completion of complex projects or creative output
- 13. The Basics • Forget that in the digital sphere your brand doesn’t change • Write something you wouldn’t be comfortable an employer seeing…even though companies will try to generate a relaxed perception, expectations of professionalism are high • Don’t back out or drop out for long periods of time. You are building a long term relationship with those you are connected to online, you need to cultivate this regularly DONT…
- 14. The Basics • Develop a digital footprint • Use new mediums such as video • Persist • Continually update • Stay current and leverage free resources DO…
- 15. Want more information… • For open vacancies from organisations who welcome mature workers go to www.adage.com.au • To build your free TalentBox video resume go to the Talent page at www.talentbox.me • For tips and thought leadership around recruitment, interviewing, video interviewing and other relevant information the Adage blog and www.videointerviewing.com are both great sources of information
- 16. Responses to questions during the webinar Q: How do you manage the risk of personal information shared through social media and online being used inappropriately? A: It is important to consider how much or how little information you share on social media and platforms such as LinkedIn. As a rule of thumb we would suggest avoid providing any confidential corporate or government information on publically available sites, or limit personal information that is unnecessary for your professional or job seeking efforts . For example - Avoid providing your birth date or just provide the year unless it is absolutely essential to the site. - Use your first and last name but not your middle name to reduce the amount of personal detail - Never provide things like passport numbers, license numbers or your actual street address - Be consistent in terms of how much information you include on each site to limit the chance of information being pieced together from different sources. Q: Can you summarize the three biggest take-outs from today A: 1) Given employers are using social media and sites such as LinkedIn to identify and recruit talent it is critical that you have a digital footprint, and look widely for opportunities (LinkedIn, Twitter, other social media and online job boards such as Adage.com) 2) It doesn’t have to be complex or difficult, pick a couple of mediums, for example LinkedIn and Twitter, and focus on building your profile and network by using them regularly and consistently 3) The job market is challenging and employers see an unprecedented number of candidates and applications, so it is important to stand out from the crowd by using new technology and mediums such as video resumes (eg TalentBox)
- 17. Responses to questions during the webinar - continued Q: Does being digitally savvy show employees you are willing to learn and adapt to new environments…is that more important these days. A: Being digitally savvy and comfortable in using online mediums is a great way of breaking down the age barrier and challenging bias. The internet was invented by baby boomers, and yet there is often a perception that it is only Gen Y who ‘get it’. More experienced people are in a fantastic position to use these online tools as a way of demonstrating their deep expertise and experience.
Hinweis der Redaktion
- How you search out opportunities and secure a role has changed substantially. To understand this its worth looking at the recruitment industry and the huge shift we have seen in a relatively short space of time. The recruitment landscape has changed dramatically. Traditionally you would open the paper on a Saturday and check the classified for job and complementing this were traditional recruiters matching their corporate clients with candidates.Once the internet had become mainstream a whole new industry in online jobs boards disrupted the market and suddenly advertising on boards like Seek and Mycareer was the standard approach to attract and collect candidates. Finally, social media (FB, LN, Pinterest, Twitter etc) created huge populations of online networks that could be leveraged to source talent, and an open market for recruitment where even candidates not looking for jobs at the time could be identified and targeted based on what they put on social media. LinkedIN is of course the prime example of this. Social networks being viewed as the top place to source candidates rose from 31% in 2012 to 42% in 2013, and social networks as a way to distinguish the firm’s brand spiked to 54% from 47% last year. Social networks are also seen as a top way to attract and engage passive talent.So what does this mean for you? It means you have to go where the energy is when it comes to where and how to find jobs, and it means you have to find a way to stand out from the crowd. It doesn’t matter if you are the Gen Y 25 year old looking for a grad job or the older worker applying for your first new role in 20 years, you need to create an attractive online employee brand, and you need to stand out from the masses. We’ll take you through two really easy ways to do this – building a digital employee brand through things like LinkedIn, and using video technology to create an online video resume that, as a mature job seeker, allows you to effectively showcase your skill set, and challenge the age bias by using new tech.
- There are a whole range of platforms on the internet, many of which that were not originally set up for recruitment, but have invariably become useful tools to either build a personal brand, create an on line presence or to directly seek jobs. Facebook - primarily a social tool but some opportunity for job huntingYoutube – great source of information particularly for hearing from employers around their corporate and employer brandG+ - Google social networking tool that allows you to build your own profilePinterest – designed as a platform for curating images and things of interest from the internet. It is now starting to be used by corporates to build employer brands, and is a source of research and informationTwitter – the worlds largest microblogging platform, many organisation’s using it to promote open vacancies and their brands, while candidates can use it as a platform to share thought leadership and demonstrate expertise.Adage – Australia’s leading jobs board for mature workers. For the purposes of today we will focus on LN, job boards (Adage) and personal brand videos.
- Gumboot examples for “Not something new”