Category Archives: Marben Bland

Can you really find a job on Facebook?

Can you really find a job on Facebook?

While LinkedIn represents a pure play on next generation online recruiting, Facebook is instead seeding numerous markets. Facebook has massive user activity and social data, but is still relegated to personal use and content sharing. Everyone knows that Facebook will look to disrupt major online marketplaces (recruiting, auctions, eCommerce, search) etc… but for right now, it seems much more focused on acquiring users and building traffic.

Facebook itself has not focused on recruiting, which leaves a lucrative white space open to technology startups. Recruiting technology companies are fighting to gain market share and traction before either: A. Facebook develops its own recruiting technology or B. Facebook entirely concedes professional networking to LinkedIn.

Technology companies approach recruiting with Facebook in very different ways. Each of these five types of technology have been receiving heavy interest and investment lately:

  • Social distribution: Recruiting technology that focuses on delivering the job through a normal channel, such as a career jobsite or job board, but then enables social distribution through Facebook and other services. These companies use the social graph of the employees at the company recruiting. For example, a job is posted through the company website and then “pushed” out through the company Facebook page and individual employee accounts for magnified and focused distribution.
  • Metadata Layering: Facebook has tons of personal data, but for professional data, it’s about as useful as eharmony. Entire companies are springing up based on the Facebook social graph, which focus on overlaying additional professional data (or metadata) on top of Facebook. These services trust that Facebook will be the de facto standard for user authentication on the web – all that is needed to recruit with Facebook is to add a professional contextual layer.
  • Recruitment Ad Distribution: Facebook is an incredibly efficient advertising platform. Services such as Facebook sponsored stories “socialize” advertisements through the endorsement of friends. These personal ads coming from a user’s own friends seem like an ideal platform for job referrals and recruitment marketing. Some recruiting technology companies have focused on Facebook advertising – delivering efficient ways to measure recruitment metrics, spend, and channel performance.
  • Facebook Page Optimization: Most large companies have begun using their Facebook page as a primary vehicle for branding and company communication. Delivering employment branding and actual jobs through the Facebook page is an obvious strategy – but one that requires expertise that most HR departments don’t have internally. Some recruiting technology companies have focused on the delivery of optimized Facebook pages for recruitment: improving employment brand, measuring engagement, building fans, and efficiently serving geo-specific jobs.
  • Talent Communities: Facebook provides an ideal way to build highly focused and engaged groups of people. However, it’s a bit harder to engage a large group in a systematized way with recruitment campaigns. Additionally, Facebook provides administrators of pages and groups with little user data. Some companies are focused on methods and technology to build large pools of focused talent to meet the recruitment needs of clients.

The potential market for recruitment on the word’s most popular website is obviously staggering. Investment dollars are flocking to support technology startups that promise efficiency of recruiting with Facebook. The incredible success of LinkedIn’s IPO will no doubt increase venture capital interest in social recruitment technology.

The Bottom Line

Unless Facebook itself becomes a job board, the opportunity for startups to leverage its massive social graph for recruiting is clear. Of course, it is not a zero sum game – more than one technological method for recruiting with Facebook may gain traction. Additionally, if any one particular startup emerges as the clear winner, they may include all of these types of services in their products.   Smart Job Searchers should center their social media job finding activities to LinkedIn until a Facebook solution comes online.

Top 10 Reasons for Hiring Veterans

As we take time this Memorial Day Weekend to remember the “last measure of devotion” given by our brave men and women in uniform, I wanted to use this space to urge the many hiring managers and recruiters who read this blog to make a serious effort to hire veterans.

The Business Case for Hiring Veterans

Hiring and transitioning veterans into the workplace strengthens any organization. With only minimal effort and cost, companies can easily become veteran friendly. When hiring a veteran employers will find loyal, dedicated and highly motivated leaders with proven skills and abilities that employers want and need. Many employers may not be aware that 80% of all jobs in the private sector have a correlation in the military.  The military produces surgeons, scientists, engineers, photographers, technicians and many other skilled workers, along with the significant advantage of cross-cultural experience.

Top 10 Reasons for Hiring Veterans

10. Global Perspective: Veterans are tuned in to what’s going on in the world.
9. On time, all the time: Veterans know that every second counts.
8. First-class image: A professional appearance is a must in the military.
7. Calm under pressure: Veterans are trained to handle stress, both off and on the job.
6. Can-do attitude: Veterans always project a positive attitude.
5. Physical conditioning: Veterans are in top physical condition and are drug free.
4. Mission-critical skills:80% of all jobs in the private sector have a military correlation.

3. Responsibility: Veterans know how to make decisions meet deadlines
2. Professionalism: Veterans have an air of self-respect and a sense of honor.
1. Leadership: Veterans are proven leaders and are highly motivated.

The Bottom Line

In today’s challenging economy, employers know they have to get their hiring decisions right. Veterans are a proven source of talent. They can provide an immediate bottom-line benefit because they are already credentialed, and their skills have been shaped and tested under the most challenging circumstances.  The Smart Employer knows that hiring a veteran is good for the country and good for business.  – No finer tribute can be given to does who gave the “last measure of devotion” to hiring a veteran. Enjoy your Memorial Day Weekend.