Are you in search for new hires? Have you started thinking about the means you’re going to apply in the process? Have you thought of how you’re going to go about fishing in the pool of option – so sizeable and yet so full of limitations? Are you interested in new solutions in the recruitment process?
Lekcja przygotowana przez Alicję Sekret z firmy Nine Dots
Here’s what you might take into consideration:
Exercise 1: Complete the sentences from the film with the correct words:
1.Many people are still going about this the old way, you know through job (1)________ and job (2)________, using (3)________ to scalp for talent.
2.Newspaper (4)________, remember those? Or just plain (5)______ ________.
3.But the ambitious job (6)________, the innovators are going a step further to get a job.
4.But many job hunters are now just realizing how useful this could be in their job (7)________.
When considering using social media in your recruitment process you have to take into account several factors.
First you have to remember about building your brand. Why, you might think? Well, as Bruce Morton, CMO of Allegis Group Services, points out, “Social recruiting is about getting engaged and having conversations with people before they’re even thinking about you as an employer.” So, if you manage to build a positive image of your company, say, on LinkedIn, create positive connotations related to your organization, once you’ve chosen to use LinkedIn in your recruitment process, potential new hires know who you are and that it is worth to be a part of your team.
Speaking of selecting the social networking site. Although nowadays it may seem that the best place to put your job ad is Facebook (800 million users), you should think this through. It is essential to target your listings. Think about the type of job you’d like to advertise. If it’s some junior position or a temporary job aimed at young people open to the prospect of publicly sharing the fact that they’re thinking of a career move, Facebook or Twitter are the sites for you. However, more seasoned professionals may be a little more careful about placing such information online. In such case, LinkedIn is the site to choose, as “LinkedIn has (…) given people the permission to put their resume online” without revealing that they’re thinking of changing their current job. According to Jobvite Social Recruiting Survey 2011 1 of 5 employers use social media to search for potential employees. It seems that most recruiters have done their homework and take targeting into consideration, as the most popular sites they choose are LinkedIn (80%), Facebook (50%) and Twitter (45%).
A feature that adds to both points I’ve just made is making your message stand out. It will both show your organization’s personality and make the announcement more targeted, which as a consequence will help the potential hires to decide whether they want to be a part of your company. This, of course works both ways in an era of sharing everything online. So, while potential hires learn whether they want to work for you, social media give you a unique opportunity to do a background check on them.
Remember, that while it seems to be an abundant source of candidates, you have to use it wisely to achieve the goal you want.
Glossary:
|
means – środek, środki
|
listing – ogłoszenie |
| to go about – rozpoczynać coś, “zabiera się” do czegoś | career move – krok w karierze, zmienić coś w swojej karierze |
| to fish – polować | seasoned – doświadczony |
| pool of option – morze możliwości | to reveal – odkrywać |
| to scalp – pot. tu: szukać | to make a point – zauważać coś |
| plain – prosty, zwykły | to stand out – wyróżniać się |
| to go a step further – pójść o krok dalej | background check – weryfikacja informacji dot. kwalifikacji |
| hunter – łowca, poszukiwacz | abundant – obfity |
| to take into account – wziąć coś pod uwagę | wisely – mądrze |
| “say” – powiedzmy | to achieve – osiągnąć |
| connotation – skojarzenie | goal – cel |
| to think something through – przemyśleć coś, zastanowić się | |
| to target – ukierunkować |
Exercise 2: Connotations. Match two parts of the same phrase.
| (a)make | (1)of option |
| (b)achieve | (2)move |
| (c)go about | (3)a point |
| (d)pool | (4)check |
| (e)career | (5)fishing |
| (f)background | (6)a goal |
Exercise 3: Translate the sentences from Polish to English. Some words used in the sentences come from the previous lesson.
1.Jeśli nie przeprowadzisz weryfikacji informacji, twój proces rekrutacji może zakończyć się porażką.
2.Przed rozpoczęciem procesu rekrutacji, zastanów się jaki jest twój cel.
3.Jack był zmęczony swoją pracą, więc postanowił zmienić coś w swojej karierze.
4.Chciał wybrać mądrze, więc wyłowił najciekawsze ogłoszenia.
Key:
Ex. 1: (1) boards; (2) fairs; (3) headhunters; (4) classifieds; (5) cold calling; (6) hunters; (7) search
Ex. 2: (a)-(3); (b)-(6); (c)-(5); (d)-(1); (e)-(2); (f)-(4)
Ex. 3: Possible answers:
1.If you don’t do the background check, your recruitment process may be a failure.
2.Before you go about head-hunting, think about your goals.
3.Jack was tired of his job so he decided to make a career move.
4.He wanted to choose wisely so he fished the most interesting listings.
