Four Lessons We Can Learn From Business Leaders

BlessVaiBless Vaidian, Pace University Career Services and Founder, Career Transitions Guide
Linkedin: https://www.linkedin.com/in/blessvaidian
Twitter: https://twitter.com/BlessCareers
Blog: http://careertransitionsguide.com

1) The biggest risk is not taking any risk… In a world that is changing really quickly, the only strategy that is guaranteed to fail is not taking risks. - Mark Zuckerberg, Facebook Founder

Mark started Facebook in his Harvard dorm room. Was it risky to venture out as an entrepreneur? Yes! It’s risky to start or try anything new. Whether you are in college or a professional with years of experience, our career choices are often masked with uncertainty. Industry leaders will tell you that it’s because they were not afraid of taking risks, that they are successful today.

2) You may not realize it when it happens, but a kick in the teeth may be the best thing in the world for you. - Walt Disney

A few months ago, Business Insider published an article with a list of 23 successful people who failed at first. “Learn from life’s lessons and move on” was the underlying theme in all their stories. Don’t let failure keep you down. Sometimes when we don’t get what we want, another door opens. A mistake young college students make is to think that successful people never hit a rough patch. In fact successful people hit many obstacles, but keep moving forward.

3) We’re living at a time when attention is the new currency…Those who insert themselves into as many channels as possible look set to capture the most value. Participate or fade into a lonely obscurity. – Pete Cashmore, CEO of Mashable

Those people that are well branded and popular on social media outlets, and those with a wide circle of connections get job offers. Have your circle built so that when the time comes, your job search will be much faster than those that live in “obscurity.” The clients and students I work with that have a wide list of connections, attend events, and have a well-loved personality find jobs much faster. I work with hundreds of recruiters every year. They attend events to target candidates for open positions and to keep resumes on file for when there is a vacancy. If you are not getting out of the house and if you are not networking online, be prepared for a longer job search.

4) Technology empowers people to do what they want to do. It lets people be creative. It lets people be productive. It lets people learn things they didn’t think they could learn before, and so in a sense it is all about potential. – Steve Ballmer, Former CEO of Microsoft

When reading a job description, the skills required are clear. A college degree does not guarantee employment. But having all the skills required in a recruiter’s job posting does make you more marketable. Apply to jobs only after you acquire the skills. This way you will not waste the recruiter’s time or get discouraged when you don’t hear back from human resources. You can learn almost anything using online resources or by partnering with the right technology tools.

Two Ideas for Helping Students Access LinkedIn

Kelli Robinson Kelli Robinson, career counselor, Central Piedmont Community College
Blog: http://blogs.cpcc.edu/careerservices
Twitter: @KelliLRobinson
LinkedIn: www.linkedin.com/in/kellilrobinson

Social media has revolutionized how people engage in the world around them. Facebook, Instagram, and Twitter allow users to connect with friends, share anecdotes and images, and receive up-to-the-minute information.

LinkedIn is the social media outlet designed to engage users in professionally-focused pursuits. When members create a substantial profile, join professional groups, start making contacts, and conduct a job search, it yields many career-related benefits. Career professionals know this.

At Central Piedmont Community College, the career services staff was having a hard time selling LinkedIn’s value to our students. Students are actively engaged on Facebook and Instagram, but spend little to no time on LinkedIn. We referenced LinkedIn in our Career Guide, distributed to hundreds of students each year. Career counselors spent numerous appointment hours demonstrating and explaining LinkedIn. But students still weren’t bothering.

LinkedIn seems to intimidate students. Creating an Instagram account and posting selfies is much more student-friendly. However, when students go to LinkedIn, they’re being asked to provide a career summary and create a professional headline. What’s a professional headline anyway? Students don’t view themselves as professionals yet. As one student asked, “doesn’t it make more sense to join LinkedIn when I actually am a professional?”

LinkedIn Learning Webinars do a fantastic job explaining how to create a LinkedIn profile and navigate the site. But if students aren’t visiting the site in the first place, they won’t know about the webinars. Additionally, students are more likely to connect with their college than an outside organization.

With this in mind, the CPCC career services team developed two avenues to introduce LinkedIn to our students:

1. Online Panopto video: A career counselor created a nine-minute Panopto video that helps students create a LinkedIn profile and explains LinkedIn’s features. Students can access the video from our website. Additionally, the video was e-mailed to CPCC faculty as a tool to use in their classrooms. When career counselors were invited to give classroom presentations, they showed highlights from the video when appropriate to the topic being presented.

2. Career Services LinkedIn Subgroup: Career services created a LinkedIn subgroup open to students, staff, faculty, alumni, and employers. The group’s purpose is to share career-related information. Much of the content consists of weekly posts from the CPCC Career Services blog, but members are welcome to post any career-related questions or information. The career services office promotes the subgroup through our office website, in classroom presentations, and in career counseling appointments.

Students who viewed the Panopto video and joined the LinkedIn subgroup found both beneficial. We continue to promote these outlets to the college community. If the trend continues, LinkedIn and social media will become a primary way students connect with employers. As I told the student who asked about waiting to join LinkedIn until he was a professional, “to become a professional, the time to start acting like one is now.”

On Thursday, NACE blogger Ross Wade will tackle “The Dreaded LinkedIn Summary” and offer tips to use with students. Find more information on how to use social media effectively with students, see the Social Media Guides on NACEWeb.

Use Wideo to Enhance Your Social Media Message

Katrina Zaremba

Katrina Zaremba, Communications Coordinator, University Career Center, University of Kansas
Twitter: @KatrinaZaremba
LinkedIn: www.linkedin.com/in/katrinazaremba

We all know that videos are a great way to enhance engagement with your social media following. But why? Watch this short video to find out!

So how can you create visually stimulating, quick videos without a lot of time, effort, or money? Wideo! You can create a free account in no time and start wideoing today! Create videos using built in images or import your own, using easy animations to make your videos come alive. There are Wideo tutorials to teach you how to use this fun and easy tool! The free version allows you to share your videos via social media but, unfortunately, does not allow for mp4 downloading or removal of the Wideo branding and watermark.

Not sure where to start? Check out how our office is using videos to collaborate with faculty and share resume tips with students. I even used Wideo to create my #NACE14 video.

Now that you have some ideas, here are a few tips to keep in mind while creating Wideos:

  1. Keep your videos short and to the point. Most people prefer to watch videos that are under a minute, so stick as close to that time frame as you can.
  2. Use a storyboard to organize how you will communicate your thoughts. It will end up saving you time in the long run.
  3. Simple is often better. Keep your color palette to 3 different colors or less and keep a consistent theme.
  4. Promote your Wideos via multiple social media channels such as Facebook, Twitter, and YouTube!
  5. Bookmark the Wideo blog for more tips and tricks on using this fun resource.

I would love to hear ways in which you plan to use this resource. Have fun wideoing!

Am I Mashed-Up or Just Fried: A Journey Into Social Recruiting (Part 5)

Chris Carlson

Christopher Carlson, Senior Manager, Talent Acquisition, Booz Allen Hamilton
Twitter: @cciCarlson
LinkedIn: www.linkedin.com/in/ccicrc
Blogs from Christopher Carlson

About two months ago now, our team had our annual Spring Strategy Session. During this session, we reviewed data, as we always do, and started to think about 2014-2015 activities.  However, this year was unique because we invited our digital marketing team, our recruiting marketing team, and our learning and development team to join us.

It was a great!   We did a deep-dive on designing our approach to social recruiting through every stage from “awareness” to “conversion” for both the general audience and the targeted audience.  We became more aware of how to reach and influence candidates. We looked more closely at how we leverage each category of recruitment marketing—paid, owned, and earned.

Several key initiatives resulted from that session across each of those categories.  One of the most consuming of which is content development.  How do we ensure compelling content for those we are recruiting for short-term demand and those we want to engage for future demand? We had a few a-ha moments for sure and thought we had covered a lot of ground.  My head stopped spinning as much as it had in the past.

Then came #NACE14, right on the heels of our session.  BAM! My head started spinning again.  There were several sessions that really provided additional insights into customizing digital content to specific audiences. In addition, there were a few sessions that added to my playlist of words that are sure to be used by my team as part of new drinking games. Of special note would be two specific sessions (don’t worry, I will not plug my own) that I found of great interest that helped me understand more about content and how it can drive recruiting.

“Content is king, but context rules” was not only a great quote from Tammy Garmey from TMP in the Candidate Experience 3.XO session, but became my personal battle cry since leaving #NACE14. In the session she co-presented with Joe Howell from EMC2, they discussed how EMCbuilt a personalized digital content delivery experience for candidates. They showcased the technology platform they leveraged that would sort through the vast amount of content available and present what would be meaningful to a specific candidate.  The technology leverages information about the candidate and suggests content.  Big data and advanced analytics and all sorts of concepts come into play.

Whether your realize it or not, you and I are already seeing this approach applied to us every time we open our browsers or log onto a social media tool.  There is an  advertisement—on your screen probably right now—that someone thinks will be of interest to you based on your online behaviors, cookies, and other key data.   This workshop really brought it home to me that it is so critical to think about how you manage your content and more importantly how you deliver that content in a personalized way. We need to think about attracting the computer science major differently from the history major, just like we would on campus in person. Again, in social recruiting, one size does not fit all.

One of the other great sessions focused on gamification, my new favorite word. It was a SmartTalk given by Danelle DiLibero of RMS. She walked us through how RMS partnered with the developer of a very popular online game that had a direct correlation to their business. They embedded key messaging into the game that would provide real insight into the type of work that RMS does, as well as links to their careers site. Their efforts supported their culture of innovation and provided a vehicle for their employee value proposition. I can definitely see the benefit of this approach. Our team has had greater success with supporting competitions than we have at career fairs. My head is still swirling with the possibilities as our firm is about problem solving for our clients and we look for people who have a passion for solving problems.

It is going to be a fun year as we continue to evolve and formalize our approach to social recruiting, especially after #NACE14 and I will continue to share stories of our progress. On the day I wrote this blog, my Yahoo horoscope confirmed that it is going to be fun: “It’s a great day to try big, crazy ideas—even if they seem too big or crazy to work out. Consider it a day of experimentation and you are sure to learn some new, valuable things.”   Look out y’all it might get a little crazy!

This is the fifth in a series of blog about using social media in recruiting.

Am I Mashed Up or Just Fried? A Journey Into Social Recruiting (Part 4):

Chris Carlson

 

Christopher Carlson, Senior Manager, Talent Acquisition, Booz Allen Hamilton
Twitter: @cciCarlson
LinkedIn: www.linkedin.com/in/ccicrc

I am happy to report that my team has created a new drinking game based on my journey into social recruiting. They have to drink every time I use the word “webinar”.   Webinars have become an obsession of mine as I view them as a way to have virtual engagement and I think serve as a strong vehicle for sharing information. They also allow us to harness the enthusiastic employee base that we have and I have been so thrilled with the willingness our employees to participate in our initiative. I do feel for my team though as several of our team meetings have ended up looking like a TV network program scheduling meeting and I am sure my colleagues racked up quite a large number of drinks (not during work, of course). Part of my obsession comes from the need to address the objectives I discussed in Part 3 of my series and serve as a primary vehicle to address one of the two components of social recruiting that I see as essential.

From my perspective, there are two critical components of building a social recruiting strategy. The first is really about content and how you push your message out there or “branding”. To start down this path, we looked at different components of traditional campus recruiting and discussed how they translate into a virtual world. The content that is developed for the virtual world needs to be both engaging and compelling so that individuals will return time and time again.

That component takes some time to develop as you need to think about

  1. how you feed your message across all the outlets,
  2. how you highlight your employee value proposition, and
  3. how will you enhance the candidate’s experience?

You can’t just tweet: “We have jobs!” or “Hey you! Here is a job for you”. People will get bored with that very quickly. There will be a need to translate the key messaging from your traditional campus information session into virtual messaging and balance that messaging with your technical and functional expertise that you share in classroom presentations or case competitions.

You also have to think about how to touch as many candidates if not more with these messages in quick hits like a career fair and then drive those connections into actual pipeline.  There are a number of companies out there that do a tremendous job with this component and have been doing so for a while so it is important to think about how to set yourself apart. It was this component that led to my team’s new drinking game.

The second component from my perspective is one that many old school recruiters may appreciate—“direct sourcing”. As you may recall, I grew up in recruiting and learned how to start with a list of five names and turn those into a pipeline and this background is the cornerstone of my recruiting philosophy.

I think the sound of directly source to identify talent in the college recruiting world doesn’t always seem like a popular approach with some people for a variety of reasons. However, it is what I know and is always forefront in my mind. I know that I want computer science majors who have internships, so I am going to go after those candidates. There was a time in our team’s past where they wouldn’t let me get a hold of a resume book because they knew I would be contacting candidates into the wee hours of the night and I would be firing off e-mails to the team with candidates who responded with interest.

I truly believe once a recruiter, always a recruiter. So you and I both know that there are candidates out there who don’t want to go to a webinar and for that matter, do not want to go to an in-person career fair, but they are candidates we still want to reach. I guess if you sat in a hallway on campus with some donuts you might reach some of them (I know I ALWAYS stop for a donut), but that is going to require a lot of donuts and a lot of manpower in a lot of hallways.

NACE reported that there are more than twice as many jobs for computer science graduates as there are graduates. So part of our strategy is about direct outreach. I will be honest: we are still reviewing and testing a variety of methods and tools other than me staying awake all night e-mailing every computer science student, and I don’t want to give away too much about some of our thinking around this one. Suffice to say, you have to spend some time thinking about this one.

Looking at how to integrate these two components has kept me up many a night. You are not going to be able to recruit a candidate if you don’t have a compelling employee value proposition or brand. Likewise, you can brand yourself all day long, but you may not ever reach the candidate pool you want without some good old-fashioned direct sourcing. So as I watch a variety of reruns and infomercials late into the night, I sit and wonder how to feed the student’s need to feel engaged if I don’t go to campus. In essence, how do I offer that virtual donut? (Mmmmmmm….donuts) And that, my friends, is our greatest challenge and where I think the greatest transformation within university recruiting is taking place—tapping into the social networks.

Look out for additional entries highlighting my journey into social recruiting. As a reminder, I am presenting on this topic in more detail at #NACE14. Also, if any of you want to connect to share stories or best practices, reach out to me and we can share some virtual donuts. I do like the donuts and the doughnuts.

“Everyone Is a Recruiter” will be presented on Tuesday, June 10, at 3:30 p.m. See the #NACE14 Itinerary Builder for details.

Did you miss Christopher Carlson’s first, second, and third installments on his journey into social recruiting? Read them now!

Using Facebook to Easily Connect Students and Employers

Smedstad-Headshot

Shannon Smedstad, Employer Branding & HR Social Media, Geico
Twitter: @shannonsmedstad
LinkedIn: www.linkedin.com/in/shannonsmedstad

Before we jump into the meat of this post, I’ve got a few initial questions for you …

EMPLOYERS: Does your company have a career-related Facebook page?

CAREER CENTERS: Do you have a Facebook page?

BOTH: Could you be doing more with your page?

If you answered “yes” to two out of three of these questions, please keep reading.

Most people know that Facebook is good for sharing photos and status updates. But, what if we could use Facebook as a virtual career fair platform? How exactly would that work?

facebook_logoThe Magic of Facebook for College Recruiting

You can access Facebook from anywhere: desktop, phone, dorm room, or in-between classes. You can chat with an individual or group. You can share information and link to jobs. Some recruiters already use Facebook to connect with job-seeking students.

As the manager of a corporate career page on Facebook, I have now successfully led three virtual career fairs … right on Facebook!

  • June 2013: More than 230 people engaged with recruiters over a two-day virtual career fair. Hires were made!
  • November 2013: We took a more targeted approach and attracted 75 students to our page during a one-day fair. It cost us less than $50.
  • April 2014: Co-hosted a virtual career fair with a collegiate honor society and grew our followers by 3 percent in one day and organic reach was the highest it’s been year-to-date. It’s still too early to know if we’ve made any hires—my fingers are crossed!

Advice and Lessons Learned

When it comes to social media, you have to be willing to take some calculated risks and try new things. Social platforms are designed for real time communication; we just have to be creative in our thinking to create opportunities to do just that.

To me, these Facebook career fairs fall into the low risk/low cost/potential high reward category. It’s all about the planning, promotion, human resources, and execution of the plan, not how much it costs. Here are some of my top tips for anyone interested in hosting your own virtual event:

  • Determine your audience and whether you have any existing partners that will work through this idea with you.
  • Give yourself plenty of time to create a targeted, multi-channel promotional plan.
  • Visual imagery is important in attracting talent and sharing details of the event.
  • Schedule a pre-fair call with the recruiters to talk through what to expect and how you might want to handle certain requests or situations.
  • Make sure that your page (booth) is properly manned during the allotted career fair time, and for a day or two after (questions continue to trickle in).
  • Measure results using Facebook Insights, ATS data, and feedback from the entire team to determine whether the event was successful and worth doing again.

Since our most recent event, we’ve had two student organizations reach out with interest to our team. When you can bring people, technology, and opportunities together for the greater good … it’s a beautiful thing. Thanks, Facebook.