Friday, February 16, 2007
Using social networking sites and video
I just attended another good HCI webinar titled "The Next Generation Resume."
Rather than focusing on resumes per se, the presenters covered two main topics:
-Steven Rothberg, President and founder of CollegeRecruiter.com presented on "Facebook, MySpace, and Other Social Networking Sites: Are They Dangerous, Opportunities, or Both?"
- Peter Altieri, Founder and CEO of RecruiTV/wetjello, presented on "Video Resumes/eprofiles...Fad or Reality?"
1. There are big generational differences in what is perceived as "acceptable" content. What may seem questionable or offensive to a Boomer (e.g., someone in their underwear posted on MySpace) may seem perfectly normal to a Gen Y'r.
2. Evaluating user-generated content on social networking sites (e.g., as part of a background check) may be perceived as offensive and may do you more harm than good.
3. Because of these issues as well as some potential legal complications (e.g., you can never be sure who posted the content), social networking sites are probably best used for sourcing rather than screening out. George Lenard has posted extensively about this on his site. If you do find some negative content, give the candidate an opportunity to explain.
4. You probably already know this, but of the social networking sites, MySpace dwarfs the competition with an 80% share. Even Facebook, which has been getting a lot of press, only has an 8% share.
5. For an example of how to use something like MySpace for recruiting, check out the page the Marines have created, which has been very successful.
6. Job search engines and social networking sites are hookin' up. MySpace and LinkedIn use SimplyHired, Facebook just hooked up with Jobster, etc.
7. There's no case law on misuse of social networking site information (that the speakers knew about), but it may be coming...
8. If you're recruiting for college folk, Facebook is the way to go, with 90% of students using it. For general recruitments, MySpace is superior, with an average user age of 35.
9. If you're interested in posting video to job search pages (I hope that's a big YES), both Jobster and CollegeRecruiter welcome videos from employers. Vault is another popular option.
10. Great suggestion from Altieri for introducing video into your recruiting process: Ask a supervisor what sort of person they're looking for. Get it on video. Share with second round candidates. Or: Ask them to ID a star player. Interview said player. Share with potentials.
While the presentations are available only to "professional" HCI members, Rothberg's presentation was similar (if not identical) to the one he gave at last year's Onrec conference that Joel Cheesman generously posted.