December 28, 2012

Seulement 30% des RH mesurent le ROI de leurs investissements! #EmployerBranding #ROI

92 % des responsables RH sondés par LinkedIn en France augmentent ou maintiennent leur investissement dans la marque employeur malgré un contexte économique difficile.

Mais seulement 30 % mesurent le ROI de ces investissements!

Paradoxe, alors que les médias sociaux se prêtent justement à une mesure précise et en temps réel?

Ou signe d’un manque de dialogue/partage de connaissance entre responsables marketing (souvent en possession de l’expertise et des dashboards, et les RH, habitués à d’autres KPI’s?

Et vous, qu’en pensez-vous? Quels sont les indicateurs que vous retiendriez en matière de ROI des investissements RH sur les médias sociaux?

Etude menée par LinkedIn auprès de 224 professionnels des RH et du recrutement possédant un profil Linkedin afin d’identifier les grandes tendances de l’année écoulée. Le panel représente aussi bien TPE, PME, que grands comptes.

March 11, 2013

Here is what you can do today to help your e-reputation

e-reputation is something you need to monitor and act upon whether you are a brand, a personality, a non-profit organization.

Here is a list of some social media monitoring tools you can start using today, and keep touch with what’s being said out there.

This is part of a more complete study I carried out on the use of social media with HR. Interested in knowing more? Get in touch and start interacting. Looking froward to hearing from you!

GOOGLE ALERTS: market leader, tracks back new pages on a topic appearing in Google searches, (Web, news,…). Google Alerts is also very useful to start listening on a specific topic.

Alternatives : Giga Alert, Social Mention, Favebot.

PIPL tracks what is being said about personalities in the US

NAMECHK looks for similar brand names or pseudos on 72 on line platforms

YOUSEEMII tracks whatever is being said on a company or a person. Also tracks content in French. Tracking and visibility monitoring, allowing for comparisons.

TOPSY tracks your e-reputation on Twitter, based on keywords or specific topics. Pro version offers additional services: clear dashboard and easier content reading. Tracks content up to 5 days back. To allow for more, check

SOCIALMENTION, searches more than 70 online platforms. Allows you to select different types of content: blogs, videos, audios, microblogging,etc. Socialmention also has an embedded alert system pushing any new content into your instant messaging system.

RADIAN detects and manages interactions with influencers.

ALERTI  allows tracking, analytics, reporting/sharing in collaborative mode with influencers and targeted communities.

ATTENTIO measures your “buzz” level vs. your competitors, with analysis of  time break.

SENTIMENTMETRICS : tracking, reporting and analytics. Presents results as volume of informations and sentiment analysis (neutral/positive/negative). Allows for analytics.

SYNTHESIO measures influence, benchmark vs competition, identifies“influencers”, and alerts you if negative buzz kicks off somewhere.

November 14, 2012

Here is why -and how to- use Prezzi instead of PPT.

Follow those tips collected by Dan Steer, who is offering 2 half day trainings in Brussels in Jan 2013.

Want to know more? Visit

Update: Given the success of this post, I added another Prezi tips post: “Another 7 great Prezi tips”


..and if you know someone who needs some training, send him this link:


Spending a little time browsing around for cool prezi tips today, I found a few gems and thought I’d share them here. 

First, the basics:

1 First create your basic structure close up,  then add details zoomed-in

This is in line with the best approach to build presentations in 5 steps. In Prezi, focus first on getting the big picture sorted, then add the details. The big picture should be closest to the eye, the details can be smaller, zoomed in. Use the layers.

2 If you already made a relevant PPT, import it into Prezi

Yes, you can import PPT into prezi! Watch this movie to see how. Once you have done that, you can place your slides in order to:

  • Create structure
  • Show level of importance using size/zoom features
  • Groups slides together using frames..
  • Add formatting, images, arrows etc

3 Don’t overdo movement

Of course, the movement in Prezi is one of the cool selling point features that make us like it, but as with any presentation, your content needs to be minimum effective dose : do what only is necessary to support your needs or message.

  • Use movement to show the relationship between elements and to support the story-telling of your prezi
  • Make small steps between things that will be discovered “quickly” over the course of your actual presentation to the public
  • Use big steps to mark the transition between different parts of your presentation structure

4 Don’t worry about paths until the end

If you followed the first tip, then you know what your path is going to look like more-or-less. Playing with paths before you put in all your content is going to be a waste of time. You WILL go back to change things, so save this step until the end…

Now, the good stuff… let’s get visually beautiful!

5 If you want your rotated text to still look rotated in “SHOW” (presentation) mode, you can..

Just put an invisible frame around it and point to that (instead of the text itself) when you create your path.

6 Use 3D backgrounds

The guys at Prezi send me emails with tips from time-to-time and this is one of my favourites. The backgrounds that are possible with 3D and multiple 3D are awesome.

Follow this link to see how to do it…

7 Make stuff appear from no-where

As I saidabove, it is important to focus on minimum effective dose and in general I’m not a fan of PPT animation. BUT: Sometimes it can be handy to have things fade-in onto the screen just like we do in PPT. Follow this link to see how to achieve this in Prezi.

8 If you are using webpage “screenshots” in your Prezi, make them AWESOMELY GOOD quality

Because of the zoom feature in Prezi, what looks good when screen-captured from the web can look pretty bad when you zoom in. If you want to do a good job of zooming in on things you screenshotted from the web DO NOT use print-screen on your computer:

  • Instead, create a PDF of the web-page you want to show
  • Use this website to do this for free:
  • Import the PDF image of your web-page into Prezi and it will be super high-quality at all zoom levels a side-note here, if you do screenshot things, set your computer screen preferences to 1024 * 768

9 For images, don’t use JPEG. Use PDF.

As a basic principle, Prezi zooms better with PDFs because PDF images don’t get pixelated close-up. If you find something nice and its not in PDF format already, try this:

  • Copy-paste your image into a software like PPT
  • Save to PDF
  • Import into Prezi

10 Keep your marketing department happy by using your company colours

You can do this by manually custom formatting the colours + fonts via the theme wizard in Prezi

11 My personal favourite apart from the 3D tip = make a big bold call-to-action that contains all your content inside it…

No idea what I mean? Watch this video to see how sexy-fonts can help you make beautiful Prezi presentations…

Be more efficient in Prezi by using these 4 tips…

12 If you want to move multiple objects, hold down the shift key when selecting objects with your mouse. Just like in PPT…

13 Prezi has shortcuts too!

Here’s a list of keyboard shortcuts you can use when creating your Prezi online or on the desktop version:

14 Choose good Prezi titles for search engine optimisation

Presentations published on the Prezi platform are found by Google. If you want your Prezis to be found by Google-searchers, then use good keywords, eg: Your company name + content-related words.

15 Give your audience a hand-out

Easy! Just click on “print” in Prezi and save a PDF



October 29, 2012

Comparaison de l’utilisation des réseaux sociaux pour le recrutement en France, UK, US, Pays-Bas…et la Belgique?

L’étude 2012 HR Beat, récemment publiée par l’entreprise SuccessFactors, et réalisée auprès de 1 500 recruteurs et professionnels des ressources humaines,  relève de fortes différences de taux d’adoption des médias sociaux dans le processus de recrutement entre les pays anglo-saxons, nos pays voisins, et la France, où seulement 28% des professionnels français interrogés communiquent avec des candidats via les réseaux sociaux, les SMS ou Skype, contre 38% en moyenne en UK et plus de 40% ailleurs.

Et en Belgique, qu’en est-il?

October 26, 2012

Reach out to recruiters over LinkedIn! And learn the etiquette :-)

Thanks to Stacy Donovan Zapar for a great post on Undercover Recruiter: professional advice and hands-on tips that all of you can start applying as of now! Because as with all things, there is the good and better way of doing things!

October 23, 2012

Infographic: the benefits of video interviewing

This infographic from shows some of the benefits of video interviewing and it’s recent rise.


  • Traditional hiring methods take 45 days on average to hire a new position and cost $1,500 – $5,000 per hire on average.
  • The cost to replace employees can be up to 4 times their annual salary, with bad recruiting costing companies over $50,000 on average.
  • 80% of employee turnover can be linked to faults in the hiring process, according to a Harvard study.
  • There are two types of video interviews – one-way and two-way interviews
  • One-way video interviews are productive (more interview screens can be done), convenient (answers can be recorded and reviewed at anytime) and economical.
  • Two-way video interviews are convenient (no need for scheduling or travel), revealing (employers can see non-verbal cues from candidates), recordable and shareable.
  • Two-way video interviews can save as much as 67% on necessary travel costs compared to more conventional recruitment techniques.

Video Interviews For Recruitment


Laurence Hebberd

Laurence Hebberd is Community Manager for Link Humans in London. He also runs the Link Humans Twitter feed – @LinkHumans.


October 15, 2012

Zoomit: BNP Paribas Fortis case.

See Case BNP Paribas Fortis E-playsplip  to read this morning’s presentation, incl. key project timelines and communication plan.


October 1, 2012

Case study -and results- from L’Oréal on Social media recruitment. And yes, it works for them, when used in combination with traditional channels, and to reach specific audiences.

Thank you Laurence Hebberd from LinkHumans for this great great post on how L’Oréal is using social media for its recruitment campaign. Extremely well-integrated, and with results and take-aways!

The L’Oreal Group is the world’s largest cosmetics and beauty company, with an annual turnover of €17.5 billion, offices in 60 countries and brands such as Garnier, Maybelline New York and the Body Shop. They widely use social recruitment in various countries worldwide (such as India and the Philippines), however it is especially prominent in the United Kingdom and the United States.


LOreal Jobs Careers

L’Oreal have a uniform branding on all the websites for the countries in which they operate. The jobs section of each website lists available positions in that country and only a few link to the relevant social networks. The UK LOreal.Jobs website links to the L’Oreal Talent Recruitment Facebook page, the L’Oreal LinkedIn page, the L’Oreal Luxe TalenTube Facebook page and the@LOrealCareers Twitter feed.

The L’Oreal US jobs website has an interesting and innovative way of linking to the relevant social media platforms. The Facebook page can be found via, the Twitter @LOrealUSACorp feed via, the LinkedIn page via and the YouTube channel is found at (all these will be explored in more detail later, apart from the Twitter feed). The uniform branding of the various careers websites give an overall professional look to the careers side of L’Oreal, and the linking to the social platforms helps possible applicants find what they need with ease.


LOreal Facebook Talent Recruitment page

The L’Oreal Talent Recruitment Facebook page (  is the worldwide Facebook page for all L’Oreal careers and jobs (with other pages existing for certain countries – such as India), and uses the Work4Labs application for their ‘Work for L’Oreal’ tab. TheTwitter tab is linked to the @LorealCareers Twitter feed, however the other tabs are not used often, and the page does not regularly post content. It does, however, have over 30,000 likes, so the jobs tab must be working well in attracting talent.

There are two other ‘specialist’ Facebook pages for the UK and USA – the UK graduate jobs and internships page (, and the USA careers page (

LOreal graduates job Facebook page

The L’Oreal Grad Jobs UKI page, with a cover photo of some of its past employees, has no additional tabs (apart from the standard photos, map and likes), however it posts regularly with photos, job postings and links. With over 900 likes, the page is quite active, and does get comments, likes and shares on its content – but the lack of likes and activity can be explained by how specialist it is.

LOreal Careers USA Facebook page

The L’Oreal Careers in the US page, however, is much more popular (with almost 7,000 likes), but does not post any content. It does, however, have a working ‘Jobs’ tab which lists current openings, as well as tabs explaining the ideas and missions of working for L’Oreal in the US. The cover photo is interesting, and the additional tabs are all branded in a similar fashion – a great way to run a page, apart from the lack of content!


L’Oreal have careers based Twitter accounts for the UK (@LOrealGradJobs) with over 1,100 followers, and a general account (@LOrealCareers) with almost 3,500 followers.

LOreal Careers Twitter feed

The L’Oreal Careers Twitter feed (@LOrealCareers) holds around 3,500 followers, and regularly posts jobs (all using the hashtag #jobs) as well as some news articles about the company (which receive some ‘retweets’ and ‘favourites’).

LOreal Grad UK Jobs Careers Twitter

The L’Oreal (graduate jobs) UK Twitter feed (@LOrealGradJobs) has over 1,100 followers, and posts daily about campus visits and other such news. They also reply to other users’ tweets and run a very ‘human’ account. The normal tweets rarely get retweeted, but the contest tweets can have over one fifth of the followers retweeting them – a very popular way to attract talent, and increase the base that read job openings.

There are other accounts, but these are the two main feeds for the UK and USA careers side of L’Oreal.


Loreal careers Linkedin page

L’Oreal have one LinkedIn company page – with a branded ‘Careers’ tab to match. The tab holds an introduction to working for L’Oreal, a YouTube (which can be seen below), plus testimonials from past employees and links to the L’Oreal Talent Recruitment Facebook page and@LOrealCareers Twitter feed, and relevant websites.


The tab is regularly updated with job openings, and the branding looks very professional – a good job from L’Oreal. You can see a few statistics about L’Oreal’s use of LinkedIn for recruitment below.



LOreal UK YouTube channel

L’Oreal UK Careers has a branded YouTube channel (/LorealUKCareers) with only 5 videos and 5 subscribers but over 2000 video views. It does have a good quality graphic background, and links to corresponding websites, but it is the ‘Trainee’ set of videos which have the most views. YouTube is a great tool for social recruitment, and with the last video uploaded in May (and not very high quality – mainly filmed on a mobile phone), L’Oreal UK could spend a bit of time creating some simple videos to really promote working for the company.

LOreal USA Careers Youtube

L’Oreal USA have a Careers channel (lorealusacareers) – named L’Oreal USA Corporate, with only 30+ subscribers, but almost 10,000 video views. There is no branding and only 10 videos (uploaded over a 2 year period). The videos are high quality, but hold no description or tags – so will never be found by future employees unless they find the channel.

L’Oreal has a great resource here, but have not used it to its full potential (and they should, because it’s worth it!) – even short 30 second high quality clips can really boost a recruitment process.


There are two case studies surrounding L’Oreal’s use of social recruiting – one from Facebook (courtesy of Work4Labs), and one from LinkedIn.

L’Oreal use the Work4Labs tab on their L’Oreal Talent Recruitment Facebook page (shown above). The case study surrounds an internship posted on their L’Oreal Talent Recruitment Facebook page using the Work for Us app, which allowed fans and employees to share the posting via their networks. Using the app, and the Work4Labs’ AdvertHiring platform (to create advertisements linking to the job posting), the following results were reached:

  • The internship’s ad campaign had an “optimised” performance and return on investment – generating 5.88 million impressions with 4,167 clicks (a 0.071% click through rate (CTR). The click through rate was much higher than the average CTR of Facebook ads (which is roughly 0.02%).
  • This led to L’Oreal receiving 153 applicants (a 3.67% conversion) – with almost all of them being pre-qualified due to the specific targeting options (education, experience) that L’Oreal chose for the ads.
  • The campaign had an “immediate and high quality turnaround” with applicants viewing the job and submitting resumes minutes after it went live.
  • L’Oreal received 17 qualified resumes within the first 12 hours of the campaign – a huge difference to the limited success from traditional methods.
The graphic below shows the numbers mentioned:

As these results (courtesy of Work4Labs) show, Facebook has been a success for social recruitment for L’Oreal.

L’Oreal used LinkedIn to solve 3 new challenges in their social recruiting process. The company recruit 6,000 new managers a year (including internships), using all the regular techniques, but wanted to solve these challenges (and used LinkedIn to do so):

  • sourcing difficult-to-hire candidates
  • reaching passive candidates
  • online reputation

The company set up a ‘Careers’ tab on their company page (as discussed above) and “polished” individual recruiter profiles. Using their current network – with 15,000 L’Oreal mangers and employees on the site – to find passive talent, the company had really fit the LinkedIn referral slogan of “the best employees refer the best candidates”.

Some results from this included:

  • Oskar Isenberg Lima, Luxe, HQ Paris said he has “sourced around 90 top profile candidates in less than five months”, simply using LinkedIn.
  • By using LinkedIn, a Body Shop UK (a sub-section of L’Oreal) recruiter saved £20,000 with a single license.
  • L’Oreal Australia saved around 20,000 Australian dollars in recruitment fees on a single hire.

As these results (from LinkedIn) show – LinkedIn was also successful in helping L’Oreal socially recruit (and in cutting costs).


L’Oreal actively use social media for their recruitment, and have results to match. Their Facebook pages are well branded, however could do with more content, whereas their Twitter feeds are actively updated with jobs and news. Their YouTube accounts could be used more, whereas their LinkedIn page (and Careers tab) is just right – and may fit better with the rest of their pages once they receive the new design. The two case studies show that L’Oreal is actively using social networks for recruiting and it is successful – however it should never replace the more traditional methods, as you never know where the perfect candidate could apply from.



October 1, 2012

Recruiters: share these tips for best corporate storytelling!

Happy to read your excellent post on Blogging4Jobs Autumn, and to share these practical tips with recruiters over here and get their views!


When it comes to recruiting and hiring, we know one thing to be true: interviewing can make or break a candidate. Maybe there really is a lack of experience, skill-related issue not easily determined by scanning a resume or simply heavy competition, but typically, if they’re good enough to be brought in, the job is theirs to win – or lose. Enter the valuable skill ofstorytelling especially storytelling that’s digital.  You know, online.

Of course, storytelling is not just for job seekers, but for individual recruiters and entire companies, too. Just as a candidate must be able to tell his/her story to prove value and worth to an organization, companies must do the same to attract job seekers and recruiters to connect with target talent during the initial screening process. So how can you tell your company stories without droning on through heavy blocks of text or drawn out interviews? Technology makes it easy.


1. Eye-Catching Images. If a picture is worth a thousand words, consider the value of a full album on Facebook or a platform dedicated entirely to photos, like Instagram. Using visuals to tell your company stories is not only a great way to attract candidates up front, it’s also a perfect opportunity to engage them on a regular basis without taking up too much of their time with chunks of text. Additionally, the popularity of image-based tools and platforms makes it possible to incorporate user-generated content into your own campaigns – whether from current employees or hopeful job seekers.

2. Recruitment Video. What better way to tell a story than face-to-face with your potential candidates? Unfortunately, that’s not really an option in the attraction stage, but almost just as good (if not better) is an insightful recruitment video that makes it possible to reach job seekers before they’ve even considered applying. Instead of listening to stories about your employer brand and company culture from a single hiring manager, video makes it easy to showcase a variety of things, from your unique office environment to the community service project your team participated in last quarter. And if your careers site is optimized for mobile, job seekers can browse and enjoy on the go with recruitment video.

3. Socially Shared Content. Obviously all of the above-mentioned ideas can (and should) be shared via social recruiting channels, but this includes all other content. Whether it’s a news article featuring insights from one of your top execs or short blurbs from your team members expressing what they love about their jobs, crafting the perfect story that engages readers is key. Don’t spend too much time telling job seekers what you’re about; show them with vivid imagery and concise language that makes them feel like they already work there.

4. Job Advertisements and Branding. Many recruitment ads are moving away from direct-response and toward employer branding and company story telling. Whether it’s a posting on a job board or purchasing a display advertisement on a site relevant to your target candidates, use the space to get creative. This outlet is listed last because it’s a perfect space to make use of all three options above. It’s now easier than ever to host your recruitment video in a variety of places, use images to create banner ads and include interesting copy about your culture and people.


While the four options outlined are fantastic for grabbing the attention of active and passive job seekers alike, there are still other aspects you must consider – like which stories you want to highlight, what your employee value proposition is, the tone you’re going to use to convey these messages and so on. Your corporate storytelling and employer branding strategy is not something that can be perfected overnight, but it is a critical piece of your recruitment marketing strategy and worth your time to improve upon.

How do you tell your company’s story, and which outlets have proven most effective? Get the conversation started below.


Article by Autumn McReynolds

Autumn McReynolds is the Content Strategist and Lead Blogger for TalentMinded, an online publication focused on talent attraction and engagement in the digital age. After landing in the recruitment space in 2009, she has spent the past three years in the job board industry as both a recruiter and project manager, consulting with clients about job advertisements, employment brand and SEO strategies for attracting new candidates via job postings. You can connect with her on LinkedIn or follow her on Twitter.

September 25, 2012

Gen Y needs no slogan but true, authentic information (about work)!

In this most interesting post, CAL NEWPORT explores why some bright slogans may actually NOT benefit your employer brand reputation with Gen Y…

Generation Y, of which I’m a member, is entering the job market in record numbers, and according to many commentators things are not going well.

One of the best-known books about my cohort, for instance, is titled Generation Me. The New York Post called us “The Worst Generation,” while USA Today noted that we are “pampered” and “high maintenance.” Earlier this year, a New York Times op-ed called us “Generation Why Bother,” noting that we’re “perhaps…too happy at home checking Facebook,” when we could be out aggressively seeking new jobs and helping the economy recover. The fact that up to a third of 25-34 year-olds now live with their parents only supports these gripes.

To many, the core problem of this generation is clear: we’re entitled. I don’t deny these behaviors, but having recently finished researching and writing a book on career advice, I have a different explanation. The problem is not that we’re intrinsically selfish or entitled. It’s that we’ve been misinformed.

Generation Y was raised during the period when “follow your passion” became pervasive career advice. The chart below, generated using Google’s N-Gram Viewer, shows the occurrences of this phrase in printed English over time.

Passion pic newport.jpg

Notice that the phrase begins its rise in the 1990s and skyrockets in the 2000s: the period when Generation Y was in its formative schooling years.

Why is this a problem? This simple phrase, “follow your passion,” turns out to be surprisingly pernicious. It’s hard to argue, of course, against the general idea that you should aim for a fulfilling working life. But this phrase requires something more. The verb “follow” implies that you start by identifying a passion and then match this preexisting calling to a job. Because the passion precedes the job, it stands to reason that you should love your work from the very first day.

It’s this final implication that causes damage. When I studied people who love what they do for a living, I found that in most cases their passion developed slowly, often over unexpected and complicated paths. It’s rare, for example, to find someone who loves their career before they’ve become very good at it — expertise generates many different engaging traits, such as respect, impact, autonomy — and the process of becoming good can be frustrating and take years.

The early stages of a fantastic career might not feel fantastic at all, a reality that clashes with the fantasy world implied by the advice to “follow your passion” — an alternate universe where there’s a perfect job waiting for you, one that you’ll love right away once you discover it. It shouldn’t be surprising that members of Generation Y demand a lot from their working life right away and are frequently disappointed about what they experience instead.

The good news is that this explanation yields a clear solution: we need a more nuanced conversation surrounding the quest for a compelling career. We currently lack, for example, a good phrase for describing those tough first years on a job where you grind away at building up skills while being shoveled less-than-inspiring entry-level work. This tough skill-building phase can provide the foundation for a wonderful career, but in this common scenario the “follow your passion” dogma would tell you that this work is not immediately enjoyable and therefore is not your passion. We need a deeper way to discuss the value of this early period in a long working life.

We also lack a sophisticated way to discuss the role of serendipity in building a passionate pursuit. Steve Jobs, for example, in his oft-cited Stanford Commencement address, told the crowd to not “settle” for anything less than work they loved. Jobs clearly loved building Apple, but as his biographers reveal, he stumbled into this career path at a time when he was more concerned with issues of philosophy and Eastern mysticism. This is a more complicated story than him simply following a clear preexisting passion, but it’s a story we need to tell more.

These are just two examples among many of the type of nuance we could inject into our cultural conversation surrounding satisfying work — a conversation that my generation, and those that follow us, need to hear. We’re ambitious and ready to work hard, but we need the right direction for investing this energy. “Follow your passion” is an inspiring slogan, but its reign as the cornerstone of modern American career advice needs to end.

We don’t need slogans, we need information — concrete, evidence-based observations about how people really end up loving what they do.

More blog posts by Cal Newport
Cal Newport


Cal Newport lives in Washington, D.C., where he is a writer and an assistant professor of computer science at Georgetown University. His new book, So Good They Can’t Ignore You: Why Skills Trump Passion in the Quest for Work You Love, takes a contrarian look at popular career advice.