Archive for April, 2012

April 12, 2012


75% des entreprises (US) trouvent leurs candidats sur les Réseaux Sociaux. les DRH n’y vont pas chercher les photos de soirées arrosées comme le prétend le cliché, mais plutôt le dynamisme et le potentiel des candidats. La Northern Illinois University a montré qu’une analyse de profil Facebook montre mieux l’adéquation d’un candidat à un poste que l’analyse détaillée de sa personnalité et de son CV.

Une autre étude de la Cornell University a montré que les candidats trichent moins sur leur profil LinkedIn que sur un CV traditionnel (ce qui est normal puisque le CV sur LinkedIn est public.)


April 11, 2012


Social media has made it easier for recruiters to build and nurture connections, ultimately increasing the efficiency with which a recruiter can source quality candidates. However, current social media usage by recruiters varies greatly. Take a look at the differences in how recruiters use the ‘Top 3’ social networking sites and which ones are most effective for reaching candidates.

No prizes for guessing that LinkedIn is the most frequently used network by recruiters, with Twitter being close second and Facebook not far behind.

According to this report by Bullhorn, they expect increased social engagement from recruiters. The report evaluates the current social network activity among recruiters and suggests several interesting insights. First, the findings suggest that recruiters are connected to all three social networks, but are using LinkedIn and Twitter much more than Facebook to recruit talent.

While they found that LinkedIn is driving the most views and applications per job posted on the “big three” social networks, the analysis shows that Twitter followers are much more likely to apply for a job than connections on LinkedIn or friends on Facebook. Overall, Twitter and Facebook appear to be highly under-utilized networks for recruiting, but we expect that behavior to change during 2012.

Source: Bullhorn Reach

April 10, 2012

Should you have a Social Media Policy?

Original post by Adriana Costello on LinkHumans

Writing a social media policy can be like walking on eggshells. It is a potentially overwhelming process with many things to take into consideration, from legal matters to employees’ perceptions of privacy. There are certain best practices to keep in mind when drafting your company’s social media policy: it should be comprehensive, without being too broad, and must be readily understood by all employees. Below are some guidelines and examples to help you get started on writing your own policy.

With the increasing use of social media in both our business and personal lives, it is more important than ever for companies to protect their reputations. There are several issues of importance to any company when it comes to social media use, including productivity, privacy, and host of legal matters. Therefore, organisations of all sizes, across all sectors, should seriously consider developing a formal social media policy. At the very least, a formal policy should serve as a reminder for employees to use common sense when it comes to social media, and to remind them that their online activities can have consequences for the entire organisation.

The Human Rights Act 1998 provides a ‘right to respect for private and family life, home and correspondence.’ Relevant case law surrounding the Human Rights Act indicates that employees have a reasonable expectation of privacy when it comes to separating their private lives from the workplace.

The Regulation of Investigatory Powers Act 2000 has implications for the extent to which employers can monitor or record communications that take place through the company’s networks. There are only two conditions under which an employer may lawfully intercept communications: 1) there is reasonable belief of consent on the part of the sender and recipient, or 2) the employer does not have consent, but is acting in order to protect their business, comply with financial regulations or prevent crime.

According to the Computer Misuse Act 1990, it is an offence to use a computer to gain access to data you are not authorised to use. This means employers should not have access to employees’ personal social media accounts.

An emerging issue regarding the use of social media for business is the question of who owns social media accounts and the contacts that are gathered as part of a social network – the employer or the employee? Generally speaking, an employer may not claim an employee’s social media contacts (i.e. LinkedIn contacts, Facebook friends or Twitter followers) when the employee leaves the organisation. It is possible that the answer to this question may be slightly different if the employer, rather than the employee, sets up the account, or if the employee is instructed to create a corporate-branded profile for business purposes (i.e., @CompanyXYZ_John). Regardless, employers who wish to claim ownership of social media accounts that employees use should assert this well in advance as part of a formal social media policy.

A corporate social media policy should be written with these regulations in mind, and should only include those aspects specifically covered by the law. Making a social media policy too broad, violating any rights that employees should have, can be very damaging for an employer.

Social media policies come in different shapes and sizes. They can either be a small section in your company’s employee handbook or a lengthier stand-alone document. There are some things to keep in mind when crafting your social media policy, including the size of your organisation, company culture and nature of your business. Any well-written policy should be clear and concise, with easily understandable language free from legal jargon.

  • Introduce the purpose of social media as part of your corporate strategy, be it in terms of marketing, recruitment or employer branding.
  • Add value – when employees publish work-related social media content, they should provide useful information or insight that is relevant to the business.
  • Employees should be prohibited from sharing confidential and proprietary information online.
  • Responsibility for content – employees should know to exercise good judgment and be prepared to deal with any consequences that result from inappropriate actions or statements online.
  • Authenticity is key – users of social media should clearly identify themselves by name, and when relevant, position and company.
  • Keep your audience in mind – before publishing any content, employees should ensure they are not alienating readers that may be current clients, potential clients, or past/current/future employees.
  • Productivity is essential – social media efforts can only be successful if employees find a proper balance between social media and other work.
  • Remember to keep it simple so that everyone can easily understand the policy.

Intel has done an excellent job crafting Social Media Guidelines that are easily understood by employees, separated into 3 Rules of Engagement: disclose, protect and use common sense.

Coca-Cola’s Online Social Media Principles effectively convey the organisation’s vision and strategy surrounding social media use for business purposes. Their 5 Core Social Media Values are transparency, protection, respect, responsibility and utilization.

BBC clearly kept the reader in mind when drafting their Guidance for Social Networking. A Summary of Main Points in the form of a bulleted list ensures that employees will grasp the most important elements of the policy.

IBM employees actually helped to create the company’s Social Computing Guidelines, which are continually under review as online social tools evolve.

The UK Civil Service provides a colorful, reader-friendly document titled Engaging Through Social Media, which includes an introduction to social media, guidance for various kinds of employees and resources for further information.

Ford Motor Company’s Digital Participation Guidelines are centred on 5 core principles: honesty about who you are, clarity that your opinions are your own, respect and humility in all communication, good judgment in sharing only public information and awareness that what you say is permanent.

Perhaps the most innovative and ‘user-friendly’ social media policy I’ve seen comes from Edmunds Inc, owner of websites built to inform automotive consumers and enthusiasts. Their unique social media guidelines, referred to as Edmunds’ Rules of the Road, are in the form of a welcoming infographic that provides clear, comprehensive and concise information for employees while successfully representing the Edmunds culture.

Does your company have a policy in place? Do your employees understand it? Please let us know in the comments!

 More examples can be found under socialmediagovernance.
April 5, 2012

Conduct an informal 360°

In this short video from HBR, Scott Edinger, founder of Edinger Consulting Group, explains how to get the feedback you need to develop your leadership skills.

The questions all are excellent questions to ask your self and/or to use in formal meetings with senior managers who are in charge of mentoring you or evaluating your skills, but I personally find them hard to use in an informal context with direct reports. Good to have them in mind to drive specific development conversations with HR talent management specialists though.
April 4, 2012

Résultats d’une étude Delphi sur le recrutement et les médias sociaux auprès d’experts HR

Résultats d’une étude Delphi sur le recrutement et les médias sociaux

Dans le cadre de son doctorat au sein du laboratoire MRM à l’Université Montpellier 2, Aurélie Girard (sur Twitter  @aurelieg34) a réalisé une étude sur le recrutement et les médias sociauxen utilisant la méthode Delphi.

Cette méthode “repose sur un processus itératif et permet de recueillir les jugements d’experts au travers d’une série de questionnaires dans le but d’obtenir un consensus. Chaque questionnaire tient compte des résultats du questionnaire précédent. Le choix des experts est un élément essentiel qui conditionne la qualité des résultats.”

34 experts ont été interrogés parmi lesquels ont trouve des chercheurs, des consultants exerçant dans des cabinets de recrutement ou de conseil en RH et management, des responsables RH ou encore des responsables de sites emploi ou des réseaux sociaux numériques.

Voici les 5 résultats issues de cette étude :

  • Résultat 1 : Les médias sociaux ne se substituent pas aux autres outils d’e-recrutement, ils peuvent être utilisés à la fois pour développer la marque employeur et recruter
  • Résultat 2 : Aujourd’hui, l’usage des médias sociaux peut répondre à une exigence d’échange ; dans le long terme l’évolution de la relation candidat dépendra du marché du travail et de l’appropriation de ces outils
  • Résultat 3 : De nouveaux comportements se répandent indépendamment de l’âge ou des stratégies de carrières des candidats
  • Résultat 4 : Les médias sociaux vont permettre soit une plus grande implication des employés dans le sourcing soit une externalisation auprès de nouveaux types de cabinets de recrutement
  • Résultat 5 : Les médias sociaux offrent l’opportunité d’élever le rôle stratégique des professionnels RH, seulement si ces derniers relèvent le défi

Les verbatims laissent apparaître des réalités différentes, je vous encourage donc à lire le rapport détaillé: Synthèse Resultats Delphi – Recrutement et Medias Sociaux

April 4, 2012

Keycoopt, nouvelle plateforme de recrutement online

Lancée il y a quelques semaines, Keycoopt, nouvelle plateforme collaborative de recrutements online basée sur le principe de recommandation, vient de boucler un premier tour de table d’1M € auprès d’un panel d’investisseurs privés. Cette levée de fonds vient compléter une aide de 500 000 € précédemment accordée par Oséo.

Imaginée par Antoine Perruchot et Nicolas Crestel, la plateforme se situe donc à la croisée des cabinets de recrutements classiques, des jobboards et des réseaux sociaux. Keycoopt propose ainsi aux recruteurs de déposer leurs annonces sur la plateforme (250 € par annonce). Les chargés de recrutement Keycoopt les font ensuite suivre de manière ciblée et confidentielle à un club de coopteurs anonymes qui proposent leurs meilleurs candidats. Ces candidats sont qualifiés par Keycoopt qui en sélectionne au moins deux pour les présenter au recruteur. Lorsqu’un recrutement est validé, l’entreprise s’engage à verser 10% de la rémunération annuelle brut du candidat à Keycoopt, qui, de son côté, récompense le coopteur initial par une « Keyprime » fixe de 750 €.

Le club des coopteurs constitué par la start-up est composé de cadres, de chefs d’entreprises et de professionnels de tous secteurs, sélectionnés pour leur expérience et leur expertise, ainsi que pour leur réseau. Fort de ce mode de fonctionnement, Keycoopt a pour ambition de permettre de recruter les meilleurs candidats dans de nombreux secteurs d’activité avec simplicité, rapidité et efficacité.

Grâce à cette augmentation de capital, la jeune pousse compte rapidement conquérir le marché français avant de développer à court terme son service à l’international.

April 4, 2012

Should your business be on Pinterest (and why)?

Love the infographics, and the “why’s” covered by Francis Santos on Soshable. Especially the fact that you business should be (made) visually attractive.

Is your business on Pinterest yet? No? Well, what are you waiting for? After all, it’s only quite possibly the hottest thing going in the social media space today. From tasty recipes to artistic photo galleries, this site is showing that it can be incredibly useful for sharing almost everything visual. We have clearly reached the point where we can say this thing is not a fad. Pinterest is a bonafide powerhouse social marketers can no longer afford to ignore.

More Traffic Your Way

One of the main reasons more social marketers are giving Pinterest a closer look is because of its ability to drive traffic. Sure, the site is still operating on an invitation-only basis, but that has not stopped it from racking up more than 10 million users in a very short amount of time. While this number has nothing on Facebook, Twitter, or even Google+, it is significant, and shows that the site has enough of an audience to send a decent amount of traffic your way. The other part of this lies in the fact that Pinterest allows you (and others) to pin all types of stuff to virtual boards, stuff that links back to your website, blog, or favorite social hangout.

Tremendous SEO Value

Pinterest also offers plenty of SEO value, which as you know, could translate to an increase in traffic as well. As we alluded to above, when you or another user pins content to a given board, that process creates a link that connects to a third-party site. Linking is one of the key factors search engines like Google take into consideration, and with Pinterest gaining in popularity, it is also growing as a trustworthy domain. Combined, these two variables can play a huge role in increasing your visibility and traffic through the search engines.

Great for Branding

Another thing social marketers are learning about Pinterest is that it can be a phenomenal branding tool. Mashable, Whole Foods, and NFL team the Minnesota Vikings are just some of the brands that have decided to establish a presence in this thriving new social channel. So what can Pinterest offer a brand? A platform that makes it easy to create both exposure and community around a product, company, or topic. Just like other social networks, this one has features such as following and commenting, so you can reach out and really start engaging your audience if you put the right tools to use.

Pinterest is everything we’ve seen before with a fun twist that makes it truly unique. It’s simple, straightforward, and versatile enough to support a wide variety of needs. Keeping up with all the trends can be hectic for the dedicated social marketer, but if you can handle one more tool, this would be the one to add to your juggling act. Pinterest is receiving rave reviews from the marketing community, so why not jump in and see what all the fuss is about?

Pinterest for Business