I love me some Netflix. Such being the case, I have an emotional investment in its success. That being said, I want to share an idea on a recruitment strategy that could benefit Netflix for the life of the enterprise. Intrigued? If so, read on.
Let’s imagine that you have applied for your dream job at Netflix. At some point, you would have volunteered your email so Netflix could contact you later. Should you login into Netflix with the same email you used to apply for a job, you would get additional choices. Check out my mockup below.
Clicking the “Jobs at Netflix” option would connect you to a special landing page showcasing jobs relevant to your background and videos promoting the culture of the company. How cool is that? Now, I realize that some would prefer not to have the “Jobs at Netflix” choice on their profile and I can understand why. What if a co-worker stops by to see your new big screen TV?
“Hey,” they say. “When I login to Netflix I don’t see a jobs option. Why do you have one?”
So, should this strategy be enacted, Netflix should give users the ability to turn off the “Jobs at Netflix” button. They should also send them an email before the button is live on their profile along with an explanation of how it got there. Make sense?
Did you know that there are more than 100,000 job boards out there? This means that there are jobs being posted online on job boards you are unaware of. Fortunately for you, Google indexes a lot (if not all) of them. Yet, how does one search all of those job boards? Well, I might have the answer.
Below is a list of search strings for finding jobs on Google. It is designed for recruiters who are looking for work, but anyone can use them. Simply change the word “recruiter” to whatever job title. Make sense?
Good luck with your job search!
P.S. Feel free to pass this around to any and all concerned. No need to ask permission. Go ahead and share it. (But you cannot sell it.)
Recently, I have been hearing a lot of resentment about job descriptions. I’ve heard discontent in a recent client training session. I’ve heard it in the last couple of recruiting presentations I’ve attended. And, the disdain from jobseekers is pretty standard fare. Can you remember the last time you did a search on Monster, Indeed, CareerBuilder, whatever, and was pleasantly surprised to read a job description that captured your imagination? I’m not saying that it doesn’t happen, just that it is extremely rare. Such being the case, I made a personal challenge to myself to decode the job description code. I wanted to figure out the best possible way to create job descriptions that convey all of what HR wants to say but, still manages to capture the attention of the jobseeker.
I must admit that after meditating on this problem, my head started to hurt. However, I soldiered on and came up with a few alternatives that I hope will become a trend. One can hope…
Option One: Succinct and sexy
Have you heard of JobGram? I really like the concept of what they do. Instead of writing a job description for you, they make it into an infographic. How cool is that? At a glance, the jobseeker gets the idea of what HR wants to convey. Plus, since its essentially a pretty picture, it works for passive candidates who have a much shorter attention span than active candidates.
Here is an example of a Job Gram!
I found out quite recently that JobGram is going beyond infographics and making video adverts as well. VERY, very cool. Here is an example of that.
I hope to interview the good people behind this company and share further insights in the near future.
Option Two: Gamify It!
Every year there are blog posts and/or articles about the trends for the coming year and the hottest topics of the previous year. Why not use this data to create job descriptions that are timely, relevant and could quite possibly become viral? Hmm… Just in case I lost you there, let me show you what I mean. I will pretend for a moment that I am on the hunt for some java developers.
JSF 2, PrimeFaces 3, Spring 3 & Hibernate 4 Integration Project
And finally, the most popular Java Code Geeks post for 2012 is this tutorial combining a number of enterprise Java technologies such as JSF, PrimeFaces, Spring and Hibernate. Honestly, this was a bit of surprise to me, but I think this shows how big is the adoption of these technologies by the Java developers world.
Intellij vs. Eclipse
Another battle, this time the battle of IDEs! All developers have their favorite IDE and this article explores the differences between two of the most popular in the Java world, namely Intellij and Eclipse. On the same note, check out What’s Cool In IntelliJIDEA Part I and Eclipse Shortcuts for Increased Productivity
Why I will use Java EE instead of Spring in new Enterprise Java Projects in 2012
Another article that generated a lot of heated arguments. The eternal fight between Java EE and Spring framework. The author lists the advantages of both approaches and explains why he opted for Java EE.
I notice that several of these posts were debating the virtues of one java-related tech verses another. Why not create a landing page where java developers can debate the issues of one technology over the other with the most intriguing comments winning a prize of some sort? The contest could be judged by your CTO and to join in the fray, one must login to the landing page with your LinkedIn account. (Of course, you get where I am going with this?) Recruiters can review the comments made on the page as well as the LinkedIn profile of whomever said it. Recruiters could then have an excuse for following up with the person(s) involved in the discussion; even if they did not win the prize. Make sense?
If you like the idea of this, I have another search you might want to try.
Option Three: Create Your Own Monster (job descripton)!
This is my favorite choice of all three. Banish job descriptions entirely! Instead, promote what the company does, its culture and the positives of working at the location. Mention technologies being used and areas where you might need some help. On a “Careers” page, let people pitch to you their “dream job” and give supporting evidence as to why they are qualified to do said occupation at your company. Supportive documentation could include a resume, whitepapers they have written, power point presentations and so on. Get it? This would make closing candidates sooo much easier. After all, with this method, you would be contacting them based on what they said they wanted to do. All things being wonderful, their desires would be inline with what you are looking to hire. How sweet would that be?
Okay, this concludes my rant on the issue. I would like to hear your comments. What do you think?
I tweet. I speak and I blog a lot. Pretty much about social recruiting and job search strategies. Such being the case, I get a lot of questions tossed at me. For example, one question I get a lot is, “Jim, are you really that good looking? Its just so hard to believe…”
Okay, so maybe I don’t get that question a lot; actually, I never get it. Instead, I get things like, “Jim, how can I source managers and not ordinary managers, but the best of the best!”
To which I would think to myself, “I have no (insert expletive of your choice) clue.”
But rather than say that out loud, I take in a quick breath, stall for a moment and then say what immediately comes to mind and hope that its perceived as something brilliant. Nine out of 10 times it is not, but that 10th time is magical. Case in point, the last time someone asked me how to find a “best of the best” manager, this is what I said, in so many words:
“Umm … I think ‘good’ is too subjective a term,” I said. “What one Hiring Manager considers good will be different from another. Be that as it may, I would make the argument that you can source good managers based on the amount of revenue the average employee makes for a company. Logic being, the managers in those companies know how to get the most productivity out of their people.”
The person who asked me the question stared back with a befuddled gaze, so I pressed my point.
Wolfram Alpha is like a search engine, but not a search engine at the same time. It does not search the web for keywords you enter, instead, it produces stats, facts and figures about your keyword; anything that can be computed. (Which is why it bills itself as a Computational Knowledge Engine.) For example, if you search on the term “Jim” you will find data on how popular the name is in the USA and the average age of the person bearing that name. (Interesting info for a trivia buff, but not all that useful.)
For giggles, I do a search on four large publicly traded companies: Google, Microsoft, Yahoo and Apple. Wolfram Alpha instantly compares the companies on a variety of factors, among them the amount of revenue (on average) each employee generates. Curious to see who manages the most productivity out of their employees? Here are the stats:
Apple wins the race with $2.02 million dollars of revenue per employee
Google was second with $1.167 million dollars of revenue per employee
Microsoft was third with $800,600.00 of revenue per employee
Yahoo was fourth with $353,500.00 of revenue per employee
I thought this was a cool tool, but I wondered if it produced the same data for private companies. I figured it would not, but checked anyway by looking up the top 4 private American companies and searching on them collectively in Wolfram Alpha and to my surprise, there was data on two of the companies I was looking for, but not others. Despite that fact, I found pretty good data I must say and very relevant unless of course you are looking for private companies who only employ left-handed Executives based in Tasmania. Hah! But what are the odds that someone will ask that specific question anyway?
“That’s great Jim,” I hear you saying, “but what if I want that same type of info from private companies who only employ left-handed Executives based in Tasmania?”
To which I would reply, “Umm … ahh … That’s a very good question! If you allow me a moment, I need to run out and ask myself that very question. Should I arrive before I get back, please keep me here until I return. Ta-ta!”
(Well, I would say either that or “I don’t know.” Probably the latter.)
Every now and again, I like to look at the average salaries for recruiters. Why? If recruiter salaries are declining, I know that the market is declining. If the salaries are going up, then I know that the job market is picking up (or at the least, companies are willing to pay more for the increased workload on recruiters). If the salaries are consistent, then I know that the economy is consistent in whatever state its in.
When I do this “look see,” I typically turn to Indeed.com. When I took a look today, I noticed that the “Average independent recruiter salaries for job postings nationwide are 62% higher than average military recruiter salaries for job postings nationwide.”
Here are some hard numbers for you:
I was also curious as to how these salaries changed over the past couple of years and overall, not much, unless you were an independent recruiter. If so, then when things are good, they were good. When things went bad, they really sucked. Quite the rollercoaster ride!
I somewhat scratch my head on the independent recruiter data. I mean, if you are truly independent, then your revenue is pretty much tied to how many clients you can keep. But I digress… Did you notice the title I searched called – “Social Media Manager Recruiter?” Those are jobs where the recruiter is involved with the employment branding via social media or, doing it all themselves. Wow. That is a full plate. Hmm… What is the trend around that job title I wonder?
I decided to look and compare it against the average recruiter salary and the average social media manager salary. Quite revealing. It seems that when you add social media to a recruiter’s duties, their salary worth increases over $10,000.00. A big jump and only a few k difference between doing that and managing social media alone.
Lesson learned? If you are a recruiter involved with social media and you want to get out of recruiting, your skills are transferable to social media management. Just sayin’…
Oh, one last thing! Adding social media duties to recruiting duties seems to be a new trend, at least being added officially to a job title. According to the chart below, it did not hit the radar until the first quarter of this year.
Over the past decade, Jim Stroud has built an expertise in social recruiting, sourcing, public speaking, community management, online video, podcasting, and training. He has consulted for such companies as Microsoft, Google, MCI, Siemens, Bernard Hodes Group and a host of startup companies.
As a serial entrepreneur, Jim Stroud has created and sold three online properties, written and co-authored books on recruiting and job search strategy. He has also been quoted in leading media resources and cited frequently for his digital influence.