Build an Employer & Personal Brand with the Share Economy

By Jessica Miller-Merrell

Knowledge and Information is Power in the Share Economy

Back before the Internet, information was power.   Knowledge and information was hoarded and dispersed in small quantities in the early days through oral storytelling and much later Benjamin Franklin and the use of the printing press. I think back to 2006 before the Internet and social media was king.  Information and knowledge was hoarded not shared especially in HR and Recruiting.  I spent hours piece milling and researching recruiting tools and sources to hire, source, and engage on.  Forums and chat rooms like ERE and HR Talk were places I frequented asking questions, establishing relationships, and learning about the industry.  Trying to break into this industry was tough and best practices and sourcing secrets were not shared as they provided a competitive advantage certainly not on a blog, webinar, white paper, or free online resource.  All that is no more with the Share Economy. 

How to Leverage Talent Pipelines with Influence

With technology and accessibility of mobile, the Internet for individuals at work, life, and school the knowledge model has been flipped on its head.  The share economy now drives influence, power, and success starting with the Internet and now moving toward the world of social media.  Companies can leverage the share economy and the talent pipeline through building talent networks and growing their employer brand. 

Long Term ROI with Relationship Marketing in Recruitment Strategies

With the share economy, he or she who has the biggest network wins and provides the greatest value to your community or sphere of influence.  The Share Economy drives candidates, employee engagement, talent networks and more importantly relationships for the long term.  That’s what makes the Share Economy so important.  It’s a long-term play that helps build influence, relationships, and drive the industry or your area of expertise through information, news, and great conversation. It’s a long-term recruitment strategy play that requires focus, patience, and experience to make it happen.

What are some ways you are using the Share Economy to build relationships in HR, Recruiting, or engaging job seekers to build your employment brand?  I’d love for you to weigh in the comments.  

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Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs. 

Hire Our Hero’s: How to Recruit and Hire Military Veterans

By Jessica Miller-Merrell

Hire Our Heros

The job market is improving with holiday spending expected to increase to pre-recession levels.  The US economy is slowly recovering and many Americans are finding work.  US Military veterans have faced challenges in finding work since September 2007.  October’s national unemployment rate is 7.9 percent.  That’s dramatically less than our military veteran heros who have seen action since September 2001 to present.  Unemployment rates in October 2012 for military veterans stand at 10 percent. 

Unemployment numbers are even more startling for our veterans when we look at the numbers by the sexes.  Unemployment numbers for females who are unemployed veterans stand at 15.5 percent which is dramatically different than 9.2 percent figure for women from October 2011.  The problem for hiring and recruiting veterans isn't just a veteran thing.  It is even more challenging and startling for our female military heros.  

Our soldiers are not prepared to find work in a post-military working world just as much as employers are concerned about post-traumatic stress, higher employee health benefit costs, and time away from work that things like National Guard Duty bring.  Laws like USERRA which stands for Uniformed Services Employment andReemployment Rights Act were created to protect our military from being discriminated against in the hiring and employee process.  Except that the numbers don’t lie.  A 2012 study just released by CareerBuilder shows that only 3in 10 employers plan to hire military veterans in the next 12 months.  This number is simply not high enough. 

As someone who has worked with and interviewed and hired hundreds maybe even thousands of military veterans I can sympathize with a recent military veteran’s frustration.  Serving your country is an honor, and one that I don’t take lightly especially since I know first hand.  I was a military spouse in my first marriage.  My ex-husband faced the prospect of war every single day, and so did his friends and other soldiers who were like family.  Upon transitioning out of the military, I watched my ex-husband struggle to find work.  He was uniquely qualified, eager, and anxious to find his place in the working world. I watched him get beat down emotionally and struggle to find work, friends, and settle in.  It was something our marriage did not survive. 

How to Recruit Military Veterans

Recruiters can take advantage of this eager talent pool  that consists of thousands of soldiers exiting the military every year.  They are loyal.  They understand strategy and plan execution, structure, and responsibility because their success is a matter of life and death every single day.  They can be a hidden talent pool to fill current and future position requisitions. 

·      Develop a Relationship with the Military Base’s Transition Team.  Exiting soldiers attend classes and must complete long checklist of tasks the last 60-90 days of their service.  By developing a relationship with the local base specifically the transition team, you can develop a consistent talent pipeline of candidates to fill a variety of open positions.  I've worked with base transition teams giving them valuable feedback into the hiring and candidate evaluation process which in turn they regularly referred candidates to me.  

·      Offer Free Training or Assistance.  One of the hardest pieces of the jobs transition from military to civilian is understanding the hiring process.  In the military world, promotions happen based on time in service or how you perform in front of a board answering questions on military regulations.  The candidate hiring and interview process is foreign and many military fail to market themselves effectively due to the differences in lexicon and how their skills can be leveraged in other places.  By offering free mock interviews or resume evaluations, you are not only providing insights into the corporate world and hiring process but are able to pre-interview your candidate pool before they apply. 

·      Develop a Talent Network.  Create a community where military veterans can connect and learn more about your organization and also connect with one another.  A talent network like this serves a bigger purpose and attracts a much broader member and interest base helping you to foster relationships with this candidate population months or even years after they exit the military.  This is especially helpful if you are targeting multiple military veterans with specific qualifications or are casting a wider recruiting net than just your local military base.  By providing these resources and relationships you are helping serve a bigger purpose also building and fostering your organization’s employer brand.  It’s a win win. 

Best Practices Hiring US Military Veterans

Hiring, recruiting, and engaging military veterans is a challenge.  Job responsibilities and keywords don't often translate well into applicant tracking systems putting our veterans again at an disadvantage.  This makes hiring and developing relationships for future talent using a variety of strategies even more important.
What strategies have you had success in hiring our nation’s heros and US military veterans?  Would love to hear your insights and best practices by leaving a comment below. 

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs. 

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Passive is the New Active Candidate

By Jessica Miller-Merrell

One of my least favorite buzzwords in the recruitment industry at the moment is the passive candidate.  Studies have been conducted and the secrets revealed on how to best source, search and snag the hidden job seeker and passive candidate.  I myself have written about the passive job seeker, and after all the research and contrary to the hype, I’ve come to a conclusion that the passive job seeker simply does not exist.  As brown is the new black in the fashion world, passive is the new active candidate in ours. 

All Employees Are Candidates in the War for Talent

The passive candidate was defined as that candidate who wasn’t actively looking, searching or interviewing for a job.  And, somewhere in this conceptual world, a candidate transitions from passive to active status.  But, when that happens is unclear. It’s very fluid and very, very grey.   

And as recruiters, hiring managers, and HR professionals, we foolishly we buy into this mumbo jumbo in the war for top talent at our organization.  The passive candidate is just like Valentine’s Day.  It’s a commercialized concept created to sell tools, techniques, and systems to locate and search out that passive job seeker.  The term "passive candidate" seems to have surfaced in the early 1990's before recruiters had access to online talent communities and social media when cold calling and phone sourcing was king.  The line to cross from active to passive was much more clear.  Passive job seekers simply didn't apply.  The simple act of applying wasn't so simple as it involved either mailing in your paper application or resume not applying online.  Maybe technology and accessibility not loyalty is reason for the end of passive candidate.  

Social Media & Technology Drives Accessibility & a Fluid Job Seeker Marketplace

The reality is that every employee is active in some form or another with a combination of social media, lifestyle changes and the economy.  Professionals no longer stay loyal to one company and are always on the lookout for new, bigger and better things.  Changing employers is the human equivalent of upgrading your cell phone plan to the newest version of smartphone, which most people do every two years once their contract expires.  The job search is just like. 

A study by LinkedIn supports this new upgrade in a job seeker and candidate lifestyle.  An estimated 47% of job seekers are tiptoeing their way in the job search; four out of every 10 workers are applying for jobs, interviewing and engaged in a job search in a covert and secret manner in twelve months.  If this study holds true, 94% of your workforce is passive at least once every two years.  And two years happens to also be the average tenure of the Generation Y job seeker and your new majority workforce. 

The Passive Candidate is the New Active Candidate 

A candidate is just like someone who works out at a gym.  Right now I’m there most days two times a day (that’s right, twice a day thank you #operationskinnybum).  Suffice it to say, I’m an engaged customer who is focused on weight loss and healthy living.  There are others at my gym who work out as often as me, and others I see only once or twice a week.  The act of going to the gym and working out means you are actively engaged.  You don’t come to the gym to sit at the smoothie bar or take a nap.  No one at the gym is “passively” exercising – they have to physically walk through the door and scan their membership to get in.  Similar is the so-called passive job seeker who clicked to apply for an opening or responded to a recruiter’s message.  The very act of their engagement makes that candidate an active candidate.   You either workout or you do not; you are either looking for a new job or you do are not.  The passive job seeker simply doesn’t exist because if the majority of your workforce is tiptoeing their way through the job search – they are your new active, formerly passive, candidate.  

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs. 

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