Retailers and shippers are projecting to hire about a total of 800,000 in seasonal staff this winter for what is expected to be the strongest holiday shopping season in this millennium, thus far.  However, employers are finding it more difficult to fill these seasonal positions in 2014 than in recent years, and the dearth of applicants has prompted companies to explore new channels for hire. The Wall Street Journal caught the trend, reporting that companies are primarily flocking to one new destination to source more qualified candidates: social media.

WSJ retailers social media holiday hires video 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

In a video interview on WSJ live, journalist Eric Morath was asked why it took so many retailers so long to utilize social media for recruitment:

Q. It’s interesting that they’re turning to social media out of necessity. You wonder, “Why didn’t they think of this before?”

Morath: Well these have traditionally been ways to essentially advertise to customers, reach out to people who want to buy your products, and for some companies…they are not necessarily advertising to people who are looking for low-wage retail jobs, but they realize, ‘Hey, if we open up our audience maybe that mom or dad that’s staying home with the kids might be willing to help us out during the holidays so why not reach out to our customers as employees?

Perhaps necessity is the greatest invention, as social recruiting has already given companies, like Beverages & More Inc., quick wins to celebrate—bringing us to the first reason WSJ cites social as the medium of choice for holiday hiring:

  1. Social Media Has Already Proven To Drive Quick Recruitment Results

  2. The article touts BevMo’s recent success with Twitter, noting that the company had 1,000 open seasonal requisitions to fill, and was at first reluctant about advertising jobs to its customers. However, after just a month of distributing jobs on social media, BevMo increased online applications by 66%.

    Here is one example of their job tweets:

    BevMo Holiday Hiring Tweet 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    Spiking its online application volume just by adding social media into their mix of hiring channels gives us fantastic proof of social media as an effective source of hire; however, we would add that BevMo may have seen an even higher jump in online applications if they had followed just a few TweetMyJobs Twitter best practices—such as hashtag optimization, geo-tagging, and incorporating inline twitter images and twitter cards—all of which have shown to increase SEO and click through rates on Twitter.

    They’re ability to garner these numbers without tweet optimization techniques only open up the imagination to what conversion rates might still be possible if their tweets could reach even more potential candidates on Twitter.

    Related: 3 Signs You’re a Twitter Recruiting Ace

  3. Recruiting on Social Media Effectively Attracts Passive Candidates

  4. 2014 holiday hires graph 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

    High staffing demand, but low-applicant turnout reveals a holiday labor market reacting to the continued economic upswing. As Morath explains, although national unemployment has dipped, the labor force participation rate—which includes everyone employed along with everyone who desired to be employed and is 16 years-old or above—is at a sluggish 62.7%, a number unseen since the late 1970’s. Retail employees of past holiday seasons may have since found full-time positions or experienced the boons of economic recovery, thus rendering the need for a seasonal job this year less urgent and less crucial.

    With so much potential human capital waiting in the wings, Morath argues:

    “Social media pushes broaden the pool of candidates by attracting workers who aren’t actively looking for jobs.”

    While traditional job boards are the venue for active job seekers and employers to meet with one common goal—securing a hire—social media has become the venue for brands to engage with followers and even turn these loyal customers into loyal employees.

    Related: Recruiting Just Got A Lot Harder: 5 New Reasons Why

  5. Holiday Hiring is a Sprint to the Finish. Social Media Moves at the Speed of the Season.

  6. Holiday hiring is tricky business: Employers have just about a month to fill thousands of requisitions. Usually starting after holiday sales forecasts are announced in early October, companies make a mad dash to be fully staffed by early November, just a few weeks before Black Friday.

    Ellen Davis, an executive who manages National Retail Federation’s Talent Acquisition Group, supports employers’ moves towards social media:

    “When you’re hiring 10,000 people in that short time, you can’t take out newspaper ads…Using existing channels to reach prospective hires is smart and economical.”

UPS is leveraging social media and other interactive platforms to fill 95,000 holiday jobs.

UPS—a TweetMyJobs client—is projecting to add a whopping 95,000 members to their team this season, almost doubling their last year’s count of only 50,000 hires. They advertise jobs on Twitter (@UPSJobs), and their Facebook page links directly to the Job Map powered by TweetMyJobs which visually captures the breadth of their current hiring demands.

UPS Holiday Jobs Map 3 Reasons Why Social Media is the New Holiday Hiring Hub, says the WSJ

Are you using social media to hire this holiday season? Share your experiences and tips below or with us on Twitter @TweetMyJobs using the #TMJEdu hashtag.

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map 3 keys banner 3 Keys to a Results Driven Social Recruiting Strategy

At the end of each year, we all naturally take stock of the past and begin planning for a better future. For any HR professional, this process isn’t easy as it requires an honest look at a variety of efforts, and the courage to either commit to or pivot from a plan.

The HCI webcast and panel discussion TweetMyJobs recently hosted focused on how to strategically set goals, plan, and execute a social recruitment program. Watch the full recording of the webcast now.

In it our VP of Sales Mira Greenland (@miragreenland) and three colleagues and HR practitioners bravely revisit the past year, laying out their social recruiting efforts on the table. Each practitioner discussed their overall goals, the planning and execution, and their pitfalls and successes.

While the webcast goes through each case in more depth, here are the 3 keys to crafting a results-driven social recruiting strategy:

tools start strong tmj 3 Keys to a Results Driven Social Recruiting Strategy

  1. Start strong. Assess your resources and set realistic goals. Early wins build a natural momentum towards success.

  2. You may be starting your social recruiting program from scratch—no social accounts set, no dedicated team, etc. But this doesn’t mean you lack the resources to break ground.

    Audra Knight (@media2knight) is the Social Media Recruiting Coordinator at UMASS Memorial Medical Center, the largest employer in central Massachusetts. With an average 600+ open requisitions per month, Audra managed to secure executive buy-in to launch a social recruiting effort; however, without a team to rely on, she alone planned and executed the entire program.

    Wisely, Audra started small establishing a Facebook careers page, testing conversions and engagement on content and job posts. Watch the webinar to learn the techniques she utilized to boost content posts. Now equipped with the past year’s results, she plans to reach out to the marketing department to collaborate on content creation such as adding recruitment related posts on the main UMASS FB page.

    Related: 7 Ways to Really Source on Facebook Using Social Media

    map decide go tmj 3 Keys to a Results Driven Social Recruiting Strategy

  3. Consider your social media platforms ofchoice. Work with what you’ve got, but know where you’ve got to be.

  4. Chrissy Glover (@chrissyglo) is the Employer Brand Marketing Manager at Opower, a company that competes in the hi-tech Silicon Valley market for top talent. Opower already had branded pages set up on three social networks: LinkedIn, Glassdoor, and Twitter. Although these sites were established, they had minimal activity and community engagement.

    Although Chrissy knew adding a Facebook careers page would be ideal, she decided to first work with the existing platforms before splintering her attention and managing a new community altogether.

    She focused her energy on boosting engagement and discusses her exact tactics in the webcast which resulted to a doubling in new followers per month on Glassdoor.

    Related: 3 Qualities of Highly Successful Social Recruiters

    dive in dont fear tmj 3 Keys to a Results Driven Social Recruiting Strategy

  5. Be prepared, but don’t be afraid. You can limit social media risks, but anticipating what could happen can ultimately harm your momentum and detract from the overall goal.

  6. One of my favorite takeaways came from Aetna University Relations Recruiter, Lindsay Parks (@Lparks2387), who was instrumental in crafting the Aetna Social Media Playbook aimed at mitigating the risks of social media participation for the a Fortune 100 company and its customers.

    The 90-page plan outlines an escalation process to ensure that whoever manages social media was prepared to handle any issues that arise. The document took a year to complete.

    Related: Top 3 Fears of Social Recruiting, Dispelled

    When asked to share any pitfalls she could help us avoid when drafting our own social recruiting playbook, she answered ironically, but also very truthfully:

    “You don’t know what you don’t know.”

    She referred to how she and her team attempted to map out an escalation process, brainstorming all the possible risks and crisis situations that could occur. They realized that imagining all possible outcomes was not only impossible but it impacted their focus on the main goals—recruitment, engagement, employer branding, etc.

These three practitioners are blazing the new trails within their organizations, making way for social recruiting programs to take root and thrive. Although their experiences vary greatly, the similarities of each case shed light on the essential ingredients that push social hiring programs to success.

What are your keys to a results-driven social recruiting strategy? Share them below or tweet us at @TweetMyJobs, and use #TMJEdu to share your thoughts with our community.

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img marketo page 9 84 Lumber 1 Social Recruiting: How to Gain Competitive Advantage in the War for Talent

84 Lumber is one of the largest privately-owned building materials suppliers in the country hiring about 2,000 employees a year. With the U.S. economy and housing market showing signs of improvement, 84 Lumber has had to increase that hire count each year. However, the company competes with large, nationwide retail brands for talent everyday with challenges common for any mid-sized company:

  • Limited budget
  • Limited hiring staff
  • Limited sources of talent

So what do you do if you’re a medium-sized business facing industry goliaths?

You use a slingshot.

 

“Once TweetMyJobs showed us what was possible through social recruiting, we sensed it would be the slingshot approach we needed to beat the big-box giants at acquiring top talent.”

– AnnaMarie Korach, Recruiting Manager, 84 Lumber

Related: Read the 84 Lumber Case Study.

84 Lumber FB Social Recruiting: How to Gain Competitive Advantage in the War for Talent

To maximize their attack strategy, 84 Lumber needed a solution that could provide three crucial elements:

  • Competitive Advantage
  • Automation and Efficiency tools to maximize limited resources
  • Expert Counsel and Support

Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

84 Lumber partnered with TweetMyJobs and generated amazing results, such as:

  • Decreased Cost-per-Hire

“Our measured cost-per-hire for TweetMyJobs-sourced recruits is now tracking at 89% less than the national average CPH.”

  • New Sources-of-Hire

“Prior to TweetMyJobs, most of our yard associate hires were walk-in applicants, in-person inquiries made at an 84 Lumber location. Now, we recruit most of our yard associates through social media.

  • Increased Employer Brand Awareness

We made four hires through Facebook alone within the first few weeks of tracking performance…We knew then that TweetMyJobs was giving us the competitive edge we needed to attract the right hires.” 

84 Lumber Case Study Social Recruiting: How to Gain Competitive Advantage in the War for TalentRead the case study to get the full story behind 84 Lumber’s strategy, solution, and success using TweetMyJobs.

View our other case studies and white papers.

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Top 3 Fears of Social Recruiting – Dispelled

by Tallulah on October 22, 2014

fear banner Top 3 Fears of Social Recruiting – Dispelled

Halloween is upon us, a time of year when we evaluate and test our fears most, which is why we couldn’t think of a better time to revisit the top fears that still prevent employers from fully adopting social recruiting.

Annual industry studies prove social recruiting use is rising every year, and with that expanded adoption, we’ve seen many old fears dissipate rapidly. But there are a few fears that we can confront today and dispel with a healthy dose of reality—here are the top three:

  1. Fear: Social Recruiting is too complicated and time-consuming for organizations to handle.

    Reality: 94 percent of organizations use social media to recruit and 80 percent state the main reason for participating is to source passive candidates. (Source: SHRM)

  2. Not too long ago, social media was a domain purely reserved for people, not companies. Soon after and where allowed, brands cautiously kept to the margins of the page of social sites with banner ads which, at that time, were considered gambled investments in social advertising. Fast forward to today where, just this month, AdAge reported that small businesses now spend more on social than any other media in terms of usage and spending.

    fear small biz social Top 3 Fears of Social Recruiting – Dispelled

    Within just the past decade, social has completely tipped the scales of B2B advertising, shifting preference from traditional and outdoor print ads—centuries-old media—to social media.  Fear of the unknown is the most common fear, but we believe that fear will only diminish faster as more companies add social into their recruitment strategy.

  3. Fear: Social platforms like Facebook are really meant for recreational use and social interaction, not business.

    Reality: 58 percent of HR professionals use Facebook, up from 54 percent in 2011. 42 percent said they use Twitter for recruitment, up from 39 percent two years prior. (Source: SHRM 2013 Survey)

  4. SHRM found that 94 percent of HR pros use LinkedIn to recruit. While LinkedIn has become the network for active job seekers and recruiters alike, other social sites show strong potential to source the coveted passive candidate. According to Jobvite’s 2014 annual social recruiting report, 26 percent of HR professionals surveyed successfully hired candidates through Facebook, while 14 percent reported successful hires from Twitter. These numbers have not dipped once since they have been recorded.

    Our client 84 Lumber recently shared their success through a case study, detailing their excitement in hiring several candidates through the TMJ for Pages Facebook career tab within the first few months of tracking performance, and with just a little over 1,000 likes on their page.

    Related: Social Recruiting: The New Weapon-of-Choice In Battling Brand Giants

  5. Fear: Screening candidates’ social profiles can get employers into trouble.

    Reality: You can still promote jobs on social platforms without ever needing to evaluate candidates’ social profiles during the screening process. 

  6. Another oft cited fear of employers is the fear of not being legally compliant, and this is a reasonable fear for any employer. Because of this, many employers opt to distribute their jobs socially while refraining to use social media as a screening tool.

    fear litigation 2 Top 3 Fears of Social Recruiting – Dispelled

    However, legal experts say that even for those who do evaluate job seekers’ social activity assume risks which so far remain theoretical. According to Brian E. Koncius, a partner with Bogas, Koncius & Croson PC in Bingham Falls, Mich., failure-to-hire cases are very difficult to prove, with that burden of proof resting on the plaintiff:

    “Despite these concerns, both plaintiffs’ and defense attorneys working in the employment arena acknowledged that social-media-driven civil rights claims remain largely theoretical in the current environment… Given the wrinkles of new technology and a climate of relatively high unemployment, he said, such cases would be even harder to prove in court.” (Source: Bloomberg BNA)

    The lack of any litigation filed against employers in this regard should not be mistaken as an endorsement to misuse candidates’ social profiles in the evaluation process. These evaluative standards have been set by the Equal Employment Opportunity Commission (EEOC), and so changing the medium of evaluation should not change those standards. Best practices, like those available here  and here can help HR teams ensure their social media use is both ethical and effective. 

Related: 3 Qualities of Highly Successful Social Recruiters

Bottom Line: Risk exists in every aspect of business, but good business is about minimizing that risk and maximizing reward.

The scariest cautionary tales make for the most memorable horror stories, but there are a lot of good stories out there that don’t make headlines—stories of how companies gained competitive advantage, boosted retention and referral programs, enhanced employer brand, and more.

You just have to know where to look.

 

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Recruiting Just Got A Lot Harder: 5 New Reasons Why

by Tallulah on October 13, 2014

Mall Crowd Recruiting Just Got A Lot Harder: 5 New Reasons Why

The latest employment data shows an economy in real recovery. Although this is great news for all, the numbers reveal a tightening labor market, adding pressure on hiring departments to meet increased demand for full- and part-time employees and manage a holiday hiring season poised to set records.

Here are 5 reasons why your job may have just gotten a lot harder:

  1. Recruiting Difficulty Measured At a Four-Year High

  2. “In September, for the fifth consecutive month, recruiting difficulty reached four-year highs.” (Source: SHRM LINE Employment Report October for 2014)

    SHRM’s LINE Report measures many areas, one among them is difficulty in recruiting top-level talent, surveying 500 private-sector HR professionals from both the manufacturing and service sectors—the two sectors accounting for 90 percent of the private labor force.

    Both sectors showed the following:

    • Strong hiring rates in October
    • Increased recruiting difficulty for the fourth straight year
    • Raised pay for new hires
  3. Average Time-to-Fill is Now 26.5 Working Days, Its Highest in the Past 14 Years

  4. In a recent ERE article, John Zappe reports:

    “In August, it took an average of 26.5 working days (Mon-Sat) to fill a job, says the monthly Dice-DFH Vacancy Duration Measure… [T]he measure is now at its highest level in 14 years.”

  5. Employee Wages Are On the Rise

  6. “Real growth in the private economy, excluding government, has been about 3%+ per annum… That’s a pretty strong rate of growth…There’s also been a substantive growth in average hourly wages [in the past three years].”  - Mark Zandi, chief economist of Moody’s Analytics. Video | Infographic

    Very positive news for workers, and the economy, but as the labor market tightens and as we continue to see a consistent rise in wages per quarter and year, hard-to-fill positions may not only take more time to satisfy, but become also more costly to secure.

    Signs of a strong economy could also encourage a rise in consumer confidence, and surveys suggest the holidays may be coming early this year.

  7. Seasonal Holiday Hire Head Count Could Top Numbers Unseen Since 1999

  8. “U.S.-based retailers may hire more than 800,000 temporary staff for the first time since 1999…That would top last year’s 786,200 hires.” Source: Bloomberg News

    US Holiday Retail Chart Recruiting Just Got A Lot Harder: 5 New Reasons Why
    The NRF last stated that purchases this year could advance 4.1 percent to $617 billion in November and December. In comparison, last year’s percent gain was only 3.1 percent, and the 10-year average is 2.9 percent.

    Major retailers and parcel shipping companies are bracing for a record season; for example, UPS is set to top their 2013 estimated hire count by 73 percent, that’s roughly  95,000 temporary jobs.

  9. Highest Demand In Years for Q4 Full-Time AND Temporary Workers

  10. “Our forecast for the 2014 fourth quarter follows recent trends, demonstrating growth and indicating another increase in demand for temporary workers, marking the 19thconsecutive quarter of year-over-year increases.” - Greg Palmer, founder and managing director of G. Palmer & Associates, a California human capital advisory firm. (Source: ERE)

    Workers employed by staffing firms now account for 2.1 percent of the total U.S. workforce, a historic high.

    NYC Small Recruiting Just Got A Lot Harder: 5 New Reasons Why

    Related: 3 Ways Social Recruiting Helps You Survive Your Own Growth

    Full-Time Talent In High-Demand, But Gainfully Employed Still Cautious of Quitting Current Job For New Opportunities

    “The Bureau of Labor Statistics says job openings (as of August, the most recent month available) hit 4.4 million, the level seen before the recession. However, the number of workers quitting their job was 2.3 million, still significantly below the pre-recession rate.” (Source: Fordyce Letter)

Good News is Still Very Good News

Despite the hiring challenges that come with adjusting to the fits and spurts of economic recovery, getting up and out of a recession will always prove a much better ride than the one we had going into one.

So as we all roll up our sleeves through a busy hiring season and new year, let’s remember that this is the good part, and we have a lot of tools at our reach—like social recruiting—to aid in the new era of hiring.

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Roundup Social Recruiting Roundup: 3 Top Posts You Might Have Missed

We’ve scoured the web to find the best posts on social recruiting — so you don’t have to. Catch up on the latest survey findings, tips, and ideas in the world of social media and hiring.

  1. How to Get Hired in a Digital World – InfographicUndercover Recruiter – Read Time: 2 mins.

  2. Although this infographic is intended for the digital job seeker, it lists some notable stats for employers who are paying attention to the rise of social recruiting:

    • 30% of all Google searches are job-related
    • 78% of recruiters have made a hire through social media
    • Close to 8 recruiters out of 10 have already hired through social media
    • Employers who used social media to hire found a 49% improvement in candidate quality
  3. Social-Media StorytellingHRE Online – Read Time: 4 mins.

  4. HRE discusses the surprising HCI survey results that speak to how employers are adopting and using social recruiting:

    72 percent of organizations use social media for recruiting, but only 55 percent believe they’re using it effectively.

    The article asks HR pros, employers, and human capital analysts to share what they’ve observed to be the most effective social recruiting strategies and weigh in on why some organizations might be missing the mark.

    Related: 3 Qualities of Highly Successful Social Recruiters

  5. The Easy Way to Get a Social Influencer Advocating Your Brand Is to Hire OneEntrepreneur - Read Time: 3 mins.

  6. This post lists the steps in sourcing a social influencer, which the author claims could help drive awareness to your brand–especially if you own a small business or startup.

    “Social media has given rise to a new breed of social influencers capable of driving 16 times more engagement with your target audience than paid or owned media programs.”

    Will one’s social media clout find its way onto future resumes? Or has this era already dawned?


Follow us on Twitter for the latest social recruiting content and virtual events – like our upcoming webinar on Social Recruiting Best Practices. Share your top industry posts using the #TMJEdu so we can share it with our community!

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3 Qualities of Highly Successful Social Recruiters

by Tallulah on September 18, 2014

3 Qualities 2 3 Qualities of Highly Successful Social Recruiters

We aim to educate our clients on all-things social recruiting. However, sometimes our clients teach us about the tenacity it takes to push social recruiting campaigns to the next level. Looking over our customer case studies, we’ve identified the three fundamental qualities of our most successful social recruiters.

    1. They know what they want

Our most effective social recruiters set themselves up for success. These clients either had a clear goal in mind or knew the true challenges they faced before we launched their campaigns. Not only did they have goals, but they gave them a laser focus by making them specific, realistic, and measurable.

3 Qualities Want 3 Qualities of Highly Successful Social Recruiters

More followers, more brand awareness, and more applicants are great goals to have—and they’re actually enough to start. But when a client specifies a desired increase in quality candidate flow in new markets during a period of rapid expansion, we know to drive attention and results to candidate count, applicant quality, and employee retention in a given locale within a specific period of time—which is exactly what we did for Bar Louie Restaurants.

But don’t get us wrong–we are strong proponents for starting before you’re “ready” because the very nature of social media requires active participation to discover, for example, the baseline engagement level for your Facebook and Twitter job posts. Usually this valuable discovery phase is where we learn the challenges and set goals together. However, knowing what you want from social recruiting from the start puts you at a great advantage and can only help accelerate your social recruiting ROI.

 

3 Qualities Need 3 Qualities of Highly Successful Social Recruiters

    1. They know what they need

Setting clear goals—especially quantitative goals—is an ideal starting point because you can then work backwards from that desired end to identify what actions are truly necessary and—perhaps more importantly—which actions are not.

There’s a lot to do when integrating and deploying social recruiting for the first time, and we’ve found that helping clients prioritize and allocate resources has become a defining factor of success. For example, establishing a Twitter presence with highly-targeted job tweets optimized for search must come before building out Twitter cards and inline images which are proven to drive higher engagement. Instead of racing towards the end goal, we pace and build towards it, mindful of our clients’ resources and their most immediate goals first.

>>> Read Related: 3 Counterintuitive Social Recruiting Best Practices You Should Know
3 Qualities Got1 3 Qualities of Highly Successful Social Recruiters

    1. They work with what they’ve got

Our upcoming customer case study will tell the story of how we worked with a small team—led by an HR pro versed in social media—multiply their applicant count within just three months. One of the secrets to their success was in quickly integrating social recruiting with the existing incentivized employee referral program. Personnel who were active on social naturally began liking and sharing job posts and tweets freely, boosting exposure to each opportunity and driving an unprecedented spike in applicants.

Another example of resourceful social recruiting is tapping into the talents within your organization.  Coaching our clients early on about how to work with their marketing departments is now a necessary step. Some of these talks have led to powerful collaborations with marketing teams that proactively support budding recruiting campaigns to meet shared goals, such as increased brand engagement and awareness through social channels.

Really? That’s all it takes?

We could have added social media fluency and ability to measure ROI as fundamental qualities, and although these skills can only help, our most successful clients did not need these technical abilities to meet their marks. They ended up learning and developing those skills along the way through our partnership.

We think the secret behind these three abilities-knowing how to set realistic goals, determining how to reach those goals, and having the creativity to work around perceived limits—is how they help keep teams focused on the prize and resilient when powering through any obstacles, especially at the beginning. If you adopt and hone these three qualities effectively, you may accomplish just about anything.

What other qualities are essential to successful social hiring programs? Can you add to this list?

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4 Ironic Labor Day Facts That Will Surprise You

by Tallulah on August 26, 2014

  1. The U.S. Adoption of this American Holiday Is Rumored To Have Canadian Roots
  2. As one story goes, Peter J. McGuire, a leader of the American Federation of Labor, first proposed the holiday in May 1882 after experiencing the annual labor festival celebrated in Toronto, Canada.

    Now this version of the holiday’s origin has been widely disputed, but actually the history books are altogether unsure who truly deserves credit for first proposing the holiday—was it Peter J. McGuire or Matthew Maguire, a machinist and secretary of the Central Labor Union? No one knows, but what’s certain is the holiday’s troubled birthplace, occurring in the dark days of American industrial labor.

    Oscarina labordayirony 700 4 Ironic Labor Day Facts That Will Surprise You
    Cartoonist: Carolita Johnson

  3. Labor Day Was Established to Remedy then President Cleveland’s Failed Attempt at Settling Labor Strikes That Turned Deadly
  4. Imagine slogging through 12 hour workdays, 7-day workweeks, and 5-year-old children slaving away in factories alongside adults. Welcome to the 1800s.

    In 1893, a severe depression drove down demand for new train passenger cars. Railroad company owner George Pullman cut workers’ wages but refused to lower their rents. A nation-wide labor strike ensued and then President Grover Cleveland called in military muscle—a move that resulted in regrettable violence of 30 deaths, 57 injured, and $80M dollars in property damage. To appease workers, the President rushed Congress to recognize Labor Day as a federal holiday in 1894.

    Although congress swiftly established Labor Day as a holiday within just six days of ending the Pullman Strike, it would take 23 more years for the Adamson Act to pass and establish the 8-hour workday and 40-hour workweek we know today—a standard that has recently received its own critiques by Google founders, as well as popular conspiracy theories.

    Holiday Weekend Mattress Sale 4 Ironic Labor Day Facts That Will Surprise You

  5. Labor Day Is One of the Biggest U.S. Sales Weekends, Forcing Retail Industry Employees to Work Some of Their Longest Hours
  6. While big discounts can turn Labor Day into a fun shopping spree for many, they also drive the longest, toughest workdays for many Americans—more specifically, our largest labor group, retail employees.

    According to a Bureau of Labor Statistics (BLS) report released in April 2014, retail salespersons and cashiers were the occupations with the largest employment in May 2013.

    “These two occupations combined made up nearly 6 percent of total U.S. employment, with employment levels of 4.5 million and 3.3 million, respectively….Most of the largest occupations were relatively low paying.”

    Ironically, these big sales have become an American tradition tied to nationally observed holidays—like Labor Day and Black Friday—which are increasingly becoming the battleground for labor strikes and walkouts.

    Retailers this year are competing so fiercely for your Labor Day dollar that some have already posted their Labor Day discounts at rates unseen outside of Black Friday sales.

    Michael Kors Tweet 4 Ironic Labor Day Facts That Will Surprise You

  7. Wearing White Before Labor Day Is Rumored To Have Been a Way to Symbolically Distance Oneself from the Working Class
  8. According to a TIME Magazine article, the practice of switching from summer whites to darker, autumn work wear may have been more than just a fashion statement, but rather a status symbol:

    “Instead, other historians speculate, the origin of the no-white-after–Labor Day rule may be symbolic. In the early 20th century, white was the uniform of choice for Americans well-to-do enough to decamp from their city digs to warmer climes for months at a time: light summer clothing provided a pleasing contrast to drabber urban life. ‘If you look at any photograph of any city in America in the 1930s, you’ll see people in dark clothes,’ says Scheips, many scurrying to their jobs. By contrast, he adds, the white linen suits and Panama hats at snooty resorts were “a look of leisure.”

Despite its ironic beginnings and traditions, the spirit of celebrating the social and economic achievements of U.S. workers on Labor Day still holds strong and true.

From all of us at TweetMyJobs, we wish you a well-deserved and Happy Labor Day.

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This video recently went viral because of its frightening prediction and depiction of the future of work—a future that will inevitably belong to robots.

At least that’s what YouTube video creator CGP Grey forebodes in this 15-minute clip where he suggests this familiar sci-fi premise will start to to look more science than fiction.

Now if you’re skeptical or idealistic, don’t worry –you’re not alone. But Grey makes some solid arguments backed by recent scientific studies on the topic condensed in this video. Suspend belief for just a moment, and let’s humor his thesis…

“Humans Are The New Horses”

Grey argues that as automobiles replaced horses, so will self-driving cars kick humans out of the driver’s seat—and this is happening sooner than you might think. But the most shocking stat shared was the speed in how artificial intelligence could begin to outpace, and outplace, human labor: In 20 years, humans could eventually lose almost half of all current jobs to automation.

This unprecedented jobs loss could result in a 45% unemployment crisis, which will dwarf the unemployment rate of the Great Depression that crippled the U.S. economy at just 25%.

Even White-Collar Work Isn’t Safe From The Takeover

Although tech innovation has historically threatened only low-skilled labor, white-collar workers aren’t exempted, but actually targeted. Grey makes the case:

“Given that white-collar workers are—from a company’s perspective—both more expensive and more numerous, the incentive to automate their work is greater than low skilled work.”

He warns that even lawyers, writers, artists and general doctors are not safe from the auto takeover. In fact, occupations and talents thought of as uniquely human—like composing music—are already being performed by bots, today.

Without Enough Human Labor, Will There Still Be Human Capital?

If this grim future unfolds, hiring managers and recruiters will find themselves in a unique position—front seats to witness the possible meltdown of human labor as we know it. But will there still be perhaps a need for specialized hiring managers?

Imagine recruiters who could evaluate competing brands of hardware and software  automation that come to market and will need to match competing, advanced A.I. with the skills and working culture of the remaining human staff. Maybe there’s a way to evolve our expertise and coexist.

Or will we really, in two decades, cap off our job descriptions with “Humans Need Not Apply”?

Before you stock up on highly-specialized skills for the coming Martrix-like dystopia, read some idealistic rebuttals to this doomsday scenario if you haven’t already, and rest assured that your job is safe…for now.

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7 Ways To REALLY Source Talent on Facebook

by Tallulah on August 15, 2014

Sourcing Talent Facebook1 7 Ways To REALLY Source Talent on Facebook
With 1.28 billion monthly active users, Facebook has become the central hub for social exchange today. Second only to Google as the most visited site, Facebook has effectively weaved its platform into day-to-day life and culture one friend request at a time.

But with Facebook housing the largest database of online profiles and personal information on the planet, the network promises more possibilities than mere social exchange. For employers, recruiters, and talent acquisition professionals, Facebook presents potentially the most powerful online directory of talent on the planet.

Now here are 7 Ways to REALLY Source Talent on Facebook:

  1. Test and Develop Your Graph Search Strategy

  2. Carrying over one-seventh of the global population’s personal data, don’t you wish there was a tool that could help you search for pools of qualified candidates fitting an exact criteria?

    Hello, Graph Search a.k.a. Facebook’s gift to recruiters.

    Graph Search Bar 7 Ways To REALLY Source Talent on Facebook

    Released just last year, Graph Search lets you find people inside and outside your network of Friends based on their personal profile and activity. The tool covers basic search fields like location, current employer, work and education, but can also include more advanced filters such as searching based on liked pages, groups joined, and even places checked-in.

    Advanced Graph Search 7 Ways To REALLY Source Talent on Facebook

    But the tool is only as effective as the strategy that supports its use. Here are a few tips to guide your first steps in searching and sourcing candidates on Facebook.

  3. Leverage the Strength of Your Closest Connections First

  4. The Graph Search algorithm ranks search results in priority to your closest contacts first. This prioritization really works to the recruiter’s advantage as it helps map the reach of your existing and extended networks, showing you if a candidate is just one Friend degree away.

    Recruiters must then rely on sound judgment on whether to send a direct friend request, reach out to the closest mutual friend for an introduction, or transfer to a separate network, like LinkedIn, to make that first, professional touch. Test and determine the best approach and soon enough you will witness your network grow with purpose.

  5. (Re)Connect with Your Most Connected Friends

  6. You may start to notice either the same popular Friend at the top of those search results, or the same Mutual Friend attached to the candidates you want to connect with. This is likely a sign that the popular individual is an influencer in the very network you want to access, and can act as a key ally to expanding your network and content reach on Facebook.

    But influencers’ attention and trust must be earned. Luckily Facebook gives you many options to warm a cooled contact. The first touch could be as simple as liking a post, sending a direct message, or learning if a birthday or anniversary is on the horizon for a well-timed, personal greeting.

  7. Make A Great First Impression With A Likeable Company Page

  8. Starbucks TMJ for Pages1 7 Ways To REALLY Source Talent on Facebook

    If you’re looking for candidates via Graph Search, you can bet they are looking for you too, so design a company and personal page that is optimized for search and will encourage that Like from your visitors.

    One way TweetMyJobs helps company pages increase Likes and repeat visits is through our branded careers tab we call TMJ for Pages which lists a company’s latest job openings and link directly to the job posting on your career site. Below is an example of the TMJ for Pages careers tab we power for our client, Starbucks.

    Each job listing can be instantly shared across platforms. We believe so much in the strength of Facebook’s referral network that we created a Facebook app called the Who? Button that leverages job seekers’ existing networks for their job hunt, effectively turning their social network into a potential source for job references.

  9. Create Engaging & Shareable Content

  10. With Facebook making significant changes to its algorithm earlier this year, original content creation has become more vital than ever when competing for attention. Testing and determining which content your audience prefers and expects from your brand is paramount.

    Ericsson FB Post 7 Ways To REALLY Source Talent on Facebook

     

    Our client Ericsson serves the type of content it sees growing in demand from its

    followers: results from original studies and surveys. Above is Ericsson’s recent popular post about global smartphone usage. They engage their audience to consider the survey findings through one simple question: Where do you fall on the spectrum?

    Ericsson also has a TMJ for Pages career tab for candidates who, after reading Ericsson’s timeline posts, are then moved to seek out open opportunities.

  11. Build Your Network Before You Need It

  12. Be it online or offline, building and nurturing the network takes time. Graph Searching can make online networking seem deceptively easy, quickly pulling a directory of people in just a few clicks to whom you can then fire messages as fast as you can type.

    However, refrain from making any direct requests from your network especially if you’ve just joined or reconnected. Instead first ask how you can serve that network: share content that speaks to your interest to communicate your brand and occasionally send influencers content that speaks to their interest in personalized direct messages.

    Since Facebook has made it really easy to silence updates from individuals, you want to make sure your messages give more than they take.

  13. Don’t Be Creepy

  14. With all its power, Graph Search itself cannot substitute for the recruiting and sourcing know-how that will drive the strategy behind how you search and what you do with the information you find.

    Some advanced Graph Search filters that specify age, religion, political views for example will not really benefit your work. When messaging a new contact, refrain from mentioning the photo you saw of him and his family at the Grand Canyon from a trip he took two years ago which was just breathtaking. Yes it’s a compliment, but it gives the impression that you just spent the past hour combing through his photo albums—another activity we advise against.

    We think the Golden Rule best applies here. Put yourself in your candidate’s shoes and picture the ideal candidate experience from start to finish. Now follow your lead.

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