Dinesh Divekar
Business Mentor, Consultant And Trainer
Nathrao
Insolvency N Gst Professional
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
+1 Other

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Hi All,
I need an urgent help. My senior management wants that i should display HR activities on Facebook, linkedin etc... and also on company's website, for the purpose of promotion and attracting good employees. But i have no idea that what should be done for the same.
They are asking to do this, because despite of taking services of 6-7 consultants at a time, and posting job on a leading job portal, we are having tough time in filling up vacancy for a technical position.
Please give your valuable advice.
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The company needs to be seen as a progressive place to work and grow.
Probably you can post news about the employee engagement activtties being practised in your organisation.
Pictures of fun times,pictures/write up on awards.achievements(duly vetted for accuracy)
These kind of input can give a proper image of your organisation.
Hi Neha,
Prasha Solutions can provide you the desired candidates. However, in connection to your post I'd suggest the following points.
1) Click the events (photographs) and share them
2) Explain your Incentive and bonus schemes
3) Ask your Happy Employees to write good testimonials
4) Share weekend social event pictures and videos.
5) Explain your work culture through stories and case studies.
There are many ways you can do the said thing.
Thanks & Regards,
Sameer Sinha
Manager- Business Development
Global Resourcing Division,
An Innovative Service Consulting by Ex-IITians
Prasha Solutions Private Limited,
New Delhi, INDIA.
Contact:+91-9654354983(M)
Landline Number: +91-111-45523453
“A rendezvous for job seekers and employers…”
If there is a will, then there is a way. At the age of 62, I am doing digital marketing of my skills through Linkedin and Facebook. Instead of thinking that it is yet another undesirable office task, do it as a fun way of using modern tools and technology for the benefit f your organisation and also developing your own skills as well. Just visit these two platforms, see what and how others are using and try to improve upon the same for your organisation. Take the help of your system administrator or IT head in this direction. In 1987, when I got my first Desktop, there was nobody to teach or guide. I learnt everything by myself. Now, so many opportunities are there but people are not willing to experiment and learn ! This is the sign of the times, perhaps..
You dont necessarily need to have a HR page in your website . You can rename it as Careers or Life @.... etc. etc. I have tried to give it a simple attention grabbing link as "careers" . Only job seekers go thru your Career site. So make it attractive for your job seekers or potential employees.
Make a simple page that contains everything. None is interested to click click and click on so many links go places and get lost. So make it simple and available at one place. That will make things easy.
http://brdcarworld.com/careers
Dear Nehaa Singh,

Giving incomplete information and asking for suggestions is bane of this forum. By giving your incomplete post, you made it little more baneful.

What is the nature of your industry? What is your financial turnover? Are you private limited or public limited company? What is your designation? What employee friendly practices do you have? What kind of candidates you are unable to attract?

Part of your post says, "despite of taking services of 6-7 consultants at a time, and posting job on a leading job portal, we are having tough time in filling up vacancy for a technical position." Root cause of your problem lies in this statement. However, to tide over this problem, it remains to be seen, how far social media will be helpful to you. All that you can do is to create a page on Facebook and LinkedIn. However, how many job aspirants will follow this page?

If you are unable to attract candidates then it is nothing but reflection of the brand image your company in the job market. "Why should I join you?" When candidate asks this question, you should have valid and reasonable reply. Going further, "What differentiation employees enjoy by working in our company?". You need to have reply ready for this question also.

What about your existing employees on board? Are they satisfied with the company? Do they act as positive spokespersons in the job market or do they prohibit others from joining? Leadership at the top, always have disconnect from the ground reality on these questions. They live in ivory tower and feel that by throwing the money, they should be able to attract good job candidates. But then the challenge of 21st century is that, employees have become choosy and what economic benefits worked in 20th century do not work any longer. HR in many companies, know the truth but they pretend everything is goody-goody and echo the leadership.

You may hire some ad agency to create a page on FB or LinkedIn but then they can only create a page and beyond that nothing. What kind of posts you upload, much depends on that. Will these posts help in promoting brand image in the job market?

What your HR Head needs to do is to conduct brainstorming session on how to create brand pull in the job market. Your employees are the ones who will give best ideas. In case, if your house is not in order, you will not be able to attract the job candidates come what may.

By creating pages on FB or LinkedIn or somewhere, you may be able to create your existence on social media. But then mere existence on social media is not sufficient to create a brand pull. It is far more comprehensive and you have to work in tandem with marketing department. Whatever your designation is, your seniors have delegated this job to you. Is the delegation of this assignment reflection of their mindset?

All the best

Dinesh Divekar


Hello Nehaa Singh,

I agree to a large extent with what Dinesh Divekar mentioned.

Displaying HR activities in Social Media portals & your Company's home page serves a TOTALLY DIFFERENT purpose than what is being intended here--to fill-in a particular position. All the displays do is to project an impressive image of the Company--BUT they have to be BACKED by ACTUAL ground realities.

And also, pl note that even if you post the slickest display, everyone--notably techies--only read it for the preliminary inputs. They AREN'T taken as the gospel truth--let's be realistic: no Company ever says it's a lousy company to work for.......right?

You haven't also mentioned the level [seniority] of the position that you have tried to fill-in--except that it's a technical position. Usually mid & senior-level persons really DON'T CARE what the Companies write about themselves in their websites--except for the prelim data. They have their own ways of sifting out the facts from fiction.

Being in the field of recruiting for quite a few tough-to-get skills in a wide range of domains/sectors, I can say that you MAY need to focus on analyzing the reason(s) for not being able to fill this position. It may NOT really have anything to do with the Company's image. It COULD have to do with the Job Role & Responsibilities OR the CTC OR, possibly, some sort of adverse comments over the internet OR the JD COULD have been improperly done to put-off, rather than attract, the right talent. For the 'adverse comments' part, suggest go thru sites like mouthshut.com, etc to checkout IF your Company figures in any of the Postings by some disgruntled ex-employees.

And IF you are in a field/sector that's very niche [meaning not many Companies in that sector]--like Dinesh mentioned, you haven't mentioned this aspect too--you can be sure that word spreads-out very fast among the limited number of people working in that field. And any amount of rosy postings/displays in the social media WON'T neutralize the effect of the word-of-mouth.

If you are interested, pl mail me the Job details in a PM--I can see IF there's anything we can do to handle this better.

Rgds,

TS
@Dinesh Divakar ji
Hi,
I am working as HR Executive. Our company is a small IT company, having 18-20 employee.
The position which we are trying to fill is of executive level (asking for 1+year of experience).
We are having a good number of candidates coming in for interview, but none of them is succeeding. Whereas the candidates are lined up on the basis of our criteria only, but still the interviews says that they lack in basic knowledge.
I am doing my efforts for bringing the candidates based strictly on the criteria, but still the senior management is putting the blame on me.

Hello Nehaa Singh,
As I guessed it, looks like there's a serious mismatch between the JD given to you & what the Interviewers are looking for.
I have seen this happen quite often in small IT Companies--more so when the the company culture is MORE OF 'finding the scapegoat' than to resolve the problem.
I am not sure whose brainwave in your Company was it to display about the Company in Social Media for this issue--looks more like a diversionary tactic than a resolving step.
Pl post the JD that you are using to find the candidates here & suggestions can be given to be better focus & results in your efforts.
Rgds,
TS
JD for PHP Developer
1+ years of software development experience in Core PHP
Understanding of open source projects like Joomla, Drupal, Wikis, osCommerce, etc
Demonstrable knowledge of web technologies including HTML, CSS, Javascript, AJAX etc
Good knowledge of relational databases, version control tools and of developing web services
Experience in common third-party social APIs (google, facebook, ebay etc)
Experience in common third-party payment gatway APIs (paypal, payza, authorise.net, Ipayout,STP etc)
Experience in phone gap technologies.
Passion for best design and coding practices and a desire to develop new bold ideas
BE,Btech,BCA,MCA degree in Computer Science, Engineering or a related subject.
Out of these, 1st line is the most imp criteria for shortlisting candidates.
Also please let me know that I am the only HR person here, so is it my work to improve or edit JD, as it is a technical profile and i am from a non technical.

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