How to Recruit with Social Media, Lessons from Capgemini

How to Recruit with Social Media, Lessons from Capgemini What are the best social channels for recruiting globally and how can you go about standing out from the competition? Sarang Brahme who is the Global Lead of Social Recruiting Initiatives and Strategy at Capgemini  has the answers! Have a listen to the podcast episode embedded below or on iTunes. Be sure to subscribe to the Employer Branding Podcast. Capgemini and Sarangs role: Capgemini is a global IT services company. We are present in more than 40 countries today. We have just acquired IGATE, so all our strength is around 180,000 people. We are into consulting, outsourcing, technology, pretty much what the new age IT companies are into. We have a really good focus in terms of driving direct sourcing and using social media for branding and engaging. Weve recently created an HR centre of excellence for that that looks after all these activities globally. My role is to really look at the way we are adopting social, from three different perspectives. The way I look at social recruiting is source, brand and engage. So how are we using social recruiting process, sourcing and finding those purposefully, how are we using it for branding and positioning Capgemini in terms of employer brand? And as well as, are we keeping our audience and talent, our talent community engaged? Thats pretty much my role. I work with all the regions and all my teammates to make sure that the strategy is adopted and implemented at grassroots level in most of the regions. Challenges  being in the recruitment space: As of now, I think its really important for all of us and for recruiters to understand the digital transformation that is happening. We all talk about digital transformation. Every IT company talks about it. What does this mean for recruiters? One of the objectives that we really have is selecting the best talent and not the talent which remains or which no one else hires. So we are selective and understand what is our talent segment, how do we source them, how do we engage them, how do we brand them, how do we position them, is really more important. For a recruiter to really change their thinking hats from using traditional channels, which were more of a post-and-pray kind of challenge, is to really use social to identify, engage them into conversations, and then hiring. How  Capgemini differentiate themselves from competitors: If you look at our target companies, well always come up with IBM and then Deloitte. In terms of differentiating, we really look at two to three different things. One is how do we position our employer brand or what is the value proposition that we put forward to our candidates. So we have an employer branding campaign which is called Be the you, you want to be, which really focuses on the you part and not the company part. So we talk about how can Capgemini help you to be empowered to really develop where you want to be? In fact we also have a great mobility policy where you can change and go across location, go across functions. So that gives you freedom in terms of choosing the path that you can think about. Also we are really a multinational corporation with a really global mindset, where its not just India or not just UK, but we also look at cross-collaborating. Of course, a lot of opportunities for candidates to go ahead and find new territories to them. Just to take an example of myself when I started my role in Capgemini, I just started as a sourcer, but today I’ve grown into this new role where I approached my management and said, This is what we can do, and they were happy for me to take the lead. So thats exactly what we offer to our candidates. The social networks that are  working best for Capgemini: I think as of now, in terms of direct recruitment or direct sourcing, I would say LinkedIn is the preferred channel, because of the way it is structured. It is a professional channel, where we can find more professional information about people’s skills and experiences. So that has really helped us from a sourcing perspective, but we are not limited by that. So we also use Facebook, we also use Twitter, we have XING. In Poland, we use GoldenLine. So there are regional flavours to it. Theres Viadeo in some regions, and we use it for branding and engagement. Every region has their own Facebook page, and we also collaborate with marketing. A lot of times we dont have a different career page and different business page. We have one page, one Capgemini approach so that it helps us to collaborate and not to have separated segments. We are also working to look at new tools, as I said like TalentBin, which are more talent aggregators, but we are still trying to find value out of it. But for branding and engagement, I think Facebook and Twitter have been great. From a sourcing perspective, a recruitment perspective, I think LinkedIn has been great. We also do a lot of gamification. Last year we ran a challenge called Tech Challenge, which was completely a social gamification initiative for all the technical folks in India. It had nothing to do with hiring; it was just to test their mettle in terms of how much expertise they have in specific skills. We ran the assessment, it was leaderboard-driven program. Players could write and challenge their peers on social, gain points. At the end of it, we know which are the top people who have scored more, and then engage that talent community in terms of future requirements, or making sure that we hire them and attract them to us. Calling all #Drupal experts to mix work with play. Play Now: http://t.co/mWRgu0h4Iz #TechChallenge pic.twitter.com/AabXSln5tP Capgemini India (@CapgeminiIndia) August 30, 2014 Inspirational companies and brands: I think one particular company that I would take an example here is clearly L’Oréal. I saw their presentation last year at LinkedIn Talent Connect. I think the kind of work they did from two things, one is from a branding and engaging perspective, its just phenomenal. The video that they showed about the inspiration was really awesome. It just shows the human connect they have with the talent and the whole philosophy behind it, how would they look at it. Secondly, their data driven approach and the artificial intelligence and some of the pull technology that they are using for onboarding candidates or interviews or candidate experience; I think that was really good. It gave us clues in terms of where the world is moving and where probably the next generation recruiting are going to come from. The future of social media and recruitment: I think social media is here to stay. I think we should stop talking about whether its important. Yes, its important. More importantly, how are you using it? I think next big challenge will be around how do you use social media for data driven decisions, and not just at a direct level or a requirement level, but at a strategic level? The world is becoming more global from a skills perspective. The mobility is also coming in. How you think big, how you use data, social data to really match your requirements to the candidates is, I think, one thing. Secondly, candidate experience, I think this is unchartered territory, which a lot of companies are still looking at. We looked not just at how do we find candidates, but how would social help them to really have a great experience. The candidate remembers memories and experiences that they have, which probably give them more edge to have a decision, whether I would join the company or not. Finding candidates is becoming easier because there is such an influx on social, but how do you engage them in making sure that they attach to your brand as humanly possible? I think thats going to be the next challenge. So how do you engage them, how do you keep them with you? Their attention span is reducing every year. Theres probably about six seconds, so thats really important. How do you stay on top of their mind, creating that connect and engaging them ongoing. I think thats going to be the next challenge. Social and technology is there, but at the end of day, I will always say that as a recruiter, you have to think like a marketer, act as a hunter but be human at the end of day. So how you do that is also pretty important. Connect with Sarang on Twitter @SarangBrahme  and subscribe to the Employer Branding Podcast.

4 Effective Tips for Millennials to Succeed in the Business Field

4 Effective Tips for Millennials to Succeed in the Business Field Millennials are classified as the generation who were born between 1982 and 2004. This generation is also often called as the Generation Y or Gen Y. If you belong to this age group, then you are most likely one of the people who hustle their way up and want to set themselves apart from others. It is no surprise that these days, millennials are into venturing the world of business. Apparently, entrepreneurship is an attractive choice for this age group, since many are wanting to set up and run their own enterprise. Although this could mean a tough task, millennials are eager to become their own bosses and build their businesses. As a millennial, you have to work hard to achieve your goals in the business field. If you are truly serious about it, then put all your effort in to it. More so, one of the most important factors to keep in mind is the capital for your business. You have to produce sufficient funds in order to keep your enterprise off the ground. Being a millennial entrepreneur is not easy, but you may succeed in it by taking into consideration the following tips: Respect is always earned One of the most significant things you need to learn in life is the value of respect. If you want to be respected by other people, then you have to respect them as well. You will encounter different kinds of people along the way, especially in the work field, and some wont agree with you all the time. Nevertheless, youve got to respect their opinion, still. You will thrive in your business as a millennial if you realize the true meaning of respect to people. Thus, give respect to everyone and you will earn it as well. Experienced people are your greatest sources of knowledge and wisdom Always bear in mind that there are numerous people out there who know more than you do. This does not mean that you are not good at all or you know less. It is just that some people, especially the older ones, have more knowledge to impart to you. As millennials, you have to learn from these people, for they have more experience than you. Additionally, their pieces of advice and mentorship will help you in achieving your business goals and making your life more meaningful. A good advice is to attend business seminars and conferences. Here you can meet people who are more famous in the industry. Take this opportunity to learn, network and build professional relationships. Never expect a special treatment Everyone you work with is created equal. You have to stick with the rules and never assume that you can have a special treatment simply because you are you. As a starting entrepreneur, you have to know that fairness is another essential key to succeed. It is your duty to fulfil all your tasks and perform your daily responsibilities. Leverage Technology Being tech savvy is what separates millennials from older generations and you should use this as platform to the success of your business. Many start-up companies use search engines and social media as a huge part of their marketing strategy. This is where most people are and this is where you should be to promote your business and get more clients. Indeed, there are still tons of things that you need to consider when building a new venture. As a millennial, you have to go through these tips mentioned above if you want to succeed on your own business. You might struggle at first, but you will be able to thrive if you put your heart into it and have enough source to fund it too. Image Source      Image Source      Image Source

Dont miss out on some part-time media jobs University of Manchester Careers Blog

Dont miss out on some part-time media jobs University of Manchester Careers Blog A lot of media work experience opportunities are never advertised.   Instead, you have to seek them out by sending off your CV and approaching people who might be able to help (its always worth getting in touch with that friend of a friend who works in TV!).       Youll find lots of useful suggestions in the networking section of the careers service website.   But today, the good news is that there are some opportunities you can apply for right now.   Theyre on careerslink, your very own vacancy service.   All you need to do is log in and put in the vacancy code to go straight to the jobs below. Part-time online football writer with Soccer International Ltd (vacancy no. 14369) Part-time video editors (vacancy no. 11647) Brand Ambassador (vacancy no. 13929)   (could be good for getting marketing experience). While youre on Careerslink why not browse the vacancies, using the advanced search, and set-up some email alerts All Media

Getting Married 4 Tips To Avoid The Mother-in-Law From Hell

Getting Married 4 Tips To Avoid The Mother-in-Law From Hell So, youre deep in the middle of all the craziness of planning and getting ready for   your moment.  But your fiances mother is getting more and more difficult to handle on top of all the other pressures and demands.  Other than scream or cry, what are you going to do?  The following tips are excerpts from Reluctantly Related  Revisited: How to Break Free of the Mother-in-Law/Daughter-in-Law Conflict    by   Dr. Deanna Brann  and  give a quick survival guide.  Then, grab  a glass of wine, get the book,  and  visit her website on all things in-law to get it all under control! Tips to Avoid the Mother-in-Law From Hell I’m sure at this point you are wondering if it would be better to avoid her all together or move as far away from her as possible. Trust me, as appealing as this may be, it really isn’t the answer. Avoiding her will only make your relationship with her worse. More importantly, though, it can and will hurt your marriage. Here are some tips to help you create a better, more comfortable relationship with your soon-to-be mother-in-law: Let her feel a part of things â€" There are so many things to do when it comes to planning and executing a wedding. Let your future mother-in-law be a part of it. Let her feel that she in included, not excluded. As much as this is about you and your wedding, it is also her son’s wedding. She may not have another opportunity to be involved in such an important life event. Depending on the type of mother-in-law she is, you can give her small tasks or more important ones. You can share with her what you are doing and when you are doing things so, again, she feels she is a part of what is going on. Be sensitive to her transition from a primary figure to a secondary figure â€" As a mother she is used to having some influence over her child. Letting go of that and yet believing she is still relevant, albeit in a different way, will go a long way in helping all of you adjust to this new family dynamic. Find some positive things about her and build from there â€" Work toward developing a relationship with her that is independent of your fiancé. Get to know what she likes, dislikes, hobbies, and so on. Find something you may have in common with her. If, however, you have a mother-in-law who is like an Off-the Wall Wanda finding common ground may be difficult or next to impossible. Instead, focus on one thing you like about her or something she does well. Let this be the basis of your relationship. Establish some boundaries â€" Setting boundaries helps your in-law know and understand the “rules” of this new relationship. However depending on which type of mother-in-law you have, the boundary setting will be different. Getting married is full of challenges of its own.  Learning how to handle the in-laws to be will not only make the wedding better, itll make for a calm and pleasant entry into married life. Image:  Jamie Beverly

Yoga for Stress Release 5 Chair Yoga Moves You Can Do at Your Desk CareerMetis.com

Yoga for Stress Release 5 Chair Yoga Moves You Can Do at Your Deskâ€" CareerMetis.com Guess what I’m doing while writing this article? Sitting at my desk, of course! And while I’ve tried to combine my treadmill with my desk for a DIY standing desk, that didn’t work well for me.Now imagine this: you’ve been sitting at your desk for hours, and you finally acknowledge that annoying back pain that’s been bothering you. Oh, and the neck is stiff too. Throw in a muscle crap for some bonus. Yes, that’s how people who have desk jobs live We already know how bad sitting all day is for us but do you know that taking just a few minutes a day to do some simple yoga poses can do your body a lot of services? Easier said than done. Most people are sedentary and, for them, it’s hard to include exercise in the daily routine.So, how about some yoga for stress release during a break? The following route is easy, and all you need is a chair This pose is perfect to engage your lower body. It opens your back, shoulders, necks, head, and legs.Face the back of your chair.Place the hands on the back of the chair, shoulder-length apart.Walk your feet back until your chest is parallel to the floor.Engage your abs and lift your ribs.Lift your hips up and away from the shoulders.Bend your knees to pull back more, then straighten them again.Hold for 8-10 breaths.4) Goddess SquatThis squat is an excellent way to work your lower body. It opens your hips as well as strengthens your buttocks and legs.Start at the edge of the chair, with your hips in the middle.Open your legs to the sides.Press your palms together.Hold for ten breaths.To make the move harder, try lifting yourself from the chair a few inches and holding the pose like that.5) Scale PoseevalThis pose is great for your abs. It works your core which helps with a better posture and spine health.Sit at the edge of the chair.Place your arms on either side of your hips.Engage your core and lift the hips so that the feet hover above the ground.Release.Repeat 3-5 times.