Tag Archives: Recruitment

Are you CRAZY or CLEVER to you use an 18 year old to run your Facebook and Social Media strategy ?

crazy

Are you considering putting on someone to look after your social media ?
Are you wondering what type of person would be best to run your social media ?
Are you looking for advice on what type of person to hire ?

When I hear the following words come out of one of our clients’ mouths,

we have a great 18 year old who loves Facebook and said that she is very keen to run our Faceboook page”

………I shake in my ugh boots and hope that they have really thought seriously about this decision.

Being very aware of how to effectively run a company’s social media strategy, my immediate priority is to make sure that I am advising clients in the best possible way to ensure that they are positioned to highlight their brand in the social world in the smartest and most professional way whilst making sure that they eliminate any possible risks that may leave themselves open or liable for legal action or bad PR.

The decision on who should manage your social media channels is not actually ever about the age of the person, but what skills, experience and dedication they bring to the table. When saying ’18 year old’, I don’t mean the age, but really I am trying to make a point that so many people think that the younger the person, the more socially savvy they are. They may be socially savvy with their friends but are they socially and business savvy ???

With this in mind, we ask our clients the following questions about the person that they want to hire or appoint to look after their social media;

“Does this person have the experience and skill set that includes all of the following?
1. complete understanding of the legislation and regulations surrounding your business;
2. complete understanding of your business’s overall values and business strategy;
3. superior communications skills that are both mature and social so that they can reflect your brand;
4. depth of experience using higher level customer service skills and etiquette;
5. the ability to handle your business’s public relations and/or media relations in sticky situations;
6. the ability to manage a complaint so that it does not escalate, whilst ensuring that your brand stays true;
7. the ability to manage a crisis at any time whilst thinking on their feet;
8. a level of humour that can appeal to all followers without offending anyone;
9. the ability to understand and interpret the analytics and measurement tools that come with social media;
10. the ability to turn opportunities into business revenue;
11. the ability to turn prospects into customers;
12. the ability to work within and in line with a social media strategy;
13. the maturity to separate business from personal ‘Facebooking’;

We then ask “is this the person you would trust to stand up in front of the whole of Australia with cameras and microphones in front of them and let them talk about your business whilst being fired questions and complaints about your business with no notice at all ?”

If your social media person does not come with these skills you could be setting yourself up for a legal or a public relations nightmare.

It’s actually not about what age the person is at all. I just wanted to make a point that just because a person loves Facebook or says that they are great with Facebook, does not mean that they can represent your brand professionally on the world stage.

We have so many examples of sticky situations or possible PR nightmares that have arisen that had to be handled with the expertise of highly effective, aware and savvy marketing/customer service people. We have been able to save many businesses from disasters by assisting with social media strategy. Trust me, you need a person who can truly represent your brand professionally.

DO NOT HIRE SOMEONE JUST BECAUSE THEY ARE ACTIVE FACEBOOK USERS. Use the list above to see if your social media person has ALL of these skills !

You can call us at Social Media Now for advice any time if that helps on 0417 223 286.
Socially yours – Jenny (Social Media Now)
www.socialmedianow.com.au

Your Image at Work – Does it Matter?

Poor old (or is that young?) Gen Y, they are in trouble again for not understanding the rules and dress codes for the workplace and taking a too casual approach! Isn’t it okay to wear a t-shirt, Havianas and have the band of your undies showing, when you are meeting clients? Does it affect your ability to the job? Doesn’t Mark Zuckerberg (facebook founder) LIVE in a hoodie? And he’s a Billionaire!

Ettiquette and dress codes have definitely relaxed in recent years. Some of us can remember a dress code at work that included skirts, not pants for women, only black or navy suits for men and NO coloured shirts and women required to wear stockings all year round.

While it is great that some of those rules have relaxed, for many there is still the expectation you will present a certain way at work and after all, first impressions DO count. Plus, many bosses (and customers) are either Baby Boomers or Gen X with a different perception of what is the right dress code for work. Some companies have resorted to hiring Image Consultants to advise staff on the appropriate dress code. This was usually spelt out in the past when you were hired. If your workplace has a uniform much of this dilemma is solved, although ‘policing’ the wearing of the uniform, including name badges and appropriate makeup, hairstyles and jewelry/piercings may still be an issue!

So who is right? Well if the person making the decision about your pay rise, hiring or promotion is from the ‘Baby Boomers or Gen X’ generations, then you probably will need to dress to suit their expectations to get the pay rise, job or promotion, rightly or wrongly. One way to look at it is that the Company ‘pays you to present a certain image’ to the community/clients, so at work you dress the way they expect and leave the ‘self expression’ for your spare time. Another school of thought says ‘dress for the job you want, not the one you have’ and that will help you take the next step up.

If image doesn’t matter, why do organisations have uniforms? Qantas and other large corporations even go to the expense of employing Fashion Designers to design their uniforms. Imagine an Airline Steward in hoodie, baggy jeans and thongs giving the safety demonstration, how would you feel – safe, confident, sure they could do their job?

While the way we dress may not effect our ability to do the job (other than in the case of PPE and safety clothing) it can effect others’ perception of our ability and therefore whether or not we are hired, promoted or given the pay rise. So maybe image is worth thinking about.

Job Application, Resume and Interview Tips

Helpful TipsThere are plenty of ‘What To Do’ and ‘What Not To Do’ tips for job applications, resume writing and interview skills out there if you care to look and most will say much the same thing including us at White Now:

  • Be active in your job search and keep a record
  • Network
  • Write a cover letter for EACH job application you make
  • Address the selection criteria in the advertisement
  • Have more than one Resume tailored to each job/industry you are applying for
  • Keep your Resume professional and only include information relevant to your ability to do the job not your date of birth, religious beliefs or hobbies
  • Include achievements on your Resume for each role
  • USE SPELL CHECK!
  • Dress professionally for job interviews
  • Practice your interview responses – BE PREPARED
  • Plan your travel to your interview

Amongst others…..

Most of these are probably ‘common sense’ to most people, but then ‘common sense’ isn’t necessarily ‘common’ to every one!

Some tips will also be quite subjective, whether or not to include your photo on your Resume, for example. Personally, I am not a fan of this, but some will recommend it – personal choice I guess. Please, do make sure it is an appropriate photo that presents you in a professional light and suitable for the job you are applying for.  A photo of you skiing may not be the best representation of you as a professional, committed manager.

So the advice you do get can be conflicting. The thing that is important to remember is that your application letter and resume is likely to be the first impression the recruiter will gain of you and like it or not, FIRST IMPRESSIONS COUNT! Especially if the recruiter has received 100+ applications and they are looking for a reason to exclude, rather than include an application.

Therefore: make sure you create a great first impression, use spell check, get a trusted person to review your application/resume honestly, check details of the contact person, company and position you are applying to and make sure the documents are presented professionally and that they are easy to read.

Your resume is a marketing tool for YOU, so think about how you want to market yourself to potential employers.

You can get daily tips on ‘What NOT To Do’ from Wiz Whitenow on Facebook at: http://www.facebook.com/wizwhitenow – there is a new Wiz’s WOT NOT every day to get you thinking and maybe even make you smile! Check it out!

If you would like to chat for some advice please call the White Now Team in the office or check us out on the website at www.whitenow.com.au for lots more information and positions vacant!

Out with the Old and In with the New!

The end of a year is certainly a time for reflection on what has happened this year and what we would like to do differently or how we would like to be different in the new year.  So, many of us will make New Years’ Resolutions for the year ahead and there will be plenty of articles appearing in newspapers and magazines with advice on ‘how to keep your resolutions,’ such as;  write them down, tell a friend, post them on the fridge or even register them on a website www.newyearsresolutions.com.au

Apparently 69% of Australians make at least one New Years’ resolution yet less than a quarter actually stick to achieving our goals!  One suggestion I saw recently is to only make short term resolutions (say 3 months at a time) rather than for the whole year, then review them regularly and make the next one – could work.

Along with the old year we want to get rid of the old us, our old job, our old habits and bring in new, fresh and exciting ones!  Resolutions tend to be around improving our fitness, health or appearance, becoming better people, giving up smoking and other bad habits, saving money and getting that new job.  Having worked in recruitment for a number of years I have certainly seen an increase in both ads and applications for jobs,  occuring in the ‘New Year’ and this is certianly true here at White Now.  Whether this is due to holidays and festivities finishing, people making New Years’ resolutions to get a new job, or a combination of both, I’m not sure!

For me, I am still deciding on what my New Years’ resolutions will be and how I will ensure I achieve my goals.  I’m sure straight after Christmas I will swear off food and alcohol – but I doubt that will last long!   Then all of a sudden it’s Easter and life is busy and nothing has changed and ‘what were those resolutions again?’

So good luck with any resolutions you make, may you achieve your goals and may 2011 be everything you want it to be!

To Close or NOT to Close – THAT is the Question !

I have had the pleasure of writing job ads as part of my roles for over 20 years now.  Ads for CEO’s of large businesses; ads for Process Workers within Manufacturing companies; ads for bar attendants in overseas hotel properties; ads for administration people in Clubs – you name the positions, I (and my fab team) have written a job ad for it.  Like any skill that you aquire, you spend time tweaking and developing it.  You strive for ways to continually improve on it.  You ask others how they think it can be done better.  You search deep inside for smarter ways and more articulate ways to appeal to the right people.  You make sure that the ads are written with both the business AND the applicants in mind. You keep front of mind that to discriminate in any way is neither appropriate nor in the best interest of any of the stakeholders.  In summary, it is a skill that develops over time – it is a true skill.

Don't Apply - You're Too Late
Don't Apply - You're Too Late

In saying all this, in my 20+ years of writing job ads, I have never felt ‘comfortable’ with putting a closing date on an ad.  I am much more comfortable putting an opening date on the ad or in some way letting the applicant know when the job was listed if possible.

I have had many discusssions with people, including the White Now team about the pros and cons of putting a closing date on an ad. Basically the ‘pros’ that people seem to head towards the employer or recruiter wanting to organise their lists of applicants without the problems that arise when new applicants come in late, and to schedule interviews without any hassle.  

For those who know me, I am the queen of scheduling, organisation and making lists that people always take the mickey out of me for.  For an example, I have a shopping list printed out on A4 paper 52 times (one for each week of the year).  This shopping list is divided into three sections; Supermarket/Fruit and Veg and Butcher. The supermarket list is divided into aisles and if I need an item that week, I actually know what aisle it is in and write it in that section of the list.  This list matches our weekly menu planner that I write on Saturday morning so I don’t buy extra items and don’t have left overs.  Now THAT is an example of how my brain works. Sad but true !

With that in mind you would think that I am in favour of having closing dates on ads to be SUPER organised – well, my behaviour is exactly the opposite.  White Now always recommend AGAINST closing dates on ads  (but of course if our clients want us to put a date down for their own reasons we always respect their decision).

Why am I not in favour of closing dates I hear you ask ? In my opinion, there is no point in ‘closing off applications’ until the very end of the process. By naming a closing date you are basically saying NO to a number of people who actually WANT to work for your organisation.  If I had people WANTING to work for our organisation when I put an ad up, I would happily accept their application at ANY time !

Think about the people that you MAY lose by simply saying – bad luck, you missed MY cut off date.  Remember that it is YOUR cut off date.  You perhaps did not take into account that the ideal person could be on leave, dealing with the death of a friend or relative, caring for a sick child or … who knows what ?  This person, that has not yet had a chance to see your ad MAY just be THE best candidate, MAY just be THE perfect match and MAY just have THE GOODS to take your business further than you could EVER imagine. Surely you would want to interview them or at least include them in a short list !

So, in my opinion, to put a closing date just so that resumes can be sorted and interviews scheduled makes no sense when you may be excluding the best resource for your business ie: the best person.

At White Now, when we are recruiting for a role, the role is open basically until a person is offered the position – in other words, when there is a ‘bum in the seat’.   We know that that is the best service that we can offer our clients – doing ALL that we can to ensure that the best people are able to apply for a job EVEN if they did not see the ad when it first went live.

This opinion is that of mine and White Now only.  Who knows what is right and what is wrong with this topic ? Everyone has their own personal reasons as to why the choose to advertise or not advertise a closing date.  What I DO know though, is that closing off an ad just because the advertiser/recruiter wants to schedule their time to suit THEIR needs, just seems crazy. But who am I to say that – I am the one who has shopping lists divided into sections in order of the aisles in my local supermarket !

Have a fantabulous day  and remember what Ralph Waldo Emerson once said; “Do not be too timid and squeamish about your actions.  All life is an experiment.”