Jacques Froissant founded Altaïde (www.Altaide.com), a consulting firm in recruitment and HR management, in the year 2000. A real pioneer of 2.0 hiring, he developed an expertise on all 2.0 web practices (head hunting, recruitment, HR management). Froissant is a famous blogger on all those subjects and on internet habits (blogs, social networks, Facebook, Twitter…) he is regularly invited as an expert on these topics for French medias (L’Express, 01net, conferences…)
We asked him for five tips about the main differences that have been implemented since the arrival of 2.0 recruitment.
• E-reputation: The main issue for companies in the 2.0 era is to work on their online brand image. It is very important to be represented on all Social Medias available on the web, to spread the brand through the web. From an HR point of view, it is important to be seeable for people that are seeking for a job and that is the reason why the company should be present in all Social Medias. When you try to get in touch with a potential employee, it is better if they have already seen you online or if they can get the information about your company from online tools.
In order to cope with this challenge, the company has to get connected on all the main social platforms, professional or not.
Different websites are available and should be used: Create a company blog, Twitter, Linkedin, Facebook,Flicker, Youtube… But the main challenge is not to create an account, but to keep it alive, the effect of having a dead profile is worst than having no profile at all. Therefore the HR team has to work to add content on a regular basis as will do a community manager.
• Sourcing: The role and the way of sourcing have changed a lot since the arrival of Web 2.0. from the candidate AND from the employer perspectives. From an employer perspective, it is way easier than before to learn about the contact’s profile. Just by googling the name of the candidate, it delivers a lot of information, but also by viewing his LinkedIn, it can help a lot to get to know the person.
From the candidates point of view, we saw on the previous point that he has the possibility to know more about the company in an easier way.
According to Jacques Froissant’s experience at Altaïde, 80% of the sourcing step comes from Social Networks.
• What kind of job is concerned: For now it is mainly for internet jobs, medium or senior executives. In France 3 out of 4 HR Managers have already used social medias to hire managers. But for the rest, it is not used that much. According to Jacques Froissant, it is going to change in the future, with applications like “Work for us” on Facebook (that claim to be receiving more than 1000 new companies per month), the habits are shifting. People are more and more able to apply directly on companies’ Facebook pages enabling them to be a candidate for any kind of job (for more information: http://www.facebook.com/WorkForUs)
• International head hunting: With the arrival of 2.0, it is also much easier to find international employees for a specific mission. It is without a doubt, the easiest way of hiring. There are a lot of different ways of using that tool. In order to find experts in a specific field, Jacques Froissant does not hesitate to search in Canada to find the profile he was searching for that wasn’t available in France. It is also a way to find people without having them searching yet. For instance, if you are searching for French engineers in the Silicon Valley on LinkedIn, you may find one saying “It is time for me to go back to France” and so you can send him a request without having him asking yet. 2.0 enable a more proactive behavior.
Candidates can also apply spontaneously (like with “Work for us” on Facebook) and use their professional or unprofessional networks.
• Limits: There is a limit that needs to be respected, it’s about privacy matters. It is very important that you don’t try to check private pictures and private information about the candidate because it shouldn’t be used for that purpose. Jacques Froissant has signed a French petition about the matter (more information here). Privacy is a issue with Social Networks like Facebook.
Have you already used any social media to hire your employees? What would you advise to use? Do you know any application?
We would like to thank Altaïde and Jacques Froissant, who accepted to deliver the tips from France! We look forward to having you for our next 5 tip-list.