I have written a number of blogs on the lack of skilled workers over all and specifically concerning the chemical industry. This means that a lot of companies will be or are fighting over the same number of potential employees. So the question becomes how do you attract potential employees in the first place.
When I first started looking for a job many years ago, there were a few methods of finding that a job existed.
While these are still valid we can add some additional ones
In looking for ways to attract potential candidates I ran across a UK recruiting company call CKScience http://ckscience.co.uk/ . I find this company interesting, not so much for their list of jobs, which is quite extensive, but for how I discovered them.
I ran across YouTube videos giving advice on tips for your job interview:
After watching these video I went to their channel http://www.youtube.com/user/CKScienceRecruitment?feature=watch and found that they not only had advice but introduced themselves, and more importantly had jobs available http://www.youtube.com/watch?v=hCuwcit5hfE . Then I went to their website to see the full listing. By being on YouTube, and posting the jobs there, as a potential candidate I could subscribe to their feed and the jobs would be presented to me when I went to my YouTube account. All without having to sign up to a job site. I am interested in their services without them knowing about me.
So what did I learn from this experience.
Can we translate this experience into something that the chemical industry can use? How can we show potential employees how attractive the industry and your company is?
Obviously the major chemical companies have an advantage in name recognition and resources. For a good example please look at the Dow Chemical Company YouTube Channel The Dow Chemical Company - YouTube and specifically their career section http://www.youtube.com/playlist?list=PL9yqnr8akhTG4d-SEgr-qoeLMCskSGXpL which describes careers at Dow Chemicals and introduces potential candidates to the organization.
With more and more avenues for getting your name out (and I did not forget Facebook), the Dow Chemical Facebook page is quite impressive https://www.facebook.com/#!/TheDowChemicalCompany how do you manage all this?
How do you see which search, social, mobile, and other channels reach the best candidates at the lowest cost?
How can you reach candidates who don't apply the first time they see your opportunity?
How do you build campaigns: Engage, re-market, and repeat until you've hooked candidates with the right opportunity?
Have you established a talent community to capture passive candidates?
Do you have referral marketing tools?
To see how SAP Success Factors can assist in answering these and other questions please use the following link to see how SuccessFactors Recruiting Marketing can help http://www.successfactors.com/en_us/solutions/bizx-suite/talent-solutions/recruiting/marketing.html
One last thing, do you think recruiting on YouTube will take off? I was surprised when I found this. Or am I just too old, and everyone is doing this.
By the way (this to my manager) I am not currently looking for new job opportunities.
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