Should staff be allowed to browse personal social media at work?

Hays Ireland recently ran a survey asking how much time people spend on social media sites throughout their working hours. Personally, I was surprised to find that 26 per cent of people spend 46 minutes or more during work on the likes of Facebook and Twitter. 

Social media shows no sign of slowing down with more and more sites such as Pinterest and Instagram joining Youtube, Facebook and Twitter keeping people occupied. And whilst a number of people do genuinely use social media as part of their jobs (recruiters being an example), they would still be in the minority.

Of course companies can block social media sites on their staff’s PCs, but is it worthwhile? It’s an expensive process and most people have smartphones in 2013. In addition, social media is just the latest in a long list of technologies in the workplace where you could worry whether staff will be tempted to spend all day socialising. However, employers were able to deal with the introduction of the telephone, email, the internet and mobile technology before social media came along.

The other consideration is - does using social media impair productivity? Productivity isn’t necessarily a result of time spent on completing tasks; it’s the output and quality of work. It’s commonly known that productivity increases with the inclusion of short breaks.  So you could argue that 5 minutes spent sending a tweet or checking their Facebook wall provides an outlet for employees to take a break and then get back to work more focused.

And what makes browsing social media any different to a flick through the newspaper, the smoke break, coffee run or the water cooler chat? Again, it’s just another option to add to the list of distractions that have been around for years.  

Hays New Zealand recently carried out a survey that showed one in four candidates (25.7 per cent) would turn down a job if they did not have reasonable access to sites such as Facebook at work. This has prompted the need for organisations to create a better work life balance, along with a level of freedom and trust in work.  And if you’re lucky enough to work in the likes of Google, you have the added option of the pinball machine or pool table in the workplace. A distraction or a rewarding break for employees?

The majority (57 per cent) of employees in the Hays Ireland survey said they spend between 0 and 10 minutes on social media sites, so we probably don’t need to worry just yet about drastic drops in productivity.  When used in moderation I don’t think using social media in work will not adversely affect productivity, in fact it might just improve it!

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Rachel Ashe
Digital Marketing
www.hays.ie  |  @haysireland

How to find a job on LinkedIn

LinkedIn claims to be the BEST tool to help you land your dream job.  It can certainly help, but it’s not the only tool to help you progress your career, you should also be using Job Boards and Recruitment Agencies. If you consider your LinkedIn profile as your CV you are on the way to finding the perfect job for you.  

Finding a job on LinkedIn takes time, the more active you are the easier it is to build up your connections, as well as establishing your credibility and reputation. Basically, don’t create your profile and expect job offers to flood in!

The key factors to finding a job include:

Is your profile up to date?

Broadcast your skills and talents so that they are easy for recruiters to find.  When searching for candidates, recruiters use keyword searches to identify those who are suited for the job they are responsible for.  If your skills, summary and profile have the right keywords you will be more visible to recruiters. 

Is your profile up to date with your current and past work information?  Write a keyword rich summary about you, your employment history, interests, education, industry and volunteer work. While it's important  to show your professional side, recruiters/employers want to see the person behind the profile as well. 

Update your contact details along with a custom URL: ex: http://ie.linkedin.com/in/rachelashe

Should you have a photo?  Having a photo is very important; people are 7 times more likely to connect with you when you have a headshot as part of your profile.  Take into consideration the reason for having a LinkedIn profile, it's to encourage employers to hire you so putting up a photo of a night out with your friends is NOT the way to go.  Be sure the photo represents you as a professional and isn’t too casual.

Join groups that are relevant to you and participate. Build your reputation and show your expertise by posting in groups, asking questions and giving your opinion.  

Aim for 100% profile completion – completed profiles rank higher in LinkedIn searches.

How to find a job? Have the job find you! 

You might be surprised to know some of the most effective techniques have nothing to do with actually searching for a job on LinkedIn.  You have to position yourself to be found by recruiters and use the resources available such as groups, your LinkedIn jobs homepage, alerts and premium job seeker accounts. Increase your visibility online and help build your professional brand.  If I search for “Rachel Ashe” my LinkedIn profile link appears on the first results page.  If a potential employer has your CV I guarantee they are looking at your LinkedIn profile. It is standard procedure now so double check all your dates and jobs to make sure they match the CV you are sending out. 

Join Groups – this will allow you to grow your network and activity and some groups have a tab where jobs are posted regularly.

Jobs Homepage – Log into your LinkedIn account and click on the jobs tab in the top navigation.  A list of recommended jobs is provided for you based on the information, keywords and skills on your profile.  Use the filtering options on the left hand side to find the jobs that are most suitable.  There is the advanced search tab on the top of the page to narrow down your job search results.

Job Alerts - once you have completed a job search – Save it!  Then create an email alert to tell you about jobs you might be interested in.  It’s easy, straightforward and keeps you up to date on new jobs.

Company Pages – target the companies you want to work with, find them on LinkedIn and follow.  When a company posts a job it’s published as an activity update on the company page and on the careers tab within the company page.  Check out Hays LinkedIn Company Page.

Job Seeker Premium – if you are really serious about finding a job on LinkedIn you should consider paying for an upgraded account.  There are three levels - Job Seeker Basic, Job Seeker and Job Seeker Plus.  The paid account gives you more information on who is looking at your profile and allows recruiters to contact you without being connected.

Once you have the profile set up start looking at how to Write Your Cover Letter, Update Your CV and Prepare For Interviews.  

Get started on www.hays.ie!

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My Internship Part 2

I had always imagined an internship was for a college/school leaver searching for experience. Sceptics would have you believe companies are taking advantage of eager jobseekers, prepared to use their skills and then discard them as soon as they are done with them.

What did I want from an Internship? First of all I wanted the opportunity to prove that I had something valuable to offer a company. Secondly, I wanted to fill the glaring gap on my CV in relation to my experience. Surely it is a no brainer, six months on the dole looking for a job or six months working day to day building up new experience? Thirdly, I wanted that feeling of not knowing anyone, of first day nerves and being completely lost in a company where everything is alien, I wanted the opportunity to learn.

Lastly, and most importantly, I wanted to find a way to put my time to good use, to shake off the feeling of whiling away hours, to drop the sense of frustration and replace it with accomplishment. And, as I keep hearing, it is easier to get a job when you are already in a job!

It has only been a number of weeks but from what I have seen so far I like it. I don’t know anyone, I was nervous on my first day and ironing my shirt every evening is tedious. However, everyday I am involved with a new project, all in areas that command my interest. I am not being used and abused, more accurately I feel like a valued member of a vibrant team pulling in the same direction. I’m told this is how internships are supposed to work.

So that was then, now, two months down the line things have changed, and changed for the better. Christmas came and went. The time in work was spent training on the systems used and gradually gaining practical experience with them. Time outside of work was spent getting to know new colleagues as the social side of Christmas made my introduction to Hays much easier.

Then on the 2^nd of January came news that I had not been expecting. “How would you feel, if when you came back from your break you would have a permanent job?” my boss asked, just before I was due to head off for an early January break. My initial reaction was, “with Hays?!” I presumed my boss had worked his contacts and found me a place in another company. No; one of my colleagues on Hays’ marketing team had been offered a job that she was not going to turn down. I was being offered her position.

How could I refuse? The prospect of a permanent position while continuing to follow the learning curve I was already on was not something I needed to be asked twice about. I have been dropped in at the deep end as my responsibilities have increased but by #jobfairy am I enjoying the challenge?!

Job fairy tales are few and far between these days and I definitely do not want to make it sound like every internship ends this way, they don’t. But there is one thing I would like to leave you with.

In August 2012, I was confident in my abilities, and was sure I would be back working in no time, having followed the usual process, application – interview – job offer. Come November, I was not that person. I was frustrated, disillusioned and down. The Hays internship has shown me that with the right attitude, hard work and a big old slice of luck, things can turn around as quickly as they fell apart.

Ok, so as twists go, it wasn't quite Dan Brown but if the dream job is eluding you, why not consider the dream internship.

Would you consider doing an internship? Complete our quick survey on Hays.ie.

The Liverpool way?

What is the best way to recruit?

Liverpool Football Club have announced their new manager today, the most important position in the whole club and business. Whilst football recruitment is very different from what we are used to in the world of work, the manner in which this very public process has played out over the past few weeks has made me think of parallels in our business.

Let me start with a brief background to set the context. Liverpool Football Club is arguably the most successful team in the history of English football. In the seventies and the eighties they were the benchmark that other clubs in England and across the world aspired to, both on the pitch and in their business dealings. It was even given a name - the ‘Liverpool Way’. Unfortunately since that glorious period they have had an ignominious fall from grace.

They were bought over by an American conglomerate two years ago who have already been through two managers and have announced their third today. Two weeks ago they told the media they would carry out a rigorous process looking at all applicants for the position. They drew up a long list of targets including some of the best managers / coaches in football and subsequently received widespread criticism.

If you’re not a football fan, this may puzzle you. Why would you not look at all the top options available? Well as someone once said “football is a funny old game”. It can be very insular at times and a bit of a buddy network. So even though, as mentioned before, they are the most important person in the business, it’s typical for clubs to line up one or two targets very quickly instead of doing an extensive search of all the options available to them.

Whilst hiring a football manager for a top premiership club is very different to say, hiring a receptionist, there are similarities to hiring a CEO or a very senior person for a large multinational. There’s more of an executive search or headhunting process. I’m sure if IBM or Accenture were looking for a senior member of staff, they would search far and wide and aim for the very best. So why shouldn’t football clubs?

Nonetheless whilst hiring a CEO, CTO or CFO requires a very a specialised recruitment technique the modern day recruitment methods are catching up fast. The arrival of LinkedIn opened a whole new world to the recruitment consultant. So nowadays when a recruitment consultancy like Hays is looking for the right candidate for a financial controller job or a Java developer or a funds administrator they have a number of techniques. The extensive database of candidates is the first option. Then there’s the broadcast method of advertising, on job boards, in newspapers etc. But the arrival of LinkedIn has made the modern recruitment consultant a headhunter. They will actively seek out passive candidates, not only on LinkedIn but via a wide range of online resources searching for the ideal candidate.

Which brings me to my next point in relation to football. When seeking candidates, it’s not just about qualifications and relevant experience; just as important, if not more, is cultural fit. Sam Allardyce was hired as the Newcastle manager in 2007 and lasted 8 months. Alex McLeish was hired by Aston Villa and lasted 11 months. They had all the credentials but just didn’t fit in. The same thing can happen in the workplace.

Anyone involved in hiring when screening and interviewing candidates should judge whether a candidate is the right cultural fit for a company. This is where the value comes in using experts. A good recruitment consultant can find suitable matches to a job spec but it takes a great consultant to go beyond that and find a candidate who has that special magic that will ensure they will join a company and transform its business.

So Liverpool have hired Brendan Rodgers, a young ambitious manager from a smaller club. Ironically, at face value it looks like after all the media frenzy of the past two weeks they’ve followed every other football club and appointed the second man they’ve interviewed after a short review period, but I’ve no doubt, like any good recruitment consultant they’ve reviewed many, many options before putting through the two best matches.

Time will tell…..