Future of Sourcing - Process https://futureofsourcing.com/tags/process en The Introduction of Social Media Recruiting https://futureofsourcing.com/the-introduction-of-social-media-recruiting <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="https://futureofsourcing.com/sites/default/files/articles/Social_Media_Recruitment.jpg"><a href="https://futureofsourcing.com/sites/default/files/articles/Social_Media_Recruitment.jpg" title="The Introduction of Social Media Recruiting" class="colorbox" rel="gallery-node-1418-xViLIX-N1T8"><img typeof="foaf:Image" src="https://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/Social_Media_Recruitment.jpg?itok=WtIxHvUV" width="624" height="325" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <div>When social media came onto the scene, it was like manna from heaven for recruiters because it elevated the networking environment. &nbsp;We could &ldquo;friend&rdquo; prospective candidates and contact them directly. The recruitment process became faster, and it was much easier to get a more robust picture of a potential recruit.</div> <div>&nbsp;</div> <div>But along with the benefits came the drawbacks.&nbsp;</div> <div>&nbsp;</div> <div>Social networks have lowered the barriers to entry for ANY recruiter to zero. <a href="https://www.themuse.com/advice/94-of-recruiters-use-social-media-heres-how-to-make-the-most-of-it" target="_blank">Over 94% of recruiters use social media to recruit new employees</a>. Today anyone can create an account on a social network, publish a job posting, advertise to candidates based on detailed criteria and message them directly.</div> <div>&nbsp;</div> <div>But when you have zero barriers to entry, inevitably problems arise. &nbsp;Everyone has access to the same networks as you, and because of that, certain messaging can easily go viral, sometimes unintentionally.</div> <div>&nbsp;</div> <div>In my 15+ year career in <a href="https://futureofsourcing.com/how-digital-technology-will-transform-talent-acquisition" target="_blank">recruitment</a>, I&rsquo;ve seen the upside and the downside of social media and recruiting and unfortunately, the downside seems to be on a recent winning streak.</div> <div>&nbsp;</div> <div><strong>How Social Media Revolutionized Recruiting</strong></div> <div>&nbsp;</div> <div>When I first started using social media as a recruiting channel, there were mainly positives. I especially appreciated the ability to connect directly with candidates who were only passively looking for a new role. &nbsp;This allowed a casual acquaintance to form so I could observe candidates on a peripheral basis, but with the ability to interact as needed.</div> <div>&nbsp;</div> <div>You could also group candidates according to specific criteria. The targeting capabilities made it easy to launch campaigns to attract candidates with the exact set of skills and experience you were looking for.&nbsp;</div> <div>&nbsp;</div> <div>Posting jobs became very simple as well. &nbsp;You could post in groups based on particular interests or skills, post on your company&rsquo;s LinkedIn page, and share job specifications or tips on your own timeline.</div> <div>&nbsp;</div> <div><strong>The Dark Underbelly of Social Recruiting: Recruiter Shaming</strong></div> <div>&nbsp;</div> <div>However, there&rsquo;s a dark side to social recruiting that has emerged in recent years with increasing frequency. &nbsp;In this era of &ldquo;fake news&rdquo; and toxic tweet streams, the level of civility on social media has reached rock bottom, and unfortunately, the recruiting industry has become one of its victims.</div> <div>&nbsp;</div> <div>The lower barriers have made it really easy for thousands of recruiters to send mass, imersonal, unresearched communications to high-value, in-demand technical talent and some of the messages can come across as obtuse.&nbsp;</div> <div>&nbsp;</div> <div>The response by potential candidates (in our case, technology consultants) has been brutal. More and more candidates have resorted to a form of social media shaming.&nbsp;</div> <div>&nbsp;</div> <div>For example, I&rsquo;ve seen potential candidates on LinkedIn post screenshots of recruiting emails they&rsquo;ve received, with the names and email addresses of individual recruiters on full public display. The commentary accompanying these images is often shockingly rude, and the worst part is that the recruiter has no idea they have been publicly shamed.</div> <div>&nbsp;</div> <div>Admittedly, the recruiter may be lacking certain skills or abilities to properly connect with their target audience, but the majority of these cases are for lack of training and not deliberate .</div> <div>&nbsp;</div> <div>But seeing how these negative postings have been so severe, I have, at times, limited my own team&rsquo;s social media recruiting efforts in favor of other creative solutions. This has allowed them to be human and make mistakes. &nbsp;This deliberation is especially important since a large part of my team is based overseas, and U.S.-based candidates can sometimes be harder on their psyche. &nbsp;(For a very thoughtful response from a tech recruiter on this topic, please check out this <a href="https://www.linkedin.com/pulse/public-shaming-recruiters-tom-weinert/" target="_blank">LinkedIn article</a>).</div> <div>&nbsp;</div> <div><strong>It&rsquo;s a Tough Job but We Love It!</strong></div> <div>&nbsp;</div> <div>In a world where there seems to be so much negativity, we believe the focus should be put back on positivity. &nbsp;</div> <div>&nbsp;</div> <div>Most people have no idea how difficult recruiting can be and how much time and effort we put into our work. &nbsp;It is easy for people to think that matching key words and sending offer letters is mindless. Many people don&rsquo;t understand why we can&rsquo;t cut corners in the hiring process to make the process go faster. &nbsp;It&rsquo;s truly rare when someone says, &ldquo;&hellip;Wow, you guys did an outstanding job, you guys are amazing!&rdquo;&nbsp;</div> <div>&nbsp;</div> <div>But with the <a href="https://futureofsourcing.com/stand-out-in-supply-chain-staffing" target="_blank">technology talent shortage these days</a>, a recruiter&rsquo;s job is as critical to an organization as sales and operations and top-tier recruiters are in high demand. &nbsp;So be kind to recruiters and remember that an encouraged recruiter is a company&rsquo;s secret weapon and a future employee&rsquo;s best friend.</div> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/social-media" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Social Media</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/talent-acquisition" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Talent Acquisition</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/recruitment" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Recruitment</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/process" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Process</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/innovation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Innovation</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="The Introduction of Social Media Recruiting - Future of Sourcing" addthis:url="https://futureofsourcing.com/the-introduction-of-social-media-recruiting"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Sat, 06 Apr 2019 02:03:18 +0000 Helen Castor 1418 at https://futureofsourcing.com https://futureofsourcing.com/the-introduction-of-social-media-recruiting#comments The Best Processes for RPA https://futureofsourcing.com/the-best-processes-for-rpa <div class="field field-name-field-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even" rel="og:image rdfs:seeAlso" resource="https://futureofsourcing.com/sites/default/files/articles/3-the-best-processes-for-rpa.png"><a href="https://futureofsourcing.com/sites/default/files/articles/3-the-best-processes-for-rpa.png" title="The Best Processes for RPA" class="colorbox" rel="gallery-node-1050-xViLIX-N1T8"><img typeof="foaf:Image" src="https://futureofsourcing.com/sites/default/files/styles/juicebox_medium/public/articles/3-the-best-processes-for-rpa.png?itok=1DcXolQ5" width="624" height="325" alt="" title="" /></a></div></div></div><div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p>A common question when considering Robotic Process Automation (RPA) is what process would be the most optimal one to automate. When looking for a candidate process, you should be focused on a couple key requirements. First, you will want to identify a process that is rule-based, so it doesn&#39;t require any human judgment capabilities in its operation. If you have processes that have human-judgement elements, they may still be suitable for RPA but you&#39;ll need to hand out that portion of the work to be done by an individual and then pass back it back to the robot.</p> <p>Second, look for processes&nbsp;that&nbsp;use&nbsp;structured digital&nbsp;inputs. You can combine RPA with AI tools&nbsp;in order&nbsp;to handle unstructured data, but where RPA alone is considered, it needs to have a structure, both in terms of the input and the output. And once you&#39;ve got those two elements, a process that is rule-based and has structured data, automation is feasible.</p> <p>There are&nbsp;certain&nbsp;traits in a process that can influence the strength of the business case for RPA, such as work volume and task complexity. Higher volume tasks are usually less complex and easier to automate. RPA can handle highly complex processes, but the&nbsp;more complex the process, the larger the implementation time and cost. Having stable systems is another important factor. If you have to interface with systems over a&nbsp;Citrix&nbsp;connection, then you&#39;ll have a slower development stage as well as slower operating speeds. So, in an ideal world, a process identified for RPA would have structured data, clear business rules, stable systems and a high work volume.</p> <p>To find the best processes to automate in your business, we advocate undertaking an assessment through Symphony&rsquo;s Future of Work Accelerator program. These can be especially helpful in identifying automatable processes and building robust business cases based on the scenarios at hand. Learn more about this service offering on our <u><a href="http://www.symphonyhq.com/7-2/solutions/services/#services-assess" target="_blank">services page</a></u>. &nbsp;</p> </div></div></div><div class="field field-name-field-company field-type-entityreference field-label-hidden"><div class="field-items"><div class="field-item even"><article about="/company/symphony-ventures" typeof="sioc:Item foaf:Document" class="node node-companies node-published node-not-promoted node-not-sticky author-steveg odd clearfix" id="node-companies-1010"> <header> <h2 class="node-title"><a href="/company/symphony-ventures" title="Symphony Ventures">Symphony Ventures</a></h2> </header> <span property="dc:title" content="Symphony Ventures" class="rdf-meta element-hidden"></span><span property="sioc:num_replies" content="0" datatype="xsd:integer" class="rdf-meta element-hidden"></span> <div class="content clearfix"> <div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even" property="content:encoded"> <p>Symphony is a consulting, implementation and managed services firm passionate about transforming the world&rsquo;s leading organizations.</p> </div></div></div> </div> <div class="clearfix"> <nav class="links node-links clearfix"></nav> </div> </article> </div></div></div><div class="field field-name-field-tags field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Tags:&nbsp;</div><div class="field-items"><div class="field-item even" rel="dc:subject"><a href="/tags/robotic-process-automation-rpa" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Robotic Process Automation (RPA)</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/transformation" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Transformation</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/outsourcing" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Outsourcing</a></div><div class="field-item odd" rel="dc:subject"><a href="/tags/process" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Process</a></div><div class="field-item even" rel="dc:subject"><a href="/tags/technology" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Technology</a></div></div></div><div class="field field-name-field-addthis field-type-addthis field-label-hidden"><div class="field-items"><div class="field-item even"><div class="addthis_toolbox addthis_default_style " addthis:title="The Best Processes for RPA - Future of Sourcing" addthis:url="https://futureofsourcing.com/the-best-processes-for-rpa"><a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_linkedin"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_facebook"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_twitter"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_googleplus"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_pinterest_share"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_reddit"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_email"></a> <a href="https://www.addthis.com/bookmark.php?v=300" class="addthis_button_print"></a> </div> </div></div></div><div class="field field-name-field-region field-type-taxonomy-term-reference field-label-inline clearfix"><div class="field-label">Region:&nbsp;</div><div class="field-items"><div class="field-item even"><a href="/regions/global" typeof="skos:Concept" property="rdfs:label skos:prefLabel" datatype="">Global</a></div></div></div> Fri, 01 Dec 2017 18:15:35 +0000 David Brain 1050 at https://futureofsourcing.com