What is the Role of Social Media in the Workplace

What is the Role of Social Media in the Workplace What are the most popular social networks for recruiting and job search? What is smart working and how do you embrace it? Julia Jachmann,  the Global Social Media Manager for the Adecco Group,  spoke to us to answer all of these questions and more! Have a listen below, read the summary and be sure to  subscribe to the Employer Branding Podcast. What are Adecco Groups objectives  on  social media? Well, social media is a two-way communication channel and we do want to speak to the  audience, and we want to speak with the audience that is interested in Adecco and the services that we offer. But we also want to talk about what we do. Whats life at Adecco? What makes us a company? What we can offer to the people out there. The Work Trend Study focuses on social recruiting and smart working. We had 26 countries participating in the study, and we had more than 30,000 job seekers participating and more than 4,000 recruiters participating, which is larger than the study we conducted last year. So Im really happy about those results and really thankful to all my colleagues making this such a huge success. How are Facebook and  LinkedIn  used differently? When we looked at the results of the study, we noticed that there still is a difference between Facebook and LinkedIn. But let me look back a little bit to last year. We asked a very similar question in the 2014 Social Recruiting Study, and we found that there was a very distinct difference between the usage of Facebook and LinkedIn where people said, I only use Facebook for private reasons, and I dont want to be contacted on Facebook, and Please leave me alone with your business stuff on Facebook. And LinkedIn was purely for professional networking for example. When we look at the data this year, weve seen that this line is blurring so people go to Facebook to check out recruiters, to check out companies. They want to see what the reputation of a potential employer is, but they also get in touch with companies on  Facebook. So we see that this line between professional and private usage is really diminishing, and thats a very huge trend that we see in the data. What social media networks do people use most in the workplace? We wanted to know the different usage between traditional online channels such as corporate websites and job boards, versus the new player on the market, which is social media. Weve seen that there is still a strong preference of job boards over corporate websites over social media. But we can also see there is a regional difference. So, for example, in Eastern European countries, they really prefer to use social networks, whereas, in North and South America, the job boards are a really big thing. And for Central Europe, its more the corporate websites that people go to first. How do job seekers a recruiters manage their reputation on social media? So for job seekers, theyve known for a very long time now that recruiters check them out. They manage that very proactively now. For example, they put the links to their social profiles on their CV and they tell them, Hey, heres my Facebook profile. Go and check me out. So this is something thats happening more and more. On the flipside  is that they not only manage their own reputation correctively, but they also want to know about the reputation of whos sitting at the other side of the table when they go to an interview. So they do check out recruiters. And thats a very specific thing that came out of the data. And I think for the recruiters, they need to take care more about their own reputation because theyre not only checking out, but theyre being checked out so they need to be active on the social media channels. They need to be posting and tweeting, and they also need to take care about what they post there and the kind of content that they publish, because that not only reflects on themselves but on their employer and how they want to portray the  employer brand, which is something thats very attractive to the candidates on the other side. Is there a correlation between the number of social networks and job search success? Thats a very good question and yes, there is. Weve seen that candidates that only use one social network, they have a 16% chance of being contacted by a recruiter over social media and if they use all five big networks such as Facebook, Twitter, LinkedIn, YouTube, Google+, then that chance increases to more than 40%. So the more networks used, the higher the probability is that youll be contacted by a recruiter because not everybody is on all the networks so the more youre out there, of course, the higher the probability. But it also demonstrates that youre a social pro and that lets you shine in the eyes of the recruiter. Do passive candidates get  contacted as well on social? Absolutely, they do. And it doesnt really make a difference whether youre actively or passively seeking, because if your profile is really interesting, then the recruiter will get in touch with you none the less. But you need to be active on social media. So even though you might have a Twitter profile, if the last tweet is from 2011, then youre not making yourself attractive in the eyes of the recruiter. So you need to be active on social media for that to happen. What is smart working and how is it being adopted in the workplace? Within the data, not many of the participants were familiar with the terminology [smart working]. But we asked them if these are your options, would you find that as smart working and we gave them ideas such as flexibility in terms of deciding when you work, so the timing, the flexibility of work location, the flexibility of choosing your own device, for example, whether you have an iPhone or an Android or a Windows tablet, and then they could make the  connection. But when you tell people, What is smart working? Not many knew what that meant. Its deciding when you want to work, where you want to work, and with which device you want to work on. And coming to the result of how we want to implement that, we can see that many of the job seekers actually are interested in using these kind of smart working solutions, but the recruiters are a bit more tentative in terms of implementing them. But the recruiters agree that the advantages are there just the same as the candidates do. We also looked at different age groups and how they are open to smart working solutions. Younger people would be interested in working, for example, from a co-working space, but they have high concerns about doing so because maybe they dont trust their own abilities so much yet. They dont have much work experience, so they want to work more in a very closed environment in a specific work location in an office. The same goes for elderly workers, but they have different reasons, which are more associated to social aspects of the life in the office. Whereas we can see that people between 25 and 45, they have sometimes childcare responsibilities or parent care responsibilities and this makes them want the smart working solutions more than maybe someone from a younger or older age group. Are recruiters skeptical of candidates who want a flexible workplace? For one part, I think the recruiters know that the people that theyre talking to are very mature people and because also the way we work nowadays, we dont judge ourselves by the amount of time we spend in the office, but we are being judged by reaching the objectives. Thats something that plays a very big role in todays work environment and this is also something that weve seen in the data that having a higher accountability gives you more flexibility in terms of where youre working and choosing your own work location. Because, at the end of the day, it doesnt matter whether you need two or five hours of finishing your project because, in the end, it only matters that you perform very well on closing that project. Thats something that recruiters are aware of. Connect with Julia on Twitter @LeseratteJ and subscribe to the Employer Branding Podcast.

When the Boss Needs Mentoring Marla Gottschalk

When the Boss Needs Mentoring Marla Gottschalk We all benefit from mentorship. Even those that hold lofty, leadership roles experience this need. When we look back on preparation for our current role for example, we can all identify training gaps. Ultimately, these gaps can come to roost over our paths in unsettling ways. Early in my career, a VP in my firm pulled me into his office. Realizing that he wasnt as popular as he might have hoped â€" he asked â€" in no uncertain terms where he had gone wrong. To be honest, I wasnt surprised. He was reviled by many, feared by most, and known for being a hard-lined leader with absolutely no heart. He had a reputation for choosing clients over team members in a manner where resentment and anger were bound to grow. Sadly, I had been on the receiving end of this dynamic. I surmised the conversation was precipitated by a lively discussion months earlier concerning a client situation where I had felt grossly unsupported. The situation had led to some very harsh words and much stress. In that moment, I realized that this sentiment was shared on both sides. For some reason, he realized that this was a growing pattern â€" and he likely lived in the center of that storm. In retrospect, we invest a lot of time building our leaders, but fail to offer the same attention to management skills as they move through supervisory roles. When management skills are neglected, leaders often walk a fine line between expressing power and remaining relatable, which is difficult to master. This can be exacerbated if an individual possesses a temperament or demeanor that can misconstrued as cold â€" where building a warm feeling toward that leader can be very, very difficult. His overt displays of power, were undermining the potential afforded by his role. He needed to express his own humanity.  However, this was a tall order when trust was already undermined. Appearing false or contrived was of course a risk. The core of existing relationships was likely damaged or weakened. What I said: Celebrate the work.  After a project was delivered, there was only silence from leadership, and a sense of relief/exhaustion from team members. Marking our successes in a positive manner, was fundamental for the team to stay energized longer-term. This fell on him, to do so. What I would add today: Acknowledge our challenges. Share that he understood that our line of work was challenging. With tough clients and looming deadlines, the work was â€" even in the best of situations â€" rigorous. Respect what excellence demands. The quality of the work that was delivered was exceptional. However, this became routine and was demanded/expected with little thought of the impact on the teams psychological resources. As a final note, I have to commend this individual for coming forward and expressing the need for guidance. Why he chose me, Ill never know. However, I respect his request whole-hardheartedly. Reverse-mentoring is a beautiful thing. Remember that eflection is the first step in the path to development and change. If you have identified a possible gap in your training â€" seek the mentor who can shed the most light on that gap. Your role, level and age are irrelevant. Have you ever been asked to mentor your boss? What did you do? Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a charter member of the LinkedIn Influencer Program. She explores the need for Core Stability at work. Her thoughts on work life have appeared in various outlets including Talent Zoo, Forbes, Quartz and The Huffington Post.