How are jobs and careers changing in the Digital Age?

Welcome to a new edition of the P4Digital Round Tables!

Digital marketing is changing the face and infrastructure of the world. The job of recruiting is not exempt from this. This week, the P4Digital executive team examines how their jobs are changing in this new age.

Stay tuned and enjoy

Transcript

Amanda: We are P4Digital, and we are all about the digital revolution. This week, the P4Digital Executive team will be exposing their secrets and confessing how the Digital Revolution has changed their jobs and livelihood. 

Andrew: Today we’re going to talk about how Digital Marketing is changing recruiting. It’s a very interesting topic, and it’s the type of topic that, although we’re talking about how it’s helping recruiting, it’s helping other companies in the exact same way. For me, one of the changes that I’ve seen in the last year and a half here, is the digital aspect is allowing for automation for all sorts of processes that used to be done manually. And from a cost time benefit saving ratio, it makes a significant difference. So I’ll give you one example: there’s all sorts of programs now that will actually pull information off of a resume and directly feed it into some sort of summary information package. When you do that in recruiting, it allows the recruiter who’s calling you to get a fairly good idea of some of the more basic summary questions that they normally start the recruiting process with you with. We all know those ones right? Can you drive? What sort of money are you making? Are you still employed? All these things can be done automatically now and that’s saving time in the recruiting industry.

James: The other side of that coin is s the Digital Marketing aspect in recruitment and ourselves as a firm, we find we use social media very heavily. We’re now putting our jobs up on the likes of LinkedIn and Twitter, and LinkedIn is obviously a great source of information for candidates and hiring managers, and really where we can come in is to connect the dots and bring the two together. Then email, what we found to be very successful was marketing hot candidates into hiring managers. When they’re not busy they can have a quick glance, and it helps them know what’s out there on the market, and it helps the people on the market. Digital marketing really is changing the game – you pick up the phone a lot less these days, and a lot more seems to be done using these other channels of communication such as LinkedIn, email and Twitter.

Amanda: It should also be noted here, if you want to follow us on Twitter you can follow us @pfourdigital, @p4capital or @planet4it. We also frequently post under the #torontojobs.

Harnoor: In my opinion the Digital Marketing world doesn’t get bigger than simply turning to the Internet. I pulled up some statistics; it says here that as of May 2014, there are 1.1 billion users using Google, it equates to somewhere around the mark of 114 billion searches. So obviously, gone are the days of using the traditional methods such as Job Boards, hiring managers, posting up fliers and what not. And obviously that provides for a much wider reach than with the traditional methods, and in turn this helps to build your brand, your reputation, an image of what your business is and what you stand for. And obviously, that ultimately leads to increased revenues. In the short pass while, we’ve also seen an increase in jobs that sort of relate to digital marketing in terms of algorithms. Algorithms provide a means for the internet to collect information regarding the types of searches you’re making, it allows for more targeted ads to be directed towards you. So for example if I’m searching for a job as a mobile developer, the internet will pick up that sort of information and target mobile developer related roles to you. I think that really does increase the capabilities of digital recruiting.

Amanda: Just a statistic here, if you were to look at the internet as a country on its own and not the cloud, it’s the seventh largest country consumer of energy in the world.

Ashley: From a sales point of view, I use LinkedIn to prospect and find out the important people in companies that I need to speaking too, and on the flip side of the coin when I do have candidates that are presented to me for roles, I go on their LinkedIn profile and check out their page. A resume can only tell you so much and I feel like when I go on someone’s LinkedIn profile, it’s a lot more personable. You can see their own style of writing, what they choose to disclose, and you can almost look at their resume and look at their LinkedIn profile and compare the two. So social media gives an extra layer of getting to know the candidate and seeing if they are a proper fit for the role that you are submitting them for.

Amanda: So what you’re saying is resumes give you want they want you to see, but social media gives you a snapshot of what they really are.

Ashley: Yeah, I agree with that point because resumes I feel have become so cookie cutter, and a lot of the time you look at your friend’s resume that’s also in a similar job that you were or are, and you pull the same points. Looking at someone’s profile, it’s so personal that you really get to know the person, who they actually are versus what they look like on a typical cookie cutter resume.

James: There’s also a case to be made that, in this day and age, people really need to start paying attention to what they do online, because really,  they’re leaving that permanent record. When you are going on your Twitter account and you are making comments to people and involving yourself in discussions, you really need to be careful about the way that you paint yourselves, because you never really know whose going to be looking at that Twitter. And I know environments that I’ve worked in, going to Facebook and Twitter accounts of people who we’re interviewing was very common in those marketing and social environments.  That’s kind of the flip side of it. In summary kind of the positives around the digital side of it, like with other industries, is more information is available on individuals than ever before, which can obviously help empower decisions and help decisions be made quicker.

Andrew: Don’t pay attention to what you’re posting from just a negative stand point; it actually can really help you. The fact of the matter is, when you’re dealing with a recruiter the whole reason you’re doing that is so that he can help build your story of who you are as a professional. And the more information you give your recruiter, the more you empower him into your life, the better job the two of you working together are going to do. So as a part of that now, I actually make a point, just like James and Ashley and Harnoor are mentioning, of actually going on social media and checking out who is this candidate I’m dealing with. Maybe there’s some things you’re not putting on your resume that we’ll spot on your social media stuff to help tell this story of who you are as a professional. Let’s face it, 90% of whether you get the job or not comes down to the connection you make with the hiring manager, and the more personable you look on paper, the better the chance of that connection being made right away.

Amanda: Amanda: That was the P4Digital executive team discussing how the Digital Revolution has changed their jobs, and explaining how they, and you, can adapt to these changes. What to know more? Check out our website at www. planet4it.com, or follow us on Twitter @pfourdigital. Thanks for listening and we’ll see you next time. 


 

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