Author Archives: Tomigo Blog

Gen X, Gen Y and Social Recruiting

Tech-savvy, socially conscious and heavily connected on social media: These are attributes shared by members of both Gen X and Gen Y.


Jesse Eisenberg plays FB CEO and member of Gen Y Mark Zuckerberg

Generation X is the generation born after the post-World War II baby boom, from the early 1960s to the early 1980s. Generation Y, also known as the Millennials, was born between 1981 and 2003. The group is large and has almost twice as many members as Generation X. Gen X employees are moving up the ranks, taking over from Baby Boomers and balancing family commitments. Gen Y, graduating during a time of economic uncertainty, are entering the workforce fully charged, with major ambition and desire for career development.

Winona Ryder

Winona Ryder, Gen X icon.

But what’s the difference between today’s Facebook-loving, T-shirt-wearing Gen Y employees and their free-spirited older friends in Gen X? (Think the 1994 movie Reality Bites vs 2010′s Social Network). And how can recruiters target these two groups using social media?

Gen X vs. Gen Y: How to spot them?

Trust: Gen Xers, often known as “latchey kids.” grew up watching their parents being laid-off by corporate giants. As a result, they developed a subtle sense of distrust of large corporations and question how much they can trust their employers. Gen Y, on the other hand, are actually more loyal to employers than either baby boomers or Xers. Nonetheless, their top priority is their own career development and they will move on if it will help meet their goals.

Social Media: Both are major users of social media and mobile devices, with 83% of 18-29 year olds using social media and 77% of those aged 30-49. However, the millenials make less of a distinction between work and play and are more likely to be open networkers, with  more cross-over between the social and professional realms.

Work Style: Having been raised by parents affected by the hip 60s, Gen Xers have been taught that rules should and can be questioned. Millenials have been described as “pressured and programmed.” They want the system to be fair, but they do tend to believe in the importance of a system.

Family: Gen Xers are in the prime of their childrearing years, and are ever involved in work-life balance. The parents of Gen Y individuals have been called  “helicopter parents,” always hovering, and far more involved in their children’s professional lives than any previous generation.

Social Consciousness: Here’s an area where the two groups are more alike than different. Both want to see companies take an active role in social welfare and both are motivated to help others.

How to use social recruiting to target both of these groups?

  • Employee referrals via social media: A robust employee referral program using social media will appeal to the socially conscious nature of both groups as well as to their tendency to socialize online. They’ll enjoy the opportunity to help others during tough times. To target Gen Y, make sure to make the most of Facebook. The large, diverse list of Facebook friends that many Gen Yers have can be a goldmine.
  • mobile-social-networkCommunication with candidates in real time: When Gen X and Y candidates request more information about your company, make sure to respond immediately. This will reassure the slightly wary Gen X candidate that she is important to the company. It will also appeal to the Gen Y candidate’s desire for order and a systematic approach. This is why mobile recruitment is so crucial today.
  • Employee-friendly branding: Make sure your company’s brand on social media networks is one that emphasizes creativity and a little bit of free thinking, for the typical Gen X types. For Gen Y, make sure it looks sleek and modern, with a hint of flexibility.
  • Cast a wide net: If posting jobs on social media, be certain they’ll appear where family members and friends of candidates can see them. Gen Y’s “helicopter parents” will be likely to pass on a job posting that appears on Linked In to their gifted kids. Gen X spouses might get into the act too.

Whatever specific method you use to recruit these two groups, it is clear that these folks can be found online…a lot. So if you are tapping into social recruiting , you’re halfway there.


Advice for the Paralyzed Candidate: Your Life is Waiting!

Tomigo is a social recruiting platform that helps recruiters and HR departments leverage employees’ social network connections to hire top talent. We’re hosting guest blogger Will Thomson, a respected blogger for the recruitment industry.

By Will Thomson, Bulls Eye Recruiting

As an eWill Thomson  picxperienced recruiter with many years in the industry, I know there are some people I just can’t help. Why? They aren’t willing to help themselves. Their career history and qualifications have nothing to do with it. I know they could do anything they want. The fact is that deep down they don’t want to make a change.

I call these people “Paralyzed Candidates”. I am not referring to physical capabilities. Such individuals get comfortable and are scared to make a change. I understand it. You can clock in and clock out and you know what to expect every day. You have a salary that you are comfortable with, and you know when you are going to take time off for your vacation every year.

But somewhere deep inside, you are discontent. You are not happy with the direction of the company, the management, the salary, and your coworkers. You just don’t feel challenged anymore. How do I know you are not content? I’ll tell you. I hear it from you all the time! It could be yearly or daily, but I know you are miserable.

My advice to the Paralyzed Candidate. DO SOMETHING ABOUT IT! If it doesn’t work out, at least you can say you gave it a try. If you stay on good terms, you can always return or look for something else.

Here are 10 things you are missing if you are the Paralyzed Candidate:

1: Happiness. Say it with me. Happiness! Do you love your job? I honestly can say I do. Do you dread waking up in the morning? C’mon. Life is too short, so snap out of it; there is grass greener on the other side. I promise!  I’d love to see a smile on your face. I’m pulling for you!

2: Challenges. Once you make that change, you will be tested. Things may not be easy, but that isn’t a bad thing.  Aren’t you sick of the TPS reports?

3: Meeting new people. Your network expand and you will be exposed to various ideas and views that you haven’t thought of if you stayed with your current company.

4: Learning new technologies. You will be a dinosaur if you don’t learn a new software and expand your technical expertise.

5: Potentially more money. Have you hit the glass ceiling with your current company? Someone out there is looking for an individual with your skill set.

6: Career advancement.  Are you at an organization where you simply can’t move at all? You work with a company that offered absolutely no movement. Your manager has been in the same role for 30 years and he/she isn’t leaving anytime soon. So why again are you staying at this place?!

7: Better hours. Are you working nights or weekends? Sounds miserable to me. I sold houses for years on the weekends and had no life. Do you travel seven days a week? Want your life back? Take control.

8: Shorter commute. Do you spend hours in your car commuting? Is it affecting your family and personal life? There is no reason to spend half your life in a car.

9: Better work-life balance. Do you know some companies offer a flexible workforce – even telecommuting?  Yes; it is new. More companies are offering it than not. It is amazing!

10: You could be a part of the next big thing. There are a number of companies out there with some really great ideas.  They could change the world. Would you like to be a part of the team that started Facebook or Twitter? The next great idea is just around the corner and you could be a part of it!

If you fall into the category of a “paralyzed candidate,” I hereby challenge you. If you have evaluated all of your options and have come to the conclusion that the company you work for is not fulfilling you, stop complaining and get active. You will be a different person. The above advice is something you already know and have known. Hopefully I have helped you get out of your  ‘career wheelchair’. Good luck!

blog_signAbout the Author: Will Thomson has lived in Austin, Texas his whole life. He is a husband and father of two, and has been in recruitment and sales for 18 years. He has worked for companies such as Aerotek, Balfour, Rainmaker, Dell, and most recently Ebay. He received his undergraduate from The University of Mississippi, and his Master’s Degree from St. Edward’s University in Austin. Thomson has recruited some of the most sought after talent around the globe, and is a regular blogger for the recruitment industry. His writings are exclusively about past experiences and what he has learned from them. Thomson’s message: ” I want others to live their life to their fullest potential. I want you to hit the bull’s eye. I give career advice to help others find their dream job and everyday happiness. I truly want you to get it right, the first time.,”


Why Employees ‘Pay it Forward’ with Referrals

More companies are turning to employee referrals as one great solution to their staffing needs. We know that the popularity of such programs is on the rise and that experts are blogging about the money and time saved with this method. Yet, many recruiters still ask themselves the all-important question: What will motivate employees to refer their friends?

shutterstock_81294004-3-happy-employeesThe answer to that might surprise you. Evidence suggests that while rewards and gamification play a key role in employees’ decision to refer, altruism, the desire to “pay it forward,” is actually a key motivating factor.

During the 1940’s, Harvard sociologist Pitirim Sorokin first talked about a part of our brain that is programmed for altruism. More recent studies in neuropsychology have confirmed this idea. In the last decade, in the wake of the economic downturn, we have seen new proof of this tendency.

Today words like transparency, fair trade and sustainability are regular parts of our vocabulary, as consumers have begun to demand that companies make ethics an important part of any business decision.

A good example of this is Microsoft, which has built a reputation for its charitable giving, a factor that has actual aided in recruitment. “When you’re living through a time when unemployment is up and when people see more human needs, there is a greater focus now on what companies and employees are doing to address those human needs,” according to Microsoft General Counsel Brad Smith.

The ‘Millenium generation’ has been vocal about the importance of balancing their work success with helping others and many Baby Boomers (once hippies) are returning to those same values. One need look no further than the tremendous surge of volunteerism in the wake of Hurricane Sandy to see this in practice.

This same trend is sweeping through recruitment. As unemployment has risen, there has been a parallel surge in helping friends find employment and helping employers build a great team. Social media has been the primary forum for this kind of sharing. Professional groups on LinkedIn and Facebook are bursting with individuals sharing available jobs with their friends and contacts. In many cases, their only motivation is the desire to help others during a difficult time.

Hans Gieskes is President & CEO of Cision AB group and recruitment expert wrote of employee referral programsIt’s not about financial rewards; it’s about prudent people carefully managing their social credit balance sheet to first of all help people whose relationship they value.

Of course, motivating employees to make referrals goes beyond expecting them to do so for purely altruistic reasons and investing in a fun, competitive rewards program will certainly help employees make the time to do it. But, when deciding on your recruitment methods, it helps to remember that many employees today are actively looking to “pay it forward.” The feeling of helping others – including their employer – is actually very rewarding.

And the result for the hiring company just happens to be a happier, more motivated staff.


The Secret to Recruiting Passive Job Seekers

You want to hear a secret?  Many employed people are spending a significant portion of each day at work researching additional job opportunities.

A recent Adler Group study revealed that 83% of LinkedIn users out of 225 million registered users are passive job seekers. With a proven track record, on the one hand, and an eye for opportunity, on the other, passive job seekers are highly sought after by recruiters.


Although many try to determine how to reach this group, the path to success can be summed up in one word: mobile. Passive job seekers check opportunities online throughout the business day. They are networking on LinkedIn, researching interesting companies online and checking job posts on Facebook.  However, they can’t use their company-owned computer for this kind of surreptitious job searching.

They use their smartphones and mobile devices to search for job opportunities.In a recent mobile survey, 63% of the respondents said they have searched for a job on their mobile device and 72% want to receive career opportunity information on their mobile device. Smartphone usage grew by 50% from 2011 to 2012 and is still climbing.

For passive job seekers, being able to use a mobile app attached to their personal device is the only way to stay connected throughout the day. So companies who want to reach these candidates must invest in a targeted mobile recruitment strategy.

How to Target Passive Job Seekers with Mobile Recruitment

1. Fully mobile platform. If your company page is mobile friendly, but as soon as you click on a link, it sends the reader to a regular webpage which is hard to read on a mobile device, you have just lost a potential candidate. Passive job seekers do not have the time or the interest in making an intense effort to read about potential jobs. If it is not mobile ready, they will not read or watch it.

2. No job boards. Employed job seekers will not spend hours searching through lists of available positions. They prefer to do their job searching as part of an overall interest in networking or learning more about their field. Make your mobile app both entertaining and informational, and they’ll check it out.

3. Super quick response time. Unlike the unemployed, most passive seekers are trying to fit their job search activities into their busy work schedule. Like most mobile users, if they do take the time to get in touch with a potential employer, they will only stay interested if there is some kind of response within minutes.

4. Regular daily posts. Most passive job seekers search at regular intervals during the day, based around their work activities. Automated job posts that appear at certain high-traffic times will work best.

5. Choice of SMS, e-mail or other alert systems. Mobile users like options. Make sure to offer job posts and other information in a variety of formats including e-mail, social media and SMS.

As smartphone usage continues to grow, we can expect a total revolution in job searching. 91% of all U.S. citizens now have their mobile device within reach 24/7, replacing wristwatches and alarm clocks. (Fiddlefly). It seems only yesterday, that we fully transitioned from paper to online searching. Now, we are immersed in the next move, from PC to mobile recruitment.

Most companies haven’t fully understood this yet. 90% of Fortune 500 companies don’t optimize their career sites for mobile usage.

So, those companies designing a detailed mobile strategy are already way ahead of the game!


Who’s Afraid of Social Recruiting?

Recruiters are usually folks who like people. Their interest in human behavior and how it interfaces with organizational structures is often what led them to pursue their field of interest. So, it makes sense that many recruiters and HR professionals might feel hesitant to dive into the deep waters of social recruiting.

They wonder how a social media network can understand the best way to match a person with a job? How can it “know” what kind of candidate to target for a specific pSocial recruting people in blackosition?

In some ways, such questions are justified. Technological tools can never take the place of professional experience and know-how. But targeted usage of social recruiting is the perfect complement to people power. It amps up your recruiting strategy and brings it to the next level.

Still a little fearful? Let’s go through the top 5 fears of social recruiting and debunk those myths that keep you from success.

1. Fear: The best candidates are not active on Facebook or LinkedIn. They are employed and at work.

Truth: We all know the numbers by now. Facebook has more than 500 million members and LinkedIn has more than 100 million. Individuals who use social media sites are actually more tech-savvy and also tend to be “early adopters” of new trends, great candidates for most jobs. And most of them are employed. Social media has become the new forum for “passive job seekers” to tacitly check out what is available.

2. Fear: It takes too much time and effort to advertise jobs on social media. I just don’t have the budget for that.

Truth: Actually, it is far less expensive to advertise on Facebook and LinkedIn than it is to use a job board. You can increase your ROI in less than a month. Moreover, think about investing in a platform like Tomigo that helps you leverage your employees’ social connections– that takes even less time.

3. Fear: We are fiercely protective of our brand. We don’t want the jobs misrepresented and we want to maintain our positive brand associations.

Truth: You can control the way your jobs are advertised on social media. By creating job postings and having employees and others “share” them, you get all the control and all the benefits.

4. Fear: I’m not a tech person. I don’t even know how to start.

Truth: You don’t need to be a social media ‘maven’ to recruit using basic, easy-to-use platforms. If you don’t feel comfortable creating a basic post yourself, avail yourself of new technological tools that can do it for you.

5. Fear: Social recruiting targets the young and inexperienced. It might be o.k. for locating entry-level workers, but I need to hire managers.

Truth: More than half of all social media users in the US are between 25 and 44. Thirty percent of LinkedIn users are between 45-54, with the average user being 44.2 years old (Doubleclick). Here’s another surprise: The average age of a Facebook user is 40.5 years old.

With all these convincing reasons, isn’t it time to face the fears? The overall longtime benefits are just too great to pass up.


How to Win Friends and Influence…Recruitment

Almost every job vacancy at a reputable firm elicits a deluge of resumes. No surprise, given today’s economic climate. How do companies sift through what’s available to find those golden resumes that represent great hires?

Many companies are increasingly using their own workers to accomplish this. This trend, covered in a recent article in The New York Times and in this great post by Dr. John Sullivan, saves companies unnecessary hassle. Instead of recruiters working their way through a barrage of often inappropriate candidates on mass job boards, the process is managed by employees, who often know best what the job entails and who will fit the job culture.

referralsWhile job board usage is slowly trending down, hiring through friend referrals remains solid. A candidate that has been referred by a company employee is 3-4 times more likely to be hired that one who came via a different source. (CareerXroads 2013 Report)

And new anecdotal evidence proves that hires through friend referrals are actually growing. Employee recommendations account for 45% of non-entry-level placements at Ernst&Young, up from 28% in 2010. Enterprise Rent-A-Car reports that the proportion of workers hired through employee referrals has risen from 33% to about 40% in the last two years. (NY Times)

The reasons for companies to join the trend and increase employee referrals are pretty clear. Here are just a few:

  • It’s pennywise. Companies save the cost of advertising jobs on websites and job boards, and paying staff to do preliminary sifting.
  • It saves time, a precious resource for often understaffed HR departments.
  •  Employees, who often have the best understanding of job requirements and know who will fit the company culture, are the perfect people to recommend new staff members.
  • It raises morale. Getting involved helps nurture employees’ ties to their own company. The more employees remain active players in helping solve staffing needs, the more they feel a sense of pride in their affiliation to the company.
  • Referred employees are 15% less likely to quit. (Federal Reserve Bank of NY study)

Beyond these obvious benefits, there is an added twist to employee referrals today. They are different than they were just a decade ago.

Social media networks are changing the way we ‘befriend’ people, widening our circles, increasing diversity and bringing us together – all at the same time. This means that today’s employees are more and better connected than in the past. Where as previous employees networked with people in their own neighborhoods and communities, today’s employee may have hundreds or thousands of diverse connections available to her via social networks.

Social Media Networks: The New Employee Referral Frontier

Companies that leverage social network connections get the best of both worlds. They reach reliable, relevant candidates, on the one hand, and score major company publicity using social media, on the other.

So how do you reach your employees’ connections? Here are a few tips.

1. Generate a buzz. Make sure employees are not just sharing text-based job ads on social networks. Use the opportunity to market your company in creative ways. Pictures, humor, videos, pithiness – these things work especially well on social media.

2. Motivate your employees to share jobs via social media. Create and maintain a really fun rewards program for employees who get involved.

3. Move beyond LinkedIn. Some of the best candidates may be your employee’s friend on Facebook or a member of her circle on Google+. Encourage them to share on all their networks.

4. Listen to your employees. Once they get motivated, to get involved, they’ll have new ideas for finding great hires. Happy employees are a precious resource.



Transforming Your Social Recruiting Effectiveness

Tomigo is a social recruiting platform that helps recruiters and HR departments leverage employees’ social network connections to hire top talent. We’re hosting guest blogger Tony Restell, a respected commentator on online recruitment.

By Tony Restell, Founder of Social-Hire.comTony restell

If there is one field that is set to benefit from the mass adoption of social media, it surely has to be Recruiting. It is now completely entrenched in the lives of active and passive jobseekers alike — and yet it is a medium that barely existed a decade ago.

However if you look at the way people utilize social media for commercial benefit, you will find a common failing. It’s as pervasive in the Recruiting community as it is anywhere else – and addressing the issue is what we aim to achieve with this article.

Being Effective on Social Media

What those in Recruiting have to take on board is a mantra that’s being shown to hold true in most areas of business life. On social media, it’s a mistake to prioritize promotion over engagement.

If you’ve ever talked business with a seasoned salesperson, you’ll have heard them say that people buy from people they trust. So a good sales professional will always be looking to build rapport with potential customers and form relationships for the future. Once someone trusts you, they’ll be far more willing to listen to your commercial messages – and indeed to help spread your message amongst their network. The exact same message holds true for job seekers. You want to be personable and build engagement with potential candidates, rather than your social media streams simply being yet another route by which candidates can search jobs from your company!

So how does your current social media activity score on this scale? Well think of your social media activities and ask yourself:

  1. What proportion of your social media use focuses on engaging potential hires, informing job seekers about you as an employer and interacting with candidates as they progress along the path of determining whether or not to apply to – and join – your company?
  2. What proportion of your social media use sees you actually doing what you’ve historically done via other advertising channels, namely marketing job adverts, shouting about your latest vacancies, enticing job seekers to apply?

Broadly speaking, Recruiting pros should be doing as much of the former as possible, with only the occasional smattering of the latter. Recruiters simply pushing out job adverts on social media are actually not doing anything that different from before. The real gold in social media comes from engaging with a whole new audience of prospective (but as yet unengaged) job seekers.

You see the advent of social media has opened up the possibility of job seekers being able to interact with a prospective employer before, during and after the candidate selection process has taken place. As such, the spoils go to those who invest time in building rapport with candidates, establishing trust and fostering enthusiasm about joining a company. This paves the way to you securing interest and applications from candidates who otherwise might not have considered your company at all.


Focus On Engagement As A Key Element Of Your Recruiting Strategy

By way of suggestion, grab yourself a coffee and spend half an hour looking at the twitter streams of various different recruiters. You’ll quickly see the gulf between those who focus on engagement and those who are there purely to promote. Without question, the recruiters really carving out competitive advantage for their organisations are those who have embraced social media as a way of talking to candidates and engaging with them as much as possible.

If you need some inspiration for what you might share that would be engaging to candidates, think about meeting the needs they have in their day to day job and in their job search:

  • Tips that will help candidates further their job search, succeed in job interviews, prepare for salary negotiations and hit the ground running when starting out in a new job.
  • Answers to FAQs. Without doubt there are loads of questions candidates have about your company (or your sector if you work for a recruitment agency) that you are well positioned to answer. So help candidates by noting them down and sharing them!
  • Links to articles about your company (or your sector if you work for a recruitment agency) that have appeared on third-party websites. Even though these are ultimately selling a candidate on the merits of your company, it somehow comes across like far less of a sales pitch if you send candidates to read an article on a news or careers website than if you send them to your own corporate careers page or jobs board.
  • Links to great articles that help job seekers progress their job search

My Pro Tip is then to share these via your social networks in ways that engage candidates. Yes share engaging (rather than promotional) content, but also share it in a way that entices people to comment on it, to share it, to reply back to you in response to it. If you can achieve that, then you’ll truly be hitting social recruiting gold. Good luck!


About the Author: Tony Restell is the Founder of and a respected commentator in the online recruitment and social media sectors. A published author and Cambridge graduate, Tony spent his early career in strategy consulting before going on to build and sell a job board business. He is focused on helping candidates and recruiters use social media to find their next career or their next hire. You can follow Tony on twitter: @tonyrestell

A Social Recruiting Success Story

Oshrat Mualam

Oshrat Halamish Mualam
Director of Recruiting Sources, Matrix

Matrix, one of Israel’s leading IT companies, is commited to hiring the best and the brightest.

As a software development company that provides and implements IT solutions for clients, its success depends on human resources.

Oshrat Halamish Mualam, Matrix’s director of recruiting sources, knows this and has learned to think creatively about recruiting methods that can bring quality staff on board quickly and inexpensively. According to Mualam, social media is an important forum for future recruiting growth.

“In addition to recruitment by conventional means, such as headhunters, job websites, etc., Matrix is expanding recruitment via social media. That is our objective for the next few years,” she said.

Their decision to recruit via social media led Matrix to start working with Tomigo, a tool that helps companies leverage their employees’ social network connections to find and hire top talent. With one click, Matrix employees share jobs on social networks, while the company tracks all activities and grants rewards for successful shares and hires.

Gilad Shemesh, a web system tester at Matrix, now uses the Tomigo system daily to send information about open jobs at Matrix to his social network connections. A number of them have been interviewed and hired as a result.

According to Mualam, the company has succeeded in recruiting many qualified candidates through Tomigo. “We achieved the goals we set for ourselves. Tomigo offers us a tool for managing friend referrals in a way that is transparent to employees and integrates them as full partners in the recruitment process,” she said.

For his part, Shemesh said that helping his talented friends find jobs gives him a feeling of “satisfaction,” and he also said he feels it has strengthened his connection to the company.

“For us this is a “win-win” situation. It provides the recruiter with a cutting-edge tool for recruitment on the web, and it gives the employee a tool to manage available job offerings,” said Mualam.

Win-win. Successful recruiters. Happy employees. That sounds like Tomigo!

Bye for now amigos!