In case you missed it: June 1
Since it’s the first Friday of June, a workforce news recap would not be complete without an overview of the Bureau of Labor Statistics employment situation for May. Last month, nonfarm payroll employment rose by 69,000 and the unemployment rate was 8.2 percent, up from 8.1 percent in April. The number of unemployed persons was 12.7 million, a slight increase from 12.5 million in April. Transportation and warehousing, health care, and manufacturing were three industries that reported large employment gains. For additional information, take a look at the Reuters report by Nick Zieminski, which features perspectives from my colleague Joel Capperella.
In addition, Facebook’s stock activity is attracting a large share of media attention, and social media news has infiltrated almost all industries and facets of business. Of course recruiting is no exception, and recent workforce news focuses on the pros, cons, and best practices for using social media for recruiting. Here’s a quick rundown of the latest developments.
A recent CNBC poll reported that approximately half of Americans consider Facebook to be a fad that will fade when new things emerge. In addition, GM has stopped advertising on Facebook, explaining that its ads were not effective. Raghav Singh concludes that a recruiting strategy centered on Facebook might not be a good long-term solution. “What’s more important is understanding how to use social media effectively — building engagement, rather than relying on any particular platform,” reasons Singh.
The Wall Street Journal: Online Recruiter Monster Updates Its Résumé
This morning I wrote about the importance of adaptability in recruiting and how Monster.com has experienced the consequences of not evolving with recruiting trends. In this Q&A, Monster.com CEO Sal Iannuzzi discusses what the job board giant is doing to compete with niche job sites and social media recruiting.
Fox Business: How to Safely Use Social Media as a Recruitment Tool
Reporter Kate Rogers presents a number of best practices for social media recruiting. She first notes that not everyone is looking for jobs through social media, and certain platforms will attract particular segments of candidates. One age group or skill set might be extremely active on LinkedIn, for example, while the candidates you need are congregating on Google+ or perhaps even offline. Recruiters must research the social platforms included in their strategies and have a deep understanding of where their target audience is active. Rogers also touches on the risk of using online profiles to scan applicants, as many profiles make information about candidates’ race, religion, and age accessible.
And finally, speaking of Facebook legality in the recruiting world, did you see that an Illinois bill proposing to protect the social media passwords of job seekers and employees has advanced to the state’s governor for approval? If it’s passed, Illinois will join Maryland as one of the first states to ban employers from requiring access to current or prospective employees’ social media accounts. For more on the issue, take a look back at Mindy Fineout’s post, “Stay out of my Facebook!“