Outsource Magazine Interviews Work4 Labs

Jamie Liddell, Editor of Outsource Magazine interviews Matthew Brown, Director of Business Development for Work4 Labs.

Work4 Labs will be showcasing their Facebook Recruiting App at the Social Recruiting Conference, and co-founder Stéphane Le Viet is joining one of our panels to discuss some excellent Social Recruiting campaigns. The original interview is in here. Read below!

Outsource: Matthew, tell us about your organisation: what does Work4 Labs do and what’s your role there?

Matthew Brown: Our company, Work4 Labs, develops the number one social recruiting app: ‘Work for Us.’ The app can be installed for free and allows companies to create a social career site on their Facebook page, launch Facebook job ads, distribute jobs socially across multiple networks, and leverage referrals.

The app is used in over 30 countries and 40 languages, and works as well for Fortune 500 firms as it does for small businesses. Some of the 7,500+ companies using the app include Citibank, Accenture, Intel, Oracle, L’Oréal, Microsoft, GAP, Deloitte, Hard Rock Cafe, KPMG, PwC, and P&G. I’m the Director of Business Development here.

O: What have been the biggest consequences for the recruitment space of the rise of social media – and do you think business globally has yet come to terms with the ramifications of these consequences?

MB: Social media allows companies to interact directly with candidates, thereby avoiding overpriced intermediaries like job boards and third-party recruiters. Instead of remaining dependent on external services, companies can use social media to source candidates directly and build talent communities of potential future applicants.

Awareness of social recruiting’s potential has grown dramatically across industries and geographies over the last two years. Despite this awareness, many companies are unsure how to approach such a huge opportunity (e.g., Facebook’s 660+ million users) in a way that’s effective and cost-efficient.

Companies are recognising that these platforms offer fundamental improvements over traditional channels, and are much more than a place to replicate another tired job board.  For example, the ‘Work for Us’ app uses proprietary algorithms to match users’ social media profiles with particular jobs, allowing recruiters to target very specific passive and active candidate segments.

O: What are the biggest challenges for firms hiring using social media and how can they overcome them?

MB: The biggest challenge is overcoming the fear of taking that first step into social recruiting. There’s an incredible amount of potential in social networks, but recruiters often feel overwhelmed by this.

The best way to overcome this fear is to start small: recruiters should focus on getting their job content onto social networks. There are lots of interesting things to be done around passive talent communities, referrals, etc., but to do all of this, you have to have job content up.

The solution is simply to post job content on social networks in a way that’s easy for candidates to interact with and share, but is not intrusive.  Our application was designed by a team with extensive experience in both social media and recruiting, so we know how to achieve the recruiter’s goals while providing a user-friendly experience for candidates.

O: How can jobseekers best leverage social media to get them ahead of the competition?

MB: Jobseekers should keep their profiles up to date and accurate, positioning them to be found by recruiters either directly or via targeted job ads. The more information a candidate provides about themselves – where and what they studied, where they’ve worked, and what they’re interested in – the easier it is for recruiters and their dream jobs to find them.

Much of this job matching can now be done automatically in a way that respects candidate privacy but still matches candidates with great jobs. For example, our ‘Work for Us’ app uses available candidate info to send highly relevant job alerts to the most qualified candidates through Facebook ads and our proprietary referral engine.

O: Within the outsourcing and global business services space in particular how are service providers using social media to attract the best talent?

MB: Social media is a useful tool for all companies, but outsourcing and global business services have found it necessary in order to stay competitive. With 660+ million people on Facebook, the potential candidate pool is incredible and growing daily.

Providers now use ad systems and profile data to reach very precise candidate segments, using factors like education, work experience, and interests.  Work4 Labs is the market leader in this level of social job matching, and many of our clients include outsourcing enterprises and companies with diverse, international hiring needs.

Social networks are also valuable because they provide access to passive and active candidates, allowing firms with particular yet immediate needs to quickly generate a large volume of qualified applicants without maintaining costly (and outdated) resumes databases.

By effectively harnessing the social space, globalised employers can respond to the specific needs of their clients quickly and at a low cost.

O: Do you think that legislation – particularly in the areas of privacy and data protection – is keeping up with the challenges created by the rise of social media?

MB: While it is always challenging for legislation to keep up with such advancements, it is just as important for technology to stay in line with what users are comfortable with. When technology concerns users’ social and personal information, especially in a professional context, it is best to ask for the candidate’s permission rather than his forgiveness.

This is a mistake many ‘social recruiting’ apps are currently making, and are consequently losing the candidate’s trust. An ethical breach of this sort often reduces the efficacy of the application as well as its standing in the public eye.

We design our applications to be very clear about privacy and give users complete control of their data, which makes for better candidates and happier recruiters.