UPS recruiting to push on Google Plus and overseas
29 May 2013
Extra use of Google Plus for recruitment is on the agenda of global logistics giant UPS, Recruiter hears.
Thu, 30 June 2013Extra use of Google Plus for recruitment is on the agenda of global logistics giant UPS, Recruiter hears.
And the firm is also looking to roll out US-initiated social recruitment schemes across the world.
“Big plans for Google Plus” will be moved on in Q2 or Q3 of this year, director of UPS talent acquisition Matt Lavery tells Recruiter.
Google Plus recruiting will be a focus “for our IT field in particular”, says Lavery, one of several experts speaking to Recruiter for a piece on measuring the success of social media in recruitment, due to appear in the June edition of the magazine. The company already has a Google Plus page, he notes, “but we haven’t given it a whole lot of attention or time yet”.
Also set to demand time in Lavery’s diary in the coming months is adapting but “not replicating entirely” the social media recruitment strategies UPS uses in the US in other markets.
He says it is not an easy job “trying to get all the technology in place and synchronised so we can do that”.
Lavery also describes that the company has come a long way from when they first created the @UPSjobs Twitter page, when the company’s brand department only permitted them to follow 10 other accounts. “Social media was too new then so I think they were just wary, there was a lot of apprehension, it’s always easier to say you can’t do things,” he says. The account now follows 1,053 other Twitter users.
Print advertising is still on UPS’s agenda, but near the bottom. “We try to exhaust our opportunities online and on social media before we go into that. It’s more reactive, it’s more at the bottom of the list.”
And the firm is also looking to roll out US-initiated social recruitment schemes across the world.
“Big plans for Google Plus” will be moved on in Q2 or Q3 of this year, director of UPS talent acquisition Matt Lavery tells Recruiter.
Google Plus recruiting will be a focus “for our IT field in particular”, says Lavery, one of several experts speaking to Recruiter for a piece on measuring the success of social media in recruitment, due to appear in the June edition of the magazine. The company already has a Google Plus page, he notes, “but we haven’t given it a whole lot of attention or time yet”.
Also set to demand time in Lavery’s diary in the coming months is adapting but “not replicating entirely” the social media recruitment strategies UPS uses in the US in other markets.
He says it is not an easy job “trying to get all the technology in place and synchronised so we can do that”.
Lavery also describes that the company has come a long way from when they first created the @UPSjobs Twitter page, when the company’s brand department only permitted them to follow 10 other accounts. “Social media was too new then so I think they were just wary, there was a lot of apprehension, it’s always easier to say you can’t do things,” he says. The account now follows 1,053 other Twitter users.
Print advertising is still on UPS’s agenda, but near the bottom. “We try to exhaust our opportunities online and on social media before we go into that. It’s more reactive, it’s more at the bottom of the list.”
- Recruiter was also speaking with Mike Vangel, vice president for client strategy at recruitment advertising agency TMP Worldwide, which has been working with UPS.
