COM0015 Assignment 5 “Event Participation”

Recently I attended a virtual career fair. “The Success Spotlight” was offered by the Canada Revenue Agency (CRA). The CRA prides itself on being one of Canada’s top 100 employers because it offers:

  • meaningful career opportunities
  • room for advancement
  • work-life balance
  • career opportunities across Canada.

I chose to attend this event for several reasons; first, to satisfy my course requirement. Second, I am an instructor in the School of Business at College of the North Atlantic and wondered if this event would be relevant to my students. Since the CRA is hosting this event several times over a two weeks, I can recommend that my students attend one of the sessions.  Last, because I teach online I enjoy exploring different tools such as a live event.

Here’s a screen capture of me attending the event which was hosted by two CRA employees:

webinar-screen-capture

CRA Career Fair October 2016

I was disappointed that I could not see a complete list of attendees.  It felt like I was the only one attending, because I could only see my name. It wasn’t until the question and answer session at the end that I realized others were there.  Feeling I was alone in the session, I didn’t ask questions until the end.  I became more interactive with both the hosts and building on some of the questions that other participants asked in the Q and A.

My questions:

  1. Why the need for a virtual job fair as opposed to a traditional job fair and do you offer both formats?
  2. In your pool of applicants, do you feel there are key elements missing; i.e. communication skills? hard skills?
  3. How does the CRA use social media in recruiting; specifically, LinkedIn?

I like the idea of using a virtual career fair.  I like that it’s real time. However, it is still two talking heads. Without seeing a list of candidates,  it made for an awkward setting. The slides could be more dynamic. There could be polls and other ways to engage the audience.

Yes, I will definitely attend a similar event. I am registered for a blended learning webinar session from the Online Learning Consortium on October 5.

 

There are still more sessions offered throughout October, if you are interested in attending, click here CRA Career Fair Registration

Looking for a job? Don’t expect privacy. (COM0011, Post #1)

Will social media determine your next job? Chances are, it will affect your possibilities more than you may think.

Employers are increasingly looking to social media to determine an applicant’s suitability for a position. A large number of people are fired not because they “…didn’t have the requisite skills, but because their personalities clashed with the company’s culture,” says a recent BBC article (http://www.bbc.com/news/business-29343425).

So I’m wondering how this affects what people say and do online. Are we really being honest about who we are, if we know that future employers will probably review and assess everything. Will social media simply become a self-promotion tool, biased towards those who are more active on its channels and more conscious of the tactics used by recruiters? Can we really build solid relations with people online when we routinely censure and tailor our online communications?

More young people trade privacy for employability

With young people finding it harder to find work, do teenagers understand the consequences their actions on social media can have in the long term?

According to a new report by PricewaterhouseCoopers and the Said Business School (http://pwc.blogs.com/files/future-of-work-report-1.pdf), “more than a third of the young workers surveyed said they were happy for their employer to monitor their status updates and tweets in return for greater job security,” (http://theconversation.com/new-generation-is-happy-for-employers-to-monitor-them-on-social-media-30635).

Does this reflect a desperation in our current climate of employment, or are those young people the clever ones, already censuring and tailoring their social media life to future employers?

Employers rely on algorithms and games

I also wonder if employers, many of whom are using algorithms to filter applicants, are seeing the big picture.

“Try the following for yourself: take a moment to think about the long and winding trails of personal data that weave together to form the digital tapestry that you and others create for yourself online. Now, imagine the implications that might arise from allowing your employer to surreptitiously unpick each of these strands in isolation, with little or no knowledge of the context in which they occurred,” (http://theconversation.com/new-generation-is-happy-for-employers-to-monitor-them-on-social-media-30635).

A related point in the BBC article asks whether leaving it to algorithms may bring an employer the same kind of people, when some variety may be good for an organization.

Some companies have developed games to analyze applicants’ suitability, but I think that at least some clever people will learn how to play these, just like some people know how to swing an interview. This brings us back to the original problem of finding someone who is truly a good fit. And what if you’re just good at playing games?

So many questions, and from what I can see, few answers so far. I just hope that employers don’t start overlooking CVs and interviews completely. Actually, I wish that they couldn’t monitor our online lives at all, but that’s probably not going to happen in my lifetime.