Social Media Who You’re After: Tech-savvy project managers with strong web skills
Social media channels such as LinkedIn and
“We definitely use different mediums like LinkedIn to
get the word out when we’re hiring for certain project
management positions,” says Ms. Batara. Social media
channels are an excellent way to source “cutting-edge
types,” she says, particularly project managers with
strong skills in web development and more technical
approaches such as agile.
”It’s more efficient to find candidates using
Viadeo than attending job fairs,” says Ms. Hercouët,
who points out that the Euro-centric professional
networking site is more popular than LinkedIn in
France. She uses Viadeo’s keyword search engine to
narrow candidates by Project Management Professional (PMP)® credential and specific tech skills.
Get Them Up and Running: Social media recruits tend
to be on the younger side, says Mr. Suchoza, which
makes them a great fit for a mentorship program. “An
internal mentor can offer advice, coach, monitor and
control training,” he says.
Organizations successful in developing high-performing teams were more likely to have mentoring
programs for new hires than their low-performing counterparts—75 percent versus 56 percent, according to
PMI’s Pulse of the Profession In-Depth Report: Talent
Management. Mr. Suchoza also encourages business
leaders to share details of “real projects” so new
employees who may be strong on skills but weaker on
experience can better grasp a company’s “rich corporate information” and learn by example how leaders
handle project management issues.
“We definitely use different mediums like LinkedIn to get the word out when we’re hiring for certain project management positions.” —Lynn Batara, Franklin Templeton Investments, San Mateo, California, USA
Who You’re After: Referred candidates
who might be flying under your radar
Despite today’s high-tech recruiting tools, old-fashioned word of mouth
still works. “If I have a project that needs
leaders, I’ll send out an email to all the good
project management professionals I know,”
says Mr. Kowalski.
Ms. Batara also believes in leveraging
connections for strong referrals. “We’ve got
great project managers working for us now
who have a lot of talented friends,” she says.
While many companies offer bonuses for
referrals that lead to a new hire, Ms. Batara
adds that there’s a certain sense of responsibility that comes with recommending someone you know for a position. “Your name
is on the line, so you’re not going to introduce every Tom, Dick and Harry,” she says.
“There’s accountability in making a referral.”
Get Them Up and Running: Just because
a new hire is familiar with an existing
employee doesn’t mean he or she is familiar
with a company’s internal workings and
project management practices.
“Companies need to make sure a new
hire understands the difference between
the project management methodology they
might be used to and your in-house methodology, in order to really integrate them,”
says Ms. Hercouët. That means referred
hires should go through the same rigorous
onboarding as any new hire. PM
For more on the Pulse of the Profession
In-Depth Report: Talent Management,
see the PM Network® web exclusive,
“Mind the Gap,” at
Knowledge Center > PM Network.