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Tag: Social media

Deloitte employee terminated for praising Hitler’s qualities on LinkedIn

The post was deleted following uproar

A Deloitte employee has been dismissed after writing a LinkedIn post in which he praised Adolf Hitler’s “charismatic qualities” and suggested that professionals could learn from him. Neerabh Mehrotra, an Associate Director in Deloitte’s Risk Advisory department, shared a “Friday Inspiration” post in which he referenced a book called “The Dark Charisma of Adolf Hitler” by historian Laurence Rees. However, Mehrotra misinterpreted the book’s context.

In his post, Mehrotra lauded Hitler’s traits as a “charismatic visionary” and a “massive action taker.” He listed characteristics such as being a magnetic speaker, extremely confident, and highly intellectual. Shockingly, he concluded the post with the phrase “Heil Hitler!” accompanied by a black and white image of Nazi party members performing the Sieg Heil salute in front of Hitler. The post was swiftly deleted following backlash.

Mehrotra later issued an apology, claiming that he had no intention to hurt anyone’s feelings but admitted to the need for greater care in his wording. He emphasised that his views were personal and unrelated to his race, religion, country, or current and past affiliations with organisations.

Deloitte has confirmed that Mehrotra is no longer employed with the company. A spokesperson stated that his social media views were inconsistent with the firm’s shared values and violated internal policies.

While this incident raises questions about appropriate social media conduct, particularly for employees, it should be evident to all that praising Adolf Hitler is wholly inappropriate. Katie Johnston, a Senior Associate at law firm Lewis Silkin, advises caution when using personal social media accounts. She highlights the potential for disciplinary action or even dismissal if an employer deems a post inappropriate or damaging to their reputation. Employers are more likely to succeed in justifying lawful dismissal if the employee’s public account is connected to the employer in some way.

To prevent such issues, Johnston suggests implementing a comprehensive social media policy that clearly outlines acceptable boundaries for staff use, including personal use outside of working hours. A well-defined policy can provide examples of posts that cross the line and indicate that misuse of social media may lead to immediate dismissal for gross misconduct.

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How recruiters can use TikTok

Working with TikTok’s algorithm is essential for driving organic engagement

TikTok’s popularity continues to soar despite concerns about data privacy, and recruiters are taking notice. The social media platform has over 1 billion monthly active users and solid reach to users in the U.S. aged 18 and up, making it an attractive space for recruitment. Companies ranging from giants like Target to small mom-and-pop shops are leveraging TikTok to find job candidates. However, the key to success is creating the right campaign for the right job.

Working with TikTok’s algorithm is essential for driving organic engagement. While organic reach can be effective, it requires regular posting to feed the algorithm. For smaller businesses that may not have the time or resources to produce regular content, partnering with influencers or employees who have built-in audiences can be a workaround. Companies can work with influencers to promote content about what it’s like to work for a particular company or leverage employees who have TikTok followings already.

Paid promotions on TikTok can be effective for entry-level roles, but the platform’s promotion platform can be more limiting than on other social media platforms. TikTok only allows users to choose one interest for paid promotions, which can be limiting for more specific job roles. However, paid promotions can be highly effective in grabbing attention and leading someone into the recruiting process.

Companies should be aware that potential job candidates are likely to research the brand’s social media platforms when considering job opportunities, including TikTok. Having TikTok videos that showcase work culture and values can be a good way for companies to project their culture and values to potential candidates. TikTok can be a supplemental component of a broader social media strategy, but it is important to consider where the audience is spending their time and where to allocate recruitment resources.

Emily Durham, a TikTok creator with more than 200,000 followers and a senior recruiter for Intuit said that she posts all kinds of videos, from dating advice to info on job interviews. She’s not exactly pushing content about working for Intuit, but her presence still lifts the company’s profile.

She said: “Having a social presence has been a game changer for me from a professional perspective. Probably half of the candidates that I reach out to have responded with, ‘Oh my god, I follow you on TikTok,’ especially with early career talent or when I’m recruiting for other HR roles at Intuit.”

Debbie Walton, Editor at TALiNT Partners commented: “I think it’s tricky using a personal social media profile for work purposes. If the posted content doesn’t align for an employer brand or is deemed offensive (very possible these days) to anyone, it will not only reflect poorly on the organisation, but also the employee. Proceed with caution.”

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54% of UK office workers think work socials are essential

The importance of creating a bonded community explained

A new survey about work socials has revealed that 54% of UK office workers believe that socials are crucial for building strong peer relationships and nurturing a positive work environment.

The survey, conducted by Just Eat for Business, asked office workers how often their organisation holds work socials, what aspects they enjoy the most and least about these events, and how important they are for fostering productivity and a sense of belonging in the workplace.

Most employees believe that work socials are essential for helping them communicate with their colleagues. Without them, they might struggle to break the ice before asking for support or collaborating during the working week – especially when working remotely.

Forty-six percent of UK office workers enjoy work socials due to the opportunity to socialise with their colleagues in a non-professional setting.

A further 37% of workers enjoy the downtime from work and having the opportunity to relax and have fun at office parties and work socials. Thirty-seven percent enjoy the free food and drinks, while 25% enjoy finishing the working day earlier.

Of the survey respondents, 39% would like their organisation to schedule more work socials – for example, a team-building excursion, after-work drinks, or a catered lunch.

For 27% of workers, office parties are not considered to be a time for team-building activities as this can restrict socialisation. Other less favourable aspects were:

  • The obligation to attend (27%)
  • Commuting late (23%)
  • Office politics (22%)

The survey also revealed that most organisations only hold two team events a year, with the Christmas Party being the most common reason for doing so.

Robin Dunbar, Psychologist at the University of Oxford, commented: “This whole process of creating a bonded community depends on engagement in various social activities – such as eating together – and that just creates a sense of belonging.

“Regular work socialisation has huge knock-on consequences for your physical and mental well-being, by virtue of forming friendships and fostering a sense of company loyalty.”

Mark Ephgrave, Managing Director at Just Eat for Business, said: “It’s no secret that work socials are a great way for colleagues to build connections and break the ice, but it’s possible that employers don’t realise just how crucial they are for fostering a friendly work environment.

“Improving company culture has been a key focal point for many over the last two years, and providing regular opportunities to socialise – such as a catered-for lunch or after-work dinner – is an easy way to promote socialisation in a positive and professional context.”

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One in five fear online background checks by employers

45% believe that employers should not do social media checks 

According to new research, job seekers in the UK and Ireland are concerned about social media background checks. The research from HR and payroll specialists Zellis revealed that 19% of job applicants hide their social media activity in order to pass background checks.

The research was carried out in May 2022 amongst recent job applicants and showed that job seekers across all age groups are concerned that their online activity may lead to missed employment opportunities.

Reports state that 70% of organisations perform background checks on applicants’ social media; however, many applicants do not understand the reasons for these checks. Online background checks are a tool to pick up risk factors, for example, discriminatory language or undisclosed criminal behaviour. On the other hand, it can also highlight positive attributes such as charity work or volunteering.

The research indicates that  45% of respondents believe that organisations should not carry out these checks. Many respondents feared that the company might be looking for too much information. Nine percent thought that social media checks could uncover confidential medical history. A further 12% felt that it could reveal characteristics such as age or sexuality.

The research also found that 27% lied in a job interview about experience or qualifications. Twenty-two percent of these said that not having the right experience for the job was their biggest concern when interviewing for roles.

Ian Howard, Co-Founder of Neotas, commented: “It’s a common misconception that social media searches are used to somehow illegitimately access or hack personal accounts, when in reality they are only used to retrieve publicly available information about a job applicant.”

“Social media background checks are now a vital tool for hirers, helping to review a candidate’s attitude, as well as aptitude, for the role they’re applying for. As a company, Neotas prides itself on helping organisations to understand potential employees better by empowering them to carry out AI driven background checks which help to identify red flags whilst maintaining the personal privacy of job applicants.”

David Crewe, Customer Operations Director at Zellis, said: “The job market has never been as competitive as it is today, but that doesn’t mean hirers can get complacent. Background checks should be commonplace for any organisation, but that doesn’t mean they shouldn’t be mindful about how they feel for candidates.”

“It is crucial to offer candidates reassurance about the process, particularly the steps being taken to eliminate unconscious bias, or information about protected characteristics which should never be used in the hiring process. Background checking is not about catching applicants out or looking into their personal life, but rather about building confidence for the best candidates and ensuring a safe, accepting and positive workplace.”

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TA teams can gain access to 4.6 billion candidates!

The Social Media Recruiting Guide

According to talent attraction experts at Adway, they’ve cracked the code to simpler, smarter recruiting that gets you way more candidates and it’s a lot simpler than you think. In a talent-scarce market, isn’t that what recruiters are looking for?

It’s all about automated social recruitment marketing.

As the number of job vacancies in the U.K. continue to reach record highs each month (1.3 million) there’s never been a better time to test out recruitment strategies that truly work. 

Well-executed social media recruiting allows modern recruiters to dive into a talent pool of 4.6 billion+ candidates who are active users on social media. It elevates their employer brand so they can stand out against their competitors, it allows them to tell the story of what it’s like to work at their company! Recruiters can now reach their dream talent on any device.

Automated social recruiting marketing creates a candidate experience that draws from best-in-class e-commerce advertising tactics — with highly-intelligent, targeted ad campaigns that compel candidates to explore the employer’s potential, review job listings and apply on the spot.

Adway’s Ultimate Guide to Social Media Recruiting is a must-read tool for busy TA professionals who want to spend less time hunting for candidates and more time meeting them.

Get the tips and tricks to:

  • Pinpoint where you are in the social media recruiting process
  • Determine the right metrics to track your strategic success
  • Measure your efforts so you can reach your goals faster

If you’re ready to benefit from one of TA’s best-kept secrets — and you need actionable steps to get started — download the Ultimate Guide to Social Media Recruiting today.

https://lp.adway.ai/guide-social-media-recruiting-campaign

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54% of young talent desire a ‘portfolio career’

Side hustles are a priority for the next generation

According to new data by business finance lender, Sonovate, flexible work culture is a key consideration for most young workers when choosing a job, with over half (53%) of 18 to 34-year-olds claiming that talented young people won’t join companies that don’t champion flexible working.

The data also suggested that portfolio careers will become increasingly popular among younger workers in the next decade with 59% of 18 to 34-year-olds agreeing and 54% of the same age demographic saying that having a portfolio career will be important to them at some stage in their career.

The majority (57%) of young respondents don’t believe they need to be in an office full time to learn what they need, and feel they are well equipped to do it all virtually. The survey indicates that young workers see the benefits of freelance work, giving them the flexibility to experiment with different career routes (57%) and to have a family or pursue their interests (50%).

Over a third (36%) of 18 to 34-year-olds have made a career change in order to work more flexibly during the pandemic and the report suggested that the pandemic prompted a shift in attitudes towards jobs among the younger working generation with 44% of 18 to 34-year-olds claiming they don’t want to work the way they did before the pandemic. This is why and over half (54%) of this demographic feel that a shift towards more freelance working is a good thing for graduates, school leavers and new entrants into the world of work.

Richard Prime, co-founder and co-CEO at Sonovate commented: “As the pandemic caused a significant proportion of the UK’s younger employees to lose jobs or go on furlough, young workers had more time than ever to consider what they want from their careers. Younger people’s preferences toward portfolio careers and multiple side-gigs are rooted in a desire for a better work/life balance and to make an income from what they are passionate about. Now, these preferences are being heard more loudly than ever, with people and companies learning to juggle accordingly.”

Lotanna Ezeike, founder and CEO at XPO, a platform that helps social media influencers get paid on time, also weighed in: “For young people today, the concept of what a ‘career’ should look like is a lot more malleable than for any past generation. A central priority for many is finding flexibility. But the idea of working on a contract or freelance basis isn’t, to them, just about being flexible to work less or hang out more. Instead, a more contract or part-time work life supports their desire for greater ownership over what they do and how they spend their working lives. Many creators and influencers want to work but it’s important to them to ‘own’ their time and retain their freedom to choose how they spend it doing things they love.”

Managing Director of TALiNT Partners, Ken Brotherston has been outspoken when it comes to the notion of the side hustle. He commented: “While the scenario of a portfolio of work holds true for a certain percentage of the working population, this isn’t so for large part of it. There is a significant portion of the workforce who aren’t influencers and need the certainty of a permanent job, as well as the need to supplement their income to pay bills. This scenario isn’t choosing a portfolio of work because it’s cool and flexible, they do it out of necessity.”

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Earn thousands by posting about your job

Own your niche and share high-quality content to stand out

Creating content about your day job on social media could earn you extra money according to new research from Lickd.

With access to social networks literally in our back pockets, it’s no wonder work-life has become a huge part of our social media activity. Lickd looked at top influencers in uniform such as doctors and firefighters and analysed their estimated earnings.

The research revealed that Dr Mikhail Varshavksy’s YouTube videos sharing health advice is estimated to earn him over $25K per post which provide health advice.

Name

Profession

Subscribers

Estimated Earnings (per post)

Dr Mikhail Varshavsky

Doctor

7.33 million

$25,251

Jason Patton

Firefighter

306K

$8,019

Darryl Williams Junior

Military

1.23 million

$3,397

Ashley Adkins

Nurse

62.8K

$49

Ben Pearson (ex-Police Interceptor) who has 47.2k subscribers commented: “I always thought YouTube was for 14-year-old rubbery people who didn’t shave yet. I never thought that an over the hill 45-year-old with mental health issues could ever succeed on that kind of platform. It’s not how old you are that counts, but the stories you hold that keep people interested. If you wear a uniform, or come from the emergency services, you’ll have more stories and lived a life that others can only imagine. Say it on YouTube, and people will be fascinated!”

Here are a few top tips from Lickd experts on how to turn your day job into social media-worthy content:

  1. Own your niche – Ask yourself what makes what you have to say about your profession different from others on the same level as you. What insight do you have that sets you apart?
  2. Post engaging content regularly and consistently – For your channel to be successful you need a loyal audience. To keep them engaged, create a content upload schedule so your subscribers know exactly when to expect a post.
  3. Ensure your content is high quality – From the relevancy of your topic to your audience to the background music you use, you need to provide quality content to be able to stand out from the noise on social media.

Photo courtesy of Canva.com

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