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Getting a Job via Facebook, Twitter and Linkedin

Jobs in Nigeria, Nigeria Jobs, Gbenga Ogunjimi
Prince of Social Recruiting...

When Gbenga Ogunjimi sent an Event Invite in August to LinkedIn for 6 Figure Jobs and Businesses I practically ignored it. Shameful. Since then I have followed everything he has written on Web 2.0, social recruiting and using the power of Linkedin to land a 6-figure job.

I recently caught up with Gbenga to share insights what this is all about and how professionals can strengthen their online brand reputation and leverage professional network.

JMAN: You are a Social entrepreneur, Recruiter, Conference speaker and Web 2.0 visionary. How did you come to Social Recruiting and what does it mean to you?

GO: Social recruiting simply means recruiting through social media. With 10 years experience in the development sector exploring various empowerment strategies for the young and aspiring, coming into Web 2.0 (which social recruiting is a component of) means the tipping point of a decade pursuit.

Aside from the industry definition of this term, I have however derived a personal definition for social recruiting, which is – not-for-profit recruiting. In doing this, I have developed the knack of adding value to my network in the area of work opportunities by broadcasting job opportunities periodically. This social service has been attracting a lot of recruiters and HR professionals into my social network, resultantly making me the focal point for their unadvertised job openings. As my recruiters database grows, so does my young professionals network; identifying me as their connection to their career goals. In opening the silos of divide admit these two audiences – recruiters and job seekers, I have created a fast growing group on LinkedIn called HR Nigeria.

Also, I recently concluded the Global Jobs Fair 210 Employability Seminar, interestingly job opportunities through social networking was at its centre stage. The audience was a mix of young professionals, graduates and undergraduates, who were exposed to Competence and Character of online social networking as well Digital identity and Personal branding. From a convergence of local and international speakers, the overall consensus at the program was social recruiting is the new recruiting model not just internationally but also in Nigeria.

JMAN: Why do you think Social Recruiting is so powerful and why are you a LinkedIn Evangelist?

GO: Social recruiting presents borderless opportunities, eliminates the tyranny of mainstream  and yields the power of publishing to the voiceless young and aspiring- it’s a complete breakaway from the norm. While social networking predominantly occurs on social networking sites, in professional circles around the world, LinkedIn comes first. According to the Wall Street Journal, “85% of recruiters are using LinkedIn to find talents”. With LinkedIn I see possibilities and hope to the job seekers, because through this platform they are products headhunters buy. I tell these folks that isn’t interesting to know that my unemployment status is currency traded on FX market, and with proper positioning, I put myself within the reach of potential employers.

Seeing these possibilities, I decided to overhaul the operational model of my social enterprise Web 2.0 (through LinkedIn advocacy) dominate a greater chunk of my empowerment strategies. I started holding LinkedIn for 6 Figure Jobs, Web 2.0 for Professionals, NGOs and Businesses workshops. I speak at conference locally and internationally on empowerment Web 2.0 brings as a business model or as a strategy for global career competitiveness.
JMAN: Given your passion and success with Social Recruiting, why do you continue to have a primary career as Founder/CEO of Landmark Internship International? And how do you manage to have time for your career, Social Recruiting and your life?

A true social entrepreneur understands the responsibility of blending that which is social with this which is business. As I said, Web 2.0 has been integrated in the operational/business model of Landmark Internship International. Rather concentrate on placement services, the organization is investing a greater percentage of it resources in training; empowering its target audience in creating these opportunities for themselves perpetually.

As ROI (Return on Investment) means a great deal to business enterprise, so is SROI (Social Return on Investment) at the core of social enterprise. With this new model, we are able to achieve a broader scope on impact, consequently saving many lives. In weeks ahead I will be speaking at on “Building a global coalition of social entrepreneurs using power of social networks and new media” and “Social Media: The new frontier for peace-building”, at the Global Peace Convention. This underscores the global recognition of social recruiting not just in professional circles but also in the social enterprise niche.
JMAN: You recently got a job as Social Media Consultant at UN Information Centre (DIC Lagos). What does this role entails?

GO: It basically entails managing the social media operations of DIC (Development Information Centre) Lagos, a service of World Bank and UNIC Lagos Nigeria. Through social media, achieving the following goals for DIC: Contribute to the achievement of the Millennium Development Goals in Nigeria; Provide development information and resources; Stimulate and facilitate development discourse; and lastly, execute developmental projects around Nigeria.

JMAN: You always refer to yourself as a Social Entrepreneur. What does this mean to you?

GO: For me, social entrepreneurship is a calling. It connotes the alignment of social services with sound business processes. It really has very little difference with business enterprise just that to social entrepreneurs profit is not the end game but the means to a social end. Entrepreneurs focus on RO1, Social entrepreneurs focus on SROI.
JMAN: What has been the greatest return on that generosity?

GO: Hard to weigh.

JMAN: As an expert, what will be your advice on using social networks (Linkedin, Twitter, Facebook, etc)?

GO: The young and aspiring professional should starting perceiving and deploying social networks as collaboration centers and not as playgrounds. Rather shutting off staff from these platforms, corporate organizations must start embracing social network and integrating them in their PR and marketing mix. SMEs and NGOs should start leveraging these tools to globalize; penetrating new markets.

Just as the President Goodluck and Governor Fashola as started, the government should bring governance closer to the people through these platforms. Everyone must be there with a strategy.

JMAN: Is Social Recruiting the future of recruiting or it’s already upon us?

GO: Social recruiting is not just here, is the now and tomorrow of recruiting.
JMAN: What do you think about Job-hopping?

GO: Professional purposelessness.
JMAN: What are the three most important qualities you look for in people you hire?

Resonance with the corporate vision/goals, Character and Experience.

Nathan Jeffery
Notification Bell