“Act as if what you do makes a difference. It does.” -William James
It really does. Live who you are and be the difference not only in your own life, but in those around you as well. Each and every moment is a opportunity. The subtle inter-connectedness we have with those closest to us ripples outward from the pebble plunk touching even the most distant connections.
However, it’s our responsibility to manage the plunks. Being mindful and purposeful is what makes all the difference in the ripple effect.
Every Point of Presence is a “Plunk”
This is the new age of transparency and personal branding; you have to own each and every moment and every opportunity. Even for those of you who stay in the social shadows online, the light will find you at some point. Professionally speaking, that is. The world of work has new rules of personal branding and marketing today. Even if a prospective employer requires you only to submit a traditional resume and cover letter, odds you’re being vetted online in every way publicly possible – starting with a search engine query.
You are your own subdued reality show — so why not exploit the new branding and marketing rules for your own benefit? Why not be accurate, consistent, accessible and personable in every point of presence you “plunk” in?
The Medium is the Message
Brand marketers today know that everyone consumes content a little differently, so keep that in mind as you create content that supports you and your personal brand. Diversify the ripple with a variety of good stories about who you are and what you aspire to be and do — bring those stories to life across multiple media — written word, video, audio and/or visual imagery.
Make a difference and be a difference. Those who feel the ripples of warm, reassuring water passing them by will stop and take notice. That’s the bottom line lesson from this week’s TalentCulture community focus on “brand you.” Below are several other takeaways to consider, along with links to archives of the week’s activities.
1) Every Brand Tells a Networked Story
Each of us has a professional pathway, triumphant successes, and painful failures. All of these “brand you” elements are increasingly visible, and connected with others. Whether or not we proactively develop a personal brand strategy, our collective actions and associations reflect upon us, individually and in relation to our employers. And similarly, our employer’s brand reflects upon us. It’s a delicate symbiotic relationship.
2) There’s Nowhere to Hide
Assume everyone is watching, even if no cameras are in the room. Social media captures and exposes interactions. It blurs the lines of communication among job candidates, employees, customers, business partners, organizational leaders and recruiters. So, what are the issues and opportunities that come along with this fluid, open digital village?
3) Listen to Smart Brand Guidance
That’s why #TChat called-in brand management big guns to lead the way this week:
WED 2/27 #TChat Twitter: Rayanne returned to moderate our freewheeling #TChat Twitter forum, and we set the stream on fire! By the end of the hour, the #TChat hashtag was trending globally on Twitter – a sign of tremendous “signal” strength. But we care most about the quality of the conversation. What were people saying? And did others find it useful?
Participants included job-seekers, recruiters, consultants, writers, thought leaders, social media specialists, marketing professionals, and even a couple of CEOs. Now that’s proof of the relationship between individual brands and the world of work! And what were they talking so fast and furiously about?
THANKS: Again, thanks to Rayanne Thorn and Chris LaVoie for sharing your personal stories, aspirations, and professional expertise with the TalentCulture community this week. You bring context, dimension and personality to the concept of employer/employee branding.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about career management or recruiting issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’re looking at the power of collaboration tools and techniques in helping diverse minds work together more effectively in today’s workplace. Save the date for #TChat Radio, Tuesday, March 5, at 7:30pm ET. And #TChat Twitter Wednesday, March 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
A5 It’s all about value value value. #jobseekers and #employers need to outline how they mutually add value #tchatGoldbeck Recruiting
A5. The recruiter’s purpose is not to stump the candidate. #tchatTerri Klass
A5) prob unrealistic given legal climate, but would be great to get honest feedback – why wasn’t I hired or interviewed? #tchatRich Grant
A5. If you always do what you’ve always done you will always get what you’ve always got. Want different? Be/Act different. #TchatAndrew Marshall
A5: #Job applicants need to understand that #hiring isn’t personal. So easy to think it is. Keep branding yourself & strengths. #TchatLara Zuehlke
A5 Improvements come from honest engagement in recruiting process. Better experience when leaders’ training cultivates better EQ #TchatSejual
A5) it would save time for both empl. and job applicants if employers provided a salary range #tchatRich Grant
Author: Kevin W. Grossman
Kevin W. Grossman is the Talent Board president and board member responsible for all aspects of the Candidate Experience Awards worldwide, the first nonprofit research organization focused on the elevation and promotion of a quality candidate experience. He’s also the chief evangelist at TalentCulture, a leading media outlet for content about HR technology, talent acquisition and HR’s role in the future of work. He co-hosts the #WorkTrends podcast with TalentCulture CEO, Meghan M. Biro, where he’s collaborated with Meghan since 2010. He also produces and hosts the Talent Board podcast The CandEs Shop Talk. A certified Talent Acquisition Strategist (TAS) and Human Capital Strategist (HCS) by HCI, Kevin has 20 years of domain expertise in the human resource and talent acquisition industry and related technology marketplace. He’s been a prolific "HR business" blogger and writer since 2004 and his first business book on career management titled Tech Job Hunt Handbook was released in December 2012 from Apress. Kevin holds a B.A. in Psychology from San Jose State University. Twitter: https://twitter.com/KevinWGrossman