Posts

Community: A Brand's Most Powerful Friend

Perhaps nothing drives a brand forward more than its community.

An estimated 55% of consumers are willing to recommend companies that deliver great experiences, and 85% are willing to pay a premium for great services. But who are the “people” making those recommendations and purchasing decisions?

They’re members of your community, right?

I’m certain that if I asked every CMO and marketing leader I know to describe their brand community, I would get a different answer from each. “Community” is a subjective concept, with wide varying definitions.

Community-Influencing-Buyer-BehaviorThere are also wide variations in how brands are seen, heard and felt by their respective communities. How deeply does a community feel connected to a brand?

For instance, think about Apple and its community. Apple gets attention because its brand recognition is extraordinary. But have you considered the powerful impact that Apple’s community has had on the success of the brand?

To demonstrate my point, think of the last conversation you’ve had with an “Apple fan” about the company, its products or its competitors. What did that conversation sound like?

If your experience is anything like mine, the conversation was probably wonderful, as long as you agreed about how wonderful Apple and its products are. However, if you dared to question the quality of Apple’s products, ideas or ability to innovate, you no doubt soon realized that you had crossed into enemy territory.

Those kind of conversations are a lot like telling your child that Santa isn’t real — only worse. But it speaks highly of the Apple community.

What is the catalyst for Apple’s insanely powerful connection with its community?

By-in-large, Apple doesn’t behave like a “nouveau” social company, so they’re not building their brand army through Facebook and Twitter. But it has brought together a passionate, global community by creating a sense of “belonging” that customers feel deeply when they use Apple products.

The iconic Apple slogan, “Think Different” epitomizes its cult-like following. On any given day at Starbucks around the world, people who want to be seen as broad-minded, creative thinkers are often found hovering over a Macbook — almost as if the presence of an Apple product is synonymous with their identity.

For Apple, this works. Through a customer experience focused on the idea that being different and innovative is “cool,” Apple has built one of the tightest brand communities on and off the web. But of course, Apple is a huge, established company, with a massive budget for community development. It leads me to wonder — how can other brands, smaller brands, newer brands tap into the power of community?

Not Just Community — A Close Community

Think about the neighborhood where you grew up. What was it like? Was it urban or rural? Were there many houses or just a few? Did you know your neighbors, or were they merely passing strangers?

Regardless of their shape, size and geography, most neighborhoods provide some sense of community. However, all neighborhoods aren’t the same. In my hometown, there was a “Community Center” — a place where folks from the neighborhood would congregate, connect and discuss issues affecting the area.

In that kind of environment, as citizens drew closer, the more they worked together to get things done — for example installing a stop sign where kids played in the street, and passing a referendum to build a new school. Over the years, as traditional urban settings gave way to modern models, subdivisions often created a community “on purpose,” with a Neighborhood Watch, a Board of Directors, and sometimes even a pool and recreation center.

This intentional approach to community brings stakeholders closer, by making neighborhood issues and events more visible, and helping community participants see the impact of their involvement.

Building a Brand Community Like a Neighborhood

When you boil it down to its simplest form, a community is the sum total of your brand stakeholders. I say stakeholder (rather than customer) because many people can participate in a brand community, beyond those who purchase a company’s products and services.

First, there are obvious extensions, such as employees and friends. Also, there are less obvious community players, such as those who are interested in learning more about your products and services, but may not have an immediate need to buy.

Let’s use automobiles as an example.

In 1995, when I was 14, my favorite car in the whole world was the new Pontiac Grand Prix. It had just been redesigned as a “wide track” model, and as a 14 year old, I thought it was one bad machine. However, at 14, I wasn’t legally or financially able to buy a car.

Four years later, I had scraped together all the loose change from under the sofa cushions, and I was ready to buy a car. Guess what I bought? The Grand Prix! That’s because I had emotionally tied myself to the brand, the car, and the community. When I was ready to purchase, it wasn’t even a question who would earn my business.

While my story is just one example, this type of brand loyalty exists with everything from the food we eat to the blue jeans we wear, and beyond. When people become a part of something, their purchasing sentiment changes. And guess what? So does the way they evangelize for your product. You think someone that likes your product is a good ambassador. Just think of someone who recently bought your product and likes it! That is another great frontier for brand building.

Which takes us back to building a close-knit community. It requires a setting for cultivation and nurturing. Much like a neighborhood — only different — to suit the needs of the brand and its community.

Community in the Connected World

If you think about the neighborhood example, you’ll likely think that a good community is small, tight knit, and somewhat directionally aligned.

But in the new world — the connected world where we manage communities on our blog, Facebook, Twitter and what seems like a million other places — the idea of community can become overwhelming. That’s because the “massiveness” of the online sphere is hard for many marketers to imagine in meaningful terms.

This can lead marketers to make some key community-building mistakes:

1) They aim too large: Mere numbers (pageviews, visits, likes, followers) aren’t relationships;
2) They don’t engage: Communicating with a “faceless” digital community can seem like a daunting task;
3) They miss out: Online communities are a powerful way to build influential brand advocates, but sometimes inaction takes over when brands don’t know where to start.When-Communities-Fail-

While these mistakes are typical, they can be avoided with a few common-sense tactics:

1) Aim for relevance: Rather than shooting for a large community, start by aiming for those that are most likely to buy your product/service now or in the near future. Also, with online networks (especially social networks), research where your target audience invests its time, and go there first!

2) Engage more than you promote: Share your stories, ideas and information, but make sure you allow the community to become part of the conversation. Ask more questions. Build more testimonials and case studies. Invite participation.

3) Start: Even if your “start” is small, don’t miss the opportunity to build a community by putting your head in the sand.Making-Communities-Succeed

Remember: Building A Community Can Take Time

Apple has an amazing community of insanely loyal brand advocates. It also nearly crashed and burned on multiple occasions, and was saved by innovation that focused on consumption of music on a tiny MP3 player. For other companies, community takes time and work to build.

This starts at the core — building products and services that your customers can love. It also may include places for customers to congregate and talk about how they put your products to use.

On the flip side, community building also requires brands to acknowledge shortcomings and respond transparently when things go poorly. Think about what Target and Snap Chat will need to invest in rebuilding brand confidence after recent security breaches. Neither of these incidents was intentional, but trust was lost, and recovery will take time and monumental effort.

However, there is a certain beauty in community. When you build it, nurture it and engage with it, your community will tend to stand by your brand in good times and in bad. While never perfect — like your family, your neighborhood or your city — your brand community is one of the most powerful tools in the connected world.

Whatever you do, don’t ignore or underestimate the power of your community!

(Editor’s Note: Republished from Millennial CEO, with permission, this is an excerpt from “The New Rules of Customer Engagement,” a new ebook by Dan Newman, available Spring 2014. )

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Texas A&M

Community: A Brand’s Most Powerful Friend

Perhaps nothing drives a brand forward more than its community.

An estimated 55% of consumers are willing to recommend companies that deliver great experiences, and 85% are willing to pay a premium for great services. But who are the “people” making those recommendations and purchasing decisions?

They’re members of your community, right?

I’m certain that if I asked every CMO and marketing leader I know to describe their brand community, I would get a different answer from each. “Community” is a subjective concept, with wide varying definitions.

Community-Influencing-Buyer-BehaviorThere are also wide variations in how brands are seen, heard and felt by their respective communities. How deeply does a community feel connected to a brand?

For instance, think about Apple and its community. Apple gets attention because its brand recognition is extraordinary. But have you considered the powerful impact that Apple’s community has had on the success of the brand?

To demonstrate my point, think of the last conversation you’ve had with an “Apple fan” about the company, its products or its competitors. What did that conversation sound like?

If your experience is anything like mine, the conversation was probably wonderful, as long as you agreed about how wonderful Apple and its products are. However, if you dared to question the quality of Apple’s products, ideas or ability to innovate, you no doubt soon realized that you had crossed into enemy territory.

Those kind of conversations are a lot like telling your child that Santa isn’t real — only worse. But it speaks highly of the Apple community.

What is the catalyst for Apple’s insanely powerful connection with its community?

By-in-large, Apple doesn’t behave like a “nouveau” social company, so they’re not building their brand army through Facebook and Twitter. But it has brought together a passionate, global community by creating a sense of “belonging” that customers feel deeply when they use Apple products.

The iconic Apple slogan, “Think Different” epitomizes its cult-like following. On any given day at Starbucks around the world, people who want to be seen as broad-minded, creative thinkers are often found hovering over a Macbook — almost as if the presence of an Apple product is synonymous with their identity.

For Apple, this works. Through a customer experience focused on the idea that being different and innovative is “cool,” Apple has built one of the tightest brand communities on and off the web. But of course, Apple is a huge, established company, with a massive budget for community development. It leads me to wonder — how can other brands, smaller brands, newer brands tap into the power of community?

Not Just Community — A Close Community

Think about the neighborhood where you grew up. What was it like? Was it urban or rural? Were there many houses or just a few? Did you know your neighbors, or were they merely passing strangers?

Regardless of their shape, size and geography, most neighborhoods provide some sense of community. However, all neighborhoods aren’t the same. In my hometown, there was a “Community Center” — a place where folks from the neighborhood would congregate, connect and discuss issues affecting the area.

In that kind of environment, as citizens drew closer, the more they worked together to get things done — for example installing a stop sign where kids played in the street, and passing a referendum to build a new school. Over the years, as traditional urban settings gave way to modern models, subdivisions often created a community “on purpose,” with a Neighborhood Watch, a Board of Directors, and sometimes even a pool and recreation center.

This intentional approach to community brings stakeholders closer, by making neighborhood issues and events more visible, and helping community participants see the impact of their involvement.

Building a Brand Community Like a Neighborhood

When you boil it down to its simplest form, a community is the sum total of your brand stakeholders. I say stakeholder (rather than customer) because many people can participate in a brand community, beyond those who purchase a company’s products and services.

First, there are obvious extensions, such as employees and friends. Also, there are less obvious community players, such as those who are interested in learning more about your products and services, but may not have an immediate need to buy.

Let’s use automobiles as an example.

In 1995, when I was 14, my favorite car in the whole world was the new Pontiac Grand Prix. It had just been redesigned as a “wide track” model, and as a 14 year old, I thought it was one bad machine. However, at 14, I wasn’t legally or financially able to buy a car.

Four years later, I had scraped together all the loose change from under the sofa cushions, and I was ready to buy a car. Guess what I bought? The Grand Prix! That’s because I had emotionally tied myself to the brand, the car, and the community. When I was ready to purchase, it wasn’t even a question who would earn my business.

While my story is just one example, this type of brand loyalty exists with everything from the food we eat to the blue jeans we wear, and beyond. When people become a part of something, their purchasing sentiment changes. And guess what? So does the way they evangelize for your product. You think someone that likes your product is a good ambassador. Just think of someone who recently bought your product and likes it! That is another great frontier for brand building.

Which takes us back to building a close-knit community. It requires a setting for cultivation and nurturing. Much like a neighborhood — only different — to suit the needs of the brand and its community.

Community in the Connected World

If you think about the neighborhood example, you’ll likely think that a good community is small, tight knit, and somewhat directionally aligned.

But in the new world — the connected world where we manage communities on our blog, Facebook, Twitter and what seems like a million other places — the idea of community can become overwhelming. That’s because the “massiveness” of the online sphere is hard for many marketers to imagine in meaningful terms.

This can lead marketers to make some key community-building mistakes:

1) They aim too large: Mere numbers (pageviews, visits, likes, followers) aren’t relationships;
2) They don’t engage: Communicating with a “faceless” digital community can seem like a daunting task;
3) They miss out: Online communities are a powerful way to build influential brand advocates, but sometimes inaction takes over when brands don’t know where to start.When-Communities-Fail-

While these mistakes are typical, they can be avoided with a few common-sense tactics:

1) Aim for relevance: Rather than shooting for a large community, start by aiming for those that are most likely to buy your product/service now or in the near future. Also, with online networks (especially social networks), research where your target audience invests its time, and go there first!

2) Engage more than you promote: Share your stories, ideas and information, but make sure you allow the community to become part of the conversation. Ask more questions. Build more testimonials and case studies. Invite participation.

3) Start: Even if your “start” is small, don’t miss the opportunity to build a community by putting your head in the sand.Making-Communities-Succeed

Remember: Building A Community Can Take Time

Apple has an amazing community of insanely loyal brand advocates. It also nearly crashed and burned on multiple occasions, and was saved by innovation that focused on consumption of music on a tiny MP3 player. For other companies, community takes time and work to build.

This starts at the core — building products and services that your customers can love. It also may include places for customers to congregate and talk about how they put your products to use.

On the flip side, community building also requires brands to acknowledge shortcomings and respond transparently when things go poorly. Think about what Target and Snap Chat will need to invest in rebuilding brand confidence after recent security breaches. Neither of these incidents was intentional, but trust was lost, and recovery will take time and monumental effort.

However, there is a certain beauty in community. When you build it, nurture it and engage with it, your community will tend to stand by your brand in good times and in bad. While never perfect — like your family, your neighborhood or your city — your brand community is one of the most powerful tools in the connected world.

Whatever you do, don’t ignore or underestimate the power of your community!

(Editor’s Note: Republished from Millennial CEO, with permission, this is an excerpt from “The New Rules of Customer Engagement,” a new ebook by Dan Newman, available Spring 2014. )

(Also Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Texas A&M

What’s Your Culture Tattoo? #TChat Recap

This Friday is tattoo day at work. Seriously. Tattoo day.

Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)

The Art of Business Culture

Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?

The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.

And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.

According to Bersin by Deloitte 2014 workforce predictions:

“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”

Change Agents and Purposeful Symbols

This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”

(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)

So, ask yourself these questions:

• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.

• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?

Hey — if you show me your tat, I’ll show you mine. On purpose.

For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!

#TChat Week-In-Review: Leading a Culture Makeover

SUN 1/5:

MikeMyatt (2)

Watch the #TChat sneak peek hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?

MON 1/6:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested multiple ideas for leaders who need to drive cultural change. Read “5 Ways to Recognize Your Talent Culture.

WED 1/8:

TChatRadio_logo_020813

Listen now to the #TChat Radio replay

#TChat Radio: Host Meghan M. Biro, spoke with Mike Myatt about the role that leaders play in transforming organizational cultures — focusing on several real-world examples. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: New Year, New Company Culture?

[javascript src=”//storify.com/TalentCulture/new-year-new-company-culture.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

What's Your Culture Tattoo? #TChat Recap

This Friday is tattoo day at work. Seriously. Tattoo day.

Everyone in our team is encouraged to display meaningful “appropriate” tattoos and the stories behind them. Any form is acceptable — permanent body art, decals, even hand-drawn creations. (Want to join the fun from a distance? Keep an eye on my Twitter stream for some inspired ink.)

The Art of Business Culture

Sure, this sounds a little hokey, like “Hawaiian shirt day.” But that’s the charm. It’s a simple, lighthearted way for us to interact, learn about one another, and gel as a team. What could be wrong with that?

The fact is — today’s crazy-busy world of work assaults us with constant change. It forces us to adapt, and adapt, and adapt again. But in rolling with all the changes, we can easily lose touch with people who are in the trenches with us. Injecting a little camaraderie into the day-to-day flow helps us create, reinforce and enhance our culture. For a company that has absorbed multiple acquisitions in the past two years, that can be a tough sell. But we’re making the case for continuous cultural connections, from the top down and the inside out.

And yes, as I said, along with the fun comes learning. We’re learning in general, and individually from one another. When fun is purposeful and persistent, it actually sticks.

According to Bersin by Deloitte 2014 workforce predictions:

“The traditional definition of a ‘highly engaged’ employee is one who delivers discretionary effort. What leads someone to deliver ‘discretionary effort?’ Our research shows it takes a working environment that is friendly, flexible, fulfilling and purposeful.”

Change Agents and Purposeful Symbols

This week’s #TChat Events guest, Fortune 500 executive leadership advisor, columnist, and author, Mike Myatt, would agree. On #TChat Radio, he noted that the most vibrant, valuable business cultures are built by design. They’re “very purposed and intentioned — creating a place where people actually want to come.”

(Editor’s Note: See full #TChat Event highlights and resource links at the end of this post.)

So, ask yourself these questions:

• How purposeful is your company culture? Even if you lead an organization of one, what are your intentions? Knowing that commitment to culture is integral to business success, are you clear with your employees (and yourself) that you’re here to stay and play? Don’t let your culture slip away through unintentional behavior. Choose to make it stick.

• What’s the shape of your cultural tattoo? I’m not an ink kind of person, but I don’t disparage those who are. In fact, throughout history, great leaders have bound tribes together with powerful visual symbols. In today’s organizations we may think of them as brands, but why shouldn’t meaningful symbols bind work tribes, as well? They do fulfill a primal need for identification and belonging. Does your employer brand accomplish that mission?

Hey — if you show me your tat, I’ll show you mine. On purpose.

For more insights on this topic, check out the highlights and resource links below from this week’s #TChat conversation. Thanks to everyone who contributed ideas and opinions! Your contributions helped bring the concept of “culture makeovers” to life!

#TChat Week-In-Review: Leading a Culture Makeover

SUN 1/5:

MikeMyatt (2)

Watch the #TChat sneak peek hangout now

#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post featuring a variety of related blog posts, and a “sneak peek” hangout video with guest, Mike Myatt, author of the new book, “Hacking Leadership.” Read the Preview now: “New Year, New Company Culture?

MON 1/6:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro suggested multiple ideas for leaders who need to drive cultural change. Read “5 Ways to Recognize Your Talent Culture.

WED 1/8:

TChatRadio_logo_020813

Listen now to the #TChat Radio replay

#TChat Radio: Host Meghan M. Biro, spoke with Mike Myatt about the role that leaders play in transforming organizational cultures — focusing on several real-world examples. Listen to the #TChat Radio replay…

#TChat Twitter: Immediately following the radio show, Meghan and Mike joined the TalentCulture community on the #TChat Twitter stream, as Nancy Rubin moderated a dynamic open conversation, centered on 5 related questions. See highlights in the Storify slideshow below:

#TChat Insights: New Year, New Company Culture?

[javascript src=”//storify.com/TalentCulture/new-year-new-company-culture.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Mike Myatt for sharing your perspectives on how to drive meaningful organizational change. We value your time, your thoughtful ideas and your expertise!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about organizational culture and change? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Our month of forward-thinking #TChat Events continues on Wednesday, January 15, when @appendTo CEO, Mike Hostetler, helps us take a closer look at remote workplaces — specifically, what makes virtual models work. More details to follow.

Meanwhile, the TalentCulture conversation continues daily on the #TChat Twitter stream, our LinkedIn discussion group. and elsewhere on social media. So join us anytime — don’t be shy.

We’ll see you on the stream!

Image Credit: Stock.xchng

2014: Year of the Social Employer Brand Ambassador

We already know that social media is extremely powerful for business communication. Essentially, anyone with an internet connection has the potential to cultivate and grow a brand. Corporate brand, product brand, personal brand, employer brand — the possibilities are limitless.

It’s as easy as flipping on a light switch! Well maybe not that easy, but social channels have blown traditional media out of the water, and there’s no going back.

Of course, with its potential to drive brand development, social proliferation can also have a huge impact on talent acquisition and retention. How does that work? The idea in leveraging social media to grow a brand is through a fan base that we call “brand ambassadors.” Collectively, your ambassador group functions like a marketing and promotional team that amplifies the message for whatever it is that you’re trying to sell — products, services, yourself or your organization.

Employer Brand Ambassadors: What’s the Challenge?

If you’re an employer, which audience should be your biggest, most important source of brand ambassadors? Customers? Industry thought leaders? Local media outlets? Nope — it’s your employees. But do organizations currently view employees this way? Based on my experience in working with HR executives, I struggle to say yes.

We know that social media instantly connects you with the online world, and the most effective way to grow an employer brand is through social media channels — Facebook, Twitter, Google Plus, LinkedIn, blogs, Instagram, Pinterest — the list goes on. So ideally, if employees are your prime brand ambassadors, and social media is the best way to grow your brand, you should be able to say that, when your employees interact with others on social channels, they’re effectively promoting your organization as a great place to work.

Are you confident making that claim? Unfortunately for most employers, the answer seems to be NO!

Enter My Bold Prediction for 2014

With the holiday season upon us, we’re seeing our share of blog posts about HR Technology predictions for 2014. One of many good reads is from Craig Bryant at the TLNT blog, “5 Predictions for Where HR Technology is Going in 2014.

My key prediction is a tad bold, but here goes: I think that organizations are ready to give their employees the right tools, so they can easily represent the company as brand ambassadors on social media. In other words, employers will actively explore and implement cloud-based solutions that make it simple for employees to curate and share high-quality, on-brand content with their connections.

Why Does This Shift Matter?

The biggest barrier organizations face when integrating social media across business functions is the inability to ensure a consistent, coherent brand message and voice. It’s about mitigating risk and ensuring that employee social media activity creates a net positive impact, and doesn’t result in PR fiascos. (Case in point: HMV employees react to firing on Twitter.)

Organizations that figure out how to remove these barriers so employees can comfortably operate as employer brand ambassadors will see huge gains in all facets of their business. Think about it — if your company has 500 employees, and each employee has an average social media network of 300 people, that’s a direct network of 150,000. All of these 150,000 connections have a network of their own, so before you know it, you’re reaching millions — all because you enabled your inner circle.

Mark my words: 2014 will be a watershed year of “employee enablement.” Organizations will gain momentum by creating and supporting brand ambassadors who come from within their ranks.

There are very few players in this space, but watch for momentum in the year ahead. You’ll want to look at platforms like PostBeyond, Jostle and EveryoneSocial to see how they help organizations support employees as brand ambassadors. Fasten your seat belts ladies and gentlemen, 2014 is going to be a milestone year for social HR business tools!

(Editor’s Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

Mobile Hiring Hits The Fast Lane #TChat Recap

Several weeks ago, we started a #TChat discussion about the rapid increase in demand for mobile recruitment. Why?

Meeting Talent On Talent’s Terms

Smartphones and tablets are now essential tools for many of us, and statistics reveal just how prevalent mobility has become. For example, a report by Marketing Land indicates that nearly 40% of Internet use is driven by mobile devices. And Jibe found that, despite perceived obstacles, 86% of job seekers with a smartphone want to use that device in their search.

Recruiting consultant Michael Marlatt says the staggering pace of mobile adoption shouldn’t surprise us, because mobile devices offer a very personal connection. “It’s one of three things we carry. We never leave home without it. It’s the keys, the wallet or purse, and the mobile device.”

Mobile Hiring: Moving Beyond First Impressions

In this landscape, it makes sense for employers to offer mobile-optimized career sites and application management processes. Mobile-friendly recruitment enhances the candidate experience and gives employers a competitive edge in the quest to find top talent.

Recruitment certainly is a logical starting point. However, it’s only the first chapter in a much larger employment story.

What happens after a candidate is selected? In the critical timeframe between recruitment and onboarding, how can organizations leverage mobile tools to streamline hiring steps? And along the way, how can mobile engagement continue to solidify an employer’s relationship with new recruits?

Ignoring those questions can have costly consequences — for both employer brands and employee retention. So this week, our community expanded the recruiting discussion to look at how mobile technology can transform the entire transition from candidate to employee. To guide our conversation, we invited two experts in hiring process innovation:

Todd Owens, President and COO at TalentWise, a next-generation hiring platform provider, and:
Kyle Lagunas, Talent Acquisition Industry Analyst at Brandon Hall Group.

What’s At Stake For Employers?

Why is mobile increasingly vital for the hiring process? As Kyle recently noted, 22% of U.S. turnover occurs within 45 days of employment. If organizations aren’t fast and efficient at bringing new hires up to speed, they’re at risk of adding to those statistics. And with the average cost of turnover at about 20% of an employee’s salary, failure at this stage can have a significant impact on the bottom line.

So, how can HR organizations leverage the immediacy and reach of mobile to make the entire hiring process more efficient and effective? For wisdom from the crowd, check the resource links and highlights from this week’s events, below. Thanks to everyone who contributed ideas and opinions!

#TChat Week-In-Review: Mobile + Hiring = Good Match?

Todd Owens #TChat Preview Video - Mobile Hiring

Watch the #TChat Sneak Peek Video

SAT 11/9:

#TChat Preview:
TalentCulture Community Manager Tim McDonald framed this week’s topic in a post that featured brief “sneak peek” hangout video with one of our guests, Todd Owens. Read the Preview: “Hiring: Moving Forward With Mobile?

SUN 11/10:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro offered 5 guidelines for business leaders who want to make the most of mobile recruiting and hiring. Read: “Leadership Is Catching a Mobile Recruiting Wave.

MON 11/11 + TUE 11/12:

Related Posts: Two guest bloggers offered related insights:
Read: “Mobile Hiring: A Smarter Way to Seal the Deal.
Read: “HR Flashback: The Way We Worked.

WED 11/13:

TChatRadio_logo_020813

Listen to the #TChat Radio show now

#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with guests Todd Owens and Kyle Lagunas about the business benefits of extending mobile recruiting strategies to the entire hiring process. Listen to the radio recording now!

#TChat Twitter: Immediately following the radio show, Meghan, Kevin and guests joined the entire TalentCulture community on the #TChat Twitter stream, as I moderated an open conversation that centered on 5 related questions. For highlights, see the Storify slideshow below:

#TChat Insights: Mobile Hiring — HR Evolution or Revolution?

[javascript src=”//storify.com/TalentCulture/tchat-insights-mobile-hiring-hr-evolution-or-revo.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to  Todd Owens and Kyle Lagunas for sharing your perspectives on the increasingly vital role of mobile strategies throughout the employment lifecycle. We value your time and expertise.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about hiring or mobile workforce issues? We welcome your thoughts. 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 celebrate “community” in a big way — as we look back on 3 years of #TChat at a very special anniversary double header with Hootsuite VP of Talent, Ambrosia Humphrey.

Meanwhile, the World of Work conversation continues. So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and we look forward to hearing from you.

See you on the stream!

Image Credit: Pixabay

Recruiting/Marketing: Blurred Lines #TChat Preview

(Editor’s Note: Are you looking for the week’s highlights and resource links? Read the #TChat Recap: HR and Marketing: Smashing Silos.)

As you may know, I’m not an HR professional. I look at the human side of business primarily from a marketer’s point-of-view.

Nevertheless, from my experience with the TalentCulture community, it’s easy to see that the lines between marketing and recruiting are rapidly blurring. Actually, that seems like good news for everyone.

If It Looks Like Marketing And Sounds Like Marketing, Is It?

As Kevin W. Grossman says, “Fact is, first impressions truly do make a difference. The recruiting process contributes greatly to employee engagement, productivity, retention and improved employment brand. And getting it right from the beginning makes all the difference in the end.”

Of course, this increasing interdependence between marketing and HR functions raises some challenging questions about roles, responsibilities and best practices. That’s why we’re tackling this topic at #TChat events on Wednesday, September 4th.

Leading the way are two expert guests:
•  David Bernstein, VP of the “Big Data for HR” Division at eQuest, and
•  Chris Fields, an independent HR consultant, resume development specialist and HR writer.

To set the stage, Chris talked with me briefly about the importance of tying recruitment efforts to an organization’s marketing strategy. Watch the sneak-peek Hangout now:

Do you agree with Chris’ opinion? Either way, this week #TChat promises to be provocative. So bring your ideas, questions and concerns, and let’s talk!

#TChat Events: Recruiting IS Marketing

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

#TChat Radio — Wed, Sep 4 at 6:30pmET / 3:30pmPT

David Bernstein and Chris Fields join hosts, Meghan M. Biro and Kevin W. Grossman to discuss what it takes to drive recruiting like a marketing professional — and why it make sense for marketing and HR professionals to work in alignment. Listen LIVE and dial-in with your questions and input!

#TChat Twitter — Wed, Sep 4 at 7pmET / 4pmPT

Immediately following the radio show, we’ll move the discussion to the #TChat Twitter stream, where HR marketing expert Cyndy Trivella will moderate an open chat with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:

Q1: Why don’t recruiters market companies more accurately?
Q2: What should companies measure to align recruiting with talent retention?
Q3: Do you think most job titles & descriptions are deceiving?
Q4: Should employment branding be a function of marketing or HR?
Q5: How can technology better support recruitment marketing and HR analysis?

Throughout the week, we’ll keep this discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Web Content: What Does It Say About You?

Written by Nick Kellet

In today’s digital world of work, all of us are content consumers and producers. Our personal brands are defined by the thousands of ways we express our preferences and communicate our personal values. Our choices become us.

This is the power of social media in the age of self-expression. We can be anything we choose. We’re defined both by our inputs and outputs:

• We are what we create.
• We are what we consume.
• We are what we share.

What’s more, our experiences with content reveal how we learn, across multiple dimensions:

• What we know and aspire to know;
• What we like and dislike;
• What sources of information we trust;
• Who we know and want to know.

It’s useful to see how, why and where we share ideas, because this helps us understand the social learning process. I’m particularly fascinated by this “social” side of learning, because my company (Listly) exists to help others easily find, organize and share meaningful information on the web.

Let’s Look Closer at Digital Content

Recently I analyzed popular content networks like YouTube and Slideshare — comparing them to social networks like Facebook and Twitter. I concluded that both types of content sources have their own unique advantages. (For details, see my posts about Content Networks and Social Networks.) I also concluded that there are 6 key types of “sharable” digital content: Video, Audio, Slides, Lists, Graphics and Documents.

Shareable Content: Content Networks

(Infographic: Courtesy of Visually)

We can freely create and embed these types of content in blog posts. We can also share them directly with others on social media and through private communication channels. It’s now easy to track and measure activities involving any of these content types, so we can understand what works best in various scenarios. The metrics also help us decide which content is worth consuming.

I took the analysis one step further and devised a quick way to perform a blog content audit. This enables us to generate a “snapshot” of any blog’s content mix, and compare that profile with others. The results appear in a customized “trading card” for each blog.

This initiative began by focusing on 22 top blogs, but because we’ve received such a strong response, we’re now expanding that scope and deepening our analysis.

Sample Blog Analysis: TalentCulture

To illustrate how the process works, let me explain how I audited TalentCulture.com. I reviewed the site’s most recent 25 posts, and simply tagged posts that include videos, slides and other content elements. If a post contains more than one type of embedded media, all the content elements are counted. Here are the results, in our “trading card” format:
TC TradingCard

Interpreting Results

So what does this all mean? Relative to other blogs we’ve analyzed, TalentCulture very frequently features lists, with videos as a secondary form of content. Audio, slides and graphic content play a much less prominent role, compared to benchmark sites.

What is the perfect mix of “sharable” content elements? That’s a hard question to answer, because each blog serves a different audience. However, here are results from 70+ blogs analyzed thus far:

Blog Audit Benchmarks

Key Takeaways

Here are some recommendations worth noting, based on our findings to-date:

1) Consider “mixed media” a strength. There’s clearly a trend toward posts that include multiple content types.

2) Include slides and video where possible/applicable. (Don’t just embed your own content — shine a light on the work of others.)

3) Transform existing content into other forms of media, when appropriate. (For example, turn a blog post into a slidedeck or a video.)

4) Make sure you integrate some audio content — whether it’s a podcast or simply a recording of an author reading post content aloud.

5) Lists are the most frequently used form of content. Blog posts that include a list in the title are usually popular, simply because they imply that the content will be easy to skim.

6) Include “Pin-friendly” images, with meme-worthy quotes in your posts. This lends itself to sharing — images with text are much more meaningful than isolated images without written context.

7) Use embedded content to break-up your copy visually. This makes your body copy more approachable and easier for visitors to digest.

8) Consider performing a similar content audit of blogs from competitors or from thought leaders who have creative blogs that your admire.

9) Be aware of your content mix, and follow a weekly or monthly format that repeats themes. This makes it easy to manage your mix.

In summary: You are a reflection of not only what you write, but also of the content that you include in your digital space. Aim to help people think of your content as fun and easy to consume. It will create a more inviting experience for visitors, and will add a more authentic human personality to your web presence and your brand image.

(Editor’s Note: To request a content audit of your blog, “like” Nick’s “Top Content” post at Slideshare and add your URL in the “comments” area of that post. We look forward to hearing about your score!)

015_img_2801(Author Profile: Nick Kellet is co-founder of social curation platform Listly. He believes that effective curation is as much about listening and engaging as it is about publishing and the tools themselves. A serial innovator who loves to jump domains from board games to business intelligence, Nick also believes that passion in the company of friends and community is an unstoppable force.

Connect with Nick on Twitter, on LinkedIn and on G+, and follow his writing via his other guest posts and on his blogs at NickKellet.com and at blog.list.ly.)

Will The Real You Please Stand Up? #TChat Recap

“Be yourself; everyone else is already taken.” -Oscar Wilde

Looking for yet another staggering social era statistic? Try this from personal branding tools provider, Brand Yourself:

Google processes more than 80 million “people” searches each day. Yep. 80 million. Chances are someone will be searching for you soon. So ask yourself this — if someone “Googled” your name right now, would the results do you justice?

Brand Positioning: It’s All About The “C” Words

As a marketing and communications professional, I’ve spent years persuading business organizations to mind their messaging, so the world will understand their brand promise. I preach the “5 C’s” of brand positioning: Clarity, Completeness, Cohesion, Credibility and Consistency. And now, after a week of “brand you” discussions with the TalentCulture community, I see how those very same concepts can be an equally powerful force in our professional lives.

Turns out, I’m not the only one who likes “C” words! Earlier this year, after #TChat conversations about how professional recommendations influence personal brands, our very own Kevin W. Grossman offered some handy “C” advice of his own on the Reach-West blog:

“…Ensure your online profiles are as consistent and accurate as possible across all social points of presence. In other words, whomever you say you are, and whatever you say you’re doing (and have done) is close (if not the same) on LinkedIn, Facebook, Twitter, G+ and the many other industry and association niche networks and communities where you’re visible.

Consistency and accuracy are critical keys, because those searching for you and reviewing your profiles will be looking for anomalies that don’t add up — and you want everything to add up. You want to stand out, but you want to add up — and for goodness sake you want to be accurate and truthful about everything. That includes your recommendations and endorsements. Never over-spin, or allow others to go there. Not only that, but at the very least once a quarter review and update your online profiles, and kill those you no longer want to maintain, even if you’re not looking for work.

Why? Because you never know when that great new opportunity will be looking for you to add up. It’s your personal employment brand. Take care of it.”

DIY Brand Makeover

Reinventing You

Learn more about “Reinventing You”5 C’s of Brand Positioning

Hmm. I guess I’d better spend the dog days of summer cleaning my personal brand “house.” How about you? From what I saw on the #TChat stream yesterday, few of us would disagree with the importance of proactively managing an online persona. But for some people, focusing on themselves is almost as enjoyable as flossing their teeth.

That’s why we asked a fearless brand management expert to lead the way this week — Dorie Clark, author of Reinventing You. Dorie clearly understands the issues that hold people back from “owning” their brand identity, and she offers practical tools to make it work.

Below, we’ve captured the week’s highlights — including a tweet-by-tweet Storify slideshow from #TChat Twitter, and other resource links.

We hope this sparks a desire to start your own brand makeover. Let us know about your progress…here or on the stream. The TalentCulture community, is always open and ready to offer ideas and support. Rock that brand!

#TChat Week in Review: Reinventing Your Personal Brand

SAT 7/13

DorieClark

Watch the G+ Hangout with Dorie Clark

#TChat Preview: Our Community Manager, Tim McDonald, outlined the week’s topic in a post that features a great “sneak peek” G+ Hangout with Dorie. See “You 2.0: Reinventing a Personal Brand.”

SUN 7/14

Forbes.com Post: TalentCulture CEO, Meghan M. Biro, offered 5 ways to tap into your true professional identity. Read “Rethink Brand You: Find Your Authentic Self.”

TUE 7/16

Related Post: For people who need clarification to redefine themselves, Dorie explained how to gather actionable input from a full-circle brand review. Read “Considering a Career Change? Take a 360 Snapshot.”

WED 7/17

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio: To kick-off this week’s #TChat double-header, Dorie spoke with Meghan M. Biro and Kevin W. Grossman about the power of proactively managing your brand. Even if you’re not in the market for a new position, you’ll hear ideas you can use. Listen now to the recording.

#TChat Twitter: As the radio show concluded, we fired-up the Twitter chat engines for a dynamic, community conversation about the role of personal branding in our professional lives. As always, the crowdsourcing energy was breathtaking. Thanks to everyone who contributed! To review highlights, see the slideshow below:

#TChat Twitter Highlights: “Reinventing a Personal Brand”

[javascript src=”//storify.com/TalentCulture/tchat-insights-reinventing-a-personal-brand.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Dorie Clark for helping our community think more intelligently about the “why” and “how” of personal brand management. You inspire us to reach higher!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about work/life integration issues? We’d love to share your thoughts. 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 at #TChat events, we’ll continue our summer “professional restart” series with a special crowdsourcing forum. Check for details in a preview post this weekend.

In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

Image Credit: Stock.xchng

 

 

 

You 2.0: Reinventing a Personal Brand #TChat Preview

(Editor’s Note: Looking for a complete review of the week’s events and resources? Read the #TChat Recap: “Will the Real You Please Stand Up?”)

Here’s Looking at You, Kid

Most of us are familiar with the concept of personal branding. We understand how important it is to put our “best face forward,” especially during a job search. (Our mothers told us about that long ago.) And you don’t have to be Kim Kardashian to see that social media shines a constant spotlight on our lives, for better or worse. So…why don’t more of us cultivate our personal brands as carefully as a marketing manager would?

Creating a Fresh Perspective

Reinventing You

Learn more about “Reinventing You”

Is your online presence incomplete or out-of-date? Do you suspect it sends the wrong message? Are you considering a career change, but struggling with how to reposition yourself for a new role? What’s the best way to recombine all the elements for a message that is accurate, authentic and attracts the right kind of attention?

That’s our focus this week in the TalentCulture community, as we continue our “summer restart” series with the author of of Reinventing You, Dorie Clark. Dorie is a communications and brand management expert who has written extensively about this topic. And we’re fortunate that she’s sharing her insights with us throughout the week.

To set the stage, Dorie joined me for a brief G+ Hangout to discuss why personal brand management matters, not just during a job search, but on a continuous basis:

The article Dorie mentions is great preparation for this week’s #TChat discussions. Check it out at Harvard Business Review: It’s Not a Job Search, It’s a Campaign. Also, if you’d like to read related articles from the TalentCulture archives, see “Mindfully Managing Your Personal Brand” and “Personal Re-Branding For Chareer Changers.”

#TChat Events: Reinventing Your Brand

Don’t forget to save the date — Wednesday July 17 — for a #TChat double-header that is designed to change your professional life for the better. Bring your questions, concerns, ideas and suggestions, and let’s talk!

#TChat Radio — Wed, July 17 at 6:30pmET / 3:30pmPT

TChatRadio_logo_020813

Listen to the #TChat Radio show

Dorie joins our hosts, Meghan M. Biro and Kevin W. Grossman for a closer look at why and how professionals can benefit from personal branding. Listen live and dial-in with your questions and feedback!

#TChat Twitter — Wed, July 17 at 7pmET / 4pmPT

Immediately following the radio show, our conversation with Dorie opens wide, as she moderates our community discussion on the #TChat stream. We welcome anyone with a Twitter account to join us, as we discuss these questions:

Q1:  You are the captains of your own career destiny. Why or why not?
Q2:  What should your first priorities be when reinventing your personal brand?
Q3:  Does it make a difference if you’re a full-time, part-time or contract worker? Why/why not?
Q4:  How can business leaders facilitate ongoing career development, inside and out?
Q5:  What technologies today help us reinvent ourselves? How/why?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

 

Hiring Is Hard: May The Best Brand Win #TChat Recap

The hiring scene today is like two sides of a rolling coin. On one side, five generations of diverse candidates are clamoring for what’s on the other side — a mash-up of full-time, part-time, outsourced and freelance jobs that continue to be redefined on-the-fly by disruptive economic, business and technology forces.

This controlled chaos challenges job seekers to demonstrate professional value through new social channels — while simultaneously challenging employers to recruit the right talent through those same social channels. It sounds like a perfect candidate fit should be easy to find. But as #TChat-ters know, the world of work isn’t perfect — and it leaves a lasting impression, for better or worse.

The Candidate Experience: A Reality Check

Let me illustrate. As a member of The Talent Board Candidate Experience Council, I have more than a passing interest in the topic of hiring practices. And frankly, last year’s CandE Awards insights concerned me. Here’s a good news/bad news slice of life from employers who sought CandE recognition in 2012:

Good News: The so-called recruiting “black hole” (that awkward space where employers fail to share any status or notifications with job candidates) is fading.

Bad News: There’s still room for improvement, even among pace-setters.

Only 1 in 3 companies ask for feedback from job candidates who don’t advance to the final evaluation round. And +90% of rejected candidates say they weren’t asked for feedback after they learned about their status. This means employers are missing meaningful insight from a broad spectrum of candidates.

– More than 50% of candidates say they’re likely or very likely to tell close friends about their experience — regardless of whether it was positive (74%) or negative (61%). Connect the dots and you’ll see huge implications for employer brands.

So, how can we improve upon today’s standard of practice? That’s exactly why applications for 2013 CandE Awards are being accepted. It’s also why #TChat focused on the topic this week — to encourage creative thinking and knowledge sharing among members of the TalentCulture community. We’ve captured highlights and resources below — feel free to review and comment anytime, and share with others who might benefit.

Together, we can raise the bar — so every brand can win.

#TChat Week in Review

SAT 6/1

GerryElaine

Watch video interviews in the #TChat Preview now

#TChat Preview + Sneak Peek Videos: Our Community Manager, Tim McDonald, introduced this week’s topic in G+ Hangout interviews with our special guests, Elaine Orler, president of talent acquisition consulting firm Talent Function, and Gerry Crispin, staffing strategist and co-founder of CareerXroads. See the videos now in Tim’s post: “Does Your Hiring Process Speak for Your Brand?”

 SUN 6/2

Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro examined some of the key ways companies can recruit top-notch talent by improving their recruiting experience. Read “4 Steps Of Leaders Who Win Stellar Talent.”

TUE 6/4

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio: Guests Elaine and Gerry sat down with hosts Meghan and me to examine the candidate experience in detail — the increasing importance of recruiting as a living “face” of corporate brands. Listen to the recording now: “Hiring: The Candidate Experience is Everything.”

WED 6/5

#TChat Twitter: #TChat-ters came together on the Twitter stream to share thoughts, concerns and opinions about the impact and influence of the candidate experience in today’s world of work. If you missed the real-time Twitter action, or would like to review highlights, watch the slideshow below:

#TChat Twitter Highlights: “Does Your Hiring Process Speak For Your Brand?”

[javascript src=”//storify.com/TalentCulture/tchat-insights-does-your-hiring-process-speak-for.js?template=slideshow”]

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, a nod to this week’s guests Elaine Orler and Gerry Crispin. We’re inspired by your expertise and passion for improving the candidate experience.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about your hiring experience? Suggestions perhaps? We’d love to share your thoughts. 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 move on to the topic of open leadership with enterprise learning expert Dan Pontefract. We’ll talk about collaborative leadership models that drive productivity, engagement and improved business results. Stay tuned for details this weekend!

Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

(Editor’s Note: This post is an extension of commentary that originally appears in Kevin Grossman’s “Reach West” blog. Read the full original post: “Go Ahead And Roll Your Big And Gaudy Candidate Experience Dice.”)

Image Credit: Pixabay

Does Your Hiring Process Speak For Your Brand? #TChat Preview

(Editor’s Note: Are you looking for a full review of all posts and events about this week’s topic? Read the #TChat Recap “Hiring Is Hard: May The Best Brand Win.”)

Think back for a moment about when you accepted your last job offer.

What helped you make that decision? Did your impression of the recruitment process help seal the deal? Chances are, the answer is yes.

It may be easy for employers to overlook the impact of a positive candidate experience — especially in rough economic times, when a large pool of qualified talent is readily available. But when a company goes the extra mile to create a supportive hiring environment, several advantages follow:

1)  It’s easier to attract and acquire top performers; and
2)  The entire candidate pool sees the corporate brand in a more favorable light.

That second point is increasingly important these days, in a world where brand image is fueled by social media’s transparency and reach.

So, what should employers do to improve the candidate experience? That’s our focus this week at #TChat forums. We’ve asked two experts to lead the discussion:

Elaine Orler, president of talent acquisition consulting firm Talent Function;
Gerry Crispin, staffing strategist and co-founder of CareerXroads.

#TChat Sneak Peek Videos

To kick-off this week’s conversation, both guests joined me for quick G+ Hangouts. First, Gerry explained briefly why the candidate experience has become a focal point:

And then, Elaine highlighted some fascinating statistics that illustrate just how influential the candidate experience can be:

#TChat Events: The Candidate Experience Is Everything

TChatRadio_logo_020813

Listen to the #TChat Radio show

No matter what side of the hiring table you’re on, this should be an interesting week! Please join us and add your thoughts to our ongoing conversation…

#TChat Radio — Tuesday, June 4 at 7:30pmET / 4:30pmPT – Elaine and Gerry join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion to examine this topic up-close.

#TChat Twitter — Wednesday, June 5 at 7pmET / 4pmPT We welcome anyone with a Twitter handle to join our open, online community, as we exchange ideas live on the #TChat stream.  Elaine and Gerry will lead us through this week’s questions:

Q1: Why is the candidate experience so critical to organizations today?

Q2: What should organizations be doing to improve their candidate experience?

Q3: Is everyone in the enterprise responsible for their employer brand? Why or why not?

Q4: What can business leaders do to establish a quality candidate experience, inside and out?

Q5: How does HR/recruiting technology make or break the candidate experience?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

One Common Touch At A Time

“I feel my spirit resist, but I open up my fist, and lay hand over hand over, hand over fist.” –Neil Peart

The last bag left the belt. Another golfer from the group of four men hauled his clubs onto the floor and continued talking excitedly about the weekend ahead. The metal-banded belt continue to circle round and round like an empty plane waiting for its signal to land.

Once it stopped, there was no one left in the small baggage claim area, only me standing there willing my suitcase to appear. When it didn’t after a few more minutes, the pastor from my parents’ church who was picking me up waited patiently while I filled out the requisite lost baggage forms.

“My dad’s remains are in my bag,” I told the guy behind the counter.

He looked at me, legitimately sympathetic, and then went back to viewing his computer screen. “I’m really sorry. The good news is that your bag is still in San Francisco and hopefully we can get it on the next flight here tomorrow.”

Hopefully, I thought. This was now the second time in a row in just over a month that my bag hadn’t made it from San Francisco to the small town of North Bend, Oregon.

“My mother’s memorial is tomorrow and I really wanted his remains to be there with her,” I added.

“I’m really sorry, Mr. Grossman. If we could get it here today we would, but again, there aren’t any more flights to here or Eugene until tomorrow.”

I didn’t care about the other stuff in my suitcase. I only cared about getting my dad back to where he belonged so we could say goodbye to both him and Mom, their passing only four months and a day apart. I didn’t care that during 2012, the nation’s largest airlines reported the lowest rate of lost or mishandled luggage since federal officials began keeping the data in 1987. I didn’t care about what problems the airline had with their plane or the weather. I only cared about getting my dad back home.

That same night, I ranted a little online, and with a little help from a “socially” influential friend, Jessica Merrell, who got the attention of United on Twitter. The response was immediate — the authenticity of their outreach and customer service was a human touch not spoke of frequently about the airline industry (even if you fly Southwest a lot).

Two days later my father’s remains arrived in Oregon along with my belongings. Granted they didn’t make it the next day, but the humanity I felt every time I checked in with United, the sincere condolences they gave me and my family, and at every touch point since, eventually receiving reimbursement for replacement items and other compensation, was enough to quell the frustration and helplessness I felt.

This is what brand humanization means to me, one common touch at a time. “Hand over hand is the strength of the common touch.” This is the large enterprise and the individual communicating and connecting with one another as if they were two people bumping into one another on a busy city street, only instead of cursing, glaring and moving on our un-merry way, we stop and apologize and shake hands. Even if we never see each other again, we’ll never forget the common touch.

Brand humanization is all about mindful civility and courtesy in commerce in an otherwise harsh, unrelenting environment, like living on the farthest planet from its sun. Creative marketing campaigns and social media democratization aside, it’s the common touch and connection that humanizes our personal and the corporate brands today.

Because it’s always personal, isn’t it?

“Take a walk outside myself in some exotic land. Greet a passing stranger — feel the strength in his hand, feel the world expand.”

Image Credit: Flickr

Face-to-Face with Brand Humanization: #TChat Recap

Social channels and tools offer a tremendous opportunity for business to create and sustain valuable relationships with customers, partners, employees and others. Digital technologies make it possible for brands to interact with their constituents in ways that are far more immediate, direct and authentic.

In short, it means that companies can “humanize” what the world has previously considered to be a distant, faceless brand entity.

But tools and technologies, alone, aren’t enough for this “brand humanization” to take root and flourish. What really makes a brand more “real” is its organization’s commitment to engage in a whole new level of open communication. And that’s the rub.

Stepping Outsidesnea the Brand Comfort Zone

Transparent, open communication can develop positive attitudes and behaviors that ultimately translate into business value. But opportunity often brings challenges along for the ride – and brand humanization is no exception. This concept challenges organizational structures, processes and norms at every level.

So, what does all this mean for professionals who focus on the “human” side of business? How can we lead constructive change and help our organizations breathe life into brands?

That has been the focus of our TalentCulture community this week, as we’ve examined brand humanization up close and personal – each of us adding our own experience and interpretations to the mix.

Humanization – New Term, Classic Approach

We invited an expert to help shape and guide the week’s conversations. Leadership consultant, speaker and author, Jamie Notter is deeply familiar with brand humanization. In his latest book, “Humanize: How People-Centric Organizations Succeed in a Social World,” Jamie examines effective social business strategies, as well as the operational impact of embracing a social business philosophy.

It’s not easy. Cultural transformation never is. But by remaining focused on classic “human” principles, “Humanize” offers a roadmap that organizational leaders can use to navigate through disruptive waters. These principles served as a useful backdrop for our community’s exploration this week. Here’s what happened on our journey…

NOTE: For complete highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.

#TChat Week-in-Review

SAT 2/16
Sneak Peek video: TalentCulture Community Manager, Tim McDonald, kick-started the week by asking featured guest, Jamie Notter, to define brand humanization and its benefits. Thought provoking!

SUN 2/17
TalentCulture CEO, Meghan M. Biro called upon business organizations to rise to the challenge in her Forbes.com post: “Dear Leaders: Humanize Your Brand”

MON 2/18
#TChat weekly preview laid out the week’s events: “Real Brands Humanize”

TUE 2/19
#TChat Radio Show:
Our hosts sat down with Jamie Notter for an up-close and personal discussion about the “human” side of business brand stewardship.

To frame the conversation, Jamie wrote a blog post, “7 Tips for (Seriously) Humanizing Your Brand.” It’s a must read!

WED 2/20
#TChat Twitter: Jamie returned, along with his Humanize co-author, Maddie Grant. This time, he moderated our freewheeling #TChat Twitter forum, as 250+ participants shared more than 1000 tweets that delivered 1.5+ million impressions. Now that’s what can happen when real humans show up and open up in a live digital exchange!

NOTE: For highlights from yesterday’s #TChat Twitter forum, be sure to watch the Storify slideshow at the end of this post.

Closing Notes & Highlights Slideshow

THANKS: Again, thanks to Jamie Notter for sharing your insights with the TalentCulture community this week. You brought clarity, context and dimension to this important topic.

NOTE TO BLOGGERS: Did this week’s events inspire you to write about brand humanization or other organizational 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’ll look at branding from another angle, by exploring branded entertainment and the World of Work! Save the date for #TChat Radio, Tuesday, Feb 26, at 7:30pm ET. And #TChat Twitter Wednesday, Feb. 27, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.

Until then – we’ll see you on the stream!

Image Credit: Thumbprint via stock.xchng

#TChat INSIGHTS Slide Show: “Real Brands Humanize”

[javascript src=”//storify.com/TalentCulture/tchat-insights-narrowing-the-unemployment-gaps.js?template=slideshow”]

Uniting Business Vision & Brand (Or Not): #TChat Preview

Brand issues have been a hot button topic for us at The World of Work as of late. Employee brand has given way to employer brand — many companies find that their on-staff brand ambassadors have built huge personal brands and followings, but have failed to transfer that value to their employers. Personal branding has lost some of its shine, as pundits from the HR camp point out that personal brand cannot be allowed to trump employer brand when the force of an individual’s personal brand outweighs the messages and values of the company brand.

So, after a couple of years of tentative introduction, it’s time for brand humanization to take center stage as a new tool to link business vision and brand, with the goal of attracting and retaining talent.

This development leads us to this question: are talent acquisition/management and employer branding in conflict? While it’s been pointed out they have at least one common goal – making companies more successful by ensuring talent is attracted, brought on board, and retained – unless they are aligned at the executive, business-vision level, you might have a train wreck in progress.

I’ve been doing some social listening, and I’ve been encountering a lot of fingernails-on-a-chalkboard examples of train wrecks. Those conducting the trains must have the ability to steer effectively; at the same time, conductors must be made aware of the paths they are supposed to follow.  Effective communication between employee and employer could, in effect, stop a runaway train faster than a Westinghouse air brake.

I think there’s a lot of brand dissonance around. Consumer brands seem to navigate the shifts between business vision and talent management with more agility. This is due in part to their facility with the tools of social media and their willingness to experiment (and occasionally fail). More traditional businesses – manufacturing, tech, and what we used to call ‘industry’ – appear to have less nuanced approaches to uniting brand with business vision. While there are lots of social media companies, agencies and HR tech platforms which can solve for part of the problem, we haven’t seen a category-killer solution emerge to unite business vision, with its direct link to the bottom line, and brand, with its more tenuous and debated calculus.

So, in the time-honored tradition of #TChat World of Work, we’re going to ask you some questions about how, or if, it’s possible to unite brand and business leadership vision.

We’ll be discussing and debating the following questions:

Q1: How does business leadership’s vision translate into internal and external brand?

Q2: What’s the difference between employment branding and corporate branding? And should there be one?

Q3: Workplace culture drives employment branding. Why or why not?

Q4: Who owns employment branding, corporate branding, and the bridge between?

Q5: Does a company have to go green or donate shoes to Africa to have an attractive employment brand? Why or why not?

So wear your brand advocate hat, don your talent management spurs, and join us at #TChat Wednesday night, May 23 from 7-8 pm ET (4-5 pm PT). Join myself, @MeghanMBiro, along with @socialmediasean@brentskinner@KevinWGrossman, and @SocialSalima.  We are also excited to be joined by our special guest moderator, @cyndytrivella.  Wherever you are, be sure to tune in!

We’ll dissect the relationships – and deltas – between business vision and brand, and with your help we’ll begin to chart a path where the two imperatives achieve synergy. Be there for the big words.  We’re looking forward to hearing all of your ideas on Wednesday!

Top 5 Trends in the World of Work This Week

I like to talk nerdy and have this thing for using analogies, metaphors and alliteration to connect seemingly disparate phenomena — what some might call “random.” It’s not uncommon for me to do so using old school rap songs, childhood nostalgia or other pop-culture references. Now that you know, you’ll be able to understand this week’s theme, which sparked when I was watching the original cinematic classic: Dirty Dancing.

To set the stage, I was fresh off a stimulating #TChat on the Innovation Revolution when it came to me: “No one puts baby in a box.” So without further ado, for your reading pleasure, here are the Top 5 Trends in the World of Work this week a la le box.

1.     Boxing Match Meets Boxes with Pretty Bows

If you haven’t been living under a rock or rockin’ a vow of social silence in a self-made asharam, you’ve heard about Facebook’s acquisition of Instagram. The big news is not the cool $1 billion Instagram was sold for, or how two young bucks cashed in on overnight success (like Charles Forman experienced when he landed a sweet deal with Zynga thanks to his game Draw Something). No, the epic-ness of this deal is in the drawing of some interesting conclusions, both figuratively and literally. One is that the game is now about what “looks” sexy, and some say Facebook’s move this week was an attempt to compete with Pinterest as the Victoria’s Secret of the social networking world — they’re vying for eyes. This point-set-match version of Mark Zuckerberg’s pre-IPO CEO letter cleverly shows us who’s leading the game between Facebook and Google (who had made its own attempts at an “Instagrab”). For fun, I’ve shared a screenshot of Google+’s Facebook page — 23 likes and counting. If you’re wondering where Twitter is in this social party, it’s probably still choked about Google’s decision to further personalize search results. But hey, the purchase of Tumblr’s biggest rival Posterous seems like quite the awesome goody bag; don’t you think?

The Trend: We’re amidst a social war of the visuals, and the battle lines have been drawn between Facebook, Google and Pinterest.

2.     Big Box Makes “Small” Talk

It’s been a few weeks since we starting hearing about Best Buy ditching the big box in favor of a small business model. Store footprints are shrinking, and some 50 stores will close entirely by the end of this year. It’s an effort to re-commit to the customer and focus on delivering what the market is asking for instead of marketing what the four walls can’t seem to sell. There’s nothing fancy about old-fashioned cost-cutting. Neither is cutting one’s self loose of leadership, as Best Buy’s CEO did this week. Nevertheless, the retailer is forging forward with its new.0 model, which boasts the introduction of 100 smaller, mobile-only stores focusing on tablets and smartphones. Will this ring true for other retail giants?

Trend: The era of best bye may be emerging, and other companies may follow suit in boxing up their enterprise strategies in favor of nimbleness and precision.

3.     The “In” Box

This video has all the bells, whistles and pop-cultural bling one could ask for on film. Spoiler alert: If you like high-speed chases, highly populated areas, a scantily clad woman on a motorcycle, or a heroic rescue, you’ll definitely want to see it. More important than sight is what it means for the vision of marketing and branding in the social space. Mark Bonchek, SVP of Communities and Networks for Sears Holdings, talks about brand humanization and the necessity for marketing’s message to be focused on “identities” and “social contexts.” He believes, “As brands become more like peers, they need to behave more like people: personal, reciprocal, and authentic.” How business can spar with “digital darwinism” is the crux of what Brian Solis has been telling us all along: “To reach the connected consumer, you must first walk in their footsteps.” Brian urges brands to become digital anthropologists, keen observers of the psychology of customers’ lives. The power is no longer in the hands of brands. The ego-system is out, and evolution is in.

The Trend: Successful brands will create footprints customers want to follow.

4.     Think Outside the Box

The title is cliché, but roll with it — because it’s relevant. I watched a 10-minute YouTube video this week that a colleague shared on Facebook. That’s a long time to stay focused for a video these days, but I was glued. It was the story that needed to be told, and it was about a boy, a box and how social brilliance made the term “if you build it, they will come” a modern day miracle. I won’t ruin the ending for you, but be forewarned: This video may force you to point the finger at yourself for indecent innovation — the shamefulness of drawing inside the lines and thinking that way, too. It’s never too early (or too late) to innovate. You can start by getting clear on how you innovate with this fabulous post by Forbes, which helps you determine your innovation personality type. As for the boy and the box, when I watched the clip on April 11th, at about 9:30am, there were about 14,500 views. By yesterday afternoon, it was over a million. If you’re still not convinced about watching a 10-minute video, maybe this Forbes article on how the 9-year-old innovator will be a billionaire in 30 years will convince you. That’s a long way from East L.A.

The Trend: Social media lets remarkable innovation tell its own story. Tune in and take note.

5.     Check-Box

Do you remember the way-back-when of networking? You got invited to an event that you showed up to in shiny wingtips or a pretty pair of pumps. With coiffed hair and leather portfolio in hand, you talked about all the famous names and places you possibly could. All that mattered was getting the business card and dutifully adding it to your PalmPilot. Now we have CardMunch and QR codes, but it’s more than technology that has changed. The boxes we should check off to signal networking success start with the self. What caught many eyes this week was Daniel Gulati’s HBR post on the idea that accomplishment trumps affiliation. His argument is that the relevance of prestige is diminishing. Long-standing brand names are no longer having legendary appeal because new legacies are born every day in our social epoch. The truth of networking today is your truth, plain and simple. What difference did you make, really? Talk about that. Tell that story. Live it. Whether you’re “working it” or chatting it up with a local bartender, when all else fails you have this Forbes list and ageless HBR wisdom on how leaders effectively network: “Stick to it.”

The Trend: Authenticity is an opportunity, not a buzzword. Rinse and repeat.

That’s it for this week.…wait…no, it’s not! Help us crowd-source here by sharing what’s new and novel in the world, or by voting on the trends you think are game-changers in the World of Work.

http://list.ly/list/14L-top-trends-in-the-world-of-work-april-13-2012

 

Community Paradigm: It's All About YOU!

The Fact of the Matter

Every community develops their own definition of what matters. For some communities,  it’s motivated by a shared interest or a commitment to a specific change. For others, it’s professional best practices that can create a unified purpose. Some communities are even defined solely by the outcome of their environment stemming from completely circumstantial situations such as geography or an unforeseen event.

When it comes to TalentCulture, relevance is not merely the static entity of a group of people who associate themselves with the World of Work.  TalentCulture is a space to recognize and redesign; an evolving space that is given shape by the very people who fill it with their experiences, knowledge and stories. It’s the tale of two cultures – individual and organization, coming together to form one powerful voice. What matters to TalentCulture, is the community itself – what matters is YOU.

The 3 C’s of Comm“you”nity

  1. Connection – When Steve Jobs joined Pixar, he actually joined Pixar by bringing all functions of staff together into the same physical space. This decision empowered people to connect with themselves to cultivate the confidence to do something differently as well as each other to spark remarkable success. The redefinition of the workplace resulted in removing the “bull” and leaving the pen so people could draw better conclusions, literally.
  2. Creation – The Olympics are coming in July and with it the anticipation of the opening ceremonies. The world is waiting to catch a glimpse of the spectacle that has dazzled for literally hundreds of years. It’s a remarkable example of how the collective creates something more innovative and influential than the individual and how we love it.
  3. Crowdsourcing – The new paradigm in community engagement is what I call “The YOU Paradigm”; where the crowd initiates and generates meaningful consensus through an organization sanctioned play-for-performance model. In this model, thought leadership emerges as collective and open source intelligence ignited by four simple words – What Do YOU Think?

Every week we put YOU front and center. The community, quite simply, is what moves TalentCulture front and center. It’s what keeps people coming back every Wednesday and has vendors using the #TChat hashtag on twitter to get YOUR attention. So tell us: What do YOU think?


Speaking Socially, What Is Influence? #TChat Preview

Written by Crystal Miller

Just for kicks, I keep a running list of “industry buzzwords” that make me laugh (or groan) because they are often misunderstood on the application level.  “Influence,” especially as it relates to the world of #SocialMedia, has long since been on my list.  “WHAT IS INFLUENCE?”

If you asked my 14-year-old, she’d answer that influence pretty much comes with popularity.  Come to think of it, in the compulsory school setting, that’s probably true… but in the World of Work, we navigate different jungle gyms than the ones we did during our earlier education. .. Don‘t we?  While who you know, who you spend your time with and how you’re perceived certainly still holds influential relevance; what you contribute, do, and can do for others become primary factors in achieving influence… offline & in a social media setting.   Social media influence tools such as Klout, SocialIQ, and Booshaka seem to back this up… but, as with any system, if it can be ‘gamed,’ can it be fully trusted?

When you do achieve ‘influence,’  what does it do for you, anyway??  In the World of Work it’s generally accepted that influence opens doors, strengthens relationships, and builds credibility.  People tend to trust the recommendation of their friends over the advertisement they saw during the Superbowl; no matter how catchy it might be.  Facebook took that concept all the way to the bank with their “Like” thumbs-up; and now we can tumbl, stumble, and +1 any article, brand, business, or product that catches our eye.

Of course, just as Uncle Ben explained to Peter Parker in Spiderman “With great power comes great responsibility.”  Influence is, to a degree, power – so those who wield it do face the potential landmine of dealing with the responsibility that goes along with it.  In the world of Social, this often means promoting the causes and agendas of others.  This is not an inherently bad thing; but it does require the ability to balance those requests with our own needs & work.  Actually, that statement probably applies to the world of Social Media in general.  To gain and keep “social influence” online requires a time investment that must be balanced against our business and personal objectives/responsibilities; yet another potential landmine to navigate.  Yes, the connections & engaging conversations you have online may drive up your Social IQ score – but that’s going to be of little comfort if you lose your paycheck in the process… so know your end-goal objectives going in.

This week, we’ll be looking at what social “Influence” really means and how important is it within the World of Work?  Join us in our conversation TONIGHT 9/14 with our moderator @MeghanMBiro, along with Co-Hosts @KevinWGrossman and @TheOneCrystal  from 7-8 p.m. (Eastern) via @TalentCulture and @Monster_Works as we explore how we go about being ‘professionally influential’ and all that goes with it… plus, we’ll take a peek at social influence meters like Klout, too!

Questions & Recommended Reading for the #TChat Discussion:

1.       What does “influence” mean to you?    Does it matter?

Read:  “Measuring Influence is About More Than Boosting Your Ego” on Klout by Joe Fernandez

 2.       What goes into creating influence?  How does one become ‘influential?’

Read:  “Outside-the-Box Engagement Tools” on WeKnowNext by Matt Charney

Read: “The One Essential Key to Developing Your Social Media Influence” on Social Media Today by Joshua Leatherman

 3.       What are some of the most significant ways “influence” impacts the world of work?

Read:  “How Social Influence Impacts Consumer Behavior”  by David, Search Engine Marketing Group

 4.       Are there any potential downsides or landmines associated with having influence?

Read:  “What are Pros & Cons of Social Media Marketing” on Social Media Today by Matt Ambrose

5.       Do current tools like Klout accurately reflect influence?  Can “influence” be quantified in the first place?

Read:  “Is Klout a Good Judge of Your Social Media Influence”  on Social Media Examiner by Elijah Young

6.       What impact does social media and emerging technologies have on our perceptions of influence or influencing our behaviors?

Read:  “Quality vs. Quantity Online Relationships” on PullNotPush by Justin Cambria

Everybody's Story Matters: #TChat Recap

“Everybody’s story matters.”

That sentiment is from an amazing interactive storybook we’ve been watching with my older daughter on the iPad. It’s called The Fantastic Flying Books of Mr. Morris Lessmore and it’s all about the importance and power of reading books and stories.

Everybody’s story, including yours and yours and yours.

As I wrote Monday, when TalentCulture founder Meghan M. Biro and I launched #TChat last November, we had no idea it would take off like it did. It’s been an amazing journey and we are more inspired more than ever to keep the conversation moving forward.

To now keep the stories moving forward and to actually elevate 140 character Twitter texts into the spoken word every now and again. And the fact is, stories were told aloud for thousands of years before they were Tweeted and read.

We launched #TChat Radio last night and you can listen to the replay if you missed it. A special thank you to all our guests and to everyone who dialed in and listened as well as participating on the #TChat Twitter channel.

We’ve nurtured a fantastic online community of professionals and enthusiasts that we hope to continue to deliver value and grow relationships with our World of Work audience. This eclectic group of fabulous talent is comprised of leaders, CEOs, entrepreneurs, HR, career pros, recruiters, business consultants, marketers, public relations and social media enthusiasts, bloggers, job seekers, and a variety of eclectic innovative passersby.

The stories we share are all about re-imagining how we lead, acquire, empower and retain our workforce today, with emotional connectivity and global cultural inclusivity. It’s about the intersection of Talent + Culture, the wickedly wonderful World of Work.

Businesses will come and go. Jobs will come and go. The economy will ebb and flow.

But everybody’s story matters. Thank you for yours.

Look for our next #TChat Radio show on Tuesday, August 30. We’ll be back next week with our usual #TChat Twitter Chat.

The #TChat Twitter Chat and #TChat Radio are created and hosted by @MeghanMBiro and @KevinWGrossman, and powered by our partners @Monster_WORKS, @MonsterCareers, @HRmarketer, and @Focus.

On Air Talent: Introducing #TChat Radio

When TalentCulture founder Meghan M. Biro and I launched #TChat last November, we had no idea it would take off like it did.

Of course we had expectations, but still had no idea. We rotate topics each week to encompass a wide range of topics that affect all of us globally in the World of Work.

There are hundreds of Twitter Chats out there today competing for every tweeter’s frenetically brief but unique attention span – the Twitter events where participants talk about various subjects across industries and use a hashtag (like #TChat) to manage the chat stream.

It’s been an amazing journey. We are inspired now more than ever to keep the conversation moving forward. We’ve done over 30 shows to date and have nurtured a fantastic online community of professionals and enthusiasts that we hope to continue to deliver value and grow relationships with our interesting audience.  This eclectic group of talent is comprised of leaders, CEOs, entrepreneurs, HR, career pros, recruiters, business consultants, marketers, public relations and social media enthusiasts, bloggers, job seekers, and a variety of eclectic innovative passersby. Usually we have hundreds of participants per week using the #TChat hashtag, extending our broader “Tweet Reach” into the hundreds of thousands.

If you’re not familiar with our weekly Twitter #TChat (TalentCulture Chat), we discuss what affects us all. It’s all about the re-engineering of business today, of the way we work and the why of it all in the 21st century — The Business and Social World of Work. It’s about re-imagining how we lead, acquire, empower and retain our workforce today, with emotional connectivity and global cultural inclusivity. It’s about the intersection of Talent + Culture. We ask a series of questions and let all participants answer and share during the #TChat hour.

And now it’s time to hear us speak. Literally hear us speak.

#TChat Radio launches on Focus, the business expert network, on Tuesday, July 26, from 8-9 p.m. ET & 7-8 p.m. CT & 6-7 p.m MT & 5-6 p.m. PT (the same Tuesday time slot for all the #TChat’s). We are global so see here if you need a compass. For now it will be a monthly show, although we may move to bi-weekly sooner than later.

That all depends on you.

Our first show, The Talent Biz, will include the following topics from previous #TChat shows:

  • What does HR need to do to become better business partners to the rest of us?
  • 5 job search myths and the new recruiting realities HR pros need to know
  • A look at employer branding and how it plays into talent acquisition and company culture
  • And anything else appropriate we can shove into 45 minutes

We also wanted to keep our inaugural show “in the family” with our first guests, those who have been with the TC community for some time and who participate regularly. They include:

To listen in, please dial:

  • US Toll-free: 866-951-1151
  • Int’l: 201-590-2255
  • Passcode: 4999006

And while you listen, participate in the conversation via the #TChat stream on Twitter using your favorite Twitter client of choice. Ask questions, comments, talk amongst yourselves – be part of the conversation!

So please join us for #TChat Radio launching Tuesday, July 26, from 8-9 p.m. ET & 7-8 p.m. CT & 6-7 p.m MT & 5-6 p.m. PT. We are global so please see here if you need a compass.The #TChat Twitter Chat and #TChat Radio are created and hosted by @MeghanMBiro and @KevinWGrossman, and powered by our partners @Monster_WORKS, @MonsterCareers, @HRmarketer, and @Focus.

Top 20 Venues for Thought Leaders

While there are many ways you can establish your personal brand online and offline and inevitably stand out from others in your industry, functional area or even job candidate pool, one of the most powerful ways is demonstrating your unique value contribution through thought leadership.

A thought leader is by definition someone who is recognized for his or her innovative ideas, opinions, and/or perspective. However, if you want to be recognized as such, you must actually share your ideas, opinions and/or perspective with others.

Here are the top 20 venues for new and veteran thought leaders to share their value, expand their audience and grow their reputation and personal brand.

  • LinkedIn Answers: LinkedIn Answers is a unique Q&A forum that allows LinkedIn users to post questions and contribute answers to others’ questions. Getting involved in asking questions, answering questions and sharing insights and ideas related to your chosen industry is an effective way to establish your personal brand in an area of expertise.
  • Quora: Quora has combined the power of Q&A and Wikipedia into one platform where each question and answer become a living document that users can continuously discuss and update. Quora can be a great way to establish credibility and visibility. It also can be a comprehensive resource for networking and gathering information for future work and content, entrepreneurial ventures and/or personal efforts.
  • Your Own Blog: Blogging and contributing value-added content to better serve your industry can be an outstanding way to increase your visibility and demonstrate your unique value to potential employers and career stakeholders. Blogs are very easy to get started. There are both free and self-hosted platforms to choose from, including WordPress, Blogger and Typepad.
  • Guest Posting: If you’re not ready to commit to starting your own blog, consider writing content to contribute to other industry blogs. To find candidate blogs for your posts, do a quick Google search, check out the blogrolls of leading blogs in your area and check Alltop, an online magazine rack that provides a list of all the top blogs by industry or topic category.
  • Commenting: In addition to writing your own content, don’t forget to respond to the content that others publish on their blogs, as that can help you network your brand with other thought leaders and demonstrates your involvement. Again, use Google, blogrolls and Alltop to identify relevant blogs on which to become active.
  • LinkedIn Groups: There are thousands of LinkedIn Groups for you to join, including alumni groups, industry-specific groups, special interest groups and more. Start being active and contributing value from Day 1. Share interesting news with your groups, post links to intriguing articles and join in group discussions to show your investment in your industry or area of interest.
  • Facebook: While Facebook is intended to be more social than professional, this doesn’t mean it isn’t a venue for you to brand yourself. Share your activities and contributions or valuable resources in moderation with your friends, family and connections. They may already know you and your brand, but this will continue to reinforce it.
  • Twitter: Micro-blogging with Twitter is another way you can network with others, engage people in conversation and contribute value from your own blog, other industry blogs and websites and other thought leaders online.
  • HARO: HARO is a free personal branding service that connects professionals and students with writers, bloggers and journalists seeking sources for their articles, books, blog posts, etc. This can be a great way to get quoted in industry publications and increase your credibility and visibility among your peers.
  • Reviews: Writing a thoughtful review demonstrates your opinion of and take on someone else’s ideas and contributions. Leverage sites like Amazon to share your responses to others’ work.
  • HubPages: HubPages is an online platform where you can share your advice, reviews, useful tips, opinions and insights with hundreds of other authors and visitors without having to host, manage and market your own site or blog.
  • Squidoo: Squidoo is another platform for creating single webpages on your interests and recommendations, inevitably enhancing your online presence, search engine rankings and personal brand.
  • Google Knol: Google Knol is another platform where you can create, collaborate on, and publish credible web content without managing and driving traffic to your own website or blog.
  • SlideShare: Whether you have a presentation you have given before that you want to post, want to create a new presentation for others to view or have a portfolio of work to show off, SlideShare is a great tool that allows you to feature your presentations and documents and demonstrate your expertise and ideas in your chosen field.
  • Self-Publishing: If you interested in authoring longer works for your industry, consider self-publishing a book through CreateSpace or Lulu. You can also self-publish e-books in pdf format and share them via your blog, Scribd, SlideShare and across your networks.
  • Publishing: While there is no shame in self-publishing, getting published by a publishing house or publication does carry some prestige and credibility. You may know of publications and/or publishers in your industry to which you may want to send your content, but do check out the Writers Market series, as they provide invaluable resources and directories for writers.
  • Speaking & Teaching: Getting in front of an audience and sharing your expertise and ideas with them is an effective way to brand yourself as an expert. Identify something on which you can speak or present or even teach to a group of people and offer to contribute to an upcoming industry event or event put on by any associations you have joined. This will obviously take practice and may require you working your way up to bigger venues. You can also host your own events and market them to your local community and network. Promote your events online through LinkedIn, Facebook and Eventbrite. Remember, if you don’t have a physical space, you can also offer teleseminars and webinars which may attract larger audiences from around the country and world.
  • Video: More and more professionals are leveraging the power of video to market themselves, their expertise and/or their offerings. Sites like YouTube are popular platforms for featuring and marketing your thought leadership through video.
  • BusinessWeek Business Exchange: BWBX is a networking platform where you can both connect with fellow professionals in your industry and areas of interest, but also where you can share online articles and resources, including your own.
  • Networking: General career and business networking both online and offline will enhance your personal brand presence and connect you with other thought leaders, career stakeholders and potential followers. Attend in-person events in your industry, join local trade associations and make a point to network with at least one new person every week. Compliment your offline efforts by networking with other professionals online, using tools like LinkedIn, Facebook, Twitter, Networking Roulette by Brazen Careerist, BeKnown by Monster and any other tools or forums within your area of interest.

What are some other top venues where you share your ideas, opinions and personal brand?

Chris Perry, MBA is a Gen Y brand and marketing generator, a career search and personal branding expert and the founder of Career Rocketeer, Launchpad, Blogaristo and more.

Brand Reality of Buying Wonka Bars at Walmart: #TChat Recap

Your brand is how your company tastes inside and out. This includes your your employment brand and B2B and/or B2C corporate brand.

Used to be that all we ever saw of the inside was what was printed on the outside — the pretty packaging and marketing spin as well as what was regulated by the Federal government (which most of us never really read, and if we did, we didn’t understand it and still don’t).

The brand tastes were still pretty much similar and controlled by the company. In fact, until recently it was only the sugar coating we ever really tasted, no matter how much we bit off.

But mercy, if we really knew the stuff that was on the inside…

Then a little phenomenon came about called social media that threw flying monkey wrenches into the batter. As I’m sure you’ve gathered, flying monkey wrenches are bittersweet and can give both employees and customers a horrible belly ache.

Not that eating highly saturated fats around the water cooler wasn’t/isn’t fun when talking smack about your employer and other employer’s gut bombs you consumed recently. But now you have access to online forums and review sites and social networking sites and unreality TV shows that delve deep into the inner workings of Willy Wonka’s chocolate factory.

Another interesting phenomenon? Most of you didn’t stop buying Wonka bars when you found out children had fallen into the chocolate lake, the one that was supposed to be child free. And those of us with kids know just how dirty kids can be.

Here’s another example: we were on a family vacation on the Oregon coast this last week where my folks live and we made multiple runs to Walmart. For tons of cheap stuff including stuff for our two little girls. Some of you may scoff, but hey, we know Walmart is the low price leader and price. We also know that they’ve had discrimination lawsuits filed against them by female workers, have been chastised forever about not allowing their employees to organize, have been accused for paying employees lower wages than other major retail chains, have been accused of buying marginal product in bulk overseas, etc.

In other words, the sugar coating for us overrides the flying monkey wrenches. That’s why we still see such a differentiation of company and employment branding today, when in the optimal organics world they really should be aligned.

So, who controls employer brand today? We do, the employees and the customers. But does that stop us from buying Wonka bars at Walmart? Or even working there?

No way. That’s the brand reality.

You can read the excellent #TChat preview Employer Branding: Best Practice or BS?, and here were the questions from last night’s #TChat:

  • Q1. What’s your definition of company or employer brand?
  • Q2. How does employer brand differ from a consumer brand?  Personal brand?
  • Q3. What makes a strong employer brand?  A weak one?
  • Q4. How does employer brand play into talent acquisition?  Retention?
  • Q5. What effect does social media have on employer branding?
  • Q6. Who controls employer brand: the company, employees, public, etc.?

Thanks to everyone who stopped by and to her TC majesty @MeghanMBiro for moderating! Hey, quick plug – #TChat Radio is coming July 26! Great guests lining up from our #TChat family. Join us!

Is Employer Branding Best Practice or BS? #TChat Preview

Originally posted by Matt Charney on MonsterThinking Blog

The average worker today has more brands to deal with than a Texas cattle rancher, but one that most never really give a whole lot of thought to, at least compared to the ubiquitous (if ambiguous) concept of “personal brand” is that of employment branding.

Which makes sense; after all, many talent acquisition and HR professionals don’t pay a whole lot of attention to it, either, with many companies often outsourcing or ignoring this brand management function.  By contrast, other employers spend millions of dollars a year building and managing carefully crafted and focus group tested campaigns that look more like a Super Bowl ad than a classified employment listing.

With practitioners seemingly split on the importance, or even existence, of employment brand, it begs a few questions: which side are you on?  What side should your company be on?  And, most importantly: does it matter to the workers to whom these efforts are targeted in the first place?

We’ll be exploring these questions, and their implications for the evolving world of work, in tonight’s #TChat: “Is Employer Branding BS?” No matter which side of the fence you’re on (or, like most, neutral or undecided), if you’ve ever visited a company career page or read an industry blog (like this one), you’ve been exposed to employer branding – that is, if it really exists.

Join moderator Meghan M. Biro (Twitter: @meghanmbiro) of @talentculture along with #TChat co-hosts @kevinwgrossman @monsterww @monster_works and @focus tonight at 8 PM ET/5 PM PT and let us know: is employer branding B.S.?

#TChat Questions & Recommended Reading (07.12.11)

To help prepare, and inform, your participation in tonight’s conversation (or even if you can’t make it), here are the questions we’ll be discussing, along with some recommended reading designed to give you background – and perspective – on employer and company culture branding.

Tonight’s sure to be a lively discussion; we look forward to seeing you (and your brand) for #TChat at 8 PM ET/5 PM PT!

Q1. What’s your definition of company or employer brand?

Read: The Employer Brand Experience by Dr. Jesse Harriott & Doug Hardy

Q2. How does employer brand differ from a consumer brand?  Personal brand?

Read: Why Employer Branding Matters More Than Ever by Bob Kelleher

Q3. What makes a strong employer brand?  A weak one?

Read: The Taylor Guitar Story: Fine Tuning A Successful Corporate Brand by Bob Taylor

Q4. How does employer brand play into talent acquisition?  Retention?

Read: Attract the Right Candidates With Consistent Company Branding by John Rossheim

Q5. What effect does social media have on employer branding?

Read: How to Use Social Media To Build Your Brand by Susan Kuchinskas

Q6. Who controls employer brand: the company, employees, public, etc.?

Read: Tactical Corporate Transparency: Build Your Brand From The Inside Out by Shel Holtz & John C. Havens

Visit www.talentculture.com for more great information on #TChat, as well as other great resources on careers and hiring.

Monster’s social media team supports #TChat’s mission of sharing “ideas to help your business and your career accelerate — the right people, the right ideas, at the right time.”

Monster's BeKnown Disrupts: Meet New School Social Networking

Weekends aren’t the usual time for companies to drop market-making news, but it happened this weekend, when Monster announced the launch of BeKnown, a networking application which marries the social-media savvy and vast audience of Facebook (more than 750 million users) with the track record and recruiting muscle of Monster

I was prepared in briefings last week so it was not a complete surprise to me. I’m still pondering the ramifications of this shiny tool. But it happened, and in the reporting that accompanied the announcement, one observation went unsaid.

Old School, Meet New School

For recruiters and talent management pros everywhere, it’s an announcement that’s been a long time coming. I’ve known the team at Monster for many years and through many of it’s revisions. As one of our #TChat media partners I offer Monster a huge congratulations and am very pleased about the news. And while some companies may feel a bit threatened or fear disintermediation, it is a good thing for our industry. Time will tell how quickly people and companies can adopt the new technology in a way that is useful.

For job seekers, it’s a revolution that continues to unfold. Revolutions change things, and people have to figure out how to use the change to their advantage – and do it quickly. Does this mean no more need for recruiters? Absolutely not, and more on that later too.

With BeKnown, job searchers – passive or active – have a new tool with which to create professional networks. Users can construct an old-school presentation of their accomplishments – a social resume – and float it out, while keeping their personal and professional networks separate, into the powerful, new school Facebook stream.

There are other real contenders in this game – LinkedIn, with ~100 million users, and an early innovator giant kudos goes to BranchOut, a Facebook application created by a bunch of smart, Silicon Valley VC-backed entrepreneurs. There is zero question they are early adopters in this space. Both are excellent tools, but neither has the recruiting backbone of Monster. I wonder how this will play out in the marketplace. Will be interesting to watch the developments.

What does this mean for recruiters?

We will have to be smarter and work harder for clients to prove our value. But I’d argue that the vastness that is Facebook will turn out to be a great thing for recruiters who continue to pivot quickly to offer services to help clients bridge the worlds of social interaction and job search. I’ve been to Leadership and HR conferences and talked to lots of recruiters in the past few years, and most of them have been looking for something like BeKnown. Why? Because most recruiters are already social media-savvy, but most companies don’t have the bandwidth to construct social communities to attract prime recruits. BeKnown could be a/the invaluable bridge.

What does it mean for job seekers?

More access. A new channel, in a familiar Facebook form. More than 700 million other users, loosely-connected into a huge job-sharing and job-hunting network. What BeKnown doesn’t have that recruiters offer: a tight, focused relationship, built on trust, with a professional who knows the ins and outs of job hunting, personal branding, talent management and career-building.

BeKnown will create disruption, but it also will create opportunity for job seekers and recruiters. What it won’t do? Replace relationships.

The loose bonds many of us have with Facebook friends are fragile, transient things, made more transient by frequent, subtle tweaks to Facebook’s algorithms which create a social filter many users barely notice. Facebook’s privacy issues and lack of transparency are real concerns that will continue to be managed. Nevertheless, BeKnown is a step forward for job seekers at a time when many need the extra help and visibility. And for recruiters, it’s a missing piece – a social edge, a new channel, a new way to add and prove the value of relationships.

Please see more thoughtful analysis of this news from Josh Bersin.

It’s old school meets new school. And I could not be happier.

Finding Obsessed HR Fanatics: True Promoters

In Raiders of the Lost Ark, Indiana Jones was searching for the Ark of the Covenant, the key to all human existence.

HR has been on a quest for its own Holy Grail for years – credibility.

In this post, Laurie Ruettimann says the way to get HR credibility is to take over. Move into a leadership position that allows you to influence the direction of the company and the value HR has within it. I agree. But what do you do in the meantime?

Find HR Otaku…

Otaku is a Japanese word for people who are obsessed with video games, anime and action figures. They are fanatics. They write about it, blog about it, purchase it, play it, go to conferences, read books, dress up in costumes and spend lots and lots of money on it.

One of the core principles I’ve been teaching business owners the last several years comes from Seth Godin’s book, Purple Cow. The principle of finding customers who will be otaku, who will be fanatical about the products and services you provide is a game-changer. When you figure out who those people are and target your marketing to them, your business will grow because they will talk about it, sing your praises and spend lots of money with you.

And guess what HR? There is otaku in your company; you just need to find them.

Instead of rolling out a company-wide initiative that gets a typical head-rolling, “we don’t have time for that” response, do a pilot. And when you do your pilot, do it only with a segment of the organization that will be otaku about it. Talk about a shift! Instead of convincing the whole organization about the merits of the initiative, your otaku will promote it and you.

Selection Criteria

How do you find your otaku for a pilot? It should be a group that…

1. Is ready. Find a group that is not change adverse and welcomes opportunities for new things. Trying to pilot an initiative in a group whose philosophy is, “This is how we’ve always done it” is only going to lead to frustration.

2. Has the bandwidth to make the project work. Analyze what the commitment in resources (time and money) is going to be. Be prepared to answer how much time will be lost in productivity and make the case for the long-term ROI of the project.

3. Can show demonstrable, measurable results. Get really clear about what success looks like before you start and partner with the business unit on what the metrics will be. The executive team will want to see the ROI before it goes company-wide.

4. You have a good relationships with. The key to a good pilot is lots of open, truthful communication between you and the business unit so you can make improvements to your project.

So until you are the helm of your HR department, use the otaku technique, one business unit at a time to develop the credibility you deserve.

IMAGE VIA HaPe_Gera