In this do-more-with-less era, it’s almost counterintuitive to think that “silo” mentality still defines some organizations. We’ve all seen it — different departments don’t know why or how they should rely on each other, and business suffers from a lack of collaboration.
Of course, I do know some companies where communication is strong. People forge cross-functional relationships, and they use influence to drive progress. But unfortunately, that’s not the norm. More often, departments work in isolation — struggling to understand business problems, confused about how to solve them, and uncertain how to move to the next level. Cultures like this lag far behind collaborative competitors.
Bridging the Gap
Where is this challenge most prevalent? Let’s start in our backyard, with human resources and marketing. As the TalentCulture community discussed this week at #TChat events, these two disciplines share much common ground, but tend not to realize it. Why? Let’s dig deeper.
When a company seeks candidates for an open position, it relies upon a process that helps recruiters translate the need into a workable activity. For example, the process may start with a job description, created with requirements and other information obtained from the hiring manager. The description is transformed into a job posting and communicated externally in multiple forms. Various channelsdeliver the message to appropriate audiences as an offer that says essentially, “Here’s the kind of talent we seek. In exchange for your ability and commitment to perform the job to our expectations, we will compensate you with X, Y and Z.”
People – Potential employees Product – Job opportunity Price – Associated cost to recruit, fill, hire and retain Promotion – Advertising and word-of-mouth about the job opening Place – Organizational culture, which extends to talent communities that share job information
At the intersection of recruiting and marketing, many tactics and fundamentals go hand-in-hand, creating opportunities to exchange knowledge and hone skills. But more importantly, at the center of this common worldview is the employment brand — a powerful organizational asset. This is the foundation upon which an employment value proposition flourishes. The proof points are bits of raw workforce and candidate experience data we should analyze within the context of a strategic recruitment plan. Ultimately, that recruitment plan should not only inform corporate brand strategy, but also be shaped by it.
Two Sides Of The Same Coin
Like two sides of a coin, recruiting and marketing practitioners must work in concert to be truly effective. As people listen, learn, empathize and sharpen their communications, the opportunity to understand and leverage interdepartmental strengths will expand. When teams work in concert to unify brand positioning, measurably improved outcomes can’t be far behind.
Thanks to everyone who shared ideas and opinions about this topic at #TChat events this week. We invite you to review the related resources below, and continue this conversation here and on social channels. Hopefully, we can be an example of effective professional collaboration!
#TChat Radio: As a prelude to our open Twitter chat, Meghan M. Biro and Kevin W. Grossman, talked with two recruiting experts about why and how HR organizations can leverage marketing expertise to enhance recruitment. Our special guests were:
#TChat Twitter: Immediately following the radio show, I moderated an open discussion with Chris, Meghan, Kevin and our entire community on the #TChat Twitter stream. For highlights from the conversation, watch the Storify slideshow below:
GRATITUDE: Thanks again to guests David Bernstein and Chris Fields, for offering your perspectives on recruiting and marketing this week. Your expertise and insights are invaluable to our community.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about related 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 on 9/11, we take a serious look at an important subject, “Workplace Violence and Prevention.” This promises to be a helpful and informative session. So plan to join us, and check for more details in coming days here and on TalentCulture channels.
In the meantime, 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 your ideas and opinions are always welcome.
Every organization has its own unique “hiring culture,” in addition to its core company culture. Hiring culture deserves just as much attention as company culture, because the two are deeply intertwined. The way an employer acquires talent determines not only who works at the company, but also the very essence of how those people function.
Culture: A Reality Check
Before we look at ways to elevate your hiring culture, let’s first look at how esteemed cross-cultural researcher Geert Hofstede defines culture:
“Culture is the collective programming of the human mind that distinguishes the members of one human group from those of another. Culture in this sense is a system of collectively held values.”
By extension, a strong definition of company culture emerges: “the collective programming of the human mind that distinguishes the members of one company from another.”
So, what attracts people to a particular company (and culture)? And what motivates them to move from one culture to another? Early interactions with a new company bring us face-to-face with that organization’s hiring culture. It’s essential to make those initial experiences as approachable and authentic as possible. How?
Elevate Your Hiring Culture — Focus On 3 Key Factors
1) Alignment With Company Culture
Hiring culture feeds off of company culture, and company culture feeds off of hiring culture. However, your company culture has more inertia. In other words, every day, a mass of employees brings your company culture to life. Each employee is essentially a walking, talking, full-fledged marketing campaign, demonstrating what it means to work at your company. Do those employees know what your business stands for?
Companies such as TOMS and Google are models of how to “own” a company mission that focuses on social good. TOMS employees speak proudly about how every shoe purchase leads to a free pair of shoes for someone in need. This positivity carries over to its culture. Google employees popularized the slogan, “Don’t Be Evil,” as a way of pledging not to abuse the company’s abundance of information.
Every employee at your organization should know what your corporate slogan means, and feel comfortable sharing that concept with others. For example, I’m proud to say that my company stands for Zero Unemployment.
2) Transparent Employer Branding
Adding transparency to your employer branding gives potential hires a better idea of the impact your company is trying to make on the world, and a more accurate impression what it’s like to spend a day in your environment. You want to attract people that want to be there. Therefore, you have nothing to lose by being bold and straightforward. For example, Zappos offers employees $2,000 to quit because, as they say, “We really want everyone to be here because they want to be, and because they believe in the culture.”
To increase the transparency of your employer brand, and attract people who will be passionate about your company, try these tactics:
• Share authentic pictures of what it is like to work at your company (real pictures of real employees on the job)
• Counsel employees on why and how they should talk about your company and share your brand message, and;
• Be awesome. This cannot be faked. When a company’s mission, vision and values are worthy, it shows.
3) Streamlined Hiring Communications
Finally, take a careful look at your hiring process. Where do you see disconnects in communication? How do they affect the speed and quality of talent acquisition? Consider a more collaborative model. For example, with a team of 3 to 4 people (rather than only 1 or 2), the hiring manager draws on more perspectives for a well-informed hiring decision, and you can get your team more invested in each new hire.
No matter how you structure hiring teams, it’s essential to have a system in place that facilitates information exchange across all levels. Hiring managers must have a way to define and update the information they want from interviewers; interviewers need a simple way to capture and share their impression of candidates, and stakeholders need an easy way to review and exchange input, so they can make timely, effective hiring decisions.
Better Hiring Culture = A Better Business
According to HubSpot CEO, Brian Halligan, “If you’ve got a great product, it pulls in customers; if you’ve got a great culture, it pulls in employees.”
But here’s the rub: You can’t have a consistently great product without consistently great employees. And you can’t have great employees without a clear, coherent, compelling hiring culture. Hiring culture determines who you’ll attract as employees. Those choices will shape your company culture, and inevitably, your bottom-line.
Is your hiring culture attracting, closing and retaining the best talent for your company? What do you think it takes to develop and improve a hiring culture? Share your ideas in the comments area.
(Author Profile: David Smooke is Director of Social Media at SmartRecruiters, the hiring platform. In addition to overseeing SmartRecruiters’ online communities, David is the Editor-in-Chief of the SmartRecruiting Blog and co-organizer of monthly Smartup events. He believes remarkable content determines the usage of every news feed.
David lives in San Francisco and enjoys walking the city, reading Dostoyevski, playing basketball, and discussions of the internet’s potential growth. Connect with David on Twitter at @DavidSmooke, and on LinkedIn at Linkedin.com/ClarkKent.)
https://talentculture.com/wp-content/uploads/2013/09/Welcome_mat.jpg350700TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-09-04 13:51:502020-05-25 17:55:15Hiring Culture: Creating A Recruitment Ecosystem
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.
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!
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!
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.
Having a hard time finding the right employee for the job? You may be looking at the wrong group of candidates. According to recent reports, hiring within the flexible job market has steadily increased over the past 12 months. In addition, employers plan to hire more flexible workers this year than any other year before.
So, why is it in your best interest to consider flexible workers?
This infographic, compiled by Hourly (an employment network that quickly matches people who are interested in flexible positions with the right opportunities), illustrates why the flexible talent pool is the group to watch. Some noteworthy takeaways:
40% of employers plan to hire temp workers this year, and more than 80% plan to increase their flexible workforce;
25 million Americans work part-time, 20 million telecommute, and 10 million are independent contractors;
39% of temporary workers will transition into full-time jobs.
https://talentculture.com/wp-content/uploads/2013/08/httpwww.nicolelapointe-mckay.blogspot.com_.jpg351700Heather Huhmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngHeather Huhman2013-08-21 07:15:142020-05-25 17:52:005 Reasons To Hire Flexible Talent
If you want to attract top talent, and keep those high performers on your team (as I assume every employer does), it’s important to create a virtuous cycle. You’ll find it in cultures driven by passion, where employees are treated with respect, and candidates are treated like employees. There’s a continuous loop of positive reinforcement.
It sounds simple enough. So, when companies miss the mark, where do they go wrong? I think many organizations approach recruiting as an isolated objective. But the most effective talent strategies are built on three components that work together to complete the loop:
1) Recruitment
Today the employee experience starts long before the first day at work. With the growth of Glassdoor and other “talent marketplace” sites, anyone can comment about you as a prospective employer, even if they never receive or accept an offer. Your reputation is critical in attracting top talent, so it’s essential to treat candidates with the same level of attention and respect that you extend to employees.
2) Referrals
Unhappy, disengaged employees typically don’t refer friends to their employers. On the other hand, smart employees won’t refer weak candidates to an employer they like. That psychology naturally favors referral programs for organizations devoted to employee success. With the right structure and nurturing, a referral program can help develop a vibrant culture, where people are committed to working toward a common purpose. You can empower your workforce to select for cultural fit, while dramatically reducing recruiting costs, and decreasing the time needed to help new employees achieve peak performance.
Check out the SlideShare presentation below for more insights about the power of referrals.
When building your recruiting strategy, don’t neglect your organization’s current workforce realities. For example, is your employee turnover rate unacceptably high? If your company faces a retention problem, accelerating recruitment is like shoveling water out of a sinking boat. It’s smarter to focus on plugging the hole. If you address the problems that cause employees to leave, you’ll not only have fewer positions to fill, but you’ll also attract top performers more easily. Savvy candidates quickly sense a toxic or chaotic culture. On the other hand, passion and engagement are contagious, and will draw qualified candidates to your door.
Integrated Approach = Business Benefits
Attend the on-demand webinar now
In HR, we know better than anyone that the quality and commitment of people on your team are the foundation of business success. If your talent strategy considers what happens before, during and after every hire, you’ll create a sustainable framework for top performance.
https://talentculture.com/wp-content/uploads/2013/07/1136532_46333595.jpg350700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-07-27 08:12:132020-05-25 17:41:00The 3 "Rs" of Hiring "A" Players
If you want to attract top talent, and keep those high performers on your team (as I assume every employer does), it’s important to create a virtuous cycle. You’ll find it in cultures driven by passion, where employees are treated with respect, and candidates are treated like employees. There’s a continuous loop of positive reinforcement.
It sounds simple enough. So, when companies miss the mark, where do they go wrong? I think many organizations approach recruiting as an isolated objective. But the most effective talent strategies are built on three components that work together to complete the loop:
1) Recruitment
Today the employee experience starts long before the first day at work. With the growth of Glassdoor and other “talent marketplace” sites, anyone can comment about you as a prospective employer, even if they never receive or accept an offer. Your reputation is critical in attracting top talent, so it’s essential to treat candidates with the same level of attention and respect that you extend to employees.
2) Referrals
Unhappy, disengaged employees typically don’t refer friends to their employers. On the other hand, smart employees won’t refer weak candidates to an employer they like. That psychology naturally favors referral programs for organizations devoted to employee success. With the right structure and nurturing, a referral program can help develop a vibrant culture, where people are committed to working toward a common purpose. You can empower your workforce to select for cultural fit, while dramatically reducing recruiting costs, and decreasing the time needed to help new employees achieve peak performance.
Check out the SlideShare presentation below for more insights about the power of referrals.
When building your recruiting strategy, don’t neglect your organization’s current workforce realities. For example, is your employee turnover rate unacceptably high? If your company faces a retention problem, accelerating recruitment is like shoveling water out of a sinking boat. It’s smarter to focus on plugging the hole. If you address the problems that cause employees to leave, you’ll not only have fewer positions to fill, but you’ll also attract top performers more easily. Savvy candidates quickly sense a toxic or chaotic culture. On the other hand, passion and engagement are contagious, and will draw qualified candidates to your door.
Integrated Approach = Business Benefits
Attend the on-demand webinar now
In HR, we know better than anyone that the quality and commitment of people on your team are the foundation of business success. If your talent strategy considers what happens before, during and after every hire, you’ll create a sustainable framework for top performance.
What does it take to recruit top talent in today’s business environment? Is a nonstop employer commitment essential? And how can companies link recruiting and retention more closely, for better business results?
Learn from the experts at a very special webinar this Thursday, July 25, at 1pm ET/10 am PT. At 24×7 Recruitment TalentCulture CEO, Meghan M. Biro, and Achievers Talent Acquisition Manager, Kate Pope, will engage in a dynamic discussion about the factors that make or break recruiting strategies.
“I’m passionate about exploring best practices in talent management — and forums like this create an opportunity to share ideas with a broader community” Meghan says. “Earlier this year, TalentCulture and Achievers joined forces to help generate conversations that elevate the future of work. This brings that concept to life in a way that can make a real difference for talent-minded professionals.”
Throughout the webinar, members of the TalentCulture community are invited to share highlights and questions on Twitter by tweeting with Achievers’ #A_Chat hashtag.
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
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:
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
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!
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!
https://talentculture.com/wp-content/uploads/2013/07/DorieClark-1.jpg310620Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-07-14 12:06:472020-05-25 17:38:20You 2.0: Reinventing a Personal Brand #TChat Preview
If you’re looking to add value to your company, taking on an intern who’s only “good enough” just doesn’t cut it. Of course, every internship applicant isn’t going to knock your socks off with stellar skills, experience, and a fresh perspective. But what should you expect?
Let’s face it: Hiring interns can be a challenge. Although candidates may look good on paper, interviews often reveal a whole different story. Some students and recent graduates may stumble into your office lacking any knowledge or interest in your company. Others may offer attractive skills or experience, but want a hefty salary. And others may balk at an entry-level role that seems uninspiring.
What To Do?
Building a strong internship program starts with a long-term vision. It’s about finding talented young candidates who demonstrate potential to transform into full-time hires. What should you look for on you mission to find a rockstar? Consider the “best” and “worst” profiles in the following infographic from InternMatch, an online platform that specializes in connecting intern candidates and employers. It highlights some fascinating statistics about Millennials (aka Generation Y):
89% say that constantly learning on the job is important
40% think they’re smarter than their boss
40% say they should be promoted every two years, regardless of performance
50% prefer unemployment to working at a job they hate
What Have You Discovered In Hiring Interns?
Do you agree with these statistics? What traits matter most when you hire interns from today’s pool of young talent? Share your thoughts in the comments section below.
Like dating, hiring a new employee can be a stressful but rewarding process. Before you find a perfect match, you may meet tons of qualified people. And like a first date, interviewing is essential to evaluate a candidate’s qualifications and experience. But as you plan your interview strategy, don’t forget about chemistry.
Shall We Dance?
Sound hiring decisions require a grasp of each candidate’s potential fit with your company culture. However, as we all know, it can be hard to address important topics on a first date. Job interviews are no different. Quickly assessing a prospective employee’s personality requires finesse. That’s why skilled recruiters often rely on indirect questions.
In a recent Inc.com article, business writer Jeff Haden compiled a list of entrepreneurs’ favorite interview questions. The entire list is fantastic, but I want to point out three questions that I find exceptionally effective:
1) When have you been most satisfied in your life?
Dick Cross, founder and CEO of investment industry performance advisors, Cross Partnership, asks this question to learn what motivates potential employees to achieve, so he can determine how this matches with opportunities at his company.
Inspired employees make success happen, but inspiring employees takes more than a clear mission or a cool product. People find satisfaction in unique accomplishments or special moments. Your company may not offer the same type of satisfaction or motivation a qualified employee needs to perform at the highest possible level.
2) Who is your role model, and why?
To discover how introspective candidates are, Clara Shih, Hearsay Social co-founder and CEO, asks them to talk about their role models. As a bonus, the answers often reveal core values and career aspirations.
When individuals talk about role models, they naturally describe the qualities they admire and hope to embody. For example, if Ghandi is your role model, it would be difficult to explain why investment banking would be an ideal career path for you. By assessing the merits of others as a benchmark, candidates can more easily assess their own strengths, weaknesses and professional progress.
3) What’s your super power? or What’s your spirit animal?
While super powers and spirit animals seem off-topic for interview sessions, HootSuite CEO Ryan Holmes uses this topic to get a hint of candidates’ creativity and self-awareness.
Abstract personality-type questions are an opportunity to demonstrate wit and imagination (and at the very least, tolerance for fanciful questions). Clearly there is no right answer here, but it offers a non-threatening way for candidates to open up. Their delivery and detail can reveal how they see their place in the world, and offers a chance to learn about unique qualities they hope to contribute to an organization.
Does your company interview for culture fit? What questions do you find most revealing?
https://talentculture.com/wp-content/uploads/2013/06/winter-boots-80931_1920.jpg352700Razor Sulemanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngRazor Suleman2013-06-07 17:26:232020-05-25 17:21:03Are You A Good Fit? 3 Interview Questions
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.
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.
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.”
#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?”
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.
https://talentculture.com/wp-content/uploads/2013/06/httppixabay.comenrace-aircraft-sky-clouds-92193.jpg9591917Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-06-06 17:37:082020-05-25 17:20:42Hiring Is Hard: May The Best Brand Win #TChat Recap
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.
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
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!
https://talentculture.com/wp-content/uploads/2013/06/GerryElaine.jpg350700Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-06-02 10:36:292020-05-25 17:20:18Does Your Hiring Process Speak For Your Brand? #TChat Preview
I love my work. But there are challenges (understatement). Keeping pace with 21st-century talent and technology trends means commitment to a perpetual learning curve.
The “human side” of business is now a vast and fluid domain. It’s a melting pot, churning in overdrive, with talent-recruitment-engagement-performance-management-HR-bigdata-leadership-development-socialmedia-and-career-skills all colliding and transforming at every turn. Each day brings more than anyone can absorb. We all feel it. This sensory overload is the new norm.
Learning as a Way of Life
I can’t stop learning (and couldn’t if I wanted to). My career demands nothing less. I just got back from an exciting HR conference in Philly where I met fascinating, bright, dedicated people, and discovered jaw-dropping, radically innovative tools. In a word, I learned.
To be honest, there is nothing in the world I love more than learning — anywhere, anytime. Exchanging ideas in any social environment is an experience that makes my pulse race. And these days, I often feel like I’m experiencing a non-stop adrenaline rush!
It’s exhilarating to see smart people rewriting rules (even at this moment). And although it’s often exhausting to be at the heart of a global learning community like TalentCulture, I also feel alive and engaged every day. I hope you feel that way, too — and that’s why you participate.
Learning as Leverage for Others
Along with the adrenaline highs, sometimes on this “world of work” odyssey, I’m exposed to alarming challenges. And as my friend Angela Maiers explains, one of the most alarming issues today is the increasing shortage of skilled talent. It’s a reality that the business world can no longer afford to ignore.
Simply put — we are not preparing students sufficiently for today’s economy — let alone for the future of work.
On one hand, this leaves behind millions of potential workforce contributors who are considered unemployable by most standards. On the other hand, companies are struggling to find qualified talent for unfilled positions. Adding insult to injury, companies have slashed recruiting and development budgets to the bone in recent years, while simultaneously increasing their expectations for finding capable talent. This is not a recipe for success.
We Can Matter — As Mentors
See the #TChat Preview & sneak-peek video
Something must change. I know that TalentCulture community understands this.
The good news is that each of us is equipped to lead the way — with whatever time, knowledge and skills we have available. Even more good news — there are ready-made ways to “pay-it-forward” as mentors. And one of those ways is through Angela Maiers’ bold educational initiative, Choose2Matter.
Angela isn’t waiting for government or big business or educational institutions to fix the problem. Instead, she’s using her brains, her passion and her professional network to unleash a tiny movement that can make a lasting difference in the future of every student that Choose2Matter touches.
This fearless approach to “future-proofing” our nation is why Choose2Matter’s leaders are joining us this week on #TChat Radio, and on our #TChat Twitter Chat (see the preview: “Business Case for Mentoring”). And it’s why TalentCulture is committed to support Choose2Matter, going forward.
Together we can bridge the skills gap, one student at a time. All it takes is enthusiasm, business experience, and a commitment of your time to help students work productively toward their dreams.
The goal is to encourage the genius in every child. The kids are ready. So let’s give these amazing dreamers the support they need to achieve to their fullest potential. As a talent development champion, I’m in. Why not join me?
https://talentculture.com/wp-content/uploads/2013/05/httppixabay.comenmichelangelo-abstract-boy-child-71282.jpg12051920Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-05-08 11:48:112020-05-25 17:11:06Did You Learn Today? Pass It On
For geeks in the TalentCulture community, this was a red-letter week. We saw an impressive spectrum of innovative technology solutions roll through the HRO Today Forum in Philadelphia.
As planned, TalentCulture founders, Meghan Biro and Kevin Grossman were on-hand each day — sharing photos, updates and color commentary, live on the #TChat stream. It was like opening a virtual window into the state of HR innovation — and along with it, a perfect springboard to discuss promising “world of work” technologies and best practices.
I dialed-in from a distance, and couldn’t help feeling drawn to the energy of the iTalent innovation showdown (which Connect6° won, by the way), as well as the enthusiasm of #TChat-ters who openly exchanged ideas about HR tech at our Wednesday Twitter discussion. (See complete highlights in the Storify slideshow near the end of this post.)
Key Takeaway: Seek Balance
So, did we reach consensus about technology’s role in acquiring and nurturing talent? Did we agree on what matters most — high tech or high touch?
Wait. That’s not the right question. This isn’t a zero-sum game. Instead, shouldn’t we ask something more useful? Try this:
How well are we balancing the natural tension between “high tech” and “high touch,” for best results in our organization?
Truth is, there will never be a “final answer.” In an ever-changing business environment, we’ll always be seeking true north. A commitment to continuous improvement can help. But even with constant recalibration, it’s easy to miss the mark. So, for future reference, maybe we should tuck this tiny nugget of #TChat advice into the back of our minds:
Watch Tim’s G+ Hangout videos in his #TChat Preview
Meghan on Monday: To start the week, Meghan expanded on her Forbes commentary in a message to the TalentCulture community: “HR Tech as High Art and Deep Science.”
#TChat Preview: Our community manager, Tim McDonald, outlined the theme and key questions in a preview post: “Live From the Edge of HR Innovation,” featuring brief video interviews with four of the five finalists in this year’s HRO Today Forum iTalent Competition.
#TChat Twitter: Our expanding community gathered around the #TChat Twitter stream, as Achievers Community Manager, Katie Paterson, led us in a real-time exchange of ideas about innovation in HR practices and technology. The feed lit-up with great ideas and interaction throughout the hour. Watch highlights below:
#TChat Twitter Highlights Slideshow: “Live From the Edge of HR Innovation”
SPECIAL THANKS: Again, thanks to the HROToday Forum social media team for sharing their perspectives live from the conference, and thanks to Achievers Social Community Manager, Katie Paterson, for spearheading this week’s #TChat Twitter conversation. You brought insight, humor and energy that everyone could feel.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about HR Innovation or related 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, education and social learning advocate, Angela Maiers, returns to talk about how our nation can prepare today’s students to become tomorrow’s business and technology leaders. Stay tuned for a “sneak peek” video in our preview this weekend!
Until then, as always, 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 lights are always on at TalentCulture, and your ideas and opinions are always welcome.
It’s a huge week ahead in Philadelphia at the HRO Today Forum — not just for #TChat-ters, but also for some of the most innovative vendors in the HR space.
As we mentioned several weeks ago, TalentCulture co-founders Meghan Biro and Kevin Grossman will be front-and-center throughout the conference, where they’ll do triple duty:
Working the aisles and sharing insights on the #TChat Twitter feed and through other social channels
Meghan equates the iTalent competition to a reality show like “The Voice” (or, as she explained last year, “The X Factor”) — a live “show-and-tell” experience for HR professionals who obsess over innovative ideas and technologies. But I think anyone who likes to stay ahead of business and technology trends will find it fascinating.
You can get a taste of the “iTalent Five” right now by watching my sneak-peek interviews with representatives from several of these organizations:
John Younger, President, CEO and Mojo Master at Accolo HireMojo, talks his organization’s vision and ability to dramatically accelerate the hiring process:
Christopher Hohman, Co-Founder of Connect6°, explains how this powerful recruiting platform leverages social networks to connect companies and candidates more easily and effectively:
Ed Newman, Vice President of Strategy at iMomentous, talks about how and why it’s vital to find and engage talent through mobile channels:
Mark Talaba, EVP and a Principal at The Gabriel Institute, discusses Teamability — a new way to help business understand and measure how people work together:
#TChat Events
Inspired by advancements from organizations like these, we’ll be putting HR innovation in the spotlight throughout the week in #TChat events. Whether your’re at the HRO Today Forum in person — or connecting from a distance — it should be a great way to learn about what’s hot in talent-related technology. So join the TalentCulture conversation, and let’s explore the possibilities:
Everyone is welcome at our open, online Twitter forum, where executives from Achievers (employee recognition software innovators) will lead us in a real-time exchange of ideas about these key questions:
Q1: What leading-edge HR processes are truly best practices? Why? Q2: What innovations in HR technology are helping business grow? Why? Q3: How can HR leaders drive revenue growth in their organizations? Why? Q4: How can HR leaders better develop and manage multiple talent ecosystems? Why? Q5: “Employee engagement” gets buzz in today’s world of work. Is it legit? Why/not?
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.
https://talentculture.com/wp-content/uploads/2013/04/httppixabay.comenhand-silhouettes-network-media-68952.jpg10351600Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-29 09:39:292020-05-25 16:49:57Live From the Edge of HR Innovation #TChat Preview
(Editor’s Note: If it’s Monday, this must be Meghan’s #TChat Preview, right? Well, in the spirit of continuous improvement, we’re shifting the editorial flow. Starting this week, you’ll see #TChat Preview/Sneak Peek videos even earlier than before. Our Community Manager, Tim McDonald, is posting weekly previews on the weekend, so that Meghan is free on Mondays to share whatever is on her mind. That should keep us all guessing! Let us know what you think of this approach. And as always, thanks for your support!)
HR & Technology: A Natural Power Couple
I’m psyched about the upcoming HRO Today Forum in Philadelphia from April 30-May 2. This is a fun HR/Tech meeting of the minds. It’s always exciting and inspiring — filled with the best and brightest minds, and the latest cool and innovative HR technologies. In fact, this will be my second year serving as a judge at the Forum’s iTalent competition. Think of it as “The Voice” (or as I put it last year, “The X Factor”) for those of us who obsess over HR technology. I can’t wait to see who wins this showdown!
Read the full Forbes.com column now…
What Makes HR Tech So Powerful?
But of course, tech for tech’s sake isn’t the goal. It’s really about finding ways to create a better world of work. As I explain in my Forbes.com column this week…
Self-service is a key development in building and retaining a work-class workforce. It is a key leadership and learning tool. It is what the future looks like. And it’s here today.
But … Self-service is no substitute for savvy hiring. It can take smart hiring to a new level, but never, ever forget that hiring is the bottom line in HR and leadership. If you hire wrong, all the “insanely great” self-service efficiency in the world will be worthless.
So, even as we embrace new ways to operate more efficiently and effectively, we need to keep our eyes on the strategic business prize. To see the full picture from my point-of-view, read my Forbes post:
Bottom line: Technology is only as valuable and productive as the people using it. Until robots rule the world, people are your core asset. So let’s not lose sight of what really makes the world of work go around.
https://talentculture.com/wp-content/uploads/2013/04/hole-kartenlocher-62897.jpg352700Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-04-15 07:49:122020-05-25 16:39:49The Human Side of HR Self-Service
Change. We all feel it. It’s become a relentless business reality — and the pace just continues to accelerate.
Now, however, the structure of work itself is changing. This means HR processes and programs are also shifting in fundamental ways.
The evidence is all around us. HR organizations are becoming flatter, more flexible and more agile — as we discussed several weeks ago when exploring “Talent in the Cloud.” And increasingly, talent strategies are driven by insights from relevant research and data analysis.
What does this suggest for the next chapter on the human resources management front? What issues and opportunities should be foremost on HR practitioners’ minds?
These are the questions that the HRO Today Forum will tackle in Philadelphia, April 30-May 2. And that’s what we’ll also discuss throughout the coming week in the TalentCulture community.
Tune into #TChat Radio – Live on Tuesday or on-demand after
Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:
#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.
#TChat Twitter – Wednesday, April 17 at 7pm ET / 4pm PT Everyone is welcome to join our open, online Twitter forum, as talent-minded professionals exchange ideas in real-time about these key questions:
Q1: What are the primary elements of today’s world-class workforce? Why? Q2: Can gamification really help us recruit, engage and retain employees? Why/why not? Q3: The contingent workforce continues to grow; how can companies truly integrate with FT employment? Q4: Why are manager and employee self-service technologies so important to the enterprise? Q5: Will mobile workforce communication/collaboration circumvent other forms? Why/why not?
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!
https://talentculture.com/wp-content/uploads/2013/04/ChangeAhead_TimThumb.png.jpg440883Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-13 16:25:592020-05-25 16:38:58Building a World-Class Workforce #TChat Preview + Video
In the world of work, the lights are always on and we’re always on the move — especially this week! You don’t want to miss any of the action. So stay with us each day. We’ve got ya covered!
It’s all about keeping you connected with one another — and with all the latest trends and hot topics in HR, talent management, careers and business leadership. So climb aboard the good ship TalentCulture, and fasten your seat belts, as we set sail for a week of discovery in the human side of business.
We’ll see you on the stream!
00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-04-09 09:36:332020-05-25 16:38:21BONUS: #TChat Live with Recruiting Trends
Age discrimination. Sometimes it’s very subtle. Sometimes it’s painfully obvious. Either way, it still can play a role in workplace culture. How can organizations move beyond the labels that hold back individuals, teams and corporate performance?
That’s our focus this week in the TalentCulture community. Our guests sat down for several minutes in Google+ Hangouts with me to discuss several key issues. Check it out:
One of our very own #TChat Ambassadors, Ashley Lauren Perez, defines key terms and offers advice for professionals who are considered part of “Generation Y”…
Next, Ashley’s boss, John Wilson, Founder and CEO WilsonHCG.com briefly explains why labels don’t make sense in the world of work…
It promises to be a fascinating week! The more voices who join the conversation, the better.
So join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:
#TChat Radio — Tuesday, April 9th, 7:30pm ET (4:30pm PT)
#TChat Twitter — Wednesday, April 10th, 7:00pm ET (4:00pm PT)
NOTE: If you don’t see the G+ Hangout videos above in this post, you can watch them on YouTube:
Age discrimination. Sometimes it’s very subtle. Sometimes it’s painfully obvious. Either way, it still can play a role in workplace culture. How can organizations move beyond the labels that hold back individuals, teams and corporate performance?
That’s our focus this week in the TalentCulture community. Our guests sat down for several minutes in Google+ Hangouts with me to discuss several key issues. Check it out:
One of our very own #TChat Ambassadors, Ashley Lauren Perez, defines key terms and offers advice for professionals who are considered part of “Generation Y”…
Next, Ashley’s boss, John Wilson, Founder and CEO WilsonHCG.com briefly explains why labels don’t make sense in the world of work…
It promises to be a fascinating week! The more voices who join the conversation, the better.
So join us at #TChat events this week, where we’ll take a closer look at labels in the workplace, and how to build cultures that value diversity in all of its forms:
#TChat Radio — Tuesday, April 9th, 7:30pm ET (4:30pm PT)
#TChat Twitter — Wednesday, April 10th, 7:00pm ET (4:00pm PT)
NOTE: If you don’t see the G+ Hangout videos above in this post, you can watch them on YouTube:
“Not knowing when the dawn will come, I open every door.”-Emily Dickinson
I sat along the far front corner of the partner’s desk, trying not to sulk in the chair. This particular partner, an attractive Chinese woman in her mid-30’s, sat quietly behind her desk while she studied my professional profile like an archeologist attempting to decipher an ancient scroll. She even put her glasses on at one point. The partner’s sister — also a partner, and just as attractive but a few years younger — smiled at me like I was a special child about to get on the short bus for the very first time.
They asked me a series of questions about my experience and skills. They finally warmed up to me as we continued to talk about career aspirations, Silicon Valley, VC’s and HR-related tech startups.
Finally the older sister took her glasses off and said, “You know, you’re very unconventional. You’ve done a lot over time, and have been quite diverse in a short time, especially on paper. Now you’ve engaged with us to help give it all context. And it’s a pleasure, by the way. But still, it’s hard to put you in a…bucket. You know?”
I do. And so do many others who have carved and crafted their way into unconventionality by learning new skills, making career transitions, job hopping, consulting, freelancing, starting business endeavors and any combination thereof.
Professional Mobility Goes Mainstream
Nancy Friedberg, president of New York City executive coaching firm Career Leverage, recently said in a Fortune article, “Partly because of all the economic instability lately, and partly due to the entry of Gen Y into the workforce, people increasingly see themselves as free agents. It’s all about the portfolio of skills you bring, not loyalty or security. Moving around has become the new norm.”
This was a recent candidate experience I had with an executive search firm in Silicon Valley. Lovely, smart women who knew their business and understood the power of the professional skill portfolio. But as I noted earlier this week, we are naturally stalwart creatures of comfort and habit. Talent selection, mobility and succession planning have long been determined primarily by literally matching hard skills and experience to a job description, and of course gut instinct.
This is not to disparage any search professional working today, but saying that talent strategies should focus on hard skills is no longer enough. The softer skills — communication, empathy, team-building — are just as integral to selection and development, if not more so. The partners I met with understood this and made it clear during our conversation.
Looking at Talent Through New Eyes
This week on #TChat Radio, Josh Bersin emphasized the importance of looking at human capital management challenges through a more strategic, holistic lens. Rather than emphasizing the need for hard skills alone, high-impact organizations seek people with a full spectrum of capabilities — and develop both hard and soft skills. As organizations reinforce and expand these combined capabilities in real-time, and provide flexible context that responds to workforce competencies, we can expect talent selection, talent mobility and business performance to improve.
Those of us who pursue unconventional paths should take heart – it seems the tide is turning in our direction. If only unconventionality paid better, right? Actually, for the progressive individuals and companies propelling themselves and the enterprise forward, it does.
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-03-22 12:24:042020-05-25 16:29:08Career Moves: An Unconventional Payoff
Experts from across the industry are coming together for this very special one-day event in Washington D.C. to showcase innovative tools, techniques, and strategies necessary to strengthen and expand your organization’s talent pool in today’s social business world. You’ll also learn how to optimize sourcing and recruiting channels, and attract the right candidates through social media, mobile outreach, employment branding, screening, and much more.
Social media is still relatively new to many companies, so this event couldn’t be more timely.
#TChat Event Connects Attendees with Digital Community
The day’s activities culminate with a very special live #TChat forum, where Meghan and Kevin will moderate and review the day’s tips and takeaways with onsite speakers and attendees – as well as the online TalentCulture community.
If you’re in the Washington D.C. area, please join us live at the event — or stream with us online via #TChat and #rtrends channels. Either way, this should be an interesting and informative day.
Let’s see what it means to bring face-to-face interaction together with the virtual community. It could be the start of a very big trend! “See” you in April!
00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-03-08 17:26:382020-05-25 16:25:44Join #TChat at Recruiting Trends Social Summit
“Act as if what you do makes a difference.
It does.” -William James
It really does. Live who you are and be the difference not only in your own life, but in those around you as well. Each and every moment is a opportunity. The subtle inter-connectedness we have with those closest to us ripples outward from the pebble plunk touching even the most distant connections.
However, it’s our responsibility to manage the plunks. Being mindful and purposeful is what makes all the difference in the ripple effect.
Every Point of Presence is a “Plunk”
This is the new age of transparency and personal branding; you have to own each and every moment and every opportunity. Even for those of you who stay in the social shadows online, the light will find you at some point. Professionally speaking, that is. The world of work has new rules of personal branding and marketing today. Even if a prospective employer requires you only to submit a traditional resume and cover letter, odds you’re being vetted online in every way publicly possible – starting with a search engine query.
You are your own subdued reality show — so why not exploit the new branding and marketing rules for your own benefit? Why not be accurate, consistent, accessible and personable in every point of presence you “plunk” in?
The Medium is the Message
Brand marketers today know that everyone consumes content a little differently, so keep that in mind as you create content that supports you and your personal brand. Diversify the ripple with a variety of good stories about who you are and what you aspire to be and do — bring those stories to life across multiple media — written word, video, audio and/or visual imagery.
Make a difference and be a difference. Those who feel the ripples of warm, reassuring water passing them by will stop and take notice. That’s the bottom line lesson from this week’s TalentCulture community focus on “brand you.” Below are several other takeaways to consider, along with links to archives of the week’s activities.
1) Every Brand Tells a Networked Story
Each of us has a professional pathway, triumphant successes, and painful failures. All of these “brand you” elements are increasingly visible, and connected with others. Whether or not we proactively develop a personal brand strategy, our collective actions and associations reflect upon us, individually and in relation to our employers. And similarly, our employer’s brand reflects upon us. It’s a delicate symbiotic relationship.
2) There’s Nowhere to Hide
Assume everyone is watching, even if no cameras are in the room. Social media captures and exposes interactions. It blurs the lines of communication among job candidates, employees, customers, business partners, organizational leaders and recruiters. So, what are the issues and opportunities that come along with this fluid, open digital village?
3) Listen to Smart Brand Guidance
That’s why #TChat called-in brand management big guns to lead the way this week:
If you missed any of this week’s events – or if want to revisit insights anytime – just follow the links below…
#TChat Week-in-Review
SUN 2/24
In a Forbes.com post, TalentCulture CEO, Meghan M. Biro outlined the premise for this week’s focus on career strategy and branding: “5 Steps to Discovering the Brand You”
Listen to the #TChat Radio recording
MON 2/25
#TChat Weekly Preview laid out key questions for the community to consider: “Empower the Brand You”
WED 2/27 #TChat Twitter: Rayanne returned to moderate our freewheeling #TChat Twitter forum, and we set the stream on fire! By the end of the hour, the #TChat hashtag was trending globally on Twitter – a sign of tremendous “signal” strength. But we care most about the quality of the conversation. What were people saying? And did others find it useful?
Participants included job-seekers, recruiters, consultants, writers, thought leaders, social media specialists, marketing professionals, and even a couple of CEOs. Now that’s proof of the relationship between individual brands and the world of work! And what were they talking so fast and furiously about?
To see highlights from yesterday’s #TChat Twitter forum, please watch the Storify slideshow below: #TChat INSIGHTS Slide Show:“Empower the Brand You”
[javascript src=”//storify.com/TalentCulture/tchat-insights-empower-the-brand-you.js?template=slideshow”]
Closing Notes
THANKS: Again, thanks to Rayanne Thorn and Chris LaVoie for sharing your personal stories, aspirations, and professional expertise with the TalentCulture community this week. You bring context, dimension and personality to the concept of employer/employee branding.
NOTE TO BLOGGERS: Did this week’s events inspire you to write about career management or recruiting issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we’re looking at the power of collaboration tools and techniques in helping diverse minds work together more effectively in today’s workplace. Save the date for #TChat Radio, Tuesday, March 5, at 7:30pm ET. And #TChat Twitter Wednesday, March 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.
Q2: Does the world of work need a reality-based TV show? Why or why not? #TChatRayanne
A2: No, we live business/opportunities all day long. The last thing I want to do is come home and live even more. #tchatMichael Chopp, PHR
A2. Ughhh. Reality shows are NEVAH “needed” for anything and they’re never real either. #tchatHeather Bussing
A2: We are all interesting but THAT interesting? I don’t throw TV-worthy diva fits at work. Sorry. #TChatJoel Peterson
A2 I don’t think reality tv would add value, too much distrust on the truth #TchatLisa Larter
A2: Hehe, if it’s a real “reality” based recruiting show, let me give em a challenge!!! #TChatJanis Stacy
A2. It could be a good way for job seekers to see the other side of the process and see what recruiters look for #tchatKimPope
A2:I think we can re-design reality shows – They don’t all need to be Sleazy Shore! #TchatRayanne
A2: All reality shows are somewhat “scripted” so a reality show about life at work would only be worth it if it was not “managed.” #TChatJoel Peterson
A2: The Apprentice & Trump is a gr8 lesson in what not to do as a leader. #tchatJohn R. Bell
A2: We don’t need another reality show – just better editing of the stories we’re already telling. #tchatAndy Janning
A2: (Raises hand with puzzled look) What’s the point of a world of work reality TV show? Who for? #TchatLara Zuehlke
A2. Job seekers can see how other job seekers epically fail on this show and hopefully learn not to do it themselves :) #tchatAshley Lauren Perez
A2: There is too much “Truman Show” in our lives today. No more reality TV #tchatJen Olney
A2: Most ppl I know think of Reality TV as a *freak shows*. Is this the way 2 portray the hiring process, or is it too late? #TChatNancy Barry-Jansson
A2 Ready for a career makeover show. Needed. #TChatMarla Gottschalk PhD
#Tchat A2 Work is reality… Eyeballs flow to quality Information and topical authority is transferred to producers of relevant content.ALEX BOTTOM
A2 The question to ask is how real is the Reality show? Is there a transparency enough for people to see?#tchatSonalee Arvind
A2: I have to say that I have a lot of time for Shark Tank’s principles. #tchatJohn R. Bell
A2: But, if we can deliver good story for a cause, even ever so embellished hyper-reality, them I’m in. #TChatKevin W. Grossman
A2 Not helpful. Reality TV edited to serve up hype and drama. We watch world of work through unreal lens of show editor #TchatSejual
Online vetting can create tunnel vision. Traditional interviews, experience, references, 1 to 1 are essential. #Tchat A2Lois Martin
Here are my office digs, as requested. Small but cozy. (See top right corner for various board games.) #Tchat http://twitpic.com/c7cw1qJoel Peterson
Q3: Do we really live in an online peer-vetted playing field? Why or why not? #TChatRayanne
A3 Digital life and “real” life are increasingly overlapping #tchatChristopher Yeh
A3 Smart people don’t show “everything” online – that’s what branding is about – you can be honest without being “naked” #tchatAnnette Richmond
A3: To an extent. Tech has placed us in a peer-vetted environment but employers (or recruiters) are stuck in the 90’s. #TchatDamon Lovett
A3 The online part is important but ultimately it’s the human to human relationship that makes all the difference #tchatHolly Chessman
A3 the peers of old were too limited/ing. Add the online dimension & a world of opportunity opens to one who cultivates presence #tchatBrian Rensing
A3. I think we have the beginnings of a broad peer-vetting field but there’s room for a universal currency of trust. P2P Yelp! #TchatAndrew Marshall
A3. Think about our #tchat community of peers. Haven’t we all learned so much from one another? #tchatTerri Klass
A3: Don’t we keep each other honest? Hey, I saw that… #TChatKevin W. Grossman
A3. We’re having a lot of fun! Social business is essential for ROI on attention, time, energy. #tchatMichael Clark
A3: I’m still trying to figure out what an online peer-vetted playing field is. Reality gamification? #tchatHeather Bussing
A3. I think it depends on your confidence level HUGELY #TchatLisa Larter
A3: How do we know online personas are authentic? In face 2 face meetings, you can’t take time 2 construct the “perfect” response. #TChatKavita C.
A3. Networking outside of your organization can help ensure you don’t get yourself stuck with stale ideas #tchatKimPope
A3 Impressions are formed fast on #SoMe #tchatAlli Polin
A3: Problem is, I’ve not seen this actually happen in the real world. #tchatRob McGahen
A3: Call me old-fashioned but I still love real-life high-fives, handshakes, and HR-approved hugs. #TchatLara Zuehlke
A3: Don’t believe everything you read – back up it with gut feel and real references #tchatJen Olney
A3: If a tree falls in your forest, and nobody cares… #TChatKevin W. Grossman
a3 It’s like real-time back-door references on #SoMe #tchatAlli Polin
A3 But when u Google yourself, ur only seeing what Google thinks u want to see. Indv filters break the self awareness clarity. #tchatStephen Abbott
Currently at @panerabread during #TChat http://pic.twitter.com/0j8OFxsPqyMary Beth Huffman
Q4: Should we film our daily body of work? What other technologies should we use to empower our personal and corporate brands? #TChatRayanne
A4) Playing sports taught me, “the eye in the sky, doesn’t lie” It gives you opportunities to correct ur flaws. Would be interesting #TChatVinnie Levine
A4. I wish there were documented videos and realistic views of jobs when I was choosing a degree/career path in college #tchatAshley Lauren Perez
A4 If used correctly, video can definitely help convey a brand quickly and beautifully–in a short amount of time too. #TChatSendgine
A4: We’re all using social media to empower our brands, aren’t we? #tchatVizwerxGroup
A4 Film, if you must, with a few softening filters…reality can be too ugly sometimes. #TChatEnzo Guardino
A4: We should think like new world marketers and use all mediums to brand and promote ourselves. Every one consumes differently. #TChatKevin W. Grossman
#Tchat A4 Filming daily wouldn’t make sense for many firms but video chats will likely grow as older workers become less & less influential.ALEX BOTTOM
A4. Sharing without intent is personalized SPAM. If you are recording your life be mindful of why and for whom. #TchatAndrew Marshall
A4: We are not far off. Google glasses here we come. HR / Privacy Nightmare #TChatSean Charles
A4: I am all about knowledge sharing BUT there are limits – there has to be. #TchatDamon Lovett
A4: If I filmed my daily activities it would be me playing on Facebook, eating Bon-Bon’s in my Pajamas > (according to my husband) #TChatSusan Avello
A4: Plus wouldn’t there be huge implications legally? #TchatLara Zuehlke
A4: No matter what the subject, every story has to be crafted. Nothing worth learning from is just “unscripted” if its filmed. #TchatJoel Peterson
A4: Filming an engineer working probably wouldn’t be something most would like watching. Type Type, coffee, type type. #TChatJanis Stacy
A4: Not everything needs to be shared. Pick your spots and create content that is worthy of the brand #tchatJen Olney
A4. Just because you CAN, doesn’t mean you should. #TchatPatty Swisher
A4: A powerful brand can stand out even without technology. MLK did not need twitter ! #tchattanvi gautam
A4 Hmmm. In my practice everyone would have to sign a waiver. :) #TChatMarla Gottschalk PhD
A4: For #SoMe projects it would be awesome to view & record screens of my team to coach & reward #TChatSean Charles
A4. We keep moving forward, not resisting but embracing tech, (almost) anything’s possible. #tchatMichael Clark
Q5: What should business leaders do to better improve the recruiting process and the candidate experience? #TChatRayanne
A5: Keep it simple and put yourself in the position of candidate – would you want to work with your organization? #tchatJen Olney
A5. Know exactly what they are hiring for rather than just who they like. #tchatJohn Baldino
A5: Realize: talent isn’t free. There’s an initial #investment to hire & ongoing investment to retain. A good employee = hard 2 find. #tchatEvelyn Eury
A5 Do good work, provide excellent service, and care about how you do it. #tchatHeather Bussing
A5. Respond to each applicant if even with only a form email letting them know there candidacy is over and someone else got the job #TchatGuy Davis
A5: Don’t force yourself to be someone you’re not. This rule also applies to social media and candidate experience #TChatMeghan M. Biro
A5: Don’t assume that if you build it they will come. Those days are gone. #tchattanvi gautam
A5 #tchat Have a complete understanding of the transferable skill set needed for the position.Michael Chopp, PHR
A5: Get creative. Ask your teams,: “given what U know about our culture now, would you accept a job w/us if U were a new candidate? #TchatJoel Peterson
A5: In all seriousness, tell me HOW to apply to their company. Then treat me with respect as a human being. #TChatJanis Stacy
A5 manage expectations how and when you will respond to job applicants #TchatPeter Clayton
a5 The recruiting process should use the ATS as a tool, not as ‘the answer’ Still need to pick up the phone & connect #tchatAlli Polin
A5 It’s all about value value value. #jobseekers and #employers need to outline how they mutually add value #tchatGoldbeck Recruiting
A5. The recruiter’s purpose is not to stump the candidate. #tchatTerri Klass
A5) prob unrealistic given legal climate, but would be great to get honest feedback – why wasn’t I hired or interviewed? #tchatRich Grant
A5. If you always do what you’ve always done you will always get what you’ve always got. Want different? Be/Act different. #TchatAndrew Marshall
A5: #Job applicants need to understand that #hiring isn’t personal. So easy to think it is. Keep branding yourself & strengths. #TchatLara Zuehlke
A5 Improvements come from honest engagement in recruiting process. Better experience when leaders’ training cultivates better EQ #TchatSejual
A5) it would save time for both empl. and job applicants if employers provided a salary range #tchatRich Grant
00Kevin W. Grossmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKevin W. Grossman2013-02-28 21:59:372020-05-25 16:23:08Mindfully Managing Your Personal Brand: #TChat Recap
We’ve made the business case for the unemployed and helped to further humanize brands. The growing space in between elevates employee and employer to better see into each other’s yard. The Internet’s collaborative inter-connectivity empowers us all to own our online presence, our personal branding, our development, our successes, and our painful failures. And own them we must. This goes for professionals and the enterprise.
This new level of social transparency presents a peer-vetted playing field unprecedented in the world of work. We continue to learn from one another, mentor one another, give it to each other straight whether we live in the same town our across the globe — especially about professonal development and career decisions. Inject a little branded entertainment and you’ve potentially got something crazy good on your hands.
Or more precisely, something crazy good on your computer screen. Queue the wildly popular recruiting show called “Top Recruiter, The Competition Miami” reality show. Creator and executive producer Chris LaVoie brought together savvy recruiter pros and pitted them against one another with a variety of talent acquisition tasks, all in the name of helping professionals find promising employment. Mix in HR and recruiting thought-leader judges along with some melodramatic moments, and you’ve got a hit with season 1. (He’s working on season 2 now.)
Listen to the #TChat Radio show
This week on TalentCulture’s #TChat Radio and Twitter #TChat, we’re going to discuss the good and the bad of putting such an important topic under the hyper-reality TV camera lens.
This week’s theme is world of work transparency and branded entertainment. Following are our very special guests:
Chris LaVoie (@TopRecruiterTV) — creator, executive producer and founder of “Top Recruiter, The Competition Miami” reality show, Chris enjoys creating and producing media that creates a fan base buzz in the digital marketing space for human resources and talent acquisition. He has a deep expertise in producing, advertising, marketing, branding, sourcing and social media, and he applies his channel knowledge in attracting the industry. Chris is the founder, as well, of LaVoie Entertainment and iccimedia.
Rayanne Thorn (@Ray_anne) — vice president of communications and branding for Evenbase US, Rayanne is one of the judges from season 1 of “Top Recruiter.”
And here are this week’s questions:
Q1: The level of transparency for job candidates, employees and employers is higher than ever. Good or bad? Why or why not?
Q2: Does the world of work need a reality-based TV show? Why or why not?
Q3: Do we really live in an online peer-vetted playing field? Why or why not?
Q4: Should we film our daily body of work? What other technologies should we use to empower our personal and corporate brands?
Q5: What should business leaders do to better improve the recruiting process and the candidate experience?
So please tune in. #TChat Radio is Tuesday Feb. 26 at 7:30pm ET / 4:30pm PT, when yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman) will chat it up with Chris. Then, it’s on to the Twitter stream for our weekly #TChat Twitter conversation Wednesday, Feb. 27, from 7-8 pm ET, when Rayanne will guest moderate. We look forward to your tweets. Join us!
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-25 21:51:402020-05-25 16:21:53Empower Brand "You" #TChat Preview
There’s just too many of them: 4.8 million who are known as “the long-term unemployed” according to the Bureau of Labor Statistics. These are people who have been out of work for 27 weeks or more, and in fact make up almost 40 percent of all unemployed people.
The current average period a person in the U.S. stays unemployed is about 40 weeks, which is just way too long. Employers who are hiring won’t hire them, and states like New Jersey, Oregon and the District of Columbia passed laws in 2011 and 2012 so employers couldn’t discriminate against the unemployed.
Surely the long-term unemployed would jump for joy at the prospect of being hired, finally; surely, plenty of them are highly qualified. The economy isn’t exactly going gangbusters, after all. What’s the solution? Is there a solution? Should we further legislate who we can or can’t hire?
Probably not — there was a bill in California for the same sort of law as those in New Jersey, Oregon and the like, but Governor Brown vetoed it. But the unemployed ought to be given a fair shake if they do everything in their power to remain relevant and up-to-date with skills through contracting and volunteering, right? Jobs don’t appear magically, so who and what creates them?
This week’s #TChat explores this continuing conundrum on what both the employers can and should do and what the unemployed can and should do to make their business case and close the gaps. Here are the questions to guide our many, many discussions:
Q1: First and foremost, who and what are the true job creators and why?
Q2: What can employers do to make hiring fairer to qualified applicants, currently employed or not?
Q3: What can the out-of-work do to keep themselves relevant and marketable after weeks and weeks of unemployment?
Q4: Should government legislate not discriminating against the unemployed? Why or why not?
Q5: What consumer and B2B technologies are helping both employers and the unemployed close the hiring gaps?
Click to hear this recorded radio show now
So, join yours truly (@MeghanMBiro) and Kevin W. Grossman (@KevinWGrossman). Let’s see if we and you can crowd-source some actionable new ideas for the long-term unemployed to leave the ranks of the long-term unemployed. This week we welcome Dr. Janice Presser (@DrJanice), CEO and a principal of The Gabriel Institute and architect of the underlying technology that powers Teamability™, as well as Kevin Matuszak (@Tooozy), a very special guest who will talk about his creative #HireKevin campaign to work at Applebee’s.
Today, the long-term unemployed need new, catchy tactics and strategies, and Kevin Matuszak’s approach is a great example, fuel for the conversation. Catch Kevin and me, along with our guests, first on Tuesday, Feb. 12, for #TChat Radio from 7:30pm ET / 4:30pm PT and, then, on Wednesday, Feb. 13, for #TChat Twitter from 7-8 pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are). You can also hang out with us.
00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2013-02-11 21:12:312020-05-25 16:18:21Narrowing the Unemployment Gaps: #TChat Preview
#TChat Radio
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