Posts

For Those Who Just Need Or Want A New Job

/ /by

“All we have to do now
Is take these lies and make them true somehow
All we have to see
Is that I don’t belong to you
And you don’t belong to me…”

—George Michael, Freedom

We just had a nice long weekend in Lake Tahoe. On one of the days our family hiked above the big lake and Emerald Bay and I imagined the California-Nevada state line cutting its way across the lake.

Emerald BayOn the Nevada side there’s legal gambling pretty much everywhere, and on the California side there’s legal gambling in very specific locations and with specific restrictions.

It got me thinking about what we discussed recently on the TalentCulture #TChat Show, the power of social media in your job search and how nurturing online and in-person relationships can improve your career prospects.

On the one hand the recommendations were important because we’re all perpetual candidates, whether gainfully and happily employed, or not. Nothing ever really stops us from wanting to be wanted. Any one of us can go from passive to active very quickly, pitting our hearts and minds against one another. With opportunity that abounds, there’s nothing wrong with a little window-shopping.

To the power of social! When we own our entrepreneurial career development, we are all free to stay or leave, to work wherever we want and whenever we want!

But that’s not the case, because on the other hand, more and more employees are being restricted as to where they go and what they do with potentially competitive employers. Noncompete and the nonsolicitation agreements are frequestly now required upon accepting employment, which are required of many sales, technology, R & D, marketing and management positions, among other positions.

Like the U.S. patent system today, which blocks innovative freedom more than it encourages it, these agreements can be scoped too broadly, or so specifically and far-reaching as to prevent anyone from ever leaving. Because if upheld, you couldn’t work for any immediate competitor or work with previous customers.

Why do employers need to do this? Is there really an imbalance in the workforce due to running willy-nilly to competitors? I seriously doubt it. Or, is it that the some businesses want to claim ownership over their employees?

Noncompete agreement, which are also known as a “covenant not to compete” or “restrictive covenant,” protect employers by legally binding an employee to promise not to work for a direct competitor in a geographic area for a specified period of time after he/she leaves the company.

Jonathan Segal, an employment lawyer and partner with the international law firm Duane Morris LLP, explained to me that for a restrictive covenant to be valid, it must ordinarily meet three requirements:

  1. Serve a legitimate employer interest such as protecting:
    • Trade secrets and other confidential information or
    • Customer relationships
  2. Be reasonable in terms of:
    • Activity restrained (what you can do post-employment)
    • Geographic scope (where you can work post-employment)
    • Duration (how long you have to wait to work for a competitor)
  3. Be supported by consideration (meaning a requirement of employment):
    • New hires – employment can be the consideration
    • Current employees – states disagree as to whether continued employment can be the consideration or whether something else of value to which employee is not already entitled is required, such as bonus, higher pay increase, etc.

Jonathan also recommended that employers need to balance legal protection upon termination versus how tough their non-competes are and how they may push away talent. Plus, imposing the same restrictions on all employees may undermine the legitimacy of non-compete – how can you impose same restriction on a mail room employee as you do on CEO? And what do you think that does to keeping workforces productive and motivated?

The variation of enforcement from state to state can make the head spin. In California, these agreements are not only unenforceable, but in some cases invalid except in limited circumstances.

However, employers in California can use nondisclosure agreements to protect their trade secrets and non-solicitation agreement with regard to their employees but not their customers.

In an age where we celebrate the socially networked entrepreneurial employee, it’s counter-intuitive and counter-innovative that at the same time the complexity of legal protections seems to again favor the employer. We work harder and longer hours than in history and our productivity continues to hit new highs. Our inherent competitive nature commands it.

It’s truly a gamble either way, but I feel the legal restrictions on employees hamper the very capitalistic growth opportunities, not to mention the jobs, that keep innovative mindsets motivated. That’s why I empathize more with those who just need or want a new job than those that offer them.

By the way, my lawyer friend Jonathan wanted me to emphasize that this article should NOT be construed as legal or as pertaining to specific factual situations. We just wanted to make that clear.

#TChat Preview: How Social Networking And The Job Search Pay Off

/ /by

The TalentCulture #TChat Show is back live on Wednesday, Aug 12, 2015, from 1-2 pm ET (10-11 am PT).

Last week we talked about how employers can help bridge the great debt divide, and this week we’re going to talk about how social networking and the job search pay off.

The power of social networking and social media is well known these days. It can be an amazing boon for your career development, but used unwisely can ruin you forever.

Managing your online profile and persona consistently and accurately is where it all starts. Those organizations searching you and your “brand” out and reviewing who you are will be looking for anomalies that don’t add up — and you want to always have everything add up — even if you’re not looking for a job.

Social networking isn’t a quick fix for managing your career. You need to be thoughtful about your brand and your point of view and nurture every single day for it to pay off.

Sneak Peek:

#TChat Events: How Social Networking And The Job Search Pay Off

TChatRadio_logo_020813#TChat Radio — Wed, Aug 12 — 1 pm ET / 10 am PT

Join TalentCulture #TChat Show co-founders and co-hosts Meghan M. Biro and Kevin W. Grossman as they talk about how social networking and the job search pay off with this week’s guests: Robin Schooling, accomplished HR Leader, strategist and advisor; and our very own Cyndy Trivella, marketing manager for SmartSearch applicant tracking systems and events & accounts manager at TalentCulture.

 

Tune in LIVE online Wednesday, Aug 12

#TChat Twitter Chat — Wed, Aug 12 — 1:30 pm ET /10:30 am PT Immediately following the radio show, Meghan, Kevin, Robin and Cyndy will move to the #TChat Twitter stream, where we’ll continue the discussion with the entire TalentCulture community. Everyone with a Twitter account is invited to participate, as we gather for a dynamic live chat, focused on these related questions:

Q1: What are the top 3 things job seekers should use social networking for? #TChat (Tweet this Question)

Q2: How can job seekers use social for researching potential employers? #TChat (Tweet this Question)

Q3: How can job seekers use blogs, podcasts or vodcasts to promote their personal brand? #TChat (Tweet this Question)

Until then, we’ll keep the discussion going on the #TChat Twitter feed, our TalentCulture World of Work Community LinkedIn group, and in our TalentCulture G+ community. So feel free to drop by anytime and share your questions, ideas and opinions. See you there!!!

Subscribe to our podcast on BlogTalkRadio, Stitcher or iTunes:

BTR stitcher_logoItunes_podcast_icon

 

 

Join Our Social Community & Stay Up-to-Date!

Passive-Recruiting

Image Credit: Big Stock Images

Preparing For A Career Pivot

/ /by

In my practice as a career coach, I often work with professionals who want to pivot from one field to another because their current career one no longer provides fulfillment. I’ve read plenty of good advice about preparing for a career pivot, but perhaps in an effort to present only the positive, none of the articles I’ve read provide the unvarnished truths about what you may confront.

Let’s examine the real obstacles you may face, and then I’ll offer practical tips on how to overcome them.

You’ve done your research; you understand the field; you’ve taken the relevant courses needed to successfully transition into your chosen next career. You’re ready to begin the job search, armed with a new functional resume that discusses your competencies and skills rather than the trajectory of your prior employment. How are the recruiters and hiring managers going to respond to your candidacy?

Realistic Strategies

Spoiler alert: the answers aren’t pretty, but when you understand what you may be up against, you’ll be better prepared with realistic strategies.

I surveyed recruiters and HR managers because they are typically the first people who view your resume, asking two questions:

• A mid-career professional takes all the relevant courses in order to change fields. Will they get hired, even though their “experience” in the new field is academic, not actual?
• What is the likelihood of a mid-career professional getting hired in a more junior role in order to make a career shift?

In response to the first question, two recruiters replied with an unqualified “no,” with one saying that his employment agency would never be able to place such a candidate, and the other, a HR manager, noting that “once you are pigeon-holed in a particular field, it is nearly impossible to break out.”

Others were more optimistic, provided that the candidate met other criteria, such as having significant transferable skills. One hiring manager said she would consider career pivoters,” but that they would face serious competition from candidates with actual experience.

Another recruiter said it would be “tricky,” but the degree to which the candidate’s previous experience is relevant to the new employer would be a significant factor; she added, “I wouldn’t bank on it unless it’s a sector where the new skills are in high demand.” An IT recruiter suggested that candidates whose prior experience has afforded them knowledge within a specific domain could potentially move into that field, but said the real question is, “where is the value-add for their potential future employer?”

As for the probability of mid-career professionals being hired in more junior roles in order to gain experience in their new careers, two recruiters ranked the possibility as “very likely,” or “high,” if the abovementioned criteria were met. Others were less optimistic, pointing out that most mid-careerists would have trouble taking a compensation hit.

Overcoming Objections From Recruiters

None of this sounds encouraging, but there are strategies for overcoming objections from recruiters and employers if you want to change careers.

Network

You’ve heard that networking is critical to a job hunt, and no more so than when you search involves a career pivot. Leverage your social network contacts to develop relationships to help you get ahead.

Stay Put

The biggest problem career pivoters face is being an unknown quantity in a new field. Changing careers if often easier if you stay within your current company where you have earned a reputation as being smart and hard-working. Transitioning to a different department allows you to gain experience, often without taking a compensation hit.

Go Solo

While some people thrive as employees, or just need the security of a steady paycheck, there are considerable benefits to marketing your talents directly to employers on a freelance or contractor basis.

Prove your Value

Want to demonstrate your skills within your next career? Create something of value – pro bono – and offer it to your target employer. If you know how to do something – just do it (sorry, Nike). Perfect example of “show, don’t tell,” and if nothing else, builds a portfolio of work that demonstrates your expertise.

 

Image: bigstockphoto

Why More Social And Less Stupid Are Music To My Ears

/ /by

“You’re a big music fan, aren’t you?”

We stood there talking among other parents who mingled while kids ran around celebrating our Little League T-ball season.

“Yes, indeed,” I answered.

“You heard about B.B. King?”

“Yes, what a loss to the music industry. A living legend whose impact will live on and on. In fact, I saw that he had passed away via my Facebook news feed yesterday.”

The conversation continued, two dads talking music, one a guitar and Hammond organ player who had played in bands and had even cut an “album,” the other (me) an aspiring drummer who couldn’t stop gushing about the last big hurrah Rush tour – R40.

Soon after our conversation, we moved on to our spouses and kids, in between checking our phones for various “newsy” updates and social “pings.”

Ah, the bliss of instant connectivity to anything and everything all in the palms of our hands that some would say without really understanding the advanced intelligence and power we have access to. Some would even say this bliss sides with ignorance. Actually, Carl Sagan once said that we’ve arranged a society on science and technology in which nobody understands anything about science and technology, and this combustible mixture of ignorance and power sooner or later is going to blow up in our faces. 

I do understand Carl’s greater geopolitical context, but when it comes to everyday progress, I beg to differ. This is why the arguments in favor of the fact that technology makes us less social and more stupid are, well, stupid.

Okay, maybe it makes the stupid stupider, but I have to give the majority of us more credit than that. Smartphone technology has advanced dramatically and in the next few years smartphones will be smarter and continue to supplant desktop and laptop computers. In fact, the way in which people access the Internet has already been transformed as more people use mobile devices to go online practically anywhere today. There are now 5.2 billion mobile devices in use across the world, compared to only 789 million laptops and 743 million desktop PCs.

According to the Pew Research Center, Smartphones are used for much more than calling, texting, or basic internet browsing. Users are turning to these mobile devices as they navigate a wide range of life events:

  • 62% of smartphone owners have used their phone in the past year to look up information about a health condition.
  • 57% have used their phone to do online banking.
  • 44% have used their phone to look up real estate listings or other information about a place to live.
  • 43% to look up information about a job.
  • 40% to look up government services or information.
  • 30% to take a class or get educational content.
  • 18% to submit a job application. 

While it’s the higher percentage of all younger folk that embrace social networking, watching video, and listening to music or podcasts more than older folk, the same Pew Research shows growing utilization across the generations. So don’t let me catch you requiring your jobs for digital natives only. You know, those who’ve grown up wired to the Internet, as opposed to us older folk who adopted it. That kind of age discrimination can get you into hot water sooner than you think. Talk about stupid.

Plus, long gone are the formal protocols of the “offline” networking world. Mobile devices and social media have made connecting and networking so much easier to nearly everyone with an Internet connection. Rob Garcia, Silicon Valley product executive and co-founder and Chief Product Officer at ConnectUp, told us on the TalentCulture #TChat Show that we’re now in a hyper-connected world, those who are able to build, maintain, sustain and leverage their entire network outside of social, be more successful, and impact the world.

Along with that, we are becoming a more responsible global community of multigenerational digital citizens from diverse socioeconomic backgrounds not bound by the blatant ignorance of short-sighted governments and business leaders. That’s why those of us who are much more social and much less stupid can and do incite and sustain positive change.

And that’s music to my ears.

Reputation Management — Building Your Brand!

/1 Comment/ /by

People are often surprised by what they hear that has been said behind their backs….! I emphasize as part of my Reputation Management theme, the better one manages his or her reputation, the less likely such surprises will occur.

So what comprises a reputation? I stress it is so much more than one’s professional expertise and academic accomplishments. It includes attitude, approachability, verbal presence, sense of style, reliability, attention to detail, kindness, flexibility, global awareness, business etiquette usage, ability to mix and mingle, etc.

We admire those who always seem to know what to say and how to say it and we cringe as we hear someone put their foot in their mouth. We are thankful for those who deliver as promised, but our stress levels increase while waiting for those who repeatedly give excuses.

We enjoy working among those with positive, can-do attitudes as we attempt to avoid the whiners, the mean-spirited and snarky people.

Approachable people make us feel welcomed and acknowledged as their body language is inclusive rather than avoidant or arrogant.

And wow, do certain people own the room and the moment with their commanding, confident presence; whether giving a presentation or working the room, they are in their element.

And as I stress, diplomacy isn’t just for diplomats. People who carefully weigh their words for tact and tone give themselves a distinct advantage. In today’s world of increased brevity, basic verbal courtesy is almost a thing of the past.

As society has become increasingly salacious with a newfound sense of entitlement that includes knowing everything about everyone, protecting one’s reputation has become even more an area of concern.

My top 10 list of items that people notice, talk about and will impact your brand include:

  1. Are you comfortable mixing and mingling? Turning small talk into a big advantage.
  2. Do you recognize non-verbal communication signals in yourself and others? Pumping up the volume without saying a word.
  3. Do you communicate effectively, with words that send the right message. Using language to build bridges.
  4. Do you “demonstrate” the best of everyday etiquette? “Introducing” sure-fire leading behaviors.
  5. Are you “in the know” – current, contemporary and globally savvy? Lifelong learning that will take you the distance.
  6. Are your presentation skills on point? Conquering the conference room and captivating your audience.
  7. Are you confident and comfortable with business entertainment? Thinking on your feet (and outside of the box) out of the office.
  8. Are technology tools your friends or foes? Social networking and texting and emailing (oh my.)
  9. Are you known for doing what matters when it counts? The it factor…Gravitas
  10. Does your appearance convey the right professional image? Seeing it, BEING it (and how it looks in the rearview mirror).

While each of my top 10 dovetail perfectly one to the next, I recommend that people do a candid body language self-assessment – question #2. Non-verbal communication can impact a brand in ways that people are often unaware. As previously mentioned, approachability is key and I ask people, do you even know if you are approachable or not so much? It’s worth noting if people can’t answer the question without hesitation, they most likely are not as approachable as they need to be. And for the record, being approachable does not mean smiling all of the time…we don’t trust people who never stop smiling.

Our non-verbal communication will make others feel valued or dismissed, that we’re listening or distracted, that we have time to invest or please hurry up! The eyes really do say more than we realize and those who have learned to smile with their eyes have an overall welcoming presence. And just the opposite…people who roll their eyes communicate a passive aggressive nature – that’s not good!

Our non-verbal brand, which I like to call Body Talk, encompasses everything from head to toe. The way you own a room, the way you shake a hand, the way you give attentive eye contact, the sincere smile you offer, the pop in your step, the confidence your posture exhibits will without a doubt complement a person’s overall brand.

Note: Deborah Thomas Nininger was the guest on the January 21st #TChat Show.

About the Author: Deborah Thomas-Nininger is the founder of DTN Productions International-Hallmark of Etiquette, a training company that provides training on all areas of international and domestic protocol specializing in “Reputation Management” and communication strategies. She brings to you over 20 years of business etiquette, communication and self-presentation expertise, rooted in behavioral science and successful human interaction.

photo credit: Silicon Prairie News via photopin cc

3 Ways To Future-Proof Your Career

/ /by

A realization that we haven’t made the smartest of career moves might have dawned on many of us when reading the news this week. Experts have predicted that 10 million British jobs — which equates to one in three roles — could be taken over by computers and robots.

Whilst honing our skills to make sure we are indispensable in the workplace is still essential, it’s equally important to remember that we are competing against computers as well as people. If you want to make sure a robot couldn’t do your job in the future, it’s vital to future-proof your career now.

Choose a Low-Risk Career

It goes without saying that some jobs are more at risk of automation than others. The positions that are at the highest risk are those in the sectors of administration, sales, transportation, construction, mining, energy and production.

When it comes to choosing a “safe” job, careers in healthcare have consistently proved to be among the most resilient. When the recession hit in 2008, healthcare jobs ranked among the most recession-proof careers. New research also lists the healthcare sector as one of the “safest” fields, along with computing, engineering, science, law, education and financial services.

Create a Professional Online Profile

You can’t argue with the facts. Ninety percent of employers are using social recruitment tools like LinkedIn to source talent and 78% of recruiters have hired through a social network. Having a fully developed online profile and an established network of contacts is a vital way of engaging with your industry. As well as keeping you alert to changes and new opportunities in your field, it’s a great way to get noticed by employers should it come to that in the future.

Start creating a professional profile online by building up your online personal brand to strengthen your authority in your chosen career field and make sure that you look the part. Once your social media profiles have been perfected, learn how to network effectively on social media. Launching an online portfolio or blog to showcase your work, whether that’s website designs, articles on key trends in your field, or even just a presentation about you and your skills, can also be a good move.

Adapt and Diversify to Survive

You don’t need to go back to school and change your career completely. However, being willing to adapt and able to diversify is essential to future-proofing your career. A recent study from PwC, which explores the need for better alignment between talent and opportunity, cites the need for individuals to be willing to embrace change and apply their skills in new places.

Take stock of your skills. Sixty-three percent of CEOs say availability of skills is their primary concern, so find areas where skills gaps are emerging in your sector and invest time in learning how to fill those gaps. You wouldn’t put all of your funds into one investment and the same rule applies here. When the time comes to make a change, you’ll have the skills in place to transfer roles. Adapt, diversify and survive.

About the Author: Ron Stewart has worked in the recruitment industry for 30 years, having owned companies in the IT, Construction and Medical sectors. He runs the Jobs4Group, and is CEO of Jobs4Medical.

photo credit: euzesio (seldom here) via photopin cc

#TChat Recap: The HR Whine & Dine Networking Movement

/ /by

The HR Whine & Dine Networking Movement

By now, most of us have had a small taste at what networking events have to offer. Networking usually involves a formal setting, with hardly enough time or real opportunities to speak with other professionals on a personal level. The chance to meet and connect with other professionals is exciting, but the opportunity to get to know them is hardly ever available. This week’s guests: Keith Bogen, HR pro and chief networking officer of Whine & Dine Networking; Ed Han, wordsmith with a passion for networking and helping people put their professional best foot forward, especially on LinkedIn, joined our Community to share their understanding of what’s missing in HR.

Sometimes, HR is tasked with creating processes that lose focus of what really matters, which is its talent. HR can sometimes take a systematic approach that ultimately devalues people and potential relationships. Our guest Ed shares his opinion:

Is that really the case with HR? Does it really prioritize processes and results over people? HR is responsible for funneling great talent in the door and building organizational culture. Smart organizations align their HR departments with their strategic business plans. They recognize their HR departments for what they are and what they can be. We must not forget this, but:

If HR wants to work its way into the discussion then it needs to carve its own space out. HR needs to be seen as a powerful building tool that can build a lively culture. Of course, this is easier said than done, so we must:

People are real and they bring your organization to life. But people can’t do this on their own. People need support. They need others they can trust and connect with, because:

In the end, it’s all about community. It matters, and people look for opportunities to connect with each other. HR needs to be a department of connections and community. The better we are socially connected then the stronger support we have. Community builds sharing of knowledge and information. People don’t just want to connect with each other. They want to get to know each other.

Want To See The #TChat Replay?


 

Closing Notes & What’s Ahead

Thanks again to our guests: Keith Bogen, HR pro and chief networking officer of Whine & Dine Networking; Ed Han, wordsmith with a passion for networking and helping people put their professional best foot forward, especially on LinkedIn.

#TChat Events: Surviving A Bad Workplace Culture

TChatRadio_logo_020813 #TChat Radio — Are you plugged in to #TChat radio? Did you know you can listen live to ANY of our shows ANY time? Now you know. Click the box to head on over to our channel or listen to People, Performance and Building Legendary Teams.

Note To Bloggers: Did this week’s events prompt you to write about trends on the engagement experience?

We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we may feature it! If you recap #TChat make sure to let us know so we can find you!

Contributor CTA

Save The Date: Wednesday, September 3rd!

Join us next week, as we talk about People, Performance and Building Legendary Teams during #TChat Events. The TalentCulture conversation continues daily on #TChat Twitter, in our LinkedIn group, and on our new Google+ community. So join us anytime on your favorite social channels!

Passive-Recruiting
photo credit: www.audio-luci-store.it via photopin cc

2014: Year of the Social Employer Brand Ambassador

/ /by

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

Networking: 5 Ways To Work It Into Your Life

/ /by

Written by Lynn Dixon, co-founder & COO, Hourly

Networking. Some people consider it a guaranteed way to connect with industry luminaries. Others believe it’s the ideal way market your professional capabilities and build brand awareness. Still, others dread the concept, and try to avoid it at all costs.

Truth is, networking remains one of the most effective techniques for selling yourself, as well as uncovering new business opportunities, projects and jobs.

But there’s a key to networking success that isn’t often discussed — knowing how to conduct yourself in various social situations is essential.

While handing out business cards may work wonders for you at a designated networking event, the same strategy might not work in a different atmosphere. Is there a way to predict what techniques will be effective in a specific setting?

Let’s look at several common social scenarios, and consider an appropriate networking plan of action for each:

1) Work Events

Work events come in all shapes and sizes, from professional development courses to off-site meetings with colleagues. These events tend to be more formal and task-oriented. Typically these settings are not ideal for aggressive networking, primarily because your participation is tied to other business goals.

How to play it: Although you may know most people at a work event, you can subtly network by introducing yourself to other attendees. When it fits into the flow of conversation, you might also mention recent accomplishments or challenges you’ve overcome. This helps people in your internal network see where you shine, and helps them envision how you could contribute to future projects with them or others they know.

2) Office Parties

Events like the annual holiday party or your boss’s birthday don’t usually scream “networking.” Conversations are often focused on personal life, and you may not want to think about business. Although no one wants to “talk shop” throughout an entire office party, it can be an awesome opportunity diplomatically reinforce your strengths.

How to play it: Put the alcohol down and get to know colleagues you don’t know well, especially those in other departments. You don’t have to brag about your accomplishments, but you can weave in your expertise. Chances are, one day they may need your skills on a project. Be memorable and focus on how you add value.

3) Family Events

You probably believe family events are the last place to whip out your resume and market yourself, but these events can be a networking goldmine. Think about it. Your family wants you to do well in your career. It’s like preaching to the choir. You just have to know what songs to sing.

How to play it: Although members of your family probably don’t work in your industry, they’re likely to know someone who does. That’s why it’s advisable to touch base about business with as many people as possible while you “work the aisles” at reunions, weddings and other family gatherings. Bring a stash of business cards, in case someone expresses interest. In the future, if someone they know needs someone with your skills, you’ll be the first person on their radar.

4) Industry Conferences

Conferences are a great way to establish excellent connections who can help you expand your network. Sometimes the premise of a conference centers on networking. Other conferences are developed for you to learn more about your industry by listening to speakers, attending workshops and sharing ideas with professional colleagues.

How to play it: This is one of those obvious networking situations where you’ll need lots of business cards, a stack of resumes, and a variety of portfolio samples. Since conferences attract a plethora of industry colleagues, you never know who you’ll run into — so you need to be prepared. It’s also smart to refresh your LinkedIn profile before the event, so anyone who checks your profile afterward will see your most current information.

5) Running Errands

Picture this: You’re at the grocery store when you see an influential member of your industry. You don’t want to throw business cards at this important person, but you do want to make a connection. How do you approach a power player in public without appearing to be desperate?

How to play it: Look for an appropriate opening. Briefly introduce yourself and explain why you admire this person. Try to mention a recent article they wrote or compliment them on a recent accomplishment. Then, close quickly by asking if you could connect via email or on a social network. This opens the door to future conversations while downplaying what could otherwise be an awkward situation.

The ability to market yourself in any situation is a skill that should be practiced and polished. You never know who you’ll bump into and how they could help you out in the future. Look at every situation as a chance to boost your network and provide a possible stepping stone for your career.

What do you think about the power of networking in social settings? How have you marketed yourself at various events? What has been effective for you?

Lynn-Dixon(About the Author: Lynn Dixon is the co-founder and COO of Hourly.com, an employment network that quickly matches people who are interested in flexible positions with the right opportunities. Connect with Lynn and Hourly on Twitter and LinkedIn.)

(Editor’s Note: This post is republished from Brazen Life, with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also 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 to join our ongoing Twitter conversation anytime. Learn more…)

Image Credit: Pixabay

Lessons in Community From My Hometown

/3 Comments/ /by

I’m so proud to be from Boston. The events of the past week have reminded me just how special this community is.

Last Monday, some despicable, destructive acts suddenly thrust Boston to the front of the global stage. But as each hour has unfolded since, I’ve been heartened to see the power of unity, love and generosity that shines through the people of this great city.

Common Bond

Only moments after Monday’s bomb attacks, we saw people rushing through the chaos to help — ignoring the risk to their own safety. Propelled by their humanity and their commitment to others, individuals from all walks of life stepped outside of their normal boundaries to rise above and beyond all expectations. We saw public servants display genuine leadership. And our city came together as one to preserve and protect what is near and dear to us. The good people won.

Forbes_BostonJPG

Read the Forbes.com post now…

Fortunately, this kind of response isn’t unique to Boston. We’ve all seen our share of cities rally through tragedy, man-made and otherwise. So I recognize that this is part of the human condition — this desire that drives us to persevere and to prevail, together.

A Takeaway for Organizations

Of course, as a community leader of a different type, I naturally think about how events like this should translate into “world of work” lessons. Here are the big questions weighing on my mind:

In everyday circumstances, how can organizations find the unity of purpose they need to gain and sustain strength? And what role should a strong business play in helping others in their community — for the benefit of all?

Social media and global networks can make a huge difference in connecting the workplace with the community at-large. But truly, it starts with leaders who believe that supporting a broader agenda is their organization’s responsibility.

To look more closely at this topic, read my Forbes.com column:

3 Global Leadership Lessons from Boston.

P.S. Are you interested in exploring the intersection of “Social Business and Social Good“? Please join us at TalentCulture community forums this week. We’ll be talking with Marion Mariathasan, the founder and CEO of SoRewarding.com, a company that is dedicated to integrating giving into workplace. Mariathasan is a man with a mission, and an innovative approach to making a difference. I can’t wait to hear all about it — and to hear your thoughts about this important workplace topic!

Image Credit: Stock.xchng

Empower Brand "You" #TChat Preview

/ /by

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.)

TChatRadio_logo_020813

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!

#Nifty50 & Showing #Gratitude Social Media Best Practice

/ /by

Today, I have two amazing reasons to be grateful: Cheryl K. Burgess (@ckburgess) and Pam Ross (@pamelamaeross) have nominated me for the “#Nifty50 Women in Technology on Twitter for 2012” and “The Five HR People You Meet on Twitter,” respectively.

Social media is fast and always changing. The pace of it all can be distracting. But it is essential to take a step back and take time to express gratitude — better yet, #gratitude. Showing #gratitude is a best-practice in social media. Here’s why:

  • It humanizes the business and separates the business aspect from the person behind the business.
  • Stronger relationships are built through appreciation and positivity toward one another.
  • #Gratitude is one of the reasons why social media business is developing rapidly as people connect with each other at different levels!

I’m just as much a mentee as a passionate mentor, I am learning much, much, much from all the generations every day — this whole business of social media works on the foundation of “Reverse Mentoring.” It is an honor to be nominated to these lists and recognized by other mentors in the same business. I heart Social! I’m very grateful to the amazing friendships, weekly inspiration and connections I have gained along the way.

Thank you from the bottom of my heart. I never take my valued relationships for granted. This made my week!

Image Credit: WoodleyWonderWorks on Flickr

Top 5 Trends in the World of Work This Week

/ /by

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

 

If Work isn't Fun, You're Doing it Wrong: #TChat Recap

/ /by

Also known by the less fun title of:  The Business Heresy of Uninterrupted Power Supplies….

Are we having fun yet?

On Tuesday of this week at the fourth annual National Clean Energy Summit, Vice President Joe Biden said, “Our country has a choice — what kind of country are we going to be? Are we going to rise to the challenges, like our grandfathers and grandmothers did? Or are we going to be a follower? It’s sad that we’re having this debate [about investing in clean tech initiatives] — in the past America has always led.”

And then a day later, in the heart of innovation-leading Silicon Valley, solar panel manufacturer Solyndra shut its doors and laid off all 1,100 of its employees, without any severance packages. This isn’t a political post either way; fierce global competition continues to knock the wind out of manufacturing in this country, and losing money on every solar panel you sell isn’t the way to stay in business, regardless of how much investment you’ve received.

In the past America has always led…

There are times when it’s hard for me to listen to the passionate Zappos social media hippie lovefest of culture-centric companies that focus on the customer and strive to create an emotional connection between product/service and consumer.

[Chuckle] Hey, if it isn’t fun, you’re doing it wrong. Tell that to the millions of professionals out of work and scrambling to reinvent their relevancy in a world looking more and more like the surface of Mars.

However, there is life on Mars. According to the latest ADP jobs report, 91,000 new private sector jobs were created in August. It won’t move the unemployment needle, but there’s still a heartbeat out there. The ADP report said the majority of the job gains in August came from small business. Employers with under 50 workers added 58,000 jobs.

Thankfully many of us are reinventing our relevancy; sparks of innovation are flying all over the world like lighting bugs at dusk. The new lovefest of business leaders are helping to rebuild a world where culture and human connectivity are queen, and recombined business models of sustainability are being applied to industries new and old.

Of course not everyone’s going to make it. Businesses will fail and the lights will go out. Those that do keep the power on want self-powered and empowered employees who help drive the business from the top down, the bottom up and side to side like power lines stretched from here to…

Mars maybe. Or at least the UK, since Borri UPS Systems starting following me on Twitter today, manufacturer and distributor of uninterruptible power supplies (UPS).

We can use more of that business heresy.

A very special thank you to 12 Most for being our special guests last night, including Ted Coine, Chris Westfall, Sean McGinnis, Steve Woodruff, Anthony Iannarino and Daniel Newman. 12 Most is a business and social media blogger collective of amazing credentials and savvy. And thank you to our very own Matt Charney for rounding out the special guest list as well.

You can catch the #TChat precap here as well as relive last night’s 2nd #TChat Radio show, The Realities of Business Heresy.

The #TChat Twitter chat and #TChat Radio are created and hosted by @MeghanMBiro @KevinWGrossman and powered by our friends and partners @TalentCulture @Monster_WORKS @MonsterCareers and of course @Focus.

Facebook & the Strange Engagement Arrangement: #TChat Recap

/ /by

Just because I like you, doesn’t mean we’re friends. At least on Facebook.

I’m talking about the strange engagement arrangement between companies, associations, non-profits, clubs, professional groups, other groups, events — and their followers. Or, more appropriately, their fans who “like” them by clicking on a thumbs-up tab and then getting streams of information from those groups. Maybe even posting a comment or two at times on those group pages.

It’s not really a town hall meeting, or an intimate community even, although there are sporadic bursts of interactivity, but Facebook is a universe unto itself — and the over 750 million active users.

Consider these statistics from Facebook:

  • People spend over 700 billion minutes per month on Facebook.
  • The average user is connected to 80 community pages, groups and events.
  • More than 30 billion pieces of content (web links, news stories, blog posts, notes, photo albums, etc.) shared each month.
  • About 70% of Facebook users are outside the United States.
  • More than 2.5 million websites have integrated with Facebook, including over 80 of comScore’s U.S. Top 100 websites and over half of comScore’s Global Top 100 websites.
  • There are more than 250 million active users currently accessing Facebook through their mobile devices.

And the Facebook valuation — what is it now, $100 billion? — doesn’t go without being noticed by a wealthy contingent of investor “friends.” A new study shows that 46% of online users with investible assets of $1 million or more are members of Facebook, up from 26% a year ago. The survey, by Spectrem Group, showed that millionaire’s use of Twitter has declined, from 5% to 3%.

Guess they aren’t participating in #TChat, are they. At least not yet!

Then there’s the revenue streams for Facebook — the advertising, the gaming, the recruiting. The recruiting that’s getting bigger and bigger and bigger. LinkedIn may be the granddaddy career management network with a sweet recent IPO, but I’m hearing more and more how companies are using Facebook to source and recruit applicants. There’s danger in using Facebook to hire, but that doesn’t stop the vast majority of savvy recruiting and hiring managers. There are also dozens and dozens of recruiting apps plugged into Facebook, two of which include BeKnown and BranchOut.

750 million active users. You do the math.

Then there’s my grand fenceless Facebook experiment I wrote about yesterday. There are those who maintain lists, streams, groups, circles, buckets, sandboxes, canyons, firewalls — you name it. And for good reason: cyber warfare, hacking, identity theft, online bullying and child predators are much bigger problems today than they were 10 years ago while the ability for some of us to control our impulses is tenuous, running around our houses naked with the curtains drawn and shades pulled up committing various unseemly, even unlawful acts.

Then there are folks like me. Call me crazy, but my head and heart can’t separate my work and personal worlds; I just can’t fence them off. My grand social media experiment has worked so far for me because I feel I’m connecting with more people as a person, regardless of our connections initially — the great virtual melting pot. What’s interesting is that at a time when I can’t even get my next door neighbors to have a block party, I can connect, collaborate and commiserate virtually with anyone (and any entity) anywhere in the world. But, if anyone doesn’t want to “buy what I’m selling,” then they can turn me off, just like they can turn off other companies and “brands.”

No harm, no foul.

Who knows where Facebook will go in the next 5 to 10 years, but odds are we’ll be more and more assimilated into its universe — mainlining the strange engagement arrangement straight into our veins every minute of every day. Right on.

Wait, what’s Google+ again?

You can read the Facebook #TChat preview here and here were the questions from last night:

  • Q1: What are some interesting or innovative ways businesses are using Facebook effectively?
  • Q2: Do you engage with brands or companies on Facebook?  Why or why not?
  • Q3: Where does Facebook fit into job search and recruiting/hiring?  Is it an effective tool for recruiting?
  • Q4: What are some important reminders for organizations when creating a Facebook presence?
  • Q5: Many think Facebook will replace e-mail.  What other business applications might it augment or replace?
  • Q6: What does the future of Facebook look like in 5 years?  10?  How will it impact businesses and careers?

We’re still filling out the roster, but the second #TChat Radio episode is titled “The Realities of Business Heresy” — based on a recent 12 Most post by Ted Coiné — and welcomes the business leaders of 12 Most. Please join us on 8/31/11!

The #TChat Twitter chat and #TChat Radio are created and hosted by @MeghanMBiro and @KevinWGrossman, and powered by our friends @MattCharney and @CatyKobe, and partners @TalentCulture, @Monster_WORKS, @MonsterCareers, @12Most and of course @Focus.

The Professional Future of Facebook: #TChat Preview

/ /by

Originally posted by Matt Charney, on MonsterThinking Blog

The short history of social media is littered with tools and technologies that were, for a brief moment, the “next big thing” for business, the proverbial ‘killer app’ that would justify, and expand, the investment of brands and organizations in the social web.

From MySpace to SecondLife and a thousand other already obsolete platforms in between, only Facebook, so far, has proved a legitimate contender for the title, as ensconced in popular culture as it is in public consciousness.

After all, Facebook has effectively joined the US Military, SportsCenter and the White House in the pantheon of venerable, timeless institutions, at least if Aaron Sorkin’s filmography is any indicator.  And while right now Google+ may hold the mantle of “the next big thing,” but so too, at one point, did Google’s Buzz and Wave (remember them?), and unless you’re in Brazil, you’re probably not on Orkut, either.

While Twitter tweaks its business model (which has, frankly, a long way to go as promoted tweets are about as organic to consumers as Google’s sponsored results), Facebook is, for now, the undisputed king of all social media, quickly becoming a category defining brand in the same vein as Kleenex, Xerox or Coke.

Whether its reign can continue over the long term, of course, remains a critical question, and one that, like all businesses, lies completely in the hands of its customers and the rapidly shifting sands of consumer taste.  But so far, it’s survived, and thrived, through evolutionary progress that would leave Darwin befuddled, its loyal community expanding from a cadre of elite colleges to, well, just about everyone this side of the Great Firewall of China.

With its global reach and highly engaged user base, Facebook isn’t the only entity with a stake in its long term success; its implications – and possibilities, extend to all brands, personal and professional (of course, on Facebook, those aren’t mutually exclusive unless, of course, you’ve heard of this pretty kick butt app called BeKnown…)

Facebook at Work: #TChat Questions and Recommended Reading (08.17.11)

We hope you can join us Wednesday night at 7 PM ET/4 PM PT for this week’s #TChat: “Facebook at Work: The Professional Future of Your Personal Network.” Invite your friends and get ready for wall-to-wall conversation about what Facebook means for the evolving world of work – and life.

It’s sure to be a lively discussion with some great ideas and insights (and maybe, just maybe, we might find out what exactly the purpose of “poking” someone is…).

Here are the questions we’ll be covering, along with some recommended reading to help prepare, and inform, your involvement in this week’s #TChat.

We hope you “like” it!

Q1: What are some interesting or innovative ways businesses are using Facebook effectively?

Read: 20 of the Most Innovative Facebook Campaigns Ever by Niall Harbison and Lauren Fisher

Q2: Do you engage with brands or companies on Facebook?  Why or why not?

Read: Online Networking for Beginners by Charles Purdy

Q3: Where does Facebook fit into job search and recruiting/hiring?  Is it an effective tool for recruiting?

Read: Recruiters Turn to Facebook to Find Candidates by Joe Light

Q4: What are some important reminders for organizations when creating a Facebook presence?

Read: Don’t Rely on Facebook for Your Social Media Marketing by John Jantsch

Q5: Many think Facebook will replace e-mail.  What other business applications might it augment or replace?

Read: Company Branding and Employee Social Networks: A Social Media Win-Win by Emily Bennington

Q6: What does the future of Facebook look like in 5 years?  10?  How will it impact businesses and careers?

Read: The Future of Facebook is GooglePlus by Josepf Haslam

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.”

We’ll be joining the conversation at our new time this Wednesday night as co-hosts with Meghan M. Biro and Kevin W. Grossman from 7-8 p.m. (Eastern) via @MonsterCareers and @Monster_Works.

There’s No Going Back From Global: #TChat Recap

/ /by

Today’s recap is written by Caty Kobe, a member of the TChat community and the Focus Community Manager.

Last night’s #TChat made one thing was clear: globalization means a lot of different things to a lot of different people. People from all corners of the Twitterverse came forward to share thoughts, ideas, definitions, opinions and suggestions based on years of experiences across a wide variety of cultures.

Many agreed that globalization is creating incredible new opportunities for both workers and their employers, but cautioned that certain opportunities may come at the cost of exploiting other people and cultures. Technology and social media are certainly aiding in breaking down linguistic and physical barriers, yet we agreed there’s no way to automate the dissolution of cultural barriers. In other words, nothing will ever replace the good ole fashioned handshake.

Corporate America has a lot to learn from their counterparts overseas. For years we’ve been perceived as operating under the assumption that the American Way is the only way, but globalization is quickly proving this false. In order to succeed, US businesses must invest in diversity programs, language training and offer flexible work schedules. We must be willing and able to accept other cultures as equals.

So how do we attack this daunting to-do list? Leadership teams and employees all share the responsibility in commencing change. Cultural shifts will likely start from the Top, but don’t wait for your boss’ permission to learn a new language or nurture relationships through the web. Globalization has forever changed the way we do business. Better to embrace it and learn the strategies required to succeed in this rapidly shrinking world.

One last thing before I go, please be sure to mark your calendars for Wednesday August 31st. #TChat Radio returns to Focus.com with an all new live episode! We will be featuring a few special friends from the 12 Most Blogging Community! Look forward to sharing more details with you soon. Our goal is to bring two live radio shows every month along with our regular #TChat on Twitter which happens every Wed from 7-8pm ET.

You can read the #TChat preview here, and here were last night’s questions:

Q1: How is globalization changing the world of work?

Q2: What lessons can US workers & leaders learn from their international colleagues?

Q3: What role does workplace or business culture play when working internationally or with global teams?

Q4: What can leaders do better to meet the needs of a global or international business?

Q5: How is technology or social media influencing the rise of global business?

Q6: What are the biggest opportunities for organizations going global?  Biggest drawbacks?

Crowdsourcing Prospective Candidates: Impossible?

/ /by

Written by Omowale Casselle

Crowdsourcing is the act of outsourcing tasks traditionally performed by an employee or contractor, to an undefined, large group of people or community (a “crowd”), through an open call (Wikipedia). In theory, the internet should be a great enabler of being able to put a call for talent out to a community and in return receive a great group of qualified candidates that meet the needs of your organization. In reality, this is much easier said than done.

There are great examples of communities that rely on crowdsourced principles:

1.  Threadless is a community-centered online apparel store. Members of the Threadless community submit t-shirt designs online; the designs are then put to a public vote. A small percentage of submitted designs are selected for printing and sold through an online store. Creators of the winning designs receive a prize of cash and store credit.

2. Local Motors is an open source automobile company. They co-create vehicles with their community of auto designers, engineers, enthusiasts and customers.

3.  InnoCentive is an “open innovation” company that takes research and development problems in a broad range of domains such as engineering, computer science, math, chemistry, life sciences, physical sciences and business and frames them as “challenge problems” for anyone to solve them. It gives cash awards for the best solutions to solvers who meet the challenge criteria

From t-shirt design to automobile to R&D, these communities have shown that crowdsourcing can be utilized in a wide variety of fields for both very simple and extremely complex problems. So, what are these companies doing that is enabling them to leverage a large group of people to develop creative solutions to difficult problems?

Aligned Incentives

In each of these crowdsourced communities, there is some type of reward that is offered to those who develop a winning solution to the problem. Whether it is the most creative t-shirt or a well-designed, all-terrain defense vehicle, those who come out on top receive a clearly designed reward for their efforts.  As a result, each person who takes part in the challenge is focused on doing their best work so that they might be selected for the reward.  The company also knows that because so many people have submitted their work that the quality of those submissions which bubble to the top should be pretty fantastic. One of the clearest ways to align incentives within the recruiting environment is to offer a referral bonus. If someone within your community connects you with the right person, let them know that you’ll pay them a nice reward.  Everyone implicitly understands that every candidate referred will not necessarily be the right fit. But, for the one that is, there will be a great reward for the individual that helped you connect with him/her.

Multiple Opportunities to Get Involved

While there are plenty of people who are focused on winning the big reward, there are an equal number of participants supporting the community along the way. From the members who vote on the submissions to those who ultimately purchase the product, these communities excel at making everyone feel like they have an important role to play.  In social media and social networking, most of your community is not necessarily going to have a direct connection with the right candidate. But, with careful management of your community, they may be willing to share your hiring need through a status update on Facebook or a retweet on Twitter. By helping spread the word and thanking people for their participation in achieving your ultimate goal, you create the type of environment in which many people want to be a part of.

Clearly Defined Problems

In order to develop a meaningful solution, the problem must be well understood. So, these communities place a heavy emphasis on letting you know upfront what they are looking for. There is then the expectation that the creativity of the individual, supported by the broader community, will take over to find a path from the problem definition to an elegant solution that will be appreciated by many. In recruiting, this is no different. If you want to get the right slate of qualified candidates, it is important to properly define what you are seeking in terms of experience, skills, and expected roles/responsibilities. By getting this right, you give the community a much better opportunity of finding the right person.

Although social media and social networking have helped digitally bridge the gap among internet users locally and globally, many community building efforts are challenged to truly reap the benefits. While there is still a way to go before we see a scalable, repeatable, crowdsourced recruiting solution, key elements can be incorporated into individual communities being created on Twitter, Facebook, and LinkedIn to increase the participation and ultimate results achieved. What ways has your organization sought to leverage your community to meet your hiring needs?

Monster's BeKnown Disrupts: Meet New School Social Networking

/9 Comments/ /by

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.

Twitter Chats Reveal the Future of Online Communities

/12 Comments/ /by

Written by Omowale Casselle

Recently, I have been paying a lot of attention to different chats that happen on Twitter. Quite honestly, these community focused discussions are extremely interesting to me because of what I believe they reveal about the future characteristics of online communities. (If you’re a regular here at TalentCulture, you probably have participated in this community’s popular Wednesday evening #TChats. If not, I recommend you do!)

Collective vs. Individual Ownership

  • While there is usually someone who has come up with the initial idea for a hashtag, by and large it is owned by the community of participants. No one can trademark or copyright a hashtag. Also, the social nature of the platform makes it difficult to prevent anyone from using it.  This collective group ownership is a valuable element of future online communities. When people feel ownership, they become careful stewards of what has been created.  In many ways, they are so in love with their experience that they refuse for others to destroy what has been built. As a result, you will often find community members passionately maintaining community norms.

Participation varies and depends on interest/expertise/willingness to share

  • In online communities there has always been a distribution of participation. With hashtags, there are additional ways to foster participation. For example, even if you are too shy to speak; one can simply re-tweet something that they find especially valuable or interesting.  By lowering the barriers of participation, more people are drawn in which is the key to utilizing the collective knowledge of the community.

Many of the most popular are based on niche topics with the core value proposition being the opportunity to learn more

  • Many hashtags are first and foremost an opportunity for others to learn about an area of interest.  This shift away from self-gratification towards mutual gratification is one that I think is especially exciting about these communities.  Instead of people hoarding knowledge, hashtag chats give participants an opportunity to share their learnings with others. In the process, valuable social capital is earned which gives people with key insights increased hierarchy within the online community.

Heavily focused on crowdsourcing (Moderator asks questions and variety of people weigh in on the subject, the most popular or well received answers are typically re-tweeted)

  • Many hashtag chats are loosely organized around the topic of a few questions with the community being asked to respond based on what they think.  Within this dynamic, community participants can ask burning questions that are on their mind around the subject of interest.  This simultaneous loose and rigid structure is especially appealing to participants.  In addition, the real-time nature of the communication channel enables moderators and community members to key in on subjects that are of great interest.  This helps keep the interest of community members and keeps them coming back each week to learn more about a specific topic.

While these trends are just developing, it will be interesting to see how they evolve to become what I believe will be the foundation of successful online communities moving forward.  This represents a shift from the closed model that many web 1.0 communities were based upon.

Remember, the model that forced you to register for a site to figure out if the community was interesting.  Once you realized it wasn’t, they already had your email address to spam you with.  No longer! In this new dynamic, you have to show your worth in the open community before people will even give you a chance to move into a closed, intimate relationship.

This dynamic is especially crucial for employers who are seeking to engage with prospective candidates to master. By moderating online discussions around subjects related to their industry, company, or individual opportunities, employers can create a dynamic recruiting environment that will be irresistible to candidates.

Finding Career Success Without A Job or Internship

/ /by

Written by Kirsten Taggart

I’m currently in Australia taking some classes and learning what life is like in the southern hemisphere.  Even more, I’m learning some important lessons and tricks on how to advance my career away from home without a job or an internship. Whether you’re also abroad, a recent graduate, or simply want to plan ahead, it’s always beneficial to know how to be productive on your own time.

We’re facing an unemployment rate of 9.1% (underemployment is at 19.2%). There are approximately 21 applicants per job position.  Intimidating? I certainly think so. But you can have a major advantage over your competition simply by making yourself known and getting your name out there from wherever you may be.

Being away from home, I’ve found the best way to do so is to stay connected. Email previous employers/professors and tell them what you’re up to, what you’re planning on doing in the near future, etc. Maybe they know someone you can contact.

Use LinkedIn wisely.

Be vocal on Twitter – when I say vocal I don’t mean telling the world that you broke up with your boy/girlfriend via a sappy song lyric. Twitter is a branding source so use it the way you would want your employers to view you. What are you interested in? What relevant articles have you read lately? Who are (or aren’t) you following?  Twitter is great for making connections in your industry and finding open positions.

At the same time, go out and meet people. My goal here has been to meet the locals and find out what they do, what working in Sydney is like, workplace dynamics, etc.  Who knows, you might find someone in your field that can help you out.

Here’s a recent example of how networking can help you anywhere in the world. TalentCulture recently took on a few new talented bloggers.  I tweeted them a small community welcome, which led to a conversation with William. Before I knew it, he was sending me the contact information of his friend in Australia.  Now I have a local connection and an opportunity to expand my network.

In the past few weeks there have been numerous articles on the best and worst advice for college students, but the most valuable tip I’ve heard so far is not to limit yourself. Put yourself out there on social media – in the end you’ll be available to a much broader job market.

If you would like to read more on the world of work for new grads, check out Tuesday’s #TChat recap.

The Future of Web Technology: Nice to Meet You, Web 3.0

/ /by

As a digital native, I grew up with the web. And by that I don’t mean I just grew up with Internet access, though that’s true. I mean the Web and I grew up together. See, I was just old enough to start using a computer when the Internet hit mainstream America. Since then, it’s amazing to see how much we’ve both changed, and how difficult it is to notice those changes when we see each other every single day.

You have probably heard the terms Web 1.0 and Web 2.0. Web 2.0 has been a hot topic of discussion with the emergence of social media. But what exactly does it mean?

You may remember the Internet in the mid-1990s. It was awful. Most companies had no understanding of how to use the Internet for their business, so they simply posted the same broadcast-style messaging found on brochure ware. That’s what we refer to as Web 1.0.

The term Web 2.0 emerged in 1999 when engineer Darcy DiNucci described an imminent shift in Internet history from static “screenfuls” to two-way communication portals. During the Web 2.0 era, web sites became much more interactive, soliciting input from the user and granting her the ability to publish her own writing, pictures, videos and more. Today, Web 2.0 is often synonymous with “social media.”

Now, we’re on the brink of Web 3.0. It’s a new chapter in the history of the Internet brought on by three distinct characteristics:

1. App-based Computing

Odds are you may hardly ever visit your favorite websites. Instead you probably access the content from those sties through an application or independent program. These applications can be mobile (for the 250 million people accessing Facebook on their phones), desktop-based (for the 20+ million people using Tweetdeck to access Twitter) or both (for the 10 million Evernote users who access their notes on multiple platforms). The web still has its time and place. However, custom computer programs often provide a better user experience. Read Chris Anderson and Michael Wolff’s famous Wired Magazine article on the death of the “web.”

2. Internet Everywhere

Smartphones will be in the hands of the majority of American mobile subscribers by the end of this year, and almost all of those phones will have 3G or 4G access. That means they will carry the Internet with them in their pockets. Having Internet everywhere means the way we use the Internet will change. A mobile device doesn’t lend itself to full web browsing very well. Many companies are designing watered down versions of their websites formatted for mobile devices. People use mobile web more to “check” their digital lives than to live them.

3. Open Source Technology

You might have noticed alternative login methods popping up all over the web asking you to log in with Facebook, Twitter, Google, foursquare or Yahoo. If you dare to click one of those buttons, you’ll find the website your on has the ability to pull in information you’ve entered into another service. This development is made possible through application programming interfaces (APIs), which allow one piece of software to communicate openly with another piece of software. Many software companies now offer APIs so that third party developers can innovate on top of their existing technology. Right now, I feel there are serious conversation fragmenting problems in consumer technology. I can’t even begin to attempt to count the number of places I send and receive messages. My hope is that APIs help to solve that problem.

Eventually the future of the web will take us toward augmented reality, but we’re far from that now. What other indicators do you look for to imply we’re moving into the next era of the web?

IMAGE VIA Wolf Gang

In the World of Our Work, We Are the Architects: #TChat Recap

/ /by

If we all knew what we wanted to be when we grew up, then what’s the point of growing up? Where’s the beauty in the journey?

When I say “beauty” I’m not talking just about the literal kind of pretty, I mean the mindful presence of learning to own your life decisions, your failures, your successes and your over- and under-reactions, your disruptive passions and your nonchalant, middle-of-the-road actions…your life. Let me digress sentimental…

Growing up (aren’t we always growing up?), I wanted to be an architect. And a poet/novelist. And a rock star drummer. Quite a combo I know. What started as drawing Snoopy and other Peanuts characters then cars and hot rods led to drafting classes in high school and a love for designing homes and buildings. And what started as writing sweet little rhymes led to dark prose of teenage questioning angst then hopeful short stories of love and redemption into adulthood, with a few “novel” beginnings to boot. And lastly what started as air drumming and eventually practice pads has never gotten any farther than the love of drumming.

Instead I went into philanthropy, then marketing communications and business development with a college degree in psychology. Note to future grads: Not getting work experience, including internships, prior to graduating is a mistake. Don’t ride it all out a la academic — get real-world experience along the way as well as finding mentors to guide you. Remember, a college degree doesn’t equal an automatic paying career. Not anymore. In fact, in this job market, working multiple contingent jobs ain’t a bad gig if you can get it. It’s great “stretch” experience, too.

I read at the end of last year that millenials (i.e., Gen Y, those born somewhere between the mid-1970′s and the early 2000′s) will have at least 7-8 careers in their lifetimes. I’m a Gen Xer and I’ve already had 6 now. Many of my peers can relate to the path of “I wanted to be this but I fell into that, and that, and that.” As I wrote yesterday, there are five generations now in the workplace who are scrambling to stay afloat in this post-apocalyptic economy.

And while I agree that for the most part it still takes time and experience to build a better mouse trap and mouse trap management, there’s nothing wrong with a little impatient hurry-up-and-fail attitude to build one’s fortitude. Some of the most exciting business startup activity in over a decade is coming from a mixed generational group, young and old alike, all re-imaging the way and why of work within an emotional connectivity context and cultural inclusivity.

That’s why it was so poignant that I awoke with this passage from famed architect Frank Lloyd Wright:

“The longer I live the more beautiful life becomes. If you foolishly ignore beauty, you will soon find yourself without it. Your life will be impoverished. But if you invest in beauty, it will remain with you all the days of your life.”

Own your career management, fail and learn, and champion your mentors. Then become one. In the world of our work, we are the architects.

There’s lots of beauty in that as far as I’m concerned.

You can read the #TChat pre-cap titled Meet the Workplace: World of Work for New Grads, as well as review the questions from last night:

  • Q1: Should 2011’s new grads follow their passions, or focus on finding a stable career?
  • Q2: What rookie mistakes are new grads in danger of making in the workplace?
  • Q3: What are some tactics a new grad needs to employ in a troubled employment market?
  • Q4: Do you think a four-year degree (at least) is necessary for career security?
  • Q5: What makes this generation of young workers different from those of 20 years ago?
  • Q6: How do you think this decade’s crop of new grads will transform the workplace?
  • Q7: What’s the best piece of career advice new grads need to hear right now?

A special thank you to Charles Purdy from @Monster_Careers for moderating last night!

New Technology Changing The Future of Resumes

/16 Comments/ /by

Written by Kevin Wang

There are core values and ideas that will remain eternal. However, the shape and form in which they manifest themselves constantly changes through time due to improved technology or cultural shifts. Think of what marriage, transportation, or news outlets looked like or meant to people in different periods, and you’ll see what I mean.

I believe the resume will never die. As long as a majority of companies hire their employees based on knowledge, resources, and experience, the resume’s purpose will remain vital in the process. I do believe, however, that the form in which a resume manifests itself is slowly growing outdated. Just as the email attachment replaced the mailed print copy, one of the following below could easily replace the email attachment as the next standard resume.

LinkedIn

LinkedIn, a social networking website for professionals, has rapidly taken off since its founding in 2003, with the company now boasting over 100 million users and over $160 million in annual revenues. Just as Facebook became the platform on which we interact with our friends, LinkedIn is becoming the platform on which we interact with contacts and companies. People of all ages are realizing the wealth of potential and opportunity awaiting them on the website, and flocking to start their own accounts.

With one’s experience, education, recommendations, contact information, and just about everything else conveniently listed on one’s page, it only takes a quick profile look-up from HR to find everything they need to know about an applicant. Perhaps in the future, LinkedIn may even go beyond allowing users to simply submit applications to posted jobs, building tools and services (like video chat, applicant evaluation software, etc) onto its platform to allow for the entire hiring process to take place on its website. With the company’s continued sustained growth and innovation, it is likely that this will usurp the traditional resume.

Video

It has become relatively easy in this day and age to create high-quality homemade videos. Video cameras (or phones) and simple-to-use editing software are everywhere, and uploading content to the web is a breeze. A video resume allows an applicant to present himself or herself in more dimensions to a recruiter by showcasing creativity, personality, and interests while still communicating qualifications and experience

Additionally, the visual presence of the applicant allows him or her to speak more directly to a recruiter than any cover letter could ever allow, making for a more compelling personal pitch. This format has already started to become more prevalent: for example, Cambridge-based tech start-up SCVNGR now accepts videos in lieu of a cover letter. There are even companies, like TalentRooster, which specialize in producing such videos for hopeful hires who would otherwise produce something laughable, like this. Or awesomely ambiguous, like this.

Personal Pages

With more people embracing personal branding and establishing their presence on the web, it becomes important to tie all their outlets together. Recruiters don’t just want to see a resume anymore; they want to learn about your opinions, values, and personality, which they can extract from your online activity.

Whether it’s a WordPress blog, YouTube account, or a Twitter handle, every digital footprint left generates exposure and adds value to an individual’s personal brand. A personal page aggregates everything into one convenient location for a recruiter to look through. Additionally, like video resumes, a personal page allows you to add creativity and a visual presence in a way a traditional resume cannot. Such sites are quite easy to set up: building a solid fan page on Facebook or a splash page on About.Me or Flavors.Me can be completed in less than half an hour. For those willing to go the extra mile and spend a little cash, purchasing themes, domain names, and outside help can help add a little flair.

The death of the email attachment resume is fast approaching. Thanks to the web, applicants no longer have to submit anything beyond their basic information, for a plethora of information about them is already readily available online and Google-able. It’s not hard to imagine a future job application reduced simply to this:

IMAGE VIA L Hollis Photography

Preventing Unforced Social Recruiting Errors

/6 Comments/ /by

Written by Omowale Casselle

Usually, one of the key characteristics of champions is that they have an amazing ability to prevent themselves from making unforced errors. Opponents will often try to force you into situations that they can utilize to their advantage. But, if you can do those things that you do well on a consistent basis without making mistakes, you will often come out ahead. As we know, nothing is more important for the sustainable competitive advantage of employers than the ability to continually attract, recruit, and retain top employees.

As we move further and further into the emerging territory of socialization and online recruiting there is an increased opportunity to make unforced errors. The primary reason is that the rules aren’t well defined so both candidates and employers are as awkward as two teenagers on a first date. Each wants to impress the other, yet neither knows exactly what to do or how to do it. This uncertainty is combined with the fact that there are some people who would be totally happy to see you fail.  The key is to stay focused on your employer value proposition and effectively communicate that with candidates.

If not, you’ll find yourself making unforced errors which will compound the already difficult challenges of recruiting in an emerging environment.

So, what are the unforced errors that you should be on the lookout for?

Instigators

As long as people have been interacting in the online environment, there have been a small group of people who are interested in stirring the pot for no other reason than to make others angry. These people who have far too much time on their hands will attempt to take advantage of the increased access to employees to engage in anti-social behavior.  Without discipline, your company can easily end up making an unforced error. This can happen by either engaging in unprofessional back/forth discussions or circular arguments.

To prevent this, you must remember the purpose of your online activity. Your #1 goal is to attract, recruit, and retain the top talent that will increase the competitive advantage of your organization. Anything that is counter to that purpose should be ignored. The immediacy of social media and social networking makes it more likely that instigators will try to bait you into arguments. But, you should take steps to ensure that ambassadors for your organization have the discipline to maintain their composure when engaged by instigators.

Disgruntled Candidates

After going through perhaps a phone screen or an in-person interview, this person has not advanced to the next stage in the process. Unfortunately, they don’t agree with your rationale. So, their goal is to create a scorched earth policy within your current social recruiting efforts. This person will not make it clear that they are a candidate that wasn’t selected. Instead, they will try to use social discussions to highlight perceived flaws within your company that they feel will make your opportunity less attractive to prospective candidates.

It is important to diplomatically take these discussions offline. Not because you are trying to create the impression that your company is without flaws, but instead these people are presenting information about your company without the proper context (rejected candidate who has a score to settle). These discussions can be extremely confusing to prospective candidates and can do significant damage if your employees engage publicly.

Competitors

As we’ve seen from the different anti-poaching agreements that have recently come to light, most employers recognize the need to win the war for talent. Competitors have an opportunity to create unforced errors by using their industry knowledge as well as their understanding of your competitive advantage.

Often, competitors will not have deep insights about what exactly it is like to work at your company. But, their knowledge is dangerous enough to create challenges with your social recruiting efforts. If you are in a discussion with someone who appears to have the level/quality of information as a competitor, it is important to reinforce your unique value proposition. Remember, your competitor is just as convinced that their value proposition is superior to theirs as you are. This is a great opportunity to communicate exactly what your advantages are for prospective candidates. Don’t be tricked into argue your value proposition on their terms.

As an increasing number of employer and candidate interactions happen within the online environment, it is extremely important not to make unforced errors. We see that there can be a variety of different scenarios that might lead you in this direction. What other unforced errors have you seen employers make and what advice do you have for preventing it?

IMAGE VIA chascow

About the Author: Omowale Casselle (@mySenSay) is the co-founder and CEO of mySenSay. We help top companies and future leaders make better employment decisions.