How to Build Your Network Without Burning Out

(Editor’s Note: All of us in the TalentCulture community mourn the loss of our dear friend, brilliant colleague and mindful mentor, Judy Martin, who passed away unexpectedly on January 31, 2014. The following is the last post she contributed to our blog, only 10 days earlier. Her message and her life are a lesson for us all.)

The unthinkable happened during the first week in January.

TalentCulture CEO Meghan M. Biro had gone missing. She hadn’t returned a tweet from me for more than three days. Unheard of, I tell you.

Naturally, I was concerned about her well-being. I actually considered contacting Boston area hospitals. But instead, I did what any good friend would do. Resorting to an antiquated strategy, I picked up the phone and called her.

“Seriously Judy, I’m taking a break. I don’t want to burn out,” Meghan told me.

“What? A break from your BFF?” I almost blurted. Then, a calm washed over me, and instead I said, “Good for you.”

This sparked a conversation about how busy professionals like us can continue growing and navigating our social networks without compromising our stress levels. Connection and communication have taken on new importance in today’s 24/7 world of work. Those who manage the energy and minimize the stress are able to stay ahead of the competition, and sustain high performance. But it’s not easy.

Everyone manages a social network differently. It’s an intimate and personal process. We all have close connections with whom we can exchange ideas and openly vent. That’s typically not a burden on our time and attention. But in this era of digital exuberance, our social circles are growing rapidly. We need to find the signal in our niche, while filtering out the noise of a much broader network. Keeping pace requires a strategy:

8 Tips to Reduce Stress In The Face of Digital Exuberance

1) Schedule Social Sessions: Timing is everything. And quality time counts. When does your network naturally buzz with activity? If you’re a rock star, you might be inclined to check Twitter in the late evening, but if you’re into talent management and business news like me, you’re probably trolling Twitter from 7-8 a.m. Instead of trying to pay attention 24/7, pick one or two intervals each a day to dip into the stream. Don’t just “fly by” with retweets — really dive in and engage in conversations that build relationships. But when your scheduled time is up, move on. Eventually, you’ll adjust to an established rhythm, and so will those in your inner circles.

2) Take Breathing Breaks: Twitter and Facebook interactions can become surprisingly intense. Periodically, take 5 minutes to literally sit back and just follow your breath. Close your eyes, or look away from the screen. Simply being aware of how you are breathing helps regulate cortisol, the “stress-producing” hormone. Count as you inhale – one, two, three. Then hold your breath for several seconds, and exhale to the count of three. Better managing stress “in the moment” gives you more energy later, when you may need to tap into your reserves.

3) Stand Up and Stretch: Once in a while just walk away. Yes, leave the computer behind. This is important to get blood circulating in your body, which delivers more oxygen to your brain. If you prefer not to stand, push your chair away from the desk. Inhale and raise your arms above your head, clasping your hands in a “steeple” position. Look up and gaze at your hands for several moments. Then exhale slowly while your hands float gradually back down to your sides. You’ll feel refreshed and ready to shift back into business gear.

4) Hum with Purpose: That’s right — make noise. Humming actually calms the mind and body. It’s an ancient yogic technique that helps focus attention prior to meditation. The sound reverberates in your skull, and helps your brain rewire your attention. Here’s how: Plug your ears with your fingers and inhale deeply. Pause. Then as you exhale, hum for the reminder of the “out breath.” Repeat two more times. If you feel dizzy, stop. But ideally, it will help release tension and help you focus.

5) Let Filtering Tools Work for You: Sometimes we need to look beyond human behavior for help. If we opened every link that came our way we’d never sleep. Aggregation tools help consolidate and organize the chaos — news sources, blog posts, and other information sources of interest. I’ve set up Google alerts to deliver breaking news on keywords that matter most to me. For less critical topics, I receive news feeds once a week. You can use Hootsuite, Buffer Tweetdeck and Aggregation tools and dashboards to identify relevant content and create a delivery schedule that works for you.

6) Harness Hashtags: Hashtags are the fastest way to share and find relevant information on Twitter. For example, professionals who participate in the TalentCulture community share HR and business leadership knowledge by adding the #TChat hashtag to their tweets. At any moment, anyone can search for #TChat, to see the community’s latest tweets. It’s like round-the-clock access to the most popular human resources conversation on the planet. If you follow a hashtag like #TChat in your Twitter dashboard, you’ll quickly and easily find helpful peers, ideas and advice. Also, when you schedule Twitter posts, be sure to add hashtags that reflect your area of expertise. Your posts will reach people in your niche, even when you’re offline.

7) Leverage Human Relationships: Sometimes, all of us need to unplug for several days or more. When you do, plan ahead. Just because you’ll be off the grid doesn’t mean your networking must come to a standstill. Reach out to several people in your immediate network. Let them know that you’re taking a break, and ask for a little extra support in sharing your work on Twitter, Facebook, LinkedIn — wherever you’re most active. You can even form ongoing support alliances and develop common “social back-up” guidelines. Just remember, you’re not alone.

8) Create a FOMO Free Zone: Perhaps the most important advice I can offer is to honor your social self. Competitive pressure shouldn’t drive your social brand development. Don’t let yourself become obsessed with how other people behave on social channels, or about whether volume or frequency of their activity trumps your own efforts. Whatever your message is, you’ll succeed when you deliver it through your own lens, with your own voice, to an audience that is naturally interested in you. Forget #FOMO (Fear of Missing Out)!

Of course, even with healthy habits, it often feels like we’re networking at the speed of light. But hopefully these tips help you slow the pace a bit, focus on what matters, and generate more energy to fuel your social success.

Do you have tips for reducing stress and improving productivity in the age of social networking? What techniques and tools work for you? Share your ideas in the comments below.

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

Image Credit: Pixabay

What Drives Social Influence? Insights From Recruiting Circles

Written by Carter J. Hostelley, CEO, Leadtail

Marketers change jobs a lot. So every few months I hear from someone who’s job hunting again. Typically, we get together to grab coffee and chat about their situation. And at some point, they ask, “Hey, are there any recruiters you’d recommend I talk to?”

Now, imagine you’re an executive recruiter sitting nearby and listening in. Wouldn’t you like to pull up a chair and join our conversation? Sure you would. And maybe you’d also wonder how to influence me, so that I recommended you.

Social Listening Isn’t Enough

These days, you don’t need to hang out at coffee shops to listen in. You can just tap into your favorite social media news feed to discover what’s being discussed and shared at any moment. But pretty quickly you’ll get overwhelmed. Why? Because you don’t know which conversations to join, whom to engage, and how to influence them.

Without context, social listening isn’t helpful. To make social media more relevant and actionable, you need to tune-out ambient noise. In other words, you need to move from social listening to social insights.

Case In Point: How Do Recruiters Engage on Twitter?

Let’s say you’re an executive recruiter who wants to know what other recruiters are up to on social media. Or maybe you work for a company that sells to recruiters. In either case, you’re looking for social insights about recruiting professionals.

That’s exactly what asked my company to do recently. So we developed a report: How Recruiters Engage on Twitter. It summarizes how 557 North American recruiters participated, engaged, and were influenced on Twitter, from June-August 2013. During that time, our sample of  recruiters generated 173,903 tweets, 106,343 shared links, and had a total of 1,533,429 followers.

Why look at Twitter activity? Because it’s a good proxy for social media behavior overall, and offers an advantage over other data sources (such as surveys, polls and focus groups), because it reveals what people actually do, versus what they say they do.

Leadtail Chart Social Influence (2)For example, here’s a visual representation of the people who are most retweeted by recruiters we analyzed:

This report also provides other useful social insights, including: most popular hashtags, most shared content sources, and the top 25 industry publications shared by these recruiters.

Best Practices of Top Influencers

Exclusively for this post, we dove even deeper into Twitter activity among the five people who influence recruiters most. They are:

@MeghanMBiro — Meghan Biro, Founder & CEO, TalentCulture
@blogging4jobs — Jessica Merrell, Editor of Blogging4Jobs
@jimstroud — Jim Stroud, Director of Sourcing and Social Strategy, Bernard Hodes Group
@YouTernMark — Mark Babbitt, Founder & CEO, YouTern
@GlenCathey — Glen Cathey, SVP Talent Strategy and Innovation, Kforce

What did we discover by examining the behavior of this elite group?

•  Influencers tweet a LOT. 4 out of 5 of these top influencers tweet 15+ times a day. (Meghan blows them all away, with an average 107 tweets/day!)

•  Influencers develop a “brand” of their own. Each top influencer has a style and focus that’s unique. For instance, @JimStroud focuses on social recruiting and job search strategy, while @GlenCathey’s approach is decidedly more tech-and-data driven.

•  Influencers don’t lean on retweets. All 5 of the top influencers go light on the RT, keeping them to less than 15% of overall tweet volume. Instead, they share lots of links and often mention other folks.

•  Influencers embrace the community. 3 out of 5 of these influencers will most likely follow you back (they follow 70%+ of those who follow them), and 4 out of 5 include an “@” mention in most of their tweets.

•  Influencers tweet with a goal in mind. Whether it’s to get the word out about their next event, to sell their services, or to grow their audience, these folks tweet links that drive traffic to their other online channels (websites, other social media sites, etc.) 10%-50% of the time.

While these “best practices” come from observing the Twitter activity of only 5 key influencers, they also provide insights into how you may want to consider approaching Twitter and social media to boost your influence.

Tips To Increase Your Social Influence

How can you move from social listening to social insights (and perhaps have an impact on the right people)? Here are 5 tips:

•  Listen to your target audience. Who cares what anyone and everyone is saying? Instead, listen to what’s on the minds of customers, prospects, and key influencers.
•  Be where the right conversations are happening. So many social networks, so little time! Invest your efforts in the social platforms where your target audience is active.
•  Talk about relevant topics. What issues, news, and events have captured the attention of the folks you’re looking to engage? Shouldn’t you be talking about that, too?
•  Discover who’s doing the influencing. Which publications and people do your buyers read, share and interact with? Pay attention to who is popular and influential, and how they engage.
•  Work the aisles. Just being present in social media is not enough. You must cultivate relationships with a community that you develop over time. Eventually, you’ll be in a position to influence those who matter most to you.

Now, imagine we’re back in that coffee shop, where you’re listening to my conversation with my marketing colleague. Let’s say you decide to introduce yourself. Wouldn’t it be great if I said, “Thanks for coming over, I actually follow you on Twitter! I love your comments and the content you share.”? That means you’ve done a great job of influencing me, before our conversation even begins!

Now It’s Your Turn

How are you generating social insights today? What strategies have you found successful in becoming more influential on social media? Share your thoughts in the comments area.

Carter Hostelley (2)(About the Author: Carter Hostelley is the Founder and CEO of Leadtail, a B2B social media and insights agency. He and his team have developed and implemented social media programs for leading business brands and technology startups including WageWorks, Alcatel-Lucent, Symantec, Adaptive Planning, NetBase, and PunchTab. They also publish periodic social insights reports on senior marketers, HR professionals, and recruiters. These reports have been covered by publications such as: Forbes, Business Insider, Huffington Post, ERE, MarketingProfs, AllTwitter, and Social Times. Carter also has over 15 years experience working with venture-backed technology startups in numerous executive roles, and is a contributing author at CMSWire. Connect with him on LinkedIn, Twitter or via email.)

(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 for events, or to join our ongoing Twitter conversation anytime. Learn more…)

Communities of Practice and Purpose: #TChat Recap

“Every person is defined by the communities she belongs to.”
―from “Speaker for the Dead” by Orson Scott Card

I imagine that anyone who participates in the TalentCulture community agrees with this quote. Whenever any of us invests time or talent in #TChat events, social channels or this blog, a bit of our identity becomes connected to something larger than ourselves.

Of course that’s not unusual. The rise of the Internet has made community membership a common occurrence. In fact, “community” has become a buzzword for any group of people that uses digital technology to interact. But many business-related communities are much more than just loosely connected people. They are, like TalentCulture, communities of practice or purpose.

Here’s how social learning expert, Etienne Wenger, defines Communities of Practice: “Groups of people who share a concern or a passion for something they do — and who learn how to do it better as they interact regularly.” It’s important to keep in mind that this proccess of continuous learning isn’t necessarily intentional. It’s also important to remember that, although communities may start as a flash of inspiration, they must be cultivated. They require consistent presence, clear communication and sufficient resources to function and flourish.

Not every virtual community is a community of practice.  What differentiates them from others? According to Wenger, there are 3 critical components:

  • DOMAIN = shared topics of interest (e.g. today’s “world of work”)
  • COMMUNITY = members + their relationships (e.g. #TChat/TalentCulture social media connections)
  • PRACTICE = channels and collective body of knowledge (e.g. chat archives, video and audio interviews, blog commentary)

Want deeper insight into how you can get value from a community of practice? Watch this energetic, idea-packed video by Nancy White, who is passionate about the care and feeding of communities!

How do these community of practice concepts extend to enterprise communities? For insights and inspiration, check out our stash of resources from this week’s #TChat Forums. Throughout the week, experts challenged us to think in new ways about familiar community concepts.

#TChat Week in Review

SAT 5/25

Maria and Jeff

Watch video interviews in the #TChat Preview

#TChat Preview + Sneak Peek Videos: Our Community Manager,  Tim McDonald, framed the week’s topic in interviews with our special guests, Maria Ogneva, Director of Product Marketing at Salesforce Chatter Communities, and Jeff Willinger, Director of Collaboration, Social Computing and Intranets at Rightpoint consulting. See the preview: “Finding Value in Enterprise Communities.”

SUN 5/26 Post: TalentCulture CEO, Meghan M. Biro considered how business organizations can effectively apply community management principles and practices in her Forbes column, “5 Ways Leaders Empower The Social Enterprise.”

TUE 5/28


Listen to the #TChat Radio show recording

#TChat Radio: Maria and Jeff joined our hosts, Meghan M. Biro and Kevin W. Grossman to examine key issues and opportunities associated with the care and feeding of digital business communities, in “Why Enterprise Community Management Works.”

WED 5/29

#TChat Twitter: As we do each Wednesday, #TChat-ters took to the Twitter stream to share ideas, concerns and opinions — this week about enterprise community best practices, with Maria and Jeff leading the way. Were you in on the action? If not, or to review highlights, watch the slideshow below:

#TChat Twitter Highlights: “Finding Value in Enterprise Communities”

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Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to our guests, Maria Ogneva and Jeff Willinger. We’re inspired by your insights and passion for cultivating purposeful business communities!

NOTE TO BLOGGERS: Did this week’s events prompt you to write about digital communities? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week — we’re shifting gears to look at the hiring process from the candidate’s perspective. How have employers improved about the hiring process — and what could be improved? You won’t want to miss it!

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

See you on the stream!

Finding Value in Enterprise Communities #TChat Preview

(Editor’s Note: Are you interested in reviewing all of this week’s events and resources? Read “Communities of Practice and Purpose: #TChat Recap.”)

If you know me, then you know that I’m passionate about communities — digital and otherwise.

My interest in cultivating communities is what drives me as manager at HuffPost Live and TalentCulture, and as the founder of My Community Manager. It’s incredibly gratifying to help people build useful relationships, and to facilitate an ongoing exchange of ideas that is bigger than the sum of its parts.

Digital communities aren’t just a nice idea. They’re also a huge potential source of business value for enterprise organizations, according to management consulting firms like McKinsey. Yet large companies often struggle with how to connect the social dots among their various constituents — employees, leaders, customers, business partners, and beyond.

What Makes a Great Enterprise Community?

Of course, great networking and collaboration tools are helpful in creating and sustaining any kind of social community. But it takes much more than a solid infrastructure. What does it take? That’s the focus of our TalentCulture #TChat forums in the coming week. And we’ve invited two experts to lead the conversation:

#TChat Sneak Peek Videos

Both guests briefly joined me for a G+ Hangout to set the stage. First Jeff defined key terms — explaining how enterprise communities differ from other social networking groups:

And then Maria explained why communities are essential in today’s business environment:

#TChat Events: Why and How Enterprise Communities Work

Need I say more? As you can tell from their interviews, these two experts are just as passionate as I am about exploring the benefits of business-oriented communities. And they’re eager to exchange ideaTChatRadio_logo_020813s with a circle of like-minded professionals. So please join us next week, and add your unique perspective to this very special “community” conversation!

#TChat Radio — Tuesday, May 28 at 7:30pmET / 4:30pmPT — Maria and Jeff join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion about enterprise community issues and opportunities.

#TChat Twitter — Wednesday, May 29 at 7:00pmET / 4:00pmPT — Calling all #TChatters to join us for an open online discussion on the #TChat stream. Come on over and share your thoughts. The more, the merrier!

Q1: What are the differences between social and enterprise communities?

Q2: Why has community development and management been more difficult for the enterprise?

Q3: What are best practices for enterprise community management?

Q4: What can business leaders and internal champions do to facilitate quality enterprise communities?

Q5: What community & collaboration technologies make sense for today’s enterprise?

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

We’ll see you on the stream!

Mindfully Managing Your Personal Brand: #TChat Recap

“Act as if what you do makes a difference.
It does.”
-William James

It really does. Live who you are and be the difference not only in your own life, but in those around you as well. Each and every moment is a opportunity. The subtle inter-connectedness we have with those closest to us ripples outward from the pebble plunk touching even the most distant connections.

However, it’s our responsibility to manage the plunks. Being mindful and purposeful is what makes all the difference in the ripple effect.

Every Point of Presence is a “Plunk”

This is the new age of transparency and personal branding; you have to own each and every moment and every opportunity. Even for those of you who stay in the social shadows online, the light will find you at some point. Professionally speaking, that is. The world of work has new rules of personal branding and marketing today. Even if a prospective employer requires you only to submit a traditional resume and cover letter, odds you’re being vetted online in every way publicly possible – starting with a search engine query.

You are your own subdued reality show — so why not exploit the new branding and marketing rules for your own benefit? Why not be accurate, consistent, accessible and personable in every point of presence you “plunk” in?

The Medium is the Message

Brand marketers today know that everyone consumes content a little differently, so keep that in mind as you create content that supports you and your personal brand. Diversify the ripple with a variety of good stories about who you are and what you aspire to be and do — bring those stories to life across multiple media — written word, video, audio and/or visual imagery.

Make a difference and be a difference. Those who feel the ripples of warm, reassuring water passing them by will stop and take notice. That’s the bottom line lesson from this week’s TalentCulture community focus on “brand you.” Below are several other takeaways to consider, along with links to archives of the week’s activities.

1) Every Brand Tells a Networked Story

Each of us has a professional pathway, triumphant successes, and painful failures. All of these “brand you” elements are increasingly visible, and connected with others. Whether or not we proactively develop a personal brand strategy, our collective actions and associations reflect upon us, individually and in relation to our employers. And similarly, our employer’s brand reflects upon us. It’s a delicate symbiotic relationship.

2) There’s Nowhere to Hide

Assume everyone is watching, even if no cameras are in the room. Social media captures and exposes interactions. It blurs the lines of communication among job candidates, employees, customers, business partners, organizational leaders and recruiters. So, what are the issues and opportunities that come along with this fluid, open digital village?

3) Listen to Smart Brand Guidance

That’s why #TChat called-in brand management big guns to lead the way this week:

If you missed any of this week’s events – or if want to revisit insights anytime – just follow the links below…

#TChat Week-in-Review

SUN 2/24
In a post, TalentCulture CEO, Meghan M. Biro outlined the premise for this week’s focus on career strategy and branding: “5 Steps to Discovering the Brand You”

#TChat Radio logo

Listen to the #TChat Radio recording

MON 2/25
#TChat Weekly Preview laid out key questions for the community to consider: “Empower the Brand You”

TUE 2/26
#TChat Radio Show:
Our hosts sat down with Chris LaVoie and Rayanne Thorn for an up-close and personal brands – and their role in the world of work

WED 2/27
#TChat Twitter: Rayanne returned to moderate our freewheeling #TChat Twitter forum, and we set the stream on fire! By the end of the hour, the #TChat hashtag was trending globally on Twitter – a sign of tremendous “signal” strength. But we care most about the quality of the conversation. What were people saying? And did others find it useful?

Participants included job-seekers, recruiters, consultants, writers, thought leaders, social media specialists, marketing professionals, and even a couple of CEOs. Now that’s proof of the relationship between individual brands and the world of work! And what were they talking so fast and furiously about?

To see highlights from yesterday’s #TChat Twitter forum, please watch the Storify slideshow below:
#TChat INSIGHTS Slide Show: “Empower the Brand You
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Closing Notes

THANKS: Again, thanks to Rayanne Thorn and Chris LaVoie for sharing your personal stories, aspirations, and professional expertise with the TalentCulture community this week. You bring context, dimension and personality to the concept of employer/employee branding.

NOTE TO BLOGGERS: Did this week’s events inspire you to write about career management or recruiting issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we’re looking at the power of collaboration tools and techniques in helping diverse minds work together more effectively in today’s workplace. Save the date for #TChat Radio, Tuesday, March 5, at 7:30pm ET. And #TChat Twitter Wednesday, March 6, at 7pm ET. Look for more details next Monday via @TalentCulture and #TChat.

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

Image Credit: Pixabay

#TChat INSIGHTS: Empower the Brand You

Storified by TalentCulture World of Work· Wed, Feb 27 2013 17:37:25

#TChat Trending!
Q1: The level of transparency for job candidates, employees, and employers is higher than ever. Good or bad? Why or why not? #TChatRayanne
A1: Your brand must start with you — and stay true to you #TChatMeghan M. Biro
A1 I transparency is good but for younger crowd not mature enough to understand what it means #TchatLisa Larter
A1) it’s great for people who know how to use the tools. People who know their way around the internet will do well #tchatRich Grant
A1: Transparency leads to accountability. Both good things in business/life. #tchatSpark Hire
A1. Transparency heals and transforms. #tchatMichael Clark
#Tchat A1 Transparency for employers is a window to the essence of the company, which is good, a public forum makes for a true meritocracy.ALEX BOTTOM
A1: Make sure #hiring transparency includes synergy b/w words & body language. Do they match? #TchatLara Zuehlke
A1. Transparency=hiring the right person with the right skills for the right job. #tchatTerri Klass
A1: Transparency is great in business. Personal privacy has to remain an option. #tchatRoger Veliquette
A1. Transparency is a good thing I think, be honest with applicants org culture and funding for things like professional devel #TchatGuy Davis
A1 The internet makes things pretty transparent these days #tchatSalt Recruitment
A1) too much info can be a bad thing, if it causes people to make incorrect assumptions #tchatRich Grant
A1 Good transparency allows a company to hire based not only where they’re at but where they want to go. #TchatBeverly Davis
A1 Transparency is a two-way street. Be honest about what you bring to the table as well. #TChatMarla Gottschalk PhD
A1 transparency is one sided. Most senior level managers are not sharing liek their employees IMO #TchatLisa Larter
A1. The important thing to remember is: are you being transparent in the right way? Is it effective? Is it relevant? #tchatKimPope
A1: the question is transparent about what – there is still such a thing as too much information #tchatSusan Mazza
A1: The problem with transparency is both people & companies are delusional about who they are. #denial #tchatHeather Bussing
A1 Good because get to see candidate from many angles. Nobody is perfect. Poor experience if data used just in tick box assessment. #TchatSejual
A1: Good b/c now everything is crystal clear for both sides and now MOST LIKELY an honest and proper #decisionmaking can be done! #tchatAlam Sugarman
@TalentCulture #tchat #marcoisland Larter
Q2: Does the world of work need a reality-based TV show? Why or why not? #TChatRayanne
A2: No, we live business/opportunities all day long. The last thing I want to do is come home and live even more. #tchatMichael Chopp, PHR
A2. Ughhh. Reality shows are NEVAH “needed” for anything and they’re never real either. #tchatHeather Bussing
A2: We are all interesting but THAT interesting? I don’t throw TV-worthy diva fits at work. Sorry. #TChatJoel Peterson
A2 I don’t think reality tv would add value, too much distrust on the truth #TchatLisa Larter
A2: Hehe, if it’s a real “reality” based recruiting show, let me give em a challenge!!! #TChatJanis Stacy
A2. It could be a good way for job seekers to see the other side of the process and see what recruiters look for #tchatKimPope
A2:I think we can re-design reality shows – They don’t all need to be Sleazy Shore! #TchatRayanne
A2: All reality shows are somewhat “scripted” so a reality show about life at work would only be worth it if it was not “managed.” #TChatJoel Peterson
A2: The Apprentice & Trump is a gr8 lesson in what not to do as a leader. #tchatJohn R. Bell
A2: We don’t need another reality show – just better editing of the stories we’re already telling. #tchatAndy Janning
A2: (Raises hand with puzzled look) What’s the point of a world of work reality TV show? Who for? #TchatLara Zuehlke
A2. Job seekers can see how other job seekers epically fail on this show and hopefully learn not to do it themselves :) #tchatAshley Lauren Perez
A2: There is too much “Truman Show” in our lives today. No more reality TV #tchatJen Olney
A2: Most ppl I know think of Reality TV as a *freak shows*. Is this the way 2 portray the hiring process, or is it too late? #TChatNancy Barry-Jansson
A2 Ready for a career makeover show. Needed. #TChatMarla Gottschalk PhD
#Tchat A2 Work is reality… Eyeballs flow to quality Information and topical authority is transferred to producers of relevant content.ALEX BOTTOM
A2 The question to ask is how real is the Reality show? Is there a transparency enough for people to see?#tchatSonalee Arvind
A2: I have to say that I have a lot of time for Shark Tank’s principles. #tchatJohn R. Bell
A2: But, if we can deliver good story for a cause, even ever so embellished hyper-reality, them I’m in. #TChatKevin W. Grossman
A2 Not helpful. Reality TV edited to serve up hype and drama. We watch world of work through unreal lens of show editor #TchatSejual
Online vetting can create tunnel vision. Traditional interviews, experience, references, 1 to 1 are essential. #Tchat A2Lois Martin
Here are my office digs, as requested. Small but cozy. (See top right corner for various board games.) #Tchat Peterson
Q3: Do we really live in an online peer-vetted playing field? Why or why not? #TChatRayanne
A3 Digital life and “real” life are increasingly overlapping #tchatChristopher Yeh
A3 Smart people don’t show “everything” online – that’s what branding is about – you can be honest without being “naked” #tchatAnnette Richmond
A3: To an extent. Tech has placed us in a peer-vetted environment but employers (or recruiters) are stuck in the 90’s. #TchatDamon Lovett
A3 The online part is important but ultimately it’s the human to human relationship that makes all the difference #tchatHolly Chessman
A3 the peers of old were too limited/ing. Add the online dimension & a world of opportunity opens to one who cultivates presence #tchatBrian Rensing
A3. I think we have the beginnings of a broad peer-vetting field but there’s room for a universal currency of trust. P2P Yelp! #TchatAndrew Marshall
A3. Think about our #tchat community of peers. Haven’t we all learned so much from one another? #tchatTerri Klass
A3: Don’t we keep each other honest? Hey, I saw that… #TChatKevin W. Grossman
A3. We’re having a lot of fun! Social business is essential for ROI on attention, time, energy. #tchatMichael Clark
A3: I’m still trying to figure out what an online peer-vetted playing field is. Reality gamification? #tchatHeather Bussing
A3. I think it depends on your confidence level HUGELY #TchatLisa Larter
A3: How do we know online personas are authentic? In face 2 face meetings, you can’t take time 2 construct the “perfect” response. #TChatKavita C.
A3. Networking outside of your organization can help ensure you don’t get yourself stuck with stale ideas #tchatKimPope
A3 Impressions are formed fast on #SoMe #tchatAlli Polin
A3: Problem is, I’ve not seen this actually happen in the real world. #tchatRob McGahen
A3: Call me old-fashioned but I still love real-life high-fives, handshakes, and HR-approved hugs. #TchatLara Zuehlke
A3: Don’t believe everything you read – back up it with gut feel and real references #tchatJen Olney
A3: If a tree falls in your forest, and nobody cares… #TChatKevin W. Grossman
a3 It’s like real-time back-door references on #SoMe #tchatAlli Polin
A3 But when u Google yourself, ur only seeing what Google thinks u want to see. Indv filters break the self awareness clarity. #tchatStephen Abbott
Currently at @panerabread during #TChat Beth Huffman
Q4: Should we film our daily body of work? What other technologies should we use to empower our personal and corporate brands? #TChatRayanne
A4) Playing sports taught me, “the eye in the sky, doesn’t lie” It gives you opportunities to correct ur flaws. Would be interesting #TChatVinnie Levine
A4. I wish there were documented videos and realistic views of jobs when I was choosing a degree/career path in college #tchatAshley Lauren Perez
A4 If used correctly, video can definitely help convey a brand quickly and beautifully–in a short amount of time too. #TChatSendgine
A4: We’re all using social media to empower our brands, aren’t we? #tchatVizwerxGroup
A4 Film, if you must, with a few softening filters…reality can be too ugly sometimes. #TChatEnzo Guardino
A4: We should think like new world marketers and use all mediums to brand and promote ourselves. Every one consumes differently. #TChatKevin W. Grossman
#Tchat A4 Filming daily wouldn’t make sense for many firms but video chats will likely grow as older workers become less & less influential.ALEX BOTTOM
A4. Sharing without intent is personalized SPAM. If you are recording your life be mindful of why and for whom. #TchatAndrew Marshall
A4: We are not far off. Google glasses here we come. HR / Privacy Nightmare #TChatSean Charles
A4: I am all about knowledge sharing BUT there are limits – there has to be. #TchatDamon Lovett
A4: If I filmed my daily activities it would be me playing on Facebook, eating Bon-Bon’s in my Pajamas > (according to my husband) #TChatSusan Avello
A4: Plus wouldn’t there be huge implications legally? #TchatLara Zuehlke
A4: No matter what the subject, every story has to be crafted. Nothing worth learning from is just “unscripted” if its filmed. #TchatJoel Peterson
A4: Filming an engineer working probably wouldn’t be something most would like watching. Type Type, coffee, type type. #TChatJanis Stacy
A4: Not everything needs to be shared. Pick your spots and create content that is worthy of the brand #tchatJen Olney
A4. Just because you CAN, doesn’t mean you should. #TchatPatty Swisher
A4: A powerful brand can stand out even without technology. MLK did not need twitter ! #tchattanvi gautam
A4 Hmmm. In my practice everyone would have to sign a waiver. :) #TChatMarla Gottschalk PhD
A4: For #SoMe projects it would be awesome to view & record screens of my team to coach & reward #TChatSean Charles
A4. We keep moving forward, not resisting but embracing tech, (almost) anything’s possible. #tchatMichael Clark
#tchat mug shot
Q5: What should business leaders do to better improve the recruiting process and the candidate experience? #TChatRayanne
A5: Keep it simple and put yourself in the position of candidate – would you want to work with your organization? #tchatJen Olney
A5. Know exactly what they are hiring for rather than just who they like. #tchatJohn Baldino
A5: Realize: talent isn’t free. There’s an initial #investment to hire & ongoing investment to retain. A good employee = hard 2 find. #tchatEvelyn Eury
A5 Do good work, provide excellent service, and care about how you do it. #tchatHeather Bussing
A5. Respond to each applicant if even with only a form email letting them know there candidacy is over and someone else got the job #TchatGuy Davis
A5: Don’t force yourself to be someone you’re not. This rule also applies to social media and candidate experience #TChatMeghan M. Biro
A5: Don’t assume that if you build it they will come. Those days are gone. #tchattanvi gautam
A5 #tchat Have a complete understanding of the transferable skill set needed for the position.Michael Chopp, PHR
A5: Get creative. Ask your teams,: “given what U know about our culture now, would you accept a job w/us if U were a new candidate? #TchatJoel Peterson
A5: In all seriousness, tell me HOW to apply to their company. Then treat me with respect as a human being. #TChatJanis Stacy
A5 manage expectations how and when you will respond to job applicants #TchatPeter Clayton
a5 The recruiting process should use the ATS as a tool, not as ‘the answer’ Still need to pick up the phone & connect #tchatAlli Polin
A5. Consciousness reveals purpose, purpose sparks passion, passion pushes choice, choice creates consciousness… #tchatMichael Clark
A5 It’s all about value value value. #jobseekers and #employers need to outline how they mutually add value #tchatGoldbeck Recruiting
A5. The recruiter’s purpose is not to stump the candidate. #tchatTerri Klass
A5) prob unrealistic given legal climate, but would be great to get honest feedback – why wasn’t I hired or interviewed? #tchatRich Grant
A5. If you always do what you’ve always done you will always get what you’ve always got. Want different? Be/Act different. #TchatAndrew Marshall
A5: #Job applicants need to understand that #hiring isn’t personal. So easy to think it is. Keep branding yourself & strengths. #TchatLara Zuehlke
A5 Improvements come from honest engagement in recruiting process. Better experience when leaders’ training cultivates better EQ #TchatSejual
A5) it would save time for both empl. and job applicants if employers provided a salary range #tchatRich Grant