“Be yourself; everyone else is already taken.” -Oscar Wilde
Looking for yet another staggering social era statistic? Try this from personal branding tools provider, Brand Yourself:
Google processes more than 80 million “people” searches each day. Yep. 80 million. Chances are someone will be searching for you soon. So ask yourself this — if someone “Googled” your name right now, would the results do you justice?
Brand Positioning: It’s All About The “C” Words
As a marketing and communications professional, I’ve spent years persuading business organizations to mind their messaging, so the world will understand their brand promise. I preach the “5 C’s” of brand positioning: Clarity, Completeness, Cohesion, Credibility and Consistency. And now, after a week of “brand you” discussions with the TalentCulture community, I see how those very same concepts can be an equally powerful force in our professional lives.
“…Ensure your online profiles are as consistent and accurate as possible across all social points of presence. In other words, whomever you say you are, and whatever you say you’re doing (and have done) is close (if not the same) on LinkedIn, Facebook, Twitter, G+ and the many other industry and association niche networks and communities where you’re visible.
Consistency and accuracy are critical keys, because those searching for you and reviewing your profiles will be looking for anomalies that don’t add up — and you want everything to add up. You want to stand out, but you want to add up — and for goodness sake you want to be accurate and truthful about everything. That includes your recommendations and endorsements. Never over-spin, or allow others to go there. Not only that, but at the very least once a quarter review and update your online profiles, and kill those you no longer want to maintain, even if you’re not looking for work.
Why? Because you never know when that great new opportunity will be looking for you to add up. It’s your personal employment brand. Take care of it.”
DIY Brand Makeover
Learn more about “Reinventing You”5 C’s of Brand Positioning
Hmm. I guess I’d better spend the dog days of summer cleaning my personal brand “house.” How about you? From what I saw on the #TChat stream yesterday, few of us would disagree with the importance of proactively managing an online persona. But for some people, focusing on themselves is almost as enjoyable as flossing their teeth.
That’s why we asked a fearless brand management expert to lead the way this week — Dorie Clark, author of Reinventing You. Dorie clearly understands the issues that hold people back from “owning” their brand identity, and she offers practical tools to make it work.
Below, we’ve captured the week’s highlights — including a tweet-by-tweet Storify slideshow from #TChat Twitter, and other resource links.
We hope this sparks a desire to start your own brand makeover. Let us know about your progress…here or on the stream. The TalentCulture community, is always open and ready to offer ideas and support. Rock that brand!
#TChat Week in Review: Reinventing Your Personal Brand
#TChat Radio: To kick-off this week’s #TChat double-header, Dorie spoke with Meghan M. Biro and Kevin W. Grossman about the power of proactively managing your brand. Even if you’re not in the market for a new position, you’ll hear ideas you can use. Listen now to the recording.
#TChat Twitter: As the radio show concluded, we fired-up the Twitter chat engines for a dynamic, community conversation about the role of personal branding in our professional lives. As always, the crowdsourcing energy was breathtaking. Thanks to everyone who contributed! To review highlights, see the slideshow below:
#TChat Twitter Highlights: “Reinventing a Personal Brand”
GRATITUDE: Thanks again to Dorie Clark for helping our community think more intelligently about the “why” and “how” of personal brand management. You inspire us to reach higher!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about work/life integration issues? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week at #TChat events, we’ll continue our summer “professional restart” series with a special crowdsourcing forum. Check for details in a preview post this weekend.
https://talentculture.com/wp-content/uploads/2013/07/httpwww.sxc_.huphoto450108-002.jpg337677Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-07-18 19:09:062020-05-25 17:38:45Will The Real You Please Stand Up? #TChat Recap
Change. We all feel it. It’s become a relentless business reality — and the pace just continues to accelerate.
Now, however, the structure of work itself is changing. This means HR processes and programs are also shifting in fundamental ways.
The evidence is all around us. HR organizations are becoming flatter, more flexible and more agile — as we discussed several weeks ago when exploring “Talent in the Cloud.” And increasingly, talent strategies are driven by insights from relevant research and data analysis.
What does this suggest for the next chapter on the human resources management front? What issues and opportunities should be foremost on HR practitioners’ minds?
Tune into #TChat Radio – Live on Tuesday or on-demand after
Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:
#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.
Q1: What are the primary elements of today’s world-class workforce? Why? Q2: Can gamification really help us recruit, engage and retain employees? Why/why not? Q3: The contingent workforce continues to grow; how can companies truly integrate with FT employment? Q4: Why are manager and employee self-service technologies so important to the enterprise? Q5: Will mobile workforce communication/collaboration circumvent other forms? Why/why not?
It’s all about keeping you connected with one another — and with all the latest trends and hot topics in HR, talent management, careers and business leadership. So climb aboard the good ship TalentCulture, and fasten your seat belts, as we set sail for a week of discovery in the human side of business.
We’ll see you on the stream!
00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-04-09 09:36:332020-05-25 16:38:21BONUS: #TChat Live with Recruiting Trends
Experts from across the industry are coming together for this very special one-day event in Washington D.C. to showcase innovative tools, techniques, and strategies necessary to strengthen and expand your organization’s talent pool in today’s social business world. You’ll also learn how to optimize sourcing and recruiting channels, and attract the right candidates through social media, mobile outreach, employment branding, screening, and much more.
Social media is still relatively new to many companies, so this event couldn’t be more timely.
#TChat Event Connects Attendees with Digital Community
The day’s activities culminate with a very special live #TChat forum, where Meghan and Kevin will moderate and review the day’s tips and takeaways with onsite speakers and attendees – as well as the online TalentCulture community.
If you’re in the Washington D.C. area, please join us live at the event — or stream with us online via #TChat and #rtrends channels. Either way, this should be an interesting and informative day.
Let’s see what it means to bring face-to-face interaction together with the virtual community. It could be the start of a very big trend! “See” you in April!
00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-03-08 17:26:382020-05-25 16:25:44Join #TChat at Recruiting Trends Social Summit
Predictions are like horoscopes — a fun way to pass the time, and a fabulous way to capture the imagination. Take the impending “Mayan” apocalypse for example. Most consider it rubbish. Yet, thanks to human fascination with folklore and the future, along with social media’s continuous need to “feed the beast,” the influence of the Mayan calendar is reaching across centuries to tweak us under the collective chin with provocative ideas about the end of the world.
Now THAT’S a remarkable demonstration of culture and the power of predictions!
But wait just a minute. Isn’t there a larger lesson to learn here? I don’t think it’s really about the predictions, themselves. Instead, it’s about how skewed “reality” can become as it passes through time, and through many perceptual filters. The Mayans created highly sophisticated technology — an intricate calendar. However, they didn’t use it to predict that the”end of the world” would arrive this month. That conclusion is actually the result of muddy interpretations by many other folks along the way.
2012 — Looking Back to the Future
Now, with that in mind, let’s turn to this week’s “Back to the Future” #TChat, where we jumped into our Twitter-powered DeLorean, and looked into the rear-view mirror, as well as ahead at the future of the workplace…
As the Storify highlights slideshow at the end of this post confirms, members of the @TalentCulture community are wise – not only because they’re dialed-in to key issues and trends that influence the world of work. But what I find even more rewarding about #TChat is the spirit of collective discovery that accompanies our interactions.
None of us has all the answers. None of us sees the world through the same eyes. But together, we can shine a brighter light on what lies ahead. There is strength in numbers as we move forward on this professional journey – regardless of the outcome. And that’s worth celebrating as we welcome 2013 in this era of technology-enabled communications.
NOTE: To see specific highlights from yesterday’s “Back to the Future” #TChat session, watch the Storify slideshow at the end of this post.
A heartfelt thanks to collaborative learning visionary, author and activist, Angela Maiers (@AngelaMaiers), who generously led us through a week filled with insights about the past, present and future of talent. Angela’s commitment to constructive change, and optimism for the road ahead is infectious. It was impossible to participate in any of this week’s events and not be inspired to take action in the 2013. Her rallying cry…”Amplify!”
TUE 12/18 #TChat Radio program: Angela joined hosts Meghan M. Biro and Kevin W. Grossman on BlogTalkRadio, to discuss key workplace trends – including why and how it’s essential to foster stronger ties between education and business, going forward.
WED 12/19 #TChat on Twitter: The entire community gathered around the Twitter stream, as Angela, Meghan and Kevin challenged participants to explore how trends in leadership practices, social media, technology, the economy, and politics are influencing workplace culture and talent strategies — past, present and future.
As always, the #TChat hashtag lit-up like a Christmas tree, with hundreds of opinions that exposed both the best and worst of 2012. But the party really started as we turned our sights to what’s on the horizon. No lack of ideas about the need for improvement or how we can get “there” from here!
To see full highlights from yesterday’s #TChat session, watch the Storify slideshow at the end of this post.
The Road Ahead
As another year draws to a close, the TalentCulture community seems more vibrant and vocal than ever. In my humble opinion, that bodes well for the “post apocalyptic” workplace. Because, no matter what we face ahead in the world of work, we have one another. We may not arrive at our intended destination as soon as we would like, or in the manner we expect. But as long as our community stands, we will not travel alone.
If TalentCulture has anything to say about it – the future is COMMUNITY. Thanks for your contributions – past, present and future. As this week’s fearless #TChat leader, Angela Maiers, likes to say, “Together we are smarter.”
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: If this #TChat session inspired you to write about trends in talent strategy, leadership or other workplace issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: #TChat events are on hold for the next 2 weeks – so enjoy your holidays! But first, grab your shiny new 2013 calendar and save the dates — January 8 & 9, when we’ll take a fresh look at “A New Year of Career Management.” Join us as career strategists discuss the job market, professional branding, and other factors that influence employment – first on #TChat Radio, Tuesday, Jan 8th at 7:30pm ET. And then on #TChat Twitter Wednesday, Jan 9, at 7pm ET. Look for a full preview on Monday, January 7 via @TalentCulture and #TChat.
See you in 2013!
It’s no secret that social media has become a game-changing influence on customer-facing business functions. The immediacy and transparency of social business requires a whole new level of flexibility and responsiveness from marketing and sales. But along with that shift, organizations are feeling an associated pull to integrate social tools and processes into other business functions, as well.
This is both a tremendous challenge and opportunity — with potential to transform every aspect of business life. So naturally, there are profound implications for Human Resources. But as TalentCulture‘s Meghan M. Biro noted in a recent Forbes.com post (5 Ways to Rockstar HR Leadership), common sense can be a powerful guiding principle — especially when innovation is in the air.
This shift isn’t just about socializing HR operations with new technology. At a deeper level, it’s about the cultural shift that HR can choose to model and champion for others. When disruption is a way of business life, resiliency is its closest ally. Therefore, as change becomes the only constant, HR leaders can play a critical role in moving their organizations toward more adaptive, agile cultural norms.
Talent 2.0 — No Turning Back
This was the focus of yesterday’s #TChat discussion “HR Rockstars – Moving at the Speed of Business,” prompting 340 contributors to step into the spotlight and breathe life into the agenda with a nonstop stream of ideas that echoed across Twitter. In only one hour, 2,100 tweets generated 11.7 million impressions. That loud collective voice, scrolling by at breakneck speed, is a living example of social HR rock stars in action!
The hour was marked with many high notes — most of which are captured in the Storify slideshow at the end of this post (see below). So, rather than trying to recap overall sentiment, the smartest way to honor the session might simply be to get out of the way, and let the highlights speak for themselves.
But before I step aside, I’d like to share several items that resonated with me:
“The speed of business is the speed of the slowest decision…” @IncentIntel
Implication: HR serves the larger organization — it does not control pace, flow or direction. However, it can influence those factors. This is where HR can add value, with proactive guidance.
“In a complex work environment, capacity to negotiate agreements & hold each other accountable is key. Speed can’t depend on hierarchy” @SusanMazza
Implication: By forging relationships based on mutual interests and trust, HR can create a framework that decentralizes decision-making, while minimizing friction and inertia.
“The best talent is not looking for work, but they’re social. Successful HR is networking to recruit talent.” @ValaAfshar
Implication: The strongest candidates are already working at the speed of business. HR must keep pace and catch them in that stream — or face the consequences of letting socially adept talent pass by.
With so many thoughtful, relevant ideas about how to move HR to the next level, I wonder: How many organizations have arrived or are even close to achieving a 2.0 vision? And how long will it take before it becomes a reality for the rest of us?
Let’s Keep the Conversation Alive! If you joined last night’s forum, which ideas were most meaningful for you? How will you apply them? Please tell us! Add comments below — or if you blog about it let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.
Coming Up on #TChat
Join us next week (Wednesday at 7pmET/4pmPT), as we dive more deeply into the concept of Employee Engagement. Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!
Storified by TalentCulture · Wed, Oct 10 2012 20:45:18
TONIGHT! #TChat is jammin at 7pmET. Grab a front-row seat for “#HR Moving Speed of Biz” Qs https://talentculture.wpengine.com/culture/tchat-preview-hr-rock-stars-business-speed/ http://pic.twitter.com/4eXcQoDa @kkruseSocialMediaSean
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.
It’s old school meets new school. And I could not be happier.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png2011-06-27 09:46:522020-05-20 17:18:54Monster's BeKnown Disrupts: Meet New School Social Networking
Hello all, Jeff Waldman here. As my first post, I am sharing the latest articlefrom my blog. I look forward to becoming the newest contributer to Talent Culture and hope you all enjoy my writing!
I’ve been itching to write something about social recruiting… why? Because people who should be all over social recruiting and leveraging it as a strategic practice to build kick-ass organizations just don’t get it.
Hmmm… “the Jeff Waldman brainstorm session”…
I took a blank piece of paper and jotted down any idea that came to mind when I asked myself why people don’t really get it. I wrote a few things down, then put the piece of paper away and did some other work, came back to it a few hours later and wrote a few more things. Here’s a bit of a summary of what I came up with.
HR, who supposedly is responsible for attracting and recruiting new talent has absofrickinglutely no clue how to utilize social recruiting. And…. they should.
Forget about technology for a second, it’s been my experience that HR is not very good at being proactive with building talent pools and pipelines, and integrating workforce planning, succession planning and talent management functions into the day to day business. Note: if you’re not strategic then spending any amount of time using social recruiting is a complete waste of time!!! In fact, it’ll more of a detriment to what you’re trying to do, building and developing a recognizable and solid employer brand.
The role of HR in most organizations, regardless of what HR people say their role is, is really nothing more than reactive, administrative in nature, and frankly viewed as a cost centre. No wonder why I cringe when I see the way over-priced Masters in HR program that York University recently started offering… I still haven’t seen anything in their course curricula that has anything to do with real business.
There are obvious demographic characteristics associated with using technology —- e.g. “I’m 50 years old, I don’t want to touch social media….. it’s a foreign world to me so I’ll let one of our junior 20 something year olds figure it out… let me just continue doing my thing as I’ve always done it”!!
These were the common themes, and there are many other points that came to mind but the key thought is this:
All social recruiting really is, is a highly effective tool to proactively and strategically support the business attract and hire the best talent out there…. simple as this! The principle of talent attraction is not new one bit, but HOW someone does it is new….. TECHNOLOGY. By the way, in addition to social recruiting being highly effective it is extremely cost effective, which in this day and age, never hurts the bottom line of your organization.
What Social Recruiting is Not…
Don’t forget that the core purpose of social media is engagement… conversation, interaction, consistent and constant dialogue, finding common interests globally, sharing, collaborating, caring and relationship building. However, I see on a daily basis people/companies that I am following “pushing” content out without really caring about the conversation and dialogue. They are missing out on a huge opportunity that is literally served up to them on a silver platter. Why would I care what a company says if they have never shown any interest in what others are saying and doing? I value reciprocity, and pushing 100% of the time does not demonstrate reciprocity whatsoever.
Here’s an example that I think you’ll recognize. You’re following company X and you see a tweet on Twitter from this company that they are hiring a Marketing Manager… they include the link to the job posting that takes you to their website. That’s it… they may tweet about this job more than once. You then take a look at the history of this organizations’ tweets and you notice they are of the same variety, and they have only tweeted 15 times during the past year. Everything is pushed content. What’s different about how this company is using Twitter versus putting a job ad in Craigslist or Workopolis? You guessed it….. NOT A FRICKING THING… This is NOT social recruiting!!
Social recruiting is not rocket science. It’s just a really effective way to proactively and strategically build the most talented and best organization possible. However, and I hate to break this to you but hard work is required on an ongoing basis in order to reap the benefits that social recruiting has to offer. All of those descriptive words that I used earlier to describe what social media should be are things you need to employ when using social recruiting.
The principle of building relationships have never changed, and never will. The tactics you use to do this though have changed, and technology is that change. If you want to compete with companies that “get it” then you better start fully embedding social recruiting into your day to day activities.
Be proactive, be strategic, be smart and help your company achieve their business objectives. Technology is not a scary beast that can never be mastered and learned. Find someone in your organization that understands the finer points of social media who can give you a demo of each of the primary social media tools (e.g. Facebook, Twitter, LinkedIn).
Then leverage the desired technological platform(s) to engage, converse, talk to, share with and reciprocate with other people…. you’ll be amazed how quickly and effectively you’ll meet and connect with people you would never have met otherwise. The senior executives of your organization will hail you as a hero to being “the one” who single handily increased the level of your workforce talent while reducing real costs associated with HR. They will LOOOOOOVE YOOOUUUU!!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Jeff Waldmanhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJeff Waldman2011-01-17 18:10:322020-05-20 16:45:33What Social Recruiting IS and IS NOT: Welcome to TC, Jeff!
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