“Be yourself; everyone else is already taken.” -Oscar Wilde
Looking for yet another staggering social era statistic? Try this from personal branding tools provider, Brand Yourself:
Google processes more than 80 million “people” searches each day. Yep. 80 million. Chances are someone will be searching for you soon. So ask yourself this — if someone “Googled” your name right now, would the results do you justice?
Brand Positioning: It’s All About The “C” Words
As a marketing and communications professional, I’ve spent years persuading business organizations to mind their messaging, so the world will understand their brand promise. I preach the “5 C’s” of brand positioning: Clarity, Completeness, Cohesion, Credibility and Consistency. And now, after a week of “brand you” discussions with the TalentCulture community, I see how those very same concepts can be an equally powerful force in our professional lives.
Turns out, I’m not the only one who likes “C” words! Earlier this year, after #TChat conversations about how professional recommendations influence personal brands, our very own Kevin W. Grossman offered some handy “C” advice of his own on the Reach-West blog:
“…Ensure your online profiles are as consistent and accurate as possible across all social points of presence. In other words, whomever you say you are, and whatever you say you’re doing (and have done) is close (if not the same) on LinkedIn, Facebook, Twitter, G+ and the many other industry and association niche networks and communities where you’re visible.
Consistency and accuracy are critical keys, because those searching for you and reviewing your profiles will be looking for anomalies that don’t add up — and you want everything to add up. You want to stand out, but you want to add up — and for goodness sake you want to be accurate and truthful about everything. That includes your recommendations and endorsements. Never over-spin, or allow others to go there. Not only that, but at the very least once a quarter review and update your online profiles, and kill those you no longer want to maintain, even if you’re not looking for work.
Why? Because you never know when that great new opportunity will be looking for you to add up. It’s your personal employment brand. Take care of it.”
DIY Brand Makeover
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.
In the meantime, the World of Work conversation continues each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
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?
These are the questions that the HRO Today Forum will tackle in Philadelphia, April 30-May 2. And that’s what we’ll also discuss throughout the coming week in the TalentCulture community.
Tune into #TChat Radio – Live on Tuesday or on-demand after
Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:
#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.
#TChat Twitter – Wednesday, April 17 at 7pm ET / 4pm PT Everyone is welcome to join our open, online Twitter forum, as talent-minded professionals exchange ideas in real-time about these key questions:
Q1: What are the primary elements of today’s world-class workforce? Why? Q2: Can gamification really help us recruit, engage and retain employees? Why/why not? Q3: The contingent workforce continues to grow; how can companies truly integrate with FT employment? Q4: Why are manager and employee self-service technologies so important to the enterprise? Q5: Will mobile workforce communication/collaboration circumvent other forms? Why/why not?
Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.
We’ll see you on the stream!
https://talentculture.com/wp-content/uploads/2013/04/ChangeAhead_TimThumb.png.jpg440883Tim McDonaldhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTim McDonald2013-04-13 16:25:592020-05-25 16:38:58Building a World-Class Workforce #TChat Preview + Video
In the world of work, the lights are always on and we’re always on the move — especially this week! You don’t want to miss any of the action. So stay with us each day. We’ve got ya covered!
It’s all about keeping you connected with one another — and with all the latest trends and hot topics in HR, talent management, careers and business leadership. So climb aboard the good ship TalentCulture, and fasten your seat belts, as we set sail for a week of discovery in the human side of business.
We’ll see you on the stream!
00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2013-04-09 09:36:332020-05-25 16:38:21BONUS: #TChat Live with Recruiting Trends
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.
#TChat Week-in-Review
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!
#TChat INSIGHTS: Gazing Back and Driving the Future of Work
Storified by TalentCulture World of Work · Wed, Dec 19 2012 17:47:24
” How u as a #leader treat others, tells your followers what kind of leader u really r. ” R Helwig #hr #quote #tchat http://pic.twitter.com/294tt123Russell Helwig
@kathyherndon I still need u 2 DM me your address if u want the #TChat goods http://twitpic.com/bn6sykDave Ryan, SPHR
Q1: What were the top HR and leadership trends of 2012 and why? #TChatAngela Maiers
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1: #HRTech and saas acquisitions were hot this year and the investment community committed large chunks of capital to the industry. #TchatALEX BOTTOM
A1. #HR trend we’ve seen everywhere in 2012: Employee Engagement #TChat3D Group
A1.Hiring & investing in training or hiring those that have exactly the metric requirements A1b. Cost of train new or incent to keep #TChatGordon Dahlby
A1: Big talk on branding in 2012. Sadly, it was more about quantity than quality, more on the medium than the message. #TchatJohn R. Bell
A1 had my worst ever customer service experiences from big companies I depend on – cust service folks expressed a lot of frustration #tchatSusan Mazza
A1 The discussion of “talent gaps” was certainly a focus. #TchatMarla Gottschalk PhD
A1 Reducing subjectivity in hiring – hiring for the individual. At least it’s a hope #tchatCream.hr
A1. We’re realizing that the power of attention is one of our greatest resources #tchatMichael Clark
A1: It’s not just about skill set anymore. It’s about culture fit. This was huge in 2012. #TChatVeronica Ludwig
A1 Using social as channel to turn ‘HR processes’ into ‘business processes’. Perf mgmt & talent acq for eg #tchatJustin Angsuwat
A1: I believe a great discussion of purpose happened in 2012 in both leadership and strategy. #TChatJon M
A1: the cover story in @TheAtlantic from @SlaughterAM raised the conversation on women at work #TChat #HRAndrew Henck
A1:Diversity in the workplace and more attention to change driven by emotion at the fringe is key #TCHATdiane mcwade
A1: Engagement is LOW and leaders now realize people will indeed leave #tchatAlli Polin
#Tchat A1 Mobile for recruiting hit a high stride in 2012 which is predicted to set an even faster pace in 2013.Cyndy Trivella
A1. Despite what we all know to be right, we continue to focus time-attention-energy-$$$ into high-stakes testing. #tchatMichael Clark
A1: HR had to step out of its comfort zone and really become more strategic in its job to compete & deal with the current market #TChatBarb Buckner
A1: Being social vs. doing social became a theme, also engagement and defining the term #tchatJen Olney
A1 More corporate clients are showing an interest in social media for the first time although still slow to fully embrace #tchatSusan Mazza
A1: More women in senior mgt., more women in workforce, reduction in gender pay gap (from bottom up) #tchatRichard S Pearson
A1: Clouds were in the office and not only the sky :) Many emerging new ways to collaborate #tchatLaTonya Wilkins
A1: 2012 had more focus on growing leadership skills to retain talent #tchatAlli Polin
A1: Recruiting got more “creative” – video interviewing and networking took center stage over the old “tried and true” methods #TChatBarb Buckner
A1. More and more we’re connecting the dots between K-20 education and the world of work. #tchatMichael Clark
A1: Unfortunately buzzwords are still all of the rage. #tchatRob McGahen
A1 The ‘value’ of HR. Outsourcing results mixed at best. Biz demands $ value & this was a huge focus in 2012 #tchatJustin Angsuwat
A1: More strategy for “employee engagement” Huge growth in that buzz term too #TChatMegan Rene Burkett
A1. More sharing. More community. #TChatMark Babbitt
A1: True talent community platforms emergin’ – call ’em engagement platforms. Right @mattcharney? ;) #tchatKevin W. Grossman
A1. We discussed the importance of implementing the “Employer Brand” and attraction and retention. #tchatSusan Avello
A1: more attention to training cross-functional team leaders. #TChatJohn G Lynch
A1: Top leadership trend is flattening the corporate structure. Agile companies need teams, not ladders. #tchatBright.com
A1 In my coaching/training practice, I see more and more managers absolutely overwhelmed by emails/meetings/expectations. #tchatKent Osborne
A1. Great leadership and a lack of great leadership were on full display in 2012. #tchatMichael Clark
A1 The rise of the “social” resume 2012 ~ still to really catch on maybe 2013 trend? #tchatCASUDI
A1: Continuing the trend of collaborative intelligence. We are doing it now and will take it to new levels next year. #TChatTom Bolt
a1. Social, collaboration, leadership at all levels.. #TchatKandy Woodfield
Multi-generational needs is a takeaway from A1 too. #tchatMySageAdvice(TM)
A1: 2012 – The year of collaboration #tchatJen Olney
A1) #Leadership became more visible, or at least talked about! #TChatTim McDonald
A1: I see that HR folks are asking the big, important questions about work/life balance, restoring connection & humanity #TChatNancy Barry-Jansson
A1. I think leadership came into center stage. #tchatTerri Klass
A1: Employee use of social media gave a new sense of “empowerment” to their jobs – and put employers on notice to their influence #TChatBarb Buckner
A1: I think we saw the rise of similarities rather than differences from working moms to Millennials to everyone else #TChatAndrew Henck
A1: A lot of marketers working independently like myself. Roles are not as defined, so everyone must assume #leadership. #TChatBrian Ferber
A1: Top HR Trend this year is Big Data. This will continue into 2013. #tchatBright.com
A1. Going more digital. Progress and efficiency. “@MeghanMBiro: BOOM! >> @AngelaMaiers: Q1 top HR and leadership trends of 2012 why? #tchatGarret Meikle
This>> @AlliPolin: A1: More #SoMe to connect w/in the org & outside too #tchatMeghan M. Biro
A1. #HRTech seems to be improving, in part by simplifying. And of course, huge impact with #social Media on HR communication.#TChatBob Lehto
A1 The realization that employee engagement is no longer a “fad”. #TchatMarla Gottschalk PhD
@dianemcwade Hello Diane, welcome to #TChat. Simply answer the questions starting with A1 >your answer< #TChat (don't forget the hashtag)Enzo Guardino
A1: Moving to more social platforms for performance management #tchatAlli Polin
A1: More corner office folks are engaging in social media. #tchatRob McGahen
A1: Even candidates – from all age groups – seemed to embrace Social Media…see more now on LI and Twitter than before. #TChatBarb Buckner
A1: Not sure that we are all talking about the same thing with regard to Talent Communities. #TChatTom Bolt
A1: w/ election behind us, we will see large productivity gains (back to work everyone) and hiring increases as econ stabilizes #tchatRichard S Pearson
A1. Explosion of Social Media and #Twitter (hello hashtags) accelerates and expands people power. #tchatMichael Clark
A1: We realized we needed more competence in critical thinking and learning agility #tchatLaTonya Wilkins
A1 More transparency with HR and company mission @MRGottschalk @AngelaMaiers #tchatJohn Kosic
A1 M&A huge for HR in 2012. In one quarter $455B globally. Strategic HR critical for mergers & divestitures #tchatJustin Angsuwat
A1: More #SoMe to connect w/in the org & outside too #tchatAlli Polin
A1: Analytics is huge. To sit at the big table, you need to be able to interpret data and proactively offer direction. #tchatSalary School
A1: Multi-generation leadership and talent was a big trend in 2012 #tchatJen Olney
A1: The modern leader + organization must be adaptable + agile with such uncertainty in workforce and markets #TChatAndrew Henck
A1. Two unfinished stories: One about people, one about profit. #TChat #tchatMichael Clark
A1. HR incorporated social media full speed. #tchatTerri Klass
A1 I would add Talent Communities to the list – #TchatMarla Gottschalk PhD
A1: how about unconference model in leadership, is that getting traction? #tchatSam Patterson
A1: Using Social Media (web and mobile apps) seemed to find more acceptance with companies that last year – trend? not sure yet #TChatBarb Buckner
A1 @AngelaMaiers CEo’s and management concerned about keeping top talent. But talent is pooped and stats show higher disengagement. #TChatJudy Martin
A1 Leadership was discussed & dissected like never before in 2012 =trend #tchatCASUDI
A1: Still trying to separate the actual trends from the trendy buzz words. Is anything real? #TChatTom Bolt
@CyndyTrivella A1: Top trend in HR and Leadership? I hope it is #youmatter #tchatSam Patterson
A1: Accessibility and adaptability. Don’t make fun of my buzz words. #tchatKevin W. Grossman
A1 The conversation around employee engagement had a lot of press time, as did wellness. #tchatCyndy Trivella
A1. We focused on leadership in all generations. #tchatTerri Klass
A1: Social citizenry spreads… more teams engaged, more communities interacting, more lessons learned. #TChatJon M
A1: The top HR trends in 2012 were the rise of automation and personalization. Leadership? Getting the most out of both. #TChatTalent Generation
A1: Allegedly using social media to recruit more and more, although I’ve seen little evidence of this. #tchatRob McGahen
A1 In Euro Gov. we had more tech / web apps > going paperless < making HR more efficient but “remote” #TChatEnzo Guardino
Q2: How did the challenging economy and contentious presidential election affect world of work in 2012? #TChatAngela Maiers
A2: #Tchat We made strides to find, recruit & hire new talent in all areas of the company sales, developers, marketing & social despite thatALEX BOTTOM
A2: Election in USA #TChat has not affected the world, economy will be driven by small to medium folks who encourage #innovation all levelsdiane mcwade
A2 #HumanCapital Zeitgeist has come to fruition as I predicted in this Forbes feature back in March. http://onforb.es/xeTnjJ #TchatJudy Martin
A2 Big focus on culture. Bank culture under big scrutiny in UK after trading scandals. Will this spread? #tchatJustin Angsuwat
A2: tax/healthcare uncertainties have pushed majority into contingent/freelance positions – a trend which will continue #tchatRichard S Pearson
A2: So far, it continues to shrink labor pools where production depends on seasonal labor. #tchatRoger Veliquette
A2. Chaos in policy makers creates chaos in the worlds of business and education. #tchatMichael Clark
A2: Telecommuting was iden as 1 factor reduc’g demand for gasoline, per the #DOE this week. #tchatbillallemon
A3 With the problems in A2 Leadership failed to explain, empathise and, above all, maintain Team Spirit #TChatEnzo Guardino
A2 struggling economy means more pressure on the HR community to discover and foster human capital and find the right fits #tchatCream.hr
What is a FT job anyway? “@TerriKlass: A2. More contract jobs and fewer permanent positions. #tchat”LaTonya Wilkins
A2 I saw signs that many global businesses are expecting a major slowdown in 2013. #tchatKent Osborne
A2: Small businesses have struggled to stay in business…and @susanavello was right, Obamacare is now a huge issue for them #TChatBarb Buckner
A2. I believe overcoming our challenges and seizing our opportunities is going to be done by you and me. #tchatMichael Clark
A2: Economy is a scapegoat for inaction. Election confirmed the masses are asses… #SoMe proved their sound-bite mentality #TChatTom Bolt
A2: Because politicians aren’t economists, they’re crazy polarizing rhetoric scared the hell out of the world of work. Even further. #tchatKevin W. Grossman
A2: It kept software companies from updating payroll modules. #tchatRoger Veliquette
A2: Folks were concerned about how Obamacare and changes in Taxes would affect their organizations for 2013 #tchatSusan Avello
A2: Divided, however, it appears that self reliance is making a comeback in 2013. #tchatJen Olney
A2: there was a great deal of wasted productivity with election uncertainty. We learned less might be more, what is really important! #tchatRichard S Pearson
A2: More than ever, the need for ROI is paralyzing marketers. Models must #evolve. Working on that #2013 #TChatBrian Ferber
A2) fear of change and dogmatic thinking instead of common sense. When we forget how to compromise we cease evolving. #tchatJim Ducharme
A2: The economy led to many AMAZING HR leaders I know that are now underemployed post RIF #tchatAlli Polin
A2: The job market has become tougher for those with experience as companies get more picky & want to pay less. #TChatBarb Buckner
A2 These are big biz issues. HR must be biz leaders not just HR. This is a test & C-suite is watching closely #tchatJustin Angsuwat
A2 Everyone really watching that employment data. Made a lot of peeps nervous. Settling for jobs even in discomfort. might change. #TchatJudy Martin
A2: more contentious labor negotiations, stress about paying for employees’ well deserved benefits. #TChatJohn G Lynch
A2 some won’t like this but Obama’s healthcare plan will practically force some businesses to stay below the threshold #tchatSteve Levy
A2. More contract jobs and fewer permanent positions. #tchatTerri Klass
A2 Some companies R working harder to provide remote-working oppyts, but as a country still “not there” yet. #TchatCyndy Trivella
A2: The economy also changed the “values” employees placed on their jobs and turned more of a focus back to family as well. #TChatBarb Buckner
A2: Organizations had to work in new ways with even fewer resources + a smaller workforce #TChatAndrew Henck
A2: A lot of businesses were holding their breaths this year…it’s time to exhale and inhale again! #TChatNancy Barry-Jansson
A2: Econ has made war for talent worse – cos downsized & now need top talent to do what 2 ppl did before. Top talent has upper hand. #tchatBright.com
A2: 2012 increases were small and fiscal cliff is the new buzz word #tchatAlli Polin
A2: Both brought uncertainty, but I believe uncertainty is just a fact of life, more than ever. #TChatJon M
A2: I’ve been unemployed, underemployed and now unemployed this year. Someone will get a hell of an employee if I just get a shot. #tchatRob McGahen
A2: Can we say “HUGE DISTRACTION?” #TChatVeronica Ludwig
A2 Generally speaking, people now know that Political, Economic, Social, Technological – the PEST effects – loom larger than ever #tchatSteve Levy
A2: People are beginning to see that the only one who really cares is you… we will see a greater amount of entrepreneurs. #tchatAllison Karl O’Kelly
A2: More and more people either had to return to the workforce, take on 2nd jobs or try their hand at consulting…real rise in that #TChatBarb Buckner
A2: Smaller biz seemed to have had a wait & see attitude w/election impact but not letting it stop growth #tchatAlli Polin
A2: People are realizing they always work for themselves, even if employed at the moment #tchatCareer Action
A2 underemployment, lack of employment, future GDP #tchatSteve Levy
A2 In a sense, the economy forced companies to re-examine their employment positions & many jobs were permanently eliminated. #TchatCyndy Trivella
A2 Fear set in, as well as more selfish behavior in people. Less patience and tolerance of others. we need to reverse this in 2013 #tchatAl Smith
A2: I think the presidential election was a convenient scapegoat for corporations to limit hiring. #tchatRob McGahen
A2: We learned how NOT to lead, how not to communicate… and how NOT to collaborate. #TChatMark Babbitt
A2 Euro austerity measures hit hard. Too many “debatable” cuts too fast, caused huge labour imbalance & gloom #TChatEnzo Guardino
Q3: How did business and leadership affect world of work trends of 2012? #TChatAngela Maiers
A3 technology has created a faster disruptive evolution to scale, change@SusanMazza #tchatJohn Kosic
A3: #Tchat There was a net gain of CEOs that tuned into social business but some major accounts of CEOs went dark.ALEX BOTTOM
A3: Transparency is now more than just a buzz word..it’s a Consumer Demand. Collaboration is becoming more important than competition #TChatMs. Genevieve
A3. Its great to see leaders getting better at being open about their strengths and weaknesses as well. @TerriKlass #TChat #Leadership3D Group
A3 Whether enforced thru regulation, or demanded by e’ees it comes to one word – trust #tchatJustin Angsuwat
A3: Tough years have a way of (re)teaching humility and willingness to listen and work together. #tchatRoger Veliquette
A3: I got a feeling that certain companies were and are frozen with fear due to SM. They need to get over that going forward. #tchatRob McGahen
A3 Being truthful in the beginning is powerful and respectable in 2012 #TchatJohn Kosic
A3: Companies got away with less BS in 2012 due to SM. Look for that to continue in 2013 and beyond. #tchatRob McGahen
A3. Leaders realized they had to be more authentic to be influential. #tchatTerri Klass
A3 With my clients, HR seemed reluctant to commit to any broad change/learning programs. #tchatKent Osborne
A3: @marissamayer @yahoo made people think that they could have kids and still be a corporate CEO #tchatAllison Karl O’Kelly
A3 responsibility of company 24/7 , inaction damaging to reputation within& outside @AngelaMaiers #tchatJohn Kosic
A3. The more we connect, communicate, collaborate IRL and SoMe, the more we will collectively determine work, education, life. #tchatMichael Clark
A3. For a moment the significant wage gap betwn employees & C-level in some org was magnified & written about. Now seemingly fading. #TChatGordon Dahlby
A3: What *passed* as #leadership in previous decades no longer cuts it ~ time for change is upon us, 2012 cleared the space #TChatNancy Barry-Jansson
A3: #Tchat not a lot, until leadership understands that profit is not the only driver these days of new trends and hierarchy is historydiane mcwade
A3 It seems like downward pressure on wages continues – does anyone know the facts about that? #tchat?Susan Mazza
A3. As leadership became more comfortable with social media, companies launched greater SM campaigns- ex: youtube #tchatTerri Klass
A3: the majority of the workforce is now freelance or self-employed. Jobs, other than entry level, are specialist positions #tchatRichard S Pearson
A3 One “bad” trend I’ve noticed from HR is paralysis by analysis. Take too much time to hire and over-think candidates. #TchatCyndy Trivella
Now there’s an enduring truth from@AlliPolin: A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatKent Osborne
Totally agree with you @VeronicaLudwig: A3: …hiring less exp leaders for less pay. Which has negative consequences for the biz. #tchatAlli Polin
A3. Is the world of work about $$$, people, planet…?!? #tchatMichael Clark
A3: Bad hiring decisions have been made by hiring less experienced leaders for less pay. Which has negative consequences for the biz. #TchatVeronica Ludwig
A3: Leaders were scared; Layoffs happened; People fed up with big business; We will see workers demand independence and flex #tchat #tchatAllison Karl O’Kelly
A3. There’s an incredible tension of the polar opposites in the world of work. #tchatMichael Clark
A3: Poor leadership skills were still excused if big $$$ were brought in the door #tchatAlli Polin
A3. Due to gaps in leadership pipeline, younger generations had to be moved into leadership roles quickly. #tchatTerri Klass
A3: Social media is helping keep brands and leaders honest #tchatLaTonya Wilkins
A3. The best organizations truly get the 21st century world of work, many others (majority) don’t get it at all. #tchatMichael Clark
A3 can leaders be TRULY responsible or is all about the money & bonuses & cars etc etc? Cynic? #tchatInsight72
A3: Leadership encouraged employee engagement through technology, training, communication. #tchatBright.com
A3 It’s seems the magnifying glass came out & put leadership under scrutiny during 2012. #tchatCASUDI
A3: Multigenerational workplaces became more of a reality for most orgs + have changed the landscape for the future of work #TChatAndrew Henck
A3 Definitely a larger reliance on social media and it’s crowdsourcing abilities #tchatCream.hr
A3. Leadership encouraged social responsibility which forced organizations to be more responsible in their decisions. #tchatTerri Klass
A3 Leadership got a wake-up call. Employees are showing lower tolerance level for deception. #TchatCyndy Trivella
A3: Saw too many companies “reacting” before full info was realized…killing employee morale #TChatBarb Buckner
A3: I noticed a lot of whining from ‘leaders’ this year. #tchatRob McGahen
Q4: How did technology and social media affect world of work trends of 2012? #TChatAngela Maiers
A4: A woman on my team asked me not to follow her on Twitter (I wasn’t) She said she uses a lot of @#4$ Why did she tell me? #tchatAlli Polin
A4: Technology and Social Media have allowed quicker decision-making, increased productivity and less formalities. #tchatDaisy Wright
A4 Social lets HR processes be more like biz processes to solve biz issues. But still very immature #tchatJustin Angsuwat
A4: The endless potential of social learning. So much more engaging than PowerPoint #tchatLaTonya Wilkins
A4 Creation of GeoThinkers thru SoMe world @CyndyTrivella #tchat Invaluable source #hashtag in 2012John Kosic
A4 More consolidation as we saw in ’12. Social techs bought by SuccessFactors, SAP and Oracle #tchatJustin Angsuwat
A4 No man will make a great leader who wants to do it all himself, or to get all the credit for doing it. -Carnegie #tchatCream.hr
A4 Social media gave me whole new PLN, exchanging ideas and learning from others I’d never have met otherwise, potent stuff. #TchatKandy Woodfield
A4 So-med has forced a measure of accountability on leaders. Employees are publicly calling them out. #tchatAlicia Arenas
A4: Still see HR confused on action when employees post about current leadership on Facebook #tchatAlli Polin
A4: #Tchat In 2012 Social Media transitioned and went from a Consumer to Consumer and became Consumer to Business & B2B #CMGRALEX BOTTOM
A4: #TChat More knowledge as a commodity perhaps, #Socialmedia still in infancy, 80% of folks are watchers not adoptersdiane mcwade
A4: Employees were more engaged with the outside world while they worked. #tchatRob McGahen
A4: Companies are starting to look an annual/bi-annual surveys as OLD data. Pulse/Real time survey are the future @Wayin #TChatJack C. Patterson
A4 Social media has made it easier for remote teams to connect. Google+ hangouts, Skype, hashtags, etc. #tchatAlicia Arenas
A4 Social media impacted me, but most clients (execs) tell me they have no time 4 twitter etc in context of 150 emails daily. #TChatKent Osborne
A4) personally, I’ve been able to resolve things quicker w/ability to connect w/those with the answers #tchatRich Grant
A4: Downside in HR – social media especially has led to more regulation and additions to the policy for employees. #TChatBarb Buckner
A4: The man behind the curtain can no longer hide…SM makes you transparent and border-less #tchatJen Olney
A4. Awareness voices from below and at the edge can matter #tchatChris Jones
A4 Social Media amplified the conversations and shared the influence. Share of voice flattened. #TchatStephen Abbott
A4 Previously, relationship building came with a cord. #TChatMark Babbitt
A4 Technology has helped to connect employees from different countries and opened up more diverse thinking. #TchatCyndy Trivella
A4: New ways of sourcing for talent. Keeping track of current employees. Stalking. Online stalking was huge this year… #TchatVeronica Ludwig
A4) The reach of connections is greater and faster than before. Leadership needs to show same trust as with phone and email. #TChatTim McDonald
A4 E’ees want social from lives at work. Social is immature for workforce vs customers. More growth in ’13 #tchatJustin Angsuwat
A4. My access to Talent thought leaders exponentially expanded in 2012 (all you beautiful people). Thank you #Twitter and thank you #TChatBob Lehto
A4 Remote teams a big plus & contribution #tchatCASUDI
A4: For business, they became more aware of their branding & reputation with comments/postings/reviews now everywhere #TChatBarb Buckner
A4. The only thing slowing down the Social Revolution is fear. The evidence is in! #tchatMichael Clark
A4: Alert and engaged employees became more frustrated with their fuddy duddy employers. #tchatRob McGahen
A4 Not as much as I would have hoped ~ some best tech tools slow to adoption (like ugly puppy) #tchatCASUDI
A4 I am sure the recruiters in this group have a lot to say about this! #TchatMarla Gottschalk PhD
A4: Technology & social media democratized the workplace through empowerment and accountability. And making both transparent. #TChatTalent Generation
A4: mentioned before but I think SM helps keep people/org’s honest. Tech is demanding more specialists to fill jobs #tchatRichard S Pearson
A4 Technology and #sm have made work move faster with less effort & from just abt anywhere needed. #TchatCyndy Trivella
A4) more social media training company realizes 40,000 employees tweeting/facebooking can be a positive thing for marketing #tchatDavid Copeland
A4. Social media totally changed the way we do business today. We have greater resources and reach. #tchatTerri Klass
A4 I remember when a desk calculator…something always disrupts and changes the way people live and work #tchatSteve Levy
A4: In HR – more options opened up for applying, screening & researching candidates and companies. No hiding info anymore! #TChatBarb Buckner
A4: Years ago I was on IM having convos. Closed window & gone. Now it’s captured in #SoMe & more people can get involved #tchatAlli Polin
A4: The concepts of SM driven “accessibility” affects work, especially gen perspectives on culture + authority #TChatAndrew Henck
A4 A+ affect via new tech & good streamlining. SM intro slow but growing. A++ learning programs promoted growth @diplosor #TChatEnzo Guardino
Last but not least- Q5: Look into your own crystal ball: What’s coming in 2013 for the world of work and why? #TChatAngela Maiers
A5. Let’s unite business leaders with student leaders around a shared purpose in 2013. #tchatMichael Clark
A5 2013 breaking down title barriers to simplicity, with return on connecting #tchatJohn Kosic
A5: #SoMe brings virtual teams together & makes the world smaller. 2013 should be the year to fully harness for collaboration #tchatAlli Polin
A5) More focus on employees as partners.Imagine disgruntled reach thanks to SM #tchatDavid Copeland
Moral purpose, really @ReCenterMoment A5. If enough of us focus on a shared purpose we can do anything. #tchatTania Sterling
a5 Collaboration will rise in 2013 because we are learning the value of sharing audiences/communities #tchatNick Kellet
A5. If enough of us focus on a shared purpose we can do anything. #tchatMichael Clark
A5. Business will openly discuss if & how badges will merge w/ formal college programs & ID value placed on liberal arts in post-sec #TChatGordon Dahlby
A5: If we continue to engage, using all tools at our disposal, we can affect meaningful change in relationships. #tchatRoger Veliquette
A5: #Tchat variety will be the spice of life and the choice of many who are disengaged and have the courage to adopt new thinkingdiane mcwade
A5: I’ll be working with many of you to help make my goals come true in 2013! #tchatRob McGahen
A5. I will be collaborating with amazing people to change the world in 2013! #tchatMichael Clark
Amen! we def need more workforce dev! @ReCenterMoment re A5, Unite & integrate worlds of education & business #TChatSylvia Dahlby
A5: Seemed to see more internship postings this year as a “trial” for both sides…would expect that to increase in 2013 #TChatBarb Buckner
A5. K-20 eduction needs business, business needs K-20 education. #tchatMichael Clark
A5, Unite and integrate the worlds of education and business. #tchatMichael Clark
A5) More employees demanding work from home opportunities #tchatDavid Copeland
A5. If you need optimism and hope about our future, visit a K-12 school. #tchatMichael Clark
A5: Companies focusing less on the “perks” and more on education to remotivate employees – and keep them from branching out #TChatBarb Buckner
A5: Contingent hiring has always been a leading edge of perm hiring coming back stronger… 2013? #tchatAlli Polin
A5. Students are going to drive unprecedented world transformation now and in the future. #tchatMichael Clark
A5: Employee engagement being the responsibility of empowered employees and not just leadership #tchatAlli Polin
A5) Organizations rethink if SM should be allowed at work. Give up on bans and embrace the power of the group #tchatDavid Copeland
A5: Hopefully more respect & understanding of all people and their capabilities. People don’t have an “expiration” or “use by” date #TChatTom Bolt
A5: Less focus on how to compete with the competition and more focus on “how we can stand out” to consumers/employees #TChatBarb Buckner
A5 For hiring: Less of a focus on experience/education and more on the applicants ability to learn quickly and problem solve #tchatCream.hr
A5: Challenge. Innovation from necessity. Reshaped industries. #tchatRoger Veliquette
A5 We’ll see more development/evolution in the nature of the social contract between employees and employers. #TchatMarla Gottschalk PhD
A5: A more social approach to evaluate leaders beyond the 360 #tchatLaTonya Wilkins
a5: 2013? Continued increase in the freelance economy #tchatAlli Polin
A5. People are seeing more, waking-up, engaging in making the world better. #tchatMichael Clark
A5. There will probably be more remote workers in 2013. Leaders must learn to connect these groups. #tchatTerri Klass
A5: I predict there will be a new ‘apocalypse’ after nothing happens on Friday. #tchatRob McGahen
A5 Less PowerPoint!! One can only hope … #tchatJustin Angsuwat
A5: contingent workforce, outsourcing, no need to have permanent job functions & the overhead: recruiter challenge: find when needed #tchatRichard S Pearson
A5: #Tchat 2013 tech companies will sift through tons of consumer apps & migrate talent & ideas to their enterprise cloud software platformsALEX BOTTOM
A5. The worlds of education and business will collaborate to transform one another. #tchatMichael Clark
A5: People transitioning to work where they can feel passion beyond a paycheck #tchatAlli Polin
A5 The rise of the “real” influnecer #tchatCASUDI
A5 2013? Some insourcing, more outsourcing, more social, more social-but-not-quite, more temporary employees, more startups… #tchatSteve Levy
A5. 2013 will bring collaboration with complementary businesses- working to help each other. #tchatTerri Klass
A5: Status quo will not be the norm. And playing nice with others, collaboration will be the key to the success in 2013 #tchatJen Olney
A5 We’ll see more innovation in the way we staff projects. #TchatMarla Gottschalk PhD
A5; my crystal ball says ‘CHANGE’ in huge glittery letters; I think it means we all have to change, not just expect it of others #tchatKrissy Venosdale
A5 Bad > Early retirements, less recruits & cash. Hope for > more e-learning, more efficient HR, more harmony with Trade Unions #TChatEnzo Guardino
A5. in 2013 we will see more and more social media policies springing up in organizations. #tchatTerri Klass
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-12-20 13:22:222020-05-25 16:05:19The Post Apocalyptic Workplace: #TChat Recap
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.
Implication: As illustrated in Jesse Lyn’s post about NASA’s Apollo project, “Where” is important, but “Why” is even more vital — especially in complex, uncertain, fast-moving environments.
The Road Ahead – Are We There Yet?
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
BOOM! >> Q1: What exactly is the “speed of business” Why do we penalize HR for not moving at it? #TChatMeghan M. Biro
A1 In a lot of corps, HR responds to shortages rather than proactively identifying potential shortcomings.So, slower. #TChatJanis Stacy
A1: Sometimes the speed of business must be tempered, esp when the tools haven’t caught up to the concepts. #tchatSalary School
A1: HR is often an afterthought when key decisions are made #tchatAlli Polin
A1: HR not seen as an asset looked at as overhead and treated accordingly, not kept informed or asked for input. #TChatRobert Rojo
A1. Doesn’t this all boil down to HR getting a ring seat when decisions are made? #tchatTerri Klass
A1 – hr needs to push out admin to the fringes to focus on the core needs of the org… that will increase response/speed #tchatPaul Hebert
@gingerconsult A1: Are HR pegged as being behind the times because they are? or because its perceived? <== BOTH IMO! #tchatCASUDI
A1. Sometimes HR hears about things much later than the rest of the organization. Problem with that. #tchatTerri Klass
A1: Shipping versions avoids news to wait for perfection…which never happens anyway. The business wants that. #tchatBill Cushard
A1 So, what drives HR? Innovation – compliance? Enlighten me… #TChatMarla Gottschalk PhD
A1 Perhaps it’s a perspectives thing. Business focuses on meeting customer needs and HR focuses on the corp itself. #TChatJanis Stacy
A1: HR needs to think more like software developers and product mgrs…and ship services in versions… #tchatBill Cushard
A1: Must blame someone for reason our business is not moving as fast as we say it is. #HR good target #TChatSean Charles
A1: The customer (biz) determines the speed and HR has to understand & adjust. Innovation is an HR competency! #tchatLaTonya Wilkins
A1:How fast the processes are executed, some of which we have no control or say in. #TChatRobert Rojo
#Leaders – Tough to escape? @MRGottschalk: A1 Is it the speed of innovation? What sets the speed? #TChatMeghan M. Biro
A1: HR is often too busy w/admin to focus on #innovation or business change #tchatAlli Polin
A1 – most decisions in business are made on front lines – HR is back at field HQ – can’t keep up if not in the fray no? #tchatPaul Hebert
A1: The speed of business oughtta be the speed of humans, and nothing else. #TChatBrent Skinner
A1. “Speed of Business” the rate at which human potential converts into performance/profit. Orgs focus on outcome before input (HR). #tchatSalima Nathoo
A1: If you don’t move fast enough, you end up like MySpace or AltaVista and you don’t even know what hit you. #tchatBill Cushard
A1. Not sure about penalizing HR, BUT business must keep pace w/market & support systems must keep stride. #tchatSheree Van Vreede
A1 Is it the speed of innovation? What sets the speed? #TChatMarla Gottschalk PhD
Love! And Welcome Ian! @ianclive: A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatMeghan M. Biro
A1 – confusing activity with productivity – speed with responsiveness? #tchatPaul Hebert
A1. HR has to reconsider a lot of things when change occurs: compensation, career paths, job descriptions, culture, etc – its a lot #tchatAshley Lauren Perez
A1. Trying to keep up with all the constant changes but HR can get bogged down in legal junk. #tchatTerri Klass
A1 Speed of business is illusion – HR has to keep relevant and on time! #TChatIan Welsh
A1: speed skills. #tchatBill Cushard
A1: In the past, HR has been too focused on compliance & therefore didn’t move “at the speed of business.” #tchatBob Lehto
A1: The speed of biz is the speed of tech, but why must it be? Would ppl mgmt be better moving @ speed of humans? #tchatBrent Skinner
#TChat – A1 – Speed of your business can be defined by your client/customer needs. In today’s market, you had better be fast.Michael!
A1..the “speed of business” is knowing that if you slow down, competitors behind you will quickly pass you!! #tchatTrevor Acedne
A1. HR might fall behind bc it’s one of the few depts that encompass EVERYTHING and EVERYONE. gotta wait for everyone to be on board #tchatAshley Lauren Perez
A1. Speed that leaders say is needed to support a competitive strategy. HR is rightfully cautious on human commitments. #tchatThinkCEO
A1: Business moves based on a 1000 decisions a day & HR not always kept in the loop until it’s radical change #tchatAlli Polin
A1: To be agile with the market — but, someone’s gotta help watch those messy, pesky humans. #tchatKevin W. Grossman
A1: hr (i think) is oushing hard to move butoften lacks a seat at the table with CXO to get momentum #tchatJen PhillipsKirkwood
A1: Moving ahead of the pack, yet HR gets pegged as being antiquated and behind the times #tchatJen Olney
A1 – speed of business is the speed of the slowest decision – for HR that means many slower depts. impede HR #tchatPaul Hebert
A1: “Speed of business” is instant today. #HR often gets penalized because it’s often a culture of compliance + transactions. #TChatAndrew Henck
A1: Speed of business for HR is “adoption AFTER industry wide verification” (& for good reason). They’ll never be Buzz Lightyear. #tchatKeith Punches
A1) isn’t that code for “doing more with less” after a round of downsizing? #tchatRich Grant
>> Q2: “If it wasn’t for those pesky humans”: Why do we need HR to regulate ourselves? #TChatMeghan M. Biro
A2: “Who” says we need #HR to regulate ourselves? Think about that for a minute. #TChatBrent Skinner
A2: Like the idea in theory, in practice HR would need more power/responsibility in certain inds 2 meet the compliance dept halfway #tchatSunny Shao
I’ve seen HR override mgrs. Haven’t you? MT @shawnlacroix A2 I dislike idea of HR as police/regulators. Ultimately action is from mgr #TChatExpertus
A2: We don’t need #HR to regulate ourselves; we need it to facilitate our “selves.” #TChatBrent Skinner
A2. Maybe HR needs to lead with presence and humanity. The regulations will follow and protect. #tchatTerri Klass
A2: In entrepreneurial companies, don’t have formal HR. Try to lead with good practices, build culture, keep some consistency. #TChatJon M
A2 – is HR in a codependent relationship with management – allowing them to NOT do their job with their employees? #tchatPaul Hebert
A2. HR changes the speed of business execution to the speed of business effectiveness. #tchatThinkCEO
A2 I dislike the idea that HR is the police or regulators. Ultimately any action comes from the manager Employees don’t work for hr #tchatShawn LaCroix
A2. HR helps protect employees from themselves and others. HR helps protect the business from themselves and hot-messed employees #tchatAshley Lauren Perez
A2 HR is needed to regulate as
management will not regulate themselves – a worsening situation! #TChatIan Welsh
A2: HR too often is the voice of reason when biz forgets that the bottom line is people impact #tchatAlli Polin
A2: I think a fear of risk & trend toward #mgmt “taking things off the plate”—once functions are moved, there’s a disconnect. #TChat #HRShawna Kelly
A2: Self-Discipline is not effectively taught in the workplace therefore we must manage it #TChatSean Charles
A2: HR keep the chaos to a minimum and brings process to the workplace #tchatJen Olney
A2. HR establishes the guidelines that keep us from overstepping the line. We’re only human, we make mistakes. #TChatGabrielle Kur
A2 Good point about #HR bringing the “consistency” ingredient (missed who tweeted this?) #tchatCASUDI
A2. Sometimes these regulations help create a foundation to build an innovative workforce for the future. #tchatAshley Lauren Perez
A2 HR have to be the fastest thinkers in a reactive crisis driven environment! As fast as anyone else #TChatIan Welsh
A2: Do we? HR should be measured on employee relations results. More engaged employees=fewer issues. Freedom & seat at table are key #tchatLaTonya Wilkins
A2 HR role should enable not regulate #tchatMorag Barrett
A2: We need an effective people function that we can align ourselves to (culture/values/mission). #TChatAndrew Henck
A2. HR is a special brand of leadership and we need it to regulate business to stay human in practice not on paper. #tchatSalima Nathoo
A2: Hey, it would be great if “HR” could stay focused on attraction, recruiting, hiring, developing and retaining, right? #tchatKevin W. Grossman
A2: HR is often order among chaos! #tchatKiara Robinson
A2: Without the human, wouldn’t HR just be IT? #TChatJanis Stacy
A2. HR helps limit workplace chaos and helps ensure we have a consistent answer when we’re questioned why we do certain things #tchatAshley Lauren Perez
A2: Que The Human League “I’m only human. Of flesh and blood i’m made. Born to make mistakes” #tchatKeith Punches
A2. Honestly- somedays I feel like it’s too regulated but i know that it is this way to ensure everything is fair #tchatAshley Lauren Perez
A2: The muscles between non-HR brains, mouths and fingertips are usually fast-twitch. HR..slow twitch. #tchatKeith Punches
A2. (HR knows that) not everything that can be counted matters, & not everything that matters can be counted. Einstein #tchatThinkCEO
Q3 How can leadership (including HR) help reduce need to self-regulate & create cultures of trust & productivity? #TChatMeghan M. Biro
A3: Hiring, being cognizant about what kinds of people & actions you want in that trusting enviro—then build/remodel accordingly. #TChat #HRShawna Kelly
A3: Have expectations and hold people accountable! #tchatRob McGahen
A3: We need thermostats to efficiently control our energy/heat, do you think Human behavior is easier and may not need regulation? #TChatJanis Stacy
A3: in complex wk envirnmnt capacity to negotiate agreements and hold each other accountable is key – speed cant depend on hierarchy #tchatSusan Mazza
A3: Regulate not too much, not too little, smartly & not myopically. Then, trust the free people market. #tchatBrent Skinner
A3: Lead by example, hold everyone accountable and reward excellence. Be an encourager. #TchatLori~TranslationLady
A3. we’re all adults in the workforce (mostly)- lay down the expectations and let people rise to the occasion- they may WOW you #tchatAshley Lauren Perez
A3: If your people function wants to trust your folks, let them run w/ that bold idea and take a risk. #TChatAndrew Henck
A3: By respecting each individual’s ability to be productive and re-inforcing expectations positively. #tchat #HRTess C. Taylor, PHR
A3: Empower employees to take personal accountability for successes & failures of their team #TChatSean Charles
A3. Publicly align & include HR in strategy initiatives; show the value people play in growth. #tchatThinkCEO
A3: Let the front lines lead too! Everyone plays a part & needs to be accountable #tchatAlli Polin
A3. In a way, don’t we all need a model to look to for an example of what to do/not to do? #tchatGabrielle Kur
#Tchat A3: develop strong practices for #accountability and a culture that facilitates people holding each other accountableSusan Mazza
A3: We **still** need to find ways to measure data and stay human as leaders #TChatMeghan M. Biro
A3. HR needs to be *consistently* taken seriously as a business partner that impacts the bottom line in a positive way. #tchatSalima Nathoo
A3. by giving people the resources, mentoring, feedback, and space to prove their trustworthiness and productivity #tchatAshley Lauren Perez
A3 put ownership of employee issues/decisions on managers. Lead with integrity. #tchatShawn LaCroix
A3 leaders have to start by trusting the employees and themselves to always make the best decisions on their own (walk the talk) #TChatDonna Rogers, SPHR
A3: Throw out the time clock. Ask your people how they work best. Adapt + empower. #TChatAndrew Henck
A3: Social skills and impulse control development from early education on. #tchatKevin W. Grossman
A3 HR professionals should be allowed to show and use their facilitation skills, instead of regulatory. #TChatMelissa Lamson
A3: Being accessible, guiding without dictating – people will rise to meet the expectations of them #tchatAlli Polin
A3. Through consistent, clear, and honest COMMUNICATION across all levels and channels of the organization. #TChat #HR #SocialBusinessSamantha Sallovitz
Bam! @marksalke: A3: By placing trust in empowered people & trusting them to do right thing. People in appropriate roles will excel. #tchatSean Charles
A3: Reward leaders for good people management practices (retention, succession, engagement, etc.) #tchatLaTonya Wilkins
A3: We always need to “self regulate”. Better question(?) “how do we help employees increase their emotional maturity” #tchatKeith Punches
A3 Hire RIGHT in first place with people/individuals that fit & can contribute to culture long term. #tchatCASUDI
A3: By placing trust in empowered people and trusting them to do the right thing. People in appropriate roles will excel. #tchatMark Salke
Model trust by trusting and treating employees like the adults they are. Lead by example. #duh A3 #TChatJocelyn Aucoin
A3. Leadership needs to create a culture of accountability and concern for one another. #tchatTerri Klass
A3: Bold #leadership that is forward thinking and knows they hired people for a reason, equipping them for success. #TChatAndrew Henck
A3: Psychological and workplace simulation screening. What? Don’t look at me that way. #tchatKevin W. Grossman
A3. Is HR considered leadership? #tchatSheree Van Vreede
A3: By setting up guidelines and giving mgrs tools to be effective, HR can facilitate efficient business. #tchatSalary School
A3 – reinforce those doing it right – get rid of those not – pretty simple. Assumes co’s think ppl mgtmnt is a core mgr skill #tchatPaul Hebert
Q4: What metrics should leadership (including HR) focus on to move at the speed of business & why? #TChatMeghan M. Biro
A4 Biometrics – Happy and healthy staff will row the company better than sad, frustrated people. #tchatEnzo Guardino
A4: Sorry, but I think most employees don’t trust HR metric input, so I don’t know how relevant those metrics are. #TChatJanis Stacy
A4- and cros
s aggregate co data with other biz market intelligence to predict trends and proactively change direction of co vision #tchatJen PhillipsKirkwood
A4 Dispute resolution, grievances, litigation, satisfaction data #TChatIan Welsh
A4: Use same business levers and translate to fit HR; apply metrics that are quantifiable and not “HR centric.” #tchatLaTonya Wilkins
A4: The data proves out the results seen in the bottom line that the leadership brings in the intangibles they bring to the table #tchatJen Olney
A4: Whatever is needed in your industry to grow profits and customer satisfaction. #tchatRob McGahen
A4. HR metrics have to tie/translate to EBITDA growth; plenty companies have gone under w/happy employees. #tchatThinkCEO
A4 Cost per lost employee – #TChatMarla Gottschalk PhD
A4 Bottom line(?) resulting from up-tic employees v employee turnover(?) from down-tic employees #tchatCASUDI
A4: When was the last “town hall/office hours” with your CEO? Folks in agile orgs believe in the CEO’s vision + move with them. #TChatAndrew Henck
A4.There’s often an over-dependence by leadership on metrics.Data can be misconstrued+attitude,integrity+commitment are hard2measure #tchatRichard Brody
@brentskinner A4: IMO engagement surveys tell the story but not why the results are the way they are. How do you dig deeper? #tchatAmanda Sterling
A4: Cost per hire, retention, profit per employee #TChatSean Charles
A4 – Retention and increased revenues are key indicators of moving at the speed of business. #tchat #hrTess C. Taylor, PHR
A4: Is there a glimmer of excitement and engagement in the eyes of your team members? An eye test of leadership. #TChatJon M
A4 Creating the conditions for flexible work structures & agile business processes are critical, too! #TCHatMelissa Lamson
A4 – as a manager my only concern was were my staff getting promoted, better or leaving (sometimes that is the best thing) #tchatPaul Hebert
@AlliPolin @MeghanMBiro A4: like your point about staying AND thriving no point having dead weight #tchatAmanda Sterling
A4. Turnover stats are critical and is there a culture of happiness and growth. #tchatTerri Klass
A4: Metrics that help optimize structure and control organization costs, while maximizing productivity =good for HR #tchatSalary School
A4: Engagement metrics prob tell a big story. If they’re down, maybe you’re moving too fast for your talent engage. #tchatBrent Skinner
A4: employee engagement for starters + track new ideas created/submitted by employees. If # is high, they’re on board. #tchatTony Vengrove
A4: Pockets of vol & invol turn over tell a story that matters to the #culture and people #tchatAlli Polin
A4: Another question for your people function: “How supportive were folks w/ the last change initiative?” #TChatAndrew Henck
A4 #Globalexpansion & #global image should be assessed & measured. What are people saying about you around the world? #TChatMelissa Lamson
A4: Retention, years of service and recruitment data are key performance indicators for leadership for HR to review #tchatJen Olney
@KeithPunches A4. How about measuring employee capability progress – e.g. newbie >> rockstar? #tchatBob Lehto
A4: Top line revenue, profit/loss, accounts receivable/payable, cash on hand #TChatSean Charles
A4: Focus on the key performance indicators for your company! Happy employees and happy customers doesn’t hurt either. #tchatKiara Robinson
A4: Although there are tangible items, the intangibles matter, like how engage ppl are & level of innovation happening. #TChatJon M
A4. Retention * Productivity / EBITDA = 1 Big Happy Family #tchatThinkCEO
A4. Progression and performance metrics- we want to retain quality talent- how are we ensuring that they aren’t outgrowing us? #tchatAshley Lauren Perez
A4: Recruiting AND Retention data! Are your employees *staying* and thriving? #TChatMeghan M. Biro
A4 profit, growth and leaders/experts developed/ promoted and/or lost/turned. Cost of bad hire. #tchatShawn LaCroix
A4. All about value creation ultimately, so revenue/employee? #tchatBob Lehto
A4: Skills, competencies … who has them, where are they, how does it match w/future demand #tchatAlli Polin
A4 whatever metrics that are important in that industry – business must partner head to head with HR and vice versa. #TChatDonna Rogers, SPHR
A4: Retention, attrition, average years of service. These will show pockets where HR growth needs to happen. #tchatKeith Punches
A4 – whatever the companies metrics for success are… #tchatPaul Hebert
A4: Metric questions for your people function: What’s your turnover like? When was your last hire? How engaged are your folks? #TChatAndrew Henck
A4. when HR/Leaders hire someone, they should be forward thinking. How could this employee develop and progress in the co? #hiresmart #tchatAshley Lauren Perez
A4. Less metrics, please! #tchatSheree Van Vreede
A4. I think a lot that HR should consider should come straight from the employees- they make the business #tchatAshley Lauren Perez
Q5: Tech only moves @ the speed of biz if humans do too, so what kind of tech helps us meet in the middle? #TChatMeghan M. Biro
A5. Keep it simple, and keep it human. #tchatBob Lehto
A5: You have to give your people something they can actually use effectively, some are just to intimidated by the hi tech tools! #TChatRobert Rojo
@MeghanMBiro A5: Unified Communications including view of availability of SMEs, vdi, collaboration #TchatHope
A5. tech is awesome and efficient but there needs to be some HUMAN to it. otherwise #hrtech will automate us all out of HR jobs :) #tchatAshley Lauren Perez
@TranslationLady A5: Best when it’s a mix of old school and tech. Makes HR uhh, Human and Relating hehe. #TChatJanis Stacy
A5: Lo-tech should be the new hi-tech #tchatJen Olney
A5.the last thing you want to do is frustrate your employees with tech they don’t understand or don’t know how using it benefits them #tchatAshley Lauren Perez
A5: Email reminders for weekly “TalkWalk”—write 3 ?s needing deep thought—then get colleagues away from desks to walk/think together. #TChatShawna Kelly
A5: Focus on tools that invite collaboration, align with business goals and met the needs of the teams. Productivity shd be forefront #tchatJen Olney
A5: @JanisSpirit Great to use what is effective Old School combined with New School = GREAT! #TChatLori~TranslationLady
A5 tools that represent your brand well to internal/external clients. #tchatShawn LaCroix
A5: The right tech fits the org culture but should increase collaboration & real-time info #tchatAlli Polin
A5: A good ol’ fashioned face-to-face hallway conversation that solves a problem or sparks an idea. #TChatJon M
A5. tools that are relevant to the business, the mission, aligned with HR goals, and is user friendly for all people in the biz #tchatAshley Lauren Perez
A5 – telephone #tchatPaul Hebert
A5: Tools that are work with the needs of the business not for the sake of being the latest and greatest fad #tchatJen Olney
A5: Socialize your expectations of the value to be realized from social technology and engagement #TChatMeghan M. Biro
A5 Tech can move faster than anyone to handle a crisis and slower than HR working on a project #TChatIan Welsh
A5: Technology that connects people to customers, to ea
ch other, and to the business. Aligned, efficient, productive…. #TChatJon M
A5. The best tech is low tech: talk to people & listen. That’ll get you moving faster than any spreadsheet or report. #tchatThinkCEO
A5. Social tech because conversation and collective intelligence is the ultimate platform for workplace communication. #tchatSalima Nathoo
A5 Implement the tech that fits the employee focus/needs ~ be flex it changes:-) #tchatCASUDI
A5: Old school tech might help for a start. Business lunches or coffee with employees maybe? #TChatJanis Stacy
A5: Good judgment for balancing tech/people to meet your needs is invaluable. #TChatAndrew Henck
A5 Siri #tchat #lolShawn LaCroix
A5: In order for technology to move @ the speed of business, it must honor the human element #tchat #hrtechTess C. Taylor, PHR
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2012-10-11 12:07:532020-05-22 14:49:06HR Shifts to the Fast Lane: #TChat Recap
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!!
The Point…
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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