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HRO: Engagement Perception and Social Recruiting Technology

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I spent most of this past week at the HRO Today conference in Las Vegas as a member of the blog squad, and what do I have to show for it? A new appreciation for HR and Recruiting technology innovation – that’s what.

On the personal side, new friendships were made and old bonds renewed. In short, a very good conference. I even had an opportunity to sing along with dueling pianos  – talk about a Talent Show. Right up my alley. We had many laughs. What happens in Vegas is not always meant to stay in Vegas after all.

This week’s #TChat was a highlight of course. As I referenced earlierin the week,  The HRO Analyst Study was pretty fascinating from my perspective. So while there’s plenty of HR technology out there, much of it is focused on talent management and recruitment. HR and recruiters just are not perceiving what’s out there as innovative, perhaps because most of what we’re seeing isn’t screaming cloud, mobile application. What the survey found, instead, was a gap in perceptions of innovation.

For example, 62 percent of technology providers think it’s vital to innovate in talent management technology – but only 33 percent of practitioners agree. Even more telling: 70 percent of providers surveyed think talent management technology supports work, while practitioners – 37 percent – view the technology as ‘just gadgets’.

But wait, there’s more – over 70 percent of practitioners surveyed say providers ‘rarely or never’ talk to them to gauge whether their offerings align with the practitioners’ business strategies and goals. Yikes, what a disconnect! As a “recruitment practitioner” (one of my hats) I’m hoping there are many more of us who see these innovative tools as a must have – I certainly fall into this grouping.

So let’s go to Door #1 and a review of my stint as a judge on the iTalent2 Demo Competition. The talented roster of hopefuls: BranchOut a solution that helps people tap into their Facebook friends network to find career opportunities; InternMatch a brilliant yet simple application that simplifies finding interns and marketing internship opportunities for organizations of pretty much any size; JobScore a social media-enabled talent management application; SmartRecruiters a winner (did I say it is free?) application with a great SaaS recruiting solution; Wednesdays a team building and employee engagement application built on social media networking, and Work4labs, with a very cool application that enables career sites on Facebook. Quite an impressive array of new technologies included here.

As a judge who ended up being closer to Simon Cowell than Paula Abdul as we first thought – I was way careful about the numbers I gave each company featured, never going past 8 on a scale of 1-10. Apologies to the contestants if that seems harsh, but we’re talking about my passion here: innovation meets matching people talent with new career opportunity.

I have a weak spot for technologies that do it well. In classic start-up form no company or application is perfect just yet. Innovation is truly about creating a culture of working and reworking ideas where it’s ok to make mistakes in the early innings. I found flaws in each application from either a usability or branding perspective. It will be exciting to watch their progression in the coming months. There were almost too many good things on offer for the judging panel.

SmartRecruiters won – it’s a free (yes, free), social-media enabled application that helps companies recruit top talent. The pitch was strong, the website is user friendly, it’s organized and the people are enthusiastic about it’s potential in the market.

I have a soft spot for InternMatch. I mentor as many interns as I can and many people know I’m an advocate for these programs. Pay it forward and all, interns are a great resource for any company – and actual work experience with actual companies is part of a complete education.

I’m so energized by the people I met, the ideas that were presented, the technology that is available right now that will make talent recruiting and hr management so much easier and more productive. I can’t wait to talk to people (and clients) about what I’ve heard about in Vegas and beyond. Onward we go.

IMAGE VIA BestofWDW

Recruiting Trends & Effect on Job Seekers

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Today’s post is by Ty Abernethy — founder and CEO of ZuzuHire, a multimedia candidate screening tool incorporating video, voice, essay and multiple-choice questions. He has a background in executive recruiting, and currently manages the finance/accounting recruiting division of Chase Professionals.

The hiring process is changing–not only for companies and recruiters, but also for candidates. With companies facing challenges like budget cuts and understaffed recruiting departments, they are looking at new tools to simplify the hiring process. Things are changing quickly, and it’s hard to keep up. But it’s also difficult to tell which tools and innovations will stick once the dust has settled. Here’s a breakdown of some of the exciting new technologies that will (most likely) stick and how candidates should adapt to keep up.

Ding, Dong the Job Boards Are Dead (well sort of…)

Once upon a time, all hiring strategies went like this: 1) post an ad to a major job board, 2) review resumes, 3) interview, 4) and hire. But things are changin’. Now, with the advent of social media, companies and recruiters have so many more recruiting gadgets in their tool kit. And with aggregate job sites like Indeed and SimplyHired, there is no longer a need for employers to post with the major job boards. Companies can use the smaller, lesser known (and cheaper) boards and get great results. And LinkedIn has now become the largest “resume” database in the world. Soon companies and recruiters will use LinkedIn profiles interchangeably with resumes. And before too long, companies will start allowing applicants to apply to their job postings via the “Connect with LinkedIn” plug-in instead of having to upload a resume. For candidates, this means they must have a professional, updated, and detailed profile.

Video Is Not Just For Pop Stars!

Video is fast becoming a major component to the hiring process, both as a marketing tool and as a candidate screening and interviewing tool. Companies are realizing that the more they differentiate their jobs from their competitors’, the easier it is for them to attract exceptional candidates. And video is a great way for a job seeker to get to know a company better. YouTube and Facebook videos help to give a company a face and a personality and make candidates more excited about the organization. Additionally, video offers a great time saving solution for companies during the interviewing process. Companies can interview candidates in a fraction of the time by incorporating video, and save on travel costs as well. Very soon it will be commonplace for companies to screen and interview candidates via video before bringing candidates in-house to interview. Job seekers need to purchase a webcam so they can keep up!

Mobile! (It’s not just a town in Alabama!)

Mobile recruiting will be huge in the future. Currently, companies looking for a competitive edge have started to incorporate mobile apps and text messaging into their recruiting campaigns. New technology allows recruiters to send out a job via an app and candidates can “check in” if they are available. Recruiters see not only that the candidate is available, but where he/she is geographically located. Then recruiters can reach out to candidates that are in the closest proximity to the job. Crazy, right! Additionally, recruiters now have the capabilities to mass text message candidates with job specs. Instead of having to wait for a candidate to check his/her email, recruiters send the message directly to the one device candidates never put down—their cell phones! Powerful stuff, especially for recruiters sourcing for time-sensitive temp jobs. Job seekers should update to smart phones to keep up.

How Job Seekers Should Adapt

Job seekers that adapt the fastest will see the best results. Being prepared for these changes really helps a job seeker stand out from the crowd. First off, it’s imperative for candidates to leverage their social media communities. Great sites like StartWire make it extremely easy to keep your networks updated on your job search and to ask for assistance and support along the way. It is imperative to find and apply to jobs within the first 24 hours that they are posted. Candidates should set up Indeed and Bing job alerts for target job titles in their geographic location. Signing up for social media job search tools like BraveNewTalent can also be quite effective for finding companies that are hiring. Job seekers should purchase a webcam and become comfortable communicating and interviewing online. If job seekers can keep up, they will stand out among the crowd.

The times are a changin’, and if you adapt you will thrive. What are you doing to update you recruiting or job search strategy?

IMAGE VIA  Bramus!

Path to Independence and PotHoles: #TChat Recap

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When I crafted the poll question “How do you classify yourself in today’s workforce?”, I considered a variety of answers from full-time temp to contractor to consultant to business owner, but I never considered one of the write-in responses:

Unemployed.

That one floored me, because I conveniently tucked away in the back of my mind (and heart) the path many of us take from being “regularly” employed to being an independent — whether that’s a contractor, consultant, business owner or entrepreneur.

The path to independence is riddled with pot holes.

Whether it’s by choice (I’m leaving to start my own gig), or not (we’re going to have to let you go), making the leap without a net, which most of us don’t really have, is not for the feint of heart.

Trust me. It’s not. Sometimes the pot holes are way too deep.

You can argue the pros and cons of a greater contingent workforce, but it’s here and here to stay. Those who can better “sell” themselves — and who can actually do the work — will generate revenue streams for themselves, although maintaining cash flow can be difficult, just like many small business experience. That’s because “independents” are in the business of “Me.” Actually, we all are these days.

Downturns inspire many to try their hands at entrepreneurism, and although technological advancements have reduced the typical barriers to entry in many marketplaces, unfortunately many will fail. But like the path independence above, innovation knows no other way.

There are just no guarantees when it comes to employment and employers aren’t providing the same level of benefits they used to. I didn’t research any stats for that statement, but the fact is the way in which we work and are compensated for it continues to evolve, for better and for worse. Entitlements be gone. Personal ownership and multiple income channels be here.

Forty percent of the poll respondents said they were full-time permanent, while 35% said they were consultants (you can see the results graph below).

Last night’s topic was deeply personal to me considering the last 12 months of my professional journey. My recommendations to full-time employees and consultants alike?

  • Underestimate your “marketplace”
  • Overestimate your “sales cycle”
  • Stay hungry without growing hungry
  • Don’t wait for something to happen to you — make it happen for you
  • Keep yourself in good physical, mental and emotional health
  • Back fill the pot holes
  • And repeat the cycle every, single, day

You can see the #TChat reach here, and these were last night’s questions:

Q1: Poll: How do you classify yourself in today’s workforce? Full-time, part-time, temp – what? http://svy.mk/fKCdxW
Q2: Has the latest downturn created more independents and “entrepreneurs”? Why?
Q3: What challenges are there transitioning from employed to independent or vice versa?
Q4: What’s the difference between a contractor, a temp or a consultant, if any?
Q5: What’s behind the rise in companies use in contingent workers and contractors? Good thing? Bad?
Q6: Do companies have different hiring standards for contingent workers?  Should they?
Q7: How has technology changed the employment mix? Increased startups?
Q8: So, are job titles now obsolete? How should we rethink careers and the why of work?

Make sure to read Monster Thinking’s “pre-cap” if you haven’t: The Changing Identities of Today’s Workforce.

Thank you all for joining us last night. Next week’s topic is tentatively “Globilization — not just for the enterprise any more.”

Delve Into Phil Simon's "The New Small"

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I recently had the pleasure of chatting with TalentCulture’s good friend, Phil Simon about his new book “The New Small”. Phil has written two other books: Why New Systems Fail and The Next Wave of Technologies. A recognized technology expert, he consults with companies on how to optimize technology use. His contributions have been featured in The Globe and Mail, ComputerWorld, ZDNet, New York Times, ReadWriteWeb, and many other sites. Phil is also a popular speaker about emerging trends and technologies.

Why did you write this book?

  • As I mention in the Preface of the book, I saw a need. Many small business owners are awash in a sea of technological choices. They are too busy to research all of these technologies themselves. While my book is certainly no reference manual, it lays out options and provides advice that would take a long time—and a great deal of money—to learn on their own. There are many opportunities out there; many small business owners simply aren’t aware of them.

What’s the difference between how small businesses approach technology (especially collaboration tools) and the traditional enterprise approach?

  • In a nutshell, small businesses (SBs) tend to experiment more. They’ll try out a tool like Yammer, for example, on an individual basis. If it catches on, it will be adopted throughout the company. It’s less “top-down” than the traditional enterprise approach. What’s more, if something else comes along that offers superior functionality, SBs will experiment with that tool as well, utilizing what’s best from each. There’s no corporate edict that “all people must use X” even though X doesn’t have key functionality.

How can managers start with their own teams on the cheap/free to handle their communication needs?

  • I interviewed a lot of business owners and managers for The New Small. It’s given me great insight into what managers do—and how they do it. These managers aren’t sure about what’s best, so they don’t pretend to have all of the answers. They encourage employees to find the right tools. Once something reaches critical mass, they’ll give it a shot.  Today, so many products are based on the “freemium” model; it’s rare now that you have to sign a traditional contract with a vendor before you can kick the tires on collaborative tools. These companies embrace IM tools such as Meebo, calling tools like Skypeand GoogleVoice, and simple hardware like webcams, Smartphones, and digital cameras.

It reads on your website that you’re an independent technology consultant. There are lots of people out there that would love to get into consulting, but aren’t sure about the first steps. What are some essentials for anyone who wants to get into consulting?

  • As I write in The New Small, many people begin contracting almost involuntarily. They’d like a full-time job but can’t find one in this economy. As for requirements, I can tell you about the essentials: a website, errors and omissions insurance, financial and accounting software, a healthy network of recruiters and friends keeping an eye out for you, potential incorporation, and the like. More than that, however, one needs to know appropriate rates. It’s hard to know what your worth and, admittedly, it’s more art than science. Sometimes you take less than you can get. Most important, you need to have a personality that accepts high highs and low lows. You won’t get a steady paycheck. Be prepared for the feast or famine world of independent life.

Historically, big technology had the advantage because it was safe and reliable. “Nobody ever got fired for hiring IBM” is the old saying. But now, it seems like small tech has the edge. How can that be? What changed?

  • Many things changed:
  • Broadband exploded.
  • Storage costs plummeted.
  • Freemium took off as a business model.
  • A massive wave of innovation occurred.
  • Other tech events and trends made the New Small possible.
  • Factor in a drop in job security and a desire for people to do their own thing and suddenly it’s hip to start your own company.

How realistic is it to want to start your own business in today’s world? What are some things to consider before starting your own business?
  • It’s very realistic. It happens every day. As I point out in the book, technology has drastically changed in the last five years. There are viable ways to minimize up-front costs, always a good idea when you’re hanging your own shingle. What’s more, social media allows companies to reduce often ineffective marketing expenditures.
Are there certain things in today’s world that make starting you own business a good idea?

  • Sure. The founders of the companies profiled in the book all were searching for something different—an alternative to traditional corporate life. There’s more flexibility being your own boss. You get a fundamental sense of satisfaction from working for yourself, and you can pursue ventures that you find worthwhile. There’s always been a sense in this country that you can succeed on your own terms. Technology today has made that easier, although the challenges of the current economy cannot be understated.
What advice would you give to entrepreneurs who have just started or planning to start their own business?

  • Don’t be afraid to experiment or fail. Einsten said something along the lines of, “If you want to increase your success rate, fail more often.” This couldn’t be more true today–particularly with respect to small businesses.  Also, get away from technologies that no longer meet your needs. Whether it’s ERP, CRM, a content management system (CMS), or whatever, see if there’s something better out there. Then try it out!
Do you have any tips for managing projects in the New Small?

  • Yes. Go agile. These companies do not use Waterfall-based methods. They can’t wait a year to see if something is conceptually sound. Throw something against the wall and see what you like and what you don’t.  Also, don’t reinvent the wheel. See what open source and off-the-shelf tools exist. Use existing APIs and modules to extend functionalty.
Could you please tell us, what businesses have inspired you? Also, what’s exactly this “new breed”?

  • In short, the owners of these companies inspired me a great deal. They weren’t afraid to break away from old tools and techniques that have worked for them and taken them to a certain point.  This new breed is open, experimental, and curious. They are constantly pushing the envelope and refuse to manage by routine. You’ll never hear “that’s not the way we do things here.” They’re a dynamic bunch of companies that, as you see in the book, is doing some amazing things.
In the first chapter of the book, which is available for free preview at your Web site, you call the present situation “the era of constant technological change.” In your opinion is there a difference between the way large enterprises and smaller companies respond to it? If so, what are the main challenges that small businesses face?
  • For political, legal, and financial reasons, big companies often cannot get away from technologies that no longer work for them. Small companies don’t have that problem. The world is their oyster. Yet, that very freedom can easily become chaos. Fortunately, the New Small is able to strike a balance, getting the benefits of amazing new technologies in the process.
Why do you think the emerging technologies, such as social media or cloud computing, are a perfect match for the needs of small businesses?

  • Many reasons. For one, they scale quite easily. No longer does a business need to predict “just how much” technology it will need. Second, success begets success. You can dip your toe in the pool before you jump in. Finally, with the Freemium model, you can test-drive technologies before making the jump.
What do you hope to impart on the world with The New Small?

  • In short, that it’s better to be small. Progressive small businesses are doing some amazing things. The book tells their stories; it’s not a theoretical or abstract text by any stretch. Once you see what these companies are doing, you’ll want to experiment with some of the same methods and technologies.

The New (Old) World of Job Hunting & Hiring: #TChat Recommended Reading

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

A recent Monster+HotJobs poll found that 98% of American workers are “primed and ready” to look for a new job in 2011, their optimism buoyed by a recovering employment and economic picture.

The war for talent is on — and the rules of engagement have changed. Job seekers are mobilizing, and employers are fighting to hire and retain the best employees, in a new and fast-changing landscape.

But what does it take to succeed in this new world of job hunting and hiring?  With the rise of emerging technologies such as mobile job search platforms, more powerful search engines, and the new ubiquity of social media in talent identification and acquisition, it’s clear the tools of the job hunt game have changed.  But have the rules changed?

It’s easier now than ever before for job seekers to position themselves, and their “personal brands,” so employers can find them. Employers can also target and connect with top talent at the speed of the Tweet.  However, the most important elements of the hiring process remain, for all intents and purposes, unchanged.

“Old school” job hunting and hiring hallmarks such as a well formatted traditional resume, a firmly established (offline) professional network and the ability to sell skills and experience in an interviewremain the most important considerations in the job hunt process, and the most powerful tools in the job seekers’ arsenal.

Join #TChat tonight, brought to you by @TalentCulture, @MeghanMBiro, @KevinWGrossman, @monster_works, and @MonsterWW – They will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT as we explore what’s changed, what’s stayed the same and how job hunters, and the companies looking to hire them, can not only survive, but thrive, in the new (old) world of job search.

#TChat Recommended Reading: 1.11.11

This background reading isn’t mandatory to get in on tonight’s #TChat action, but we suggest checking out these articles by top career advice and talent management thought leaders and explore the possibilities (and pitfalls) of the evolving world of the job hunt and hiring:

5. How Technology is Changing the Recruiting Landscape by John Rossheim

4. The Rules of the Game Have Changed: Insights into Today’s Jobseekers by Nicole Williams

3. 11 Smart Career Tips for 2011 by Kathryn Ullrich

2. Recruit from the Inside Out: Establish A Relationship with a Talent Acquisition Partnerby Meghan M. Biro

1. Job Searching in a Coffee Shop by Peter Gibbons

Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

Hope to see you tonight @ #TChat!

To read more, please visit www.monsterthinking.com/

Taking Over the World With Social, Mobile & Video Rock Stars

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Yes, we want to take over the world.  Our monster end-of-year #TChat show about how social, mobile and video as rock stars impact workplace culture and predictions for 2011 was a rousing success.

Over 1,500 smarty pants tweets in the hour alone.  A hat tip and a thank you to all of you who did.

Top Contributors included:

  1. @talentculture – 315
  2. @meghanmbiro – 147
  3. @KevinWGrossman – 120
  4. @LevyRecruits – 73
  5. @dawnrasmussen – 67
  6. @jillianwalker – 64
  7. @tedcoine – 57
  8. @DrJanice – 53
  9. @IanMondrow – 50
  10. @EmilieMeck – 47

We referenced social, mobile and video as “rock stars” — even though we meant they are figurative rock stars and wanted to discuss their impact on workplace culture.

But some of the discussion morphed to literal social media rock stars in organizations today, and that’s okay.  In fact, much of the conversation was about how companies could better perform by allowing social to permeate.

And video and mobile are the two dots they’re connected to with dotted lines to us all…

Companies that don’t allow social media are killing their brand ambassadors.

Amen to that.

Here were some of everyone’s 2011 Predictions:

  • Mobile/virtual workforce on the rise. Video conferencing and coworking are where it’s at in 2011.
  • Companies will wake up and develop more inclusive SM policies at work.
  • HR will have to ROCK in 2011 if it wants to remain relevant. It will and the gap between SM and practitioner will shrink.
  • I am expecting that Role-Based Assessment will rock and roll in 2011.
  • Google to buy FB. FB to be Google. Googling your employees now unravels their whole life & danger zone commences.
  • Closer joining up of social networks. less engagment in channels. More use of 3rd party apps.
  • Lines moving between trad. old school ‘work’ continue to get erased as more people stay connected.
  • Companies are going to go to their legal dpt to define ‘privacy’ as lines between work / play get blurred.
  • Increased buy-in & participation from corp. leaders to join the conversation (social media).
  • Traditional workplaces will continue to un-teether and ppl will have to find new creative ways to connect via SM. Hello cloud!
  • More tools will become available to consolidate our SM.
  • Global concerns about privacy will slow personal SMV growth as companies trip over themselves to push out more “relevant” content.
  • Companies incorporate multimedia interviews in their hiring strategy!
  • In 2011 LinkedIn will reveal more strategies that require people to purchase premium memberships.
  • SM for the team – coming soon, because first you have to measure networking quality!

Meghan added at the end:

“My 2010 prediction held true. Workplace Brands = An intricate collection of Personal Brands :-) So much more to talk about!”

So let’s do that next time on Tuesday, January 4, 2011, from 8-9 p.m. ET.  We’re going to continue workplace culture predictions for 2011 and talk more about what they mean!

#TChat wouldn’t be what it was without all of you, so thank you again!  Happiest of Holidays to you all!

The Impact of Social, Mobile & Video on Workplace Culture: #TChat Recommended Reading

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I thought it would be useful to our readers to include weekly recommended readings in preparation for #TChat.

We will give this format a whirl from now into 2011. Wow, did I just say that? 2010 has been such an interesting year for workplace culture innovation. As you may know, I’m in love with ideas. It’s no big secret after all. Technologies like Skype and trendy cool mobile applications are revolutionizing the ways we connect at the office and virtual environments. So much fun.

Our “greatest hits” reading list for tonight’s #TChat is brought to you by our collaborators at @monster_works and @MonsterWW – They will be joining the #TChat conversation live every Tuesday night with from 8-9 PM ET, 7-8 PM CT, 6-7 PM MT, and 5-6 PM PT.

We also welcome global input and hope you can join from wherever you might be. We certainly want to hear from you. We are committed to creating educational content and social community here at the Culture of Talent. Learning is continuous here and we are nothing without people. People (AKA: human capital) are the most valuable asset to any organization or community.

Read more from MonsterThinking (originally posted by Matt Charney) on tonight’s #TChat topic. The Impact of Social, Mobile and Video on Workplace Culture.

 

 

 

 

 

 

 

 

 

 

 

 

 

We will see you tonight and look forward! Thank you for engaging with us on this channel.

Happy Holidays from our Community! Cheers.