Archive | March, 2015

A Smarter Way to Lunch: Networking for the Rest of Us

30 Mar

Networking. I know, right.

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There was another HR blog post about “How to Get a Great Job in 2015” waiting in my inbox the other day.  It boiled down to the old adage about getting out to get the job. You’ll find your next role over lunch, via phone, or  somehow otherwise directly engaging with a human-being, who is not behind the glossy computer screen in your kitchen.

This sentiment has been well documented, and I do think there is absolutely merit to the statement.  What strikes me as noteworthy about this though, is that in this new age of social presence and online connection often times lunch breaks are spent engaging in twitter chats from the comforts of home, with hundreds of strangers we’ve never actually met.  There are even schedules of upcoming chats, so you can always plan for a weekly lunch date .

I think these chats are just as valuable as an initial meeting for coffee or a luncheon request. We’re developing new relationships while exchanging ideas and building our social presence over our predetermined lunch topic. OLYMPUS DIGITAL CAMERA

Chats feel a lot less anxiety producing  for those of us who curate our thoughts a little more thoughtfully than others.

Personally, I’m not always the loudest, or most extroverted person in the room; sometimes I sit back and watch what’s happening before diving in and making my own opinions known. These lunchtime chats give us the opportunity to read through the responses, develop our ideas and share when we’re ready.

I call it a smarter way to lunch.

Navigating these social media conversations is a lot like navigating a networking luncheon, and the keys to success are still the same: engage, offer something of value, stay thankful, stay humble. All from the comfort of your kitchen table.

If you’re patient and consistent, these online relationships may develop into phone calls, and phone calls may lead to interviews, and offers.

Or at the very least a shiny new LinkedIn connection, and I still call that a win.

The Time is Now! Use your Data & Improve your Recruiting Process

24 Mar

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In years gone by, content producers across the digital divide didn’t always know who they’d influenced. But that’s changed. Companies like Buffer, Hootsuite, make it as easy as pie. You can schedule your messages, and follow the potential and actual impact your information is having in real time.  These things are typically measured via clicks, views & re-shares, as compared to the number of followers and tags referenced.

I’m curious to see how HR pros are tapping into these tools to curate their messages for passive and active job seekers in social space.

  •  Are they tracking the number of  job ad views in their social presence?
  • Are they following the digital bread crumbs from the first twitter link to the website, to Glassdoor?
  • Are they capturing the information that leads a candidate to close out of their website or job application?

This is the quantitative information that should be easy to gather on the back-end.  But why aren’t more employers doing it?

HR Bloggers have discussed the suckiness of the job application process many, many times in the past. In this day of HR software it’s mind-blowing that companies still make candidates fill out page after page of repetitive, clunky text boxes, just to send information into a void of silence.

We know the application process can be simple. So why this reluctance for everyone to get on-board?

The prevalence of new HR tech means big changes for stuffy HR offices.  The companies who start the conversation the quickest, and offer an engaging, humanizing experience are winning this race.

I really think there should be more employers in the winners circle these days.  You have the technology to help your recruiting brand not suck. What are the stragglers waiting for?

Radical Transparency: Another Win for Social Business Tech

23 Mar

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I read an article this morning about the future of global leadership. It highlighted a group of 30 somethings who were redefining the way we do business, and the way leaders interact and guide their business growth.

The article described “radical transparency” as the factor making this possible. In the future there will be  nowhere for bad apples or bad behavior to hide. This is awesome for people and awesome for business. It’s just another plug for the benefits of global technology.

42% of the global population will have some type of smart device by the end of this year.

That’s a lot of people with a lot of things to say.

If you’re lucky, they’re promoting your brand.

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If you haven’t been on your best behavior, that’s going to get out, and I promise, there will be changes.

Is radical transparency a part of your employee brand?

How do you promote it in your office?