Tomorrow morning we are driving back to Sydney to spend Christmas and New Years with family and friends. I doubt I will be posting between now and 7th or 8th of January after we have returned and got our life in back in order.
2005 has been a great year, I thought of doing a top 10 listing but so many others are doing it and I just ran out of time!
Good luck to all those nominated in the Recruiting.com Best Blogs Awards. If you are celebrating Christmas I hope Santa is good to you all, I know my 8 year old is hoping he is.
To all have a great holiday and see you in 2006!
Ajay Das from SDN posted a couple of days ago about Social computing and possible business models which has some great insight. He says :-
Given that technology has become more prevalent (let us stick with SAP for the time) and more easily available, and, also that is has become easier to create applications, and, that most organizations behave similarly (and so have same processes, similar KPIs, similar reporting, similar data warehousing req, and so on)…, it makes sense to have a IT development model different from what vendors in this space offer today.
Let us say, like Google for ‘search’ services, there is a google for SAP development services. Free and one click away.
Kind of a plug and play model where a business analyst can build you new services and other people would be making their components available for free as well. An interesting thought and I can almost see it happening.
On a slightly related note I feel more and more each day that we are moving towards a component based environment as has been described by John Macy for the lat 6 or 7 years. (John is another thought leader I am trying to convince to blog.)
Dr John has published his wrap up of 2005 on ERE, and Jason Davis has been a bit taken back by it. In a section “What and Who Needs Rethinking” John discusses “the individuals, firms, or concepts I have encountered this year that clearly need to “rethink” their approach to recruiting.” Blogging seems to have failed according to Dr John.
In typical Dr John style he is stirring the pot and taking things to the extreme within the recruiting industry. But he does have some valid points, only once we step back a bit.
The snip it Jason is commenting on is John’s statement on blogs and recruitment.
“It was fun when there were only a few of them, but if they don’t differentiate and add real tools and solutions, they too will fade like other fads”
Jason asks that John joins the discussion and clarifies his position. I wonder if he will, in many other industries the traditional column writers who’s income is threatened by blogging tend to stay way. In this case I think it would be very beneficial for John to join in as it would be fantastic having a thought leader like him blog, or even comment on one.
Having said this I kind of agree with both John and Jason. We need more HR professional and thought leaders to come online and start having a transparent conversation that allows the whole industry to benefit. By the same token I do feel that for blogging to be really effective within the industry it must add value via innovative tools and services. So in response to Dr John let’s look at some new tools and services that blogging can add to the toolkit of the HR (I admit they are not all great but it is a start).
- Transparent Corporate Recruiting, look to Microsoft
- The creation of links with potential talent pool through conversations, I know kind of related to the first but still separate
- The ability to gain greater insight into candidate through their online persona
- Improved employee engagement through enhanced internal communications
- Sharing of information and ideas to build an open body of knowledge
- Augmentation of training content delivery
- Ability to provide longer term communications after a training even between participants and trainers. Improving the likelihood of content retention
- Personal knowledge management
- Making your work place more attractive through discussions with real employees improving your standing an an employer of choice
I admit that some of these are intangible when it comes to benefits and need more thought but I only spend about 15 minutes on this over lunch today. With more time and more thought we could significantly increase the possible usage and benefits achieved through blogging, this might be my Christmas project. However I also recognise that blogging is not the “silver bullet” to solve all of HR issues and turn us all into strategic players at the “C” level.
Jim Durbin provides us with details on the judging criteria in the Recruiting.com Best Blog Awards.
I like his general statement, someone who is advancing the brand, where the brand is recruitment. He will be looking for someone who is making an impact on the size of the recruiting blogosphere and how they are using blogging as a platform to “improve their business and the business of all recruiting bloggers”.
I personally feel that this needs to be extended to include how the blogger is engaging in a conversation with their readers. Maybe this is implied but I feel it should be an explicit factor. A blog provides you with a very unique method of providing personalised communication with a very specific segment of the market. It does not matter how big that market is, more the level of communication and engagement between that market and the blogger.
It is these factors that makes blogging such a fantastic tool for recruiters. In fact this makes blogging a perfect tool for internal communications with employees as well. Building a relationship of transparent communication internally with your existing employees will dramatically increase their engagement and retention. In some regards we should be focusing on internal blogging within corporations as this will generate the same if not larger financial returns than external.
I challenge us all to spend 2006 looking at increasing blogging within the enterprise as much as we do externally.
First TypePad and now del.icio.us it just shows the delicate nature of technology.
You just hope it is never your system that goes down like this, but when they do you need to work your butts off to get them back up an running.
On Friday OnRec published a press release from Seek about how Nielsen//NetRatings had understated Seek‘s traffic between April & October 2005 by about 8-10%. Given that Seek claims to draw 1,702,485 unique browsers and 1,733,488 in October and November 2005 respectively this is a fairly large understatement!
This statement got me thinking, how is Seek really going in the marketplace?
Seek floated in April 2005 on the Australian Stock Exchange and their price has gone from $2.35 to $2.98 (as of 16 Dec 2005), which when compared to the S&P/ASX200 is damn good but what has the year really been like for them?
9 November Seek released their annual results and had their first open AGM both contained lots of interesting information on their financials and perspective on the marketplace.
Continue reading “Seek and you shall find”
Jeff from Talentism provides us with run down of his best blogs based on the nominations in the Recruiting.com Best Blogs Awards for 2005.
I have been thinking a lot about which blogs I read an why, Jeff’s post and the listings of nominations have got me thinking further on the topic. I have boiled the “must read list”
down down from about 300 to about 20, they may not be popular and they definitely are not all HR related as I am half geek! My top 20 list (ie the ones I read when time is short) is:-
Blogging and podcasting in Australia
Stone : Marc Cenedalla
SystemmticHR (Double Dubs)
The HR Analyst Blog
Joel’s Online Recruitment Blog
Gretchen & Co.
Heather’s “Marketing and Finance at Microsoft” Blog
Common Craft (Although Lee is travelling the world)
Doc Searls Weblog
Having listed out my top blogs I do recognise that sometime I am in a mood and just need a fix of something different. Then I tend randomly choose some to read. Why is this important? The Recruiting.com Best Blog Awards has highlighted several really, really good blogs that I don’t tend to read! Over the Christmas period I think I might need to revised my RSS Reader subscriptions to include some of these new ones and maybe remove some that I no longer read.
Yes voting is open for Recruiting.com’s Best Blog Awards. The prize, lots of coffee, a trip to Vegas, oh and the feeling of being recognised by your peers.
I would certainly recommend anyone who has anything to do with HR, recruitment, management, learning or knowledge management to check out the blogs. Then vote for the one they feel is the best!
Two points to note:-
1. Yes I am nominated but you don’t have to vote for me as there are some very good blogs out there that deserve recognition.
2. We must ensure that Microsoft does not win all the categories! (sorry Heather and Gretchen & Co.)
Yes it is true, Voting has
opened opening next week in Recruiting.com 2005 Best Blog awards! Get voting, next week!.
This is a fanstastic exercise from the guys at Recruiting.com, Jobster and how can we forget Joel for the idea!
Only one thing, we can’t let Microsoft win all the awards, oh and I’m sure Gretchen will mention it again :-).
John Macy just emailed me to let me know that last week Robert (Bob) H. Stambaugh died last week aged 59. For those who did not know Bob he was a major influencing factor in HRIS thought leadership over the last 30 years writing many articles and presenting at dozens of conference. I had the pleasure of attending several of his talks and we were luck enough to have him speak at an HRIS SIG event a couple of years ago. Bob was editor of the IHRIM book 21 Tomorrows (a fantastic collection of article on the future of HRIS. He was the co-founder of the IHRIM Journal and member of the board for several years.
There are several notes floating around and a Wikipedia article has been started by Karen Beaman. If you knew or worked with Bob have a look at adding some content to the article.