I have begun playing with a couple of new tools that I thought I would share with you. Firstly Google Notebook is a new tool in Beta (surprised?) that Google released last week. The notebook installs itself as a Toolbar but displays itself in the right hand corner of the Status bar, the bottom of you browser window. A neat little notebook icon appears, when you click on it a AJAX window appears over the current web page allowing you to take notes, copy and paste into your notebook. You can also directly add to the notebook by selecting some text and Right-Clicking and selecting “Note this”. Notes can be organised into sections.
The notebook is also accessible through the browser and is attached to your Google account so I expect it to be available from any PC. A very cool addition to the Google family of products.
It would be good to add some of these features to the Google Desktop Sidebar’s scratch pad Gadget, especially the sections as this is one reason I do not use the scratch pad.
(Update: I will post on the other tools over the next couple of days.)
While I was away another 11 sites registered themselves in community.hrblogs.org, taking the total number of sites to over 360.
Also a few of you mentioned the site, thanks. It seems this was all started by Diane Pfadenhauer from the Strategic HR Lawyer. Thanks Diane.
It has been a couple of very busy days since I last posted, here is a brief update.
On Wednesday I started my new job at Nortel, and my feet have not really touched the group. The thing about going back to a place you use to work at is many of the traditional “first week” activities and issues are either resolved very quickly or do not exist. Even after a 6 year absence many of the processes and procedures have not changed a huge amount, although many of the people have.
One of the new tools to get use to is the Multimedia Communications Server that is being used by a majority of employees. The tool essentially turns your desktop PC into a unified messaging platform allowing you to have voice calls, IM, video, file sharing, and conferencing all from a single piece of software. The software also links with your phone extension, which means if someone calls you office extension your PC rings, no matter where you are in the world, very cool.
That’s it from the work front for now.
Tonight we head off to Fiji for 8 days staying at Castaway Island, returning late in the evening of 21 May. I then hop straight on another plane up to Sydney for a few days. This means regular posting will not begin again until around 25 May. If you are looking for something to read check out community.hrblogs.org.
CM Russell from AllCountyJobs.com tried a little experiment on the quality of candidates returned by Craigslist.
He got 6 candidates from Craigslist, 1 from Califorina, 4 from Russia and 1 from Ireland. From the other board 3 fully qualified candidates.
He hired one from the job board!
Late last year Eric Schmidt and Hal Varian published in Newsweek 10 Golden Rules that Google has implemented to help effectively manage knowledge workers.
- Hire by committee
- Cater to their every need
- Pack them in
- Make coordination easy
- Eat your own dog food
- Encourage creativity
- Strive to reach consensus
- Don’t be evil
- Data drive decisions
- Communicate effectively
As they mention in the article non of these items are new, nor are they really that revolutionary. The success of the items seems to be directly related to the way and consistency of implementation.
The also go on to highlight several “challenges” currently faced by Google:-
- “Techno arrogance”
- The not-invented-here syndrome
- The maturation of the company, the industry and work force
- With growth communication procedures need to keep pace with the increasing scale
- The final challenge listed is managing day-to-day operations in one of the worlds largest most complex environments
Worth of your time to read.
Also worth your time to read is the post pointed to by Marc Cenadella on Google’s approach to business, kind of at the opposite end of the spectrum.
I have been playing with a couple of new features on my blog before looking to add them to selected themes on hrblogs.org.
In no particular order
- A list of the last 10 posts on the side bar
- A list of 5 related posts on each post
- Using Notable, you now have the ability to submit the post the many of the popular social bookmarking/taging sites.
- I have also added a “view” counter to track the number of views an individual post gets. Look for a popular posts listing very soon.
A couple of weeks ago there was a big discussion on link-swapping over at Recruiting.com that caused all manner of conversations to break out. I also got into the conversation by letting everyone know about communiy.hrblogs.org an aggregation come directory of HR blogs that I have found or been submitted.
The communities resident SEO expert, Joel Cheesman, seemed to finish up the conversation saying :-
If you want to start ranking well in search engines, your time is better spent creating quality, remarkable content than it is playing verbal tennis and link swapping.
While Joel is right it does not help new bloggers get noticed, regardless of their topic. So what is a new blogger to do to get noticed?
My suggestion, head over to ProBlogger and check out Darren’s 31 Days to Building a Better Blog series. Darren is a full time blogger who is more than qualified to give advice on building a better blog.
You could also drop me a note and I will add you to communiy.hrblogs.org or use the Submit site form.
(Thanks to Dave Lefkow for the pointer)
Seth Godin provides Todd Raphael, editor in chief of ERE, with an interview on recruitment and the intersection with marketing.
The quote I really like from the interview:-
Employee satisfaction is entirely related to the respect and autonomy employees are given. Over and over again, it has been found that you cannot buy employee happiness, but you can earn it by treating people with respect and giving employees the autonomy to make decisions.
And I have to agree with Dave that this is a great nugget:-
..the very best applicants don’t come to you after you’ve run a blind box ad in the newspaper. They come to you because employees bring them to you. They come to you because customers bring them to you. They come to you because you have a blog that gets read by 80,000 people a week, and you mention an opening, and 4,000 people show up and say, “I’d really like to take that job.”
I can understand where Dave is confused with Seth last point about Monster (job boards) being “classic permission marketing”. Maybe I just don’t get it or could Seth have missed the point?