What’s next with social recruiting

If you have been following this blog for a while you would know that I am always looking for the next thing. I have been doing the same thing with using social media in business.
I Want You
Social Recruiting has a lot of  buzz at the moment. How do I know there is a buzz, well 200+ people attended the Social Recruiting Summit in New York City last week, we have almost a full house at the ATC Social Media event, RecruitTech 2009 had social media as a primary theme.

But let us take a step back, for most social recruiting is just about using social media as another marketing channel. A terrible waste in my eyes.

My definition of social recruiting is:

  • Using social media tools as part of the recruiting process
  • Building a community of potential candidates
  • Engaging with candidates as people not numbers

From an employer’s perspective recruitment is about fueling organisational growth, renewal, building the most efficient and sustainable business. This can only be done through personal relationships and cultural fit. (Yes there is a bit of sales and marketing in the mix but that is just attraction, the rest of the process is all personal.)

This brings me to Doc Searls’s recent blog post “Beyond Social Media“. If you do not know Doc Searls you should, also you should read the book he co-authors 10 years ago, Cluetrain. In the post Doc raises several very good points.

  • Twitter is now as necessary to tweeting as Google is to search. It’s a public activity under private control.
  • Most other popular activities online are not owned by anyone, they are public.
  • Personal and social go hand-in-hand, but the latter builds on the former.
  • Today in the digital world we still have very few personal tools that work only for us, are under personal control
  • Individually-empowered customers are the ultimate greenfield for business and culture.
  • What we’re not doing because “social” everything is such a bubble of buzz right now

Are we really finally about to enter the age of Brand You or is it another 10 years away? If the individual is now the key to business and culture what does that mean for:

  • The recruitment process?
  • The HR Management practices in your average corporation?

I hear recruiters complaining they do not have time to develop relationships with candidates or use Twitter etc.  But what happens when the candidates are developing that relationship with a potential hiring manager or potential peer? Where do recruiters add value in this transaction?

For HR the issue is just as difficult. When employees view themselves as individuals who own the ideas, conversation and intentions to create the “business”. How do structured learning and development programs remain valid in an era of so much open information? How do you keep employees engaged? How does that traditional compensation plan survive?

I could go on, but I hope you get the picture. So if what Doc Searls is saying, “individually-empowered customers are the ultimate greenfield for business and culture”, is true then the companies who first leverage these concepts will be the ones we are talking about in 5 years time. Just as recruiters now marvel at Microsoft and the like who all started on their paths in around 2005.

Social Media In the Workplace

Below are my notes for the talk I have given over the last week on social media in the workplace. I admit they do not flow as an essay as they supplemented my slides, hopefully you can derive my messages.

For nearly 20 years geeks have been operating in the backrooms of your organisations communicating across the Internet using tools such as Gopher, IRC, Usenet and HTTP. Then in 1994 Marc Andressen released Netscape Navigator into the world, since then it has never been the same.

Netscape allowed non technical people for the first time to graphically see not only documents on the Internet but also their relationships. This was the birth of the web as we know it today.

Everything on the web today has been built on these foundations. Including social media.
The first true social technology was the reply all button in email. As much as we often despise this feature for the first time it allowed people, through a single click of a button, to engage and collaborate with a large group of individuals. The first social gesture.

I have spent the last 2 and a half days at the Australasian Talent Conference where there was lots and lots of talk about social media and its impact on business, talent and the workplace. However most of the questions and comments tended to be we don’t understand it, it is a waste of time, we are ignoring it and where is the ROI. There is fear, uncertainty and misinformation amongst many of the leaders in business.

To help overcome these issues I will initially be spending time look at the foundations of social media before taking an trip in to using social media in the workplace.

Continue reading “Social Media In the Workplace”

The Cluetrain rides again

Almost 10 years ago Chris Locke, Doc Searls, David Weinberger and Rick Levine published a book that was going to change the way we saw the world, The Cluetrain Manifesto.

The basic premise in the book is that markets are conversations. Their members communicate in language that is natural, open, and honest, sometimes even direct. Basically you can’t fake it.

Most corporations, on the other hand, only know how to engage in a corporate monotone of mission statements, product strategies and , marketing brochures.

However everything is now changing. People are connecting, and working together. The Internet is enabling these conversations and there is nothing corporations can do to stop it.

With the book are 95 theses that summarise everything into a nice simple message. Yesterday I was re-reading them and wanted to share them with you all. So I created a quick slideshow, enjoy!