The great Matt Galloway (@mattgalloway), who's passion for social media and analytics are downright contagious, has put together a snapshot of Twitter usage in the Sooner state that reveals some very interesting trends, and is likely a good barometer for Twitter usage overall.  Matt was recently featured in an Urban Tulsa article, along with Bill Handy (@billhandy), about using social networking in your job search. 

As a native of Tulsa, I am always interested in news and info from O K L A.  But beyond that, the study that Matt has recently completed presents some useful insights different from anything I have seen on Twitter usage.

Of special interest to me was the estimate that one in one hundred Oklahomans are active Twitter users.  Really?  I guess that makes sense, but I'm still blown away by that stat.  Also the fact that, even though we've heard that the majority of Twitter users are "older", some of the highest concentrations of Twitter use in Oklahoma are in college towns.  And these "college punks" Tweet later at night than the "older folks".  Stats like these are important to staffing professionals and businesses who are interested in targeting college students.

There are many other interesting conclusions that can be drawn from this 8 week study involving 1,503,018 tweets collected from 21,083 tweeps
from March 29, 2009-May 31,2009.  I took the liberty of creating a Slideshare presentation (shown below) of Matt's original document which can be found here.

Thanks to Matt for this very interesting and unique analysis.

Labels: Analytics, marketing, Productivity, Statistics, Twitter, web2.0

This year requests for training on Social Media and Twitter have gone through the roof.  A-List Solutions is at the forefront of small firms using Twitter and Social tools for Marketing, Brand awareness, and Recruiting.  I have trained top recruiting organizations, businesses, and professional groups in DFW and nationally on Twitter and Social Media effectiveness.  I explain how to best utilize these tools for branding, recruiting, marketing, sales, jobs search, list building, etc.  Here are a few comments from previous presentations:

"Excellent presentation: great analogies and you took the fear out of social networking." - Joel Friedman, VPIT, member DFWTENG

"Craig brings deep practical experience in his training to anyone that wants to leverage Twitter or other social media. This is especially valuable to anyone in the staffing/recruiting business. However, anyone can improve their Web 2.0 effectiveness with Craig's help. I found his presentation and ability to answer nearly any question very valuable to the point I am rolling with my new social media strategy! :-)"  - Rick Rene, Professional Services Regional Director at Matrix Resources

"I've had the pleasure of knowing Craig for more than 10 years. He's without question one of the most savvy recruiters in the business. Craig is a complete professional and is someone with a high degree of integrity and ability to get results for those fortunate to work with him. In addition to being a "thought leader" in the recruiting space, he's a recognized leader in all aspects of social media. He's someone I consider to be a trusted expert in this emerging force. Craig has always been willing to take time to share with others his insight and experience, lending a helping hand whenever asked. I look forward to a continued partnership and friendship for many years to come." - Jon Davis, Director, Western Operations, MATRIX Resources, Inc.

"Great presentation yesterday! We appreciate your willingness to present to our quarterly meeting. Many of our team members listed your presentation as the most valuable take-away from the meeting (you're a tough act to follow). We are a lot more knowledgeable now." - Dane Reese, Senior Vice President at Eurosoft

"The presentation was not only very professional, but very educational as well. This was on of the best "Personal Networking" seminars that can really be applied that I have seen." -Steven Flad, Director at Stark Holdings

Here is some additional recognition I have received (my Twitter handle is Fishdogs):

Mashable.com HOW TO: Find a Job on Twitter

Twitter Grader Top Recruiters

#TalentNet and Social Recruiting By John Sumser

ExtremeRecruiting.TV

Featured on The Recruiting Animal Show-highest rated show to date!

The Career 100

http://WeFollow.com/tag/recruiter

I would be glad to train your team either in-person, or remotely by Webinar. 

The ROI of utilizing Twitter correctly is excellent.  Recruiters and companies can vastly increase their visibility and greatly broaden their client and candidate base with just a small amount of time per week.  The consequence of attempting to do this incorrectly is hours of wasted time.  I see a many companies just posting jobs or Marketing/PR info and getting nothing in return.  There are tools and techniques that can help you target your activity with laser precision.  Knowing what they are and what to do with them is as much a key as is your general approach to social networking.

Labels: branding, marketing, Recruiting, Social Media, Social Networking, training, Twitter, web2.0

The way social media can effect recruiting and retention was a hot topic at the recent ERE Social Recruiting Summit held this week at Google headquarters in Mountain View, CA.  Jenny DeVaughn attended and wrote a nice synopsis of her experience that can be viewed on the ERE Community site.  I watched many of the presentations through streaming video that was made available.  And I monitored the conversations that emanated live from the event on Twitter. 

One of the topics that caught my interest was the idea of "relational onboarding" presented by Sacha Chua.  Jenny DeVaughn describes the session:

"Sacha Chua led our next discussion on how we all can have the most awesomest job search ever. Sacha was unapologetically enthusiastic about her love for her current role with IBM.  Sacha described how important "relational onboarding" is to new or potential employees. It is vital to have genuine connections and relationships with your future co-workers before you start working. I agree with @JohnSumser, this is the key to seamless recruiting. Sacha also mentioned, once you are an employee, you are an ambassador. Laurie Ruettimann retweeted one of my tweets during this session while I was sitting two seats away from her. How cool is that?"

Here is a presentation Sasha Chua posted just prior to the SRS:

I touched on this subject in my article for Universum, Organic Branding for Employers.  The idea is that Social Networking should not only be encouraged at work, but that it should now be considered an essential part of the onboarding process and is key to company culture, retention, and job satisfaction.

Also of interest was the presentation by Reid Hoffman, CEO of LinkedIn, who believes that we should all think of ourselves as a small business.  Here are the slides from his presentation:

One of my growing fascinations is the potential for better communication with candidates and clients through Mobile Recruiting.  So you can bet I was dialed in for the Mobile Recruiting presentation by Chris Hoyt and Michael Marlatt.  Per Jenny, "They discussed the mobile myths: mobile is just hype, only used by the youth generation and that it is only a device for spam. They also shared that SMS (a text message to your phone) has a 94% read rate. We all participated in a live step-by-step text (short code) demonstration. In mobile marketing, we are only limited by our creativity; however, one must consistently create value."

Overall it appeared to be a really great event with cutting edge information shared by entertaining presenters.  Once again I was amazed at how easily those of us who couldn't attend could follow so closely through the live stream and on Twitter. 

Local Dallas recruiters and HR professionals will be treated to two low cost events here in DFW this year that will cover some of the same topics and more.  The Texas Recruiters Association - Workshop Seminar and Networking Event will be held on July 16th from 4pm to 7:30pm at the Hilton Dallas Lincoln Centre.  The cost is a very affordable $40.  I will be one of those featured on the "expert panel" along with Chris Hoyt, April Leah Grady, and Dennis Smith.

The next event will be loosely based on the popular Twitter forum for Recruiters, #TalentNet.  TalentNet Live will also feature me, Chris Hoyt, Dennis Smith, and others who will provide training on leveraging the latest tools and techniques to more effectively recruit and grow your business.  It will be held on September 11th at Frito Lay Headquarters in Plano, TX.  Additional details for this event will be available soon.  This local recruiting expo will also be available for a low entry fee, a portion of which is planned to be donated to a charity for the families of firefighters. 

If you are one of the many Dallas area staffing professionals who couldn't attend the ERE Social Recruiting Summit, please consider coming out to one or both of these local workshops.  They will each provide unique and useful information that you can use for motivation and strategy in recruiting.

Labels: #TalentNet, branding, careers, Hiring, Recruiting, Social Media, Social Networking, Twitter, web2.0

If you are a Twitter user, you know what I'm talking about.  It's possible that you are one of the group of culprits who, for months, have filled up my Direct Message box with automated welcome messages.  In fact, before I realized what a nuisance it is, I used automated welcome DMs myself to thank new Tweeps for following me on Twitter.  But I, Craig Fisher (aka @fishdogs), officially stopped doing that a long time ago.  And so should you.

The messages usually look something like this, "Hey, thanks for following me!  Check out my web site for great info, www.fishdogs.com.  Let me know how I can help you!"  That seems innocent enough, right?  Well, unfortunately, after you receive a few hundred of these there is no way you have time to click on all those links, much less read all those messages.

These auto DMs are usually created on www.TweetLater.com.  A good site with a good service.  Tweetlater allows you to automatically follow back anyone who follows you.  If you are a power user of Twitter, you may find this helpful.  But if you use that feature, be sure to also use the auto-unfollow feature that automatically unfollows those who unfollow you.  This will help to avoid spammers who like to follow Twitter users until they are followed back, and then will quietly unfollow. 

Tweetlater also allows you to schedule tweets to be posted at various intervals during the day.  This is not recommended for all day/everyday use on personal accounts.  Twitter users get really tired of following robots unless it is stated clearly up front on the offending robot's Twitter page.  But if you wanted to schedule a tweet to request that followers add you to their favorites a couple of times a day, that might be useful. 

My only complaint about Tweetlater is the auto DM.  It's a nice feature for those who keep small networks perhaps.  Then again, if you have a small network, why automate your welcome message?  It's a great feature for marketers who really want to push products or services to those willing to click click click.  But for those of us with large Twitter networks, the automated welcomes are a pain in the caboose.  Here now is the way to opt out of the dreaded auto-DM straight from Tweetlater's web site (http://www.tweetlater.com/optout).

How To Opt-Out Of Receiving Automated Welcome DMs

As you know, TweetLater users can automate their Twitter accounts to automatically send welcome DMs to their new followers.

As a past or potential recipient of those DMs, TweetLater offers you a super-easy way to opt-out and never again receive an automated welcome DM sent by TweetLater.

Please follow the steps below:
1)  Log in to Twitter.
2)  Follow @OptMeOut.
3)  Wait for @OptMeOut to follow you back. @OptMeOut will send you a DM to tell you it has followed you.
4)  Then send a DM to @OptMeOut. (You can write whatever you want in the DM, it does not matter.)
5)  After sending the DM, unfollow @OptMeOut. (This way your opting out remains private since you won't be in the list of @OptMeOut's followers. We will unfollow you as well.)

TweetLater will, within a few minutes of you sending your DM, stop sending you any further automated welcome DMs. You will receive one last DM to confirm that you've been opted-out.

You do not need an account at TweetLater to opt-out. Anybody on Twitter can opt-out.

Your decision to opt-out remains private. We will never disclose it to anybody, unless required by law.

If you ever change your mind about opting out, please submit a Help Desk ticket and ask us to remove you from the opt-out list.

TweetLater users, you will still auto-follow the people who have opted-out. They just won't be sent your welcome DM.

Labels: Productivity, Social Networking, Twitter, web2.0

Labels: #TalentNet, Recruiting, Social Media, Social Networking, Twitter

There are now many great resources now to help job seekers better utilize Twitter in their job search.  I have put together a few of my old favorites and a couple of new ones to help job seekers either get started or take it to the next level. 

The first thing to do after you set up your twitter account is follow some people who regularly post job search advice and job openings on Twitter.  The list below was announced this week by Ryon Harms, The Social Executive, and is a "hand-picked collection of the 100 most influential personal branding gurus, power networkers, resume and interview experts, job boards and fellow executives on Twitter. If you're seeking out resources to assist you with your job search or for career advice, Harms calls his list the "who's who of career management." 

Follow TheCareer100 on Twitter to get assorted posts from all of these resources.  I know or follow many on this list, Ryon did his homework.  For more info about the list check out @TheCareer100 Must-Follow Mavens on Twitter by Ryon Harms, and The Social Executive: @TheCareer100 must-follow mavens on Twitter by Stephanie Lloyd.

Next, go to the Advanced Twitter Search and type in the word jobs in the space next to "This hashtag".  Then type in your zip code next to "Near this place".  Companies and recruiters now regularly attach #jobs to their postings on Twitter to make this a convenient way for job seekers to search.

Hope this is helpful.  Feel free to contact me if you need assistance.  And please follow me on Twitter!  @Fishdogs

Some other good resources to get you going are:

Mashable HOW TO: Find a Job on Twitter

The Wise Job Search: Five Best Ways to Use Twitter for Your Job Search!

Fishdogs: Who Should I Follow on Twitter?

ComputerWorld: Twitter Bible: All You Need To Know About Twitter

The Career 100

Labels: careers, Job Hunting, Job Search, jobs, Social Media, Social Networking, Twitter, web2.0

Last week I asked this question on Twitter and LinkedIn, "What should job seekers leave OFF of their resume?"  As of this writing, this question has generated 44 responses from recruiting, career, HR, and resume professionals and hiring managers.  The number one thing that was suggested to leave off of your resume is something that most job seekers simply put on there because that's how it has traditionally been done.  I'm talking about the Objective at the top of your resume. 

These days, if your resume is not laser focused on the job for which you are applying there is a good chance it will not make the cut.  An ambiguous Objective statement right at the top of your resume does nothing for that focus.  Career coach Ann-Marie Ditta suggested leaving off  "An objective that states "looking for a growth oriented opportunity where I can use my skills and experience" So what, it says nothing to the hiring manager other than you are desperate, self focused, or need a career coach. Avoid cutesy email addresses. "

Veteran recruiter Michael Kelemen, (AKA the Recruiting Animal) concurred with nixing the Objective, "I would leave off the OBJECTIVE or SUMMARY if they are just filled with hackneyed stuff like telling me they're results-oriented, time-sensitive workers. I've actually asked people for evidence of these claims. They tend to be shocked and angered by the question - again because they just mindlessly put down what some ancient resume book tells them to."

David Graziano, Darryl Dioso, Michael Keane, Andy Lester, Eric Thomas, Courtney Wunderlich, Tiffany Skoog, and Mike Avillion all agreed on eliminating the Objective.  There were only a couple of respondents who disagreed.  One caveat may be for a new grad for whom it's not obvious what they are seeking in a career.  But in general, I think if you are going to put anything in that top spot, it should be something of a positioning statement that speaks directly to the job description and includes every keyword in the employer's requirements.  If you don't have the background to back that up, you may not be a fit for the job.  Absolutely do not put anything there that is ambiguous.  When in doubt, leave it out.

The other main suggestion that was conveyed by the respondents is that job seekers should leave anything off of their resume that does not directly relate to the job at hand.  I think that is clear enough and covers quite a bit.  Less is more.  Bill Vick, author, and founder of ExtremeRecruiting.TV, suggests even that the resume itself is one of the smaller tools in a successful job search.    

"I think what should be included is as important to look at as what should be left off.

Too often smart, brainy and talented people forget what brought them to the party in the first place and spend so much time dinking around with their resume they seem to forget people hire people - not resumes.

Like driving your car glance in back of you as you drive down that road to your next job but concentrate on what's ahead and tell 'future' stories of what you can do - not what you have done. Telling is not selling and ultimately over 70% of all hires are done because of a reference or relationship. Focus on those, not your resume."

Thank you to all those who responded to this question, making this great list possible.

The top 10 things to leave OFF of your resume. 

10. Religious or Political Affiliations

9. Toastmasters

8. Hobbies

7. Photos

6. MENSA

5. Compensation

4. Family Info (Marital Status, Children, Pets)

3. References Available Upon Request

2. Anything not relevant to the position for which you are applying

1. Objective

View the full list of responses here.  What's your opinion?  Would love to hear your comments.

 

View additional comments at the RecruitingBlogs.com posting of this article:  http://www.recruitingblogs.com/top-10-things-to-leave-off-of-your-resume

Labels: careers, Hiring, interview tips, Job Hunting, jobs, LinkedIn, Recruiting, Resumes, Social Media, Twitter

Here a network, there a network, everywhere a social network.  Perhaps it's overkill, but we are all now a part of so many social communities online that sometimes it feels as if we are no longer growing closer together, but farther apart.  This is especially true in the staffing and recruiting community.  We recruiters, by definition, tend to overdo it in the area of networking. 

Through Ning niche groups like RecruitingBlogs, TalentBar, Recruiter Earth, Fordyce Letter Network, and others, I have met more talented people in the recruiting business from all over the world than I ever thought possible when I started recruiting back in 1995.  But there is so much going on with all these groups that it is sometimes tough to keep up.  And the place where I ultimately end up hearing about much of this activity is Twitter.

Just a short while ago the founders of RecruitingBlogs and TalentBar announced a coordinated effort to bring recruiters together on Twitter to participate in split placements with Splits.org.  This gave my friend, Susan Kang Nam (@pinkolivefamily), a great idea for a monthly get-together on Twitter for recruiters from all these diverse networks to discuss current issues and events, #splits, and generally get to know each other better all in one place and one time, in 140 characters or less of course.

She asked me to help her coordinate this effort and I told her "Hell no!"  Okay, that's not true.  It's nearly impossible to tell her no.  And I have no backbone.  And she threatened my family.  Seriously, I thought it was such a great idea that I enthusiastically agreed, and here we are.  There was much debate on what to name such an event.  Since we were trying to connect networks of talent professionals, I had a brain spasm to call it #TalentNet.  I created a facebook group for announcements and so forth.  You can join it here.  And you can follow #TalentNet on Twitter at @TalentNet.

Please join us this coming Wednesday, April 29th, at 9pm Eastern time on Twitter at #TalentNet to join in the conversation.  We'll do it again on the last Wed. of each month at the same time.  Network with your peers, exchange ideas, and get the latest news from the recruiting community.  The top Twitterers in the talent world will be on hand.  Remember to tag your comments with #talentnet.  If you are new to the whole hashtag thing, just go to search.twitter.com and type in #talentnet.  It's that easy.

Susan and I will be on BlitzTime, a call in networking forum, next Wed. at 12pm Eastern to talk about Twitter and #TalentNet.  Now please go join the TalentNet facebook Group and participate in the discussion on Twitter next Wed. night, or Susan may send @Chris Brogan over to your house with a pair of pliers and a blowtorch. 

Seriously, this is going to be cool.  Can't wait to see you all there.

Labels: #TalentNet, Recruiting, Social Media, Social Networking, Twitter

This is how a highly skilled recruiter tackles an opportunity to land a dream job. 

I got to know Karla Porter through various recruiting networks over the last year or so, and more closely through Twitter over the last several months.  I have grown to respect her opinions, ideas, and her straight forward generosity.  So when she sent me a note on Twitter that said basically, "We are supposed to be the experts at this and I have a job interview pending that is making me very nervous", I immediately sent her some info to reassure her and offered heaps encouragement.  I asked her to keep me updated, and we kept digital fingers crossed through direct messages on Twitter for the next few weeks.

I didn't realize quite what Karla was going through until she told me one day that the finger crossing had worked and that she was offered this very high profile position.  I asked her to email me the details and she did.  But what she sent me was a lesson in expert preparation, interview strategy, and follow-up worthy of review by anyone pursuing a new job opportunity.

"I was a high volume, full-cycle Recruiter for entry through executive level positions in a fast-paced call center. I was there for 7.5 years and was so busy and entrenched I really never looked for another job in all that time. I was very comfortable there, live 5 minutes away and had a good amount of autonomy which I liked. For the past year or so I had toyed with the idea of independent recruiting and the dream of working from home but I know it's a tough market to break into and I never moved on it. I did join an on line staffing service that sucks $68. a month out of my bank account for backend services which I have never used. I think it is wrong I should have to pay a monthly fee and a sizeable cut of the commission too. Something about lifetime residual income doesn't sit right with me. Joining must have been some kind of psychological plea because I could be giving that money to charity each month and it would have a purpose, and I know better. I need to cancel my account.

About a month ago I received a call to ask if I would be interested in interviewing for the Director of Workforce Development position that was recently made vacant by a person who had been in the position for many years. I know this person and she liked the job very much but she had moved on to another chapter of her life. I figured I should give it a shot after I read the job description and it sounded about 85% like me. The other 15% I had no clue about but I scanned for the word algebra and it wasn't there so I assumed it would be safe.

The interview was a 6 person panel and really very conversational. It wasn't the stiff corporate interview I expected or the kind I am used to conducting myself. They said they were looking for "fit" and that they had narrowed down a flood of resumes to 6 very qualified candidates. All the interviews were conducted the same day and I was the last person scheduled. I decided that after a day of interviewing the panel would probably be ready to go to sleep from exhaustion so I strategized to wake them up and engage them.

I went prepared with a flash drive of work examples. They didn't want to see any of it. They said they were familiar with both my professional work and service to the community and my skills were not in question. The interview was scheduled for 45 minutes but they talked with me for 1.5 hours.  I would be kidding myself and you too if I said I didn't have some butterflies behind my rib cage the first few minutes. it had been a very long time since I was on the other side of the table. I took the approach to interview them; asking questions that I knew would set me up for success. Questions like, "Are you looking for someone to maintain the functions of the position status quo or move it to the next level?" and "How important is it that the candidate of choice understand the changing demographic of our local workforce?" These were questions that I knew the answers to and that I asked to further cement my skills, talents and experience in their minds. The interview was full of thoughtful, passionate, dynamic conversation with a sprinkle of humor. I left with a really good feeling.

I also let people I have a solid history with that I would want to use as references know I was interviewing. I called them the day before the interview to let them know of my intent, to let them know of my excitement at the opportunity and to ask for advice. Without having to ask for support they offered to make phone calls to let the organization's leaders know I would be a valuable asset to have on board. I was thrilled!

I did everything that I would expect a top candidate to do; down to the handwritten thank you notes promptly sent the day after the interview, etc. I focused on accomplishments not a laundry list of responsibilities in my resume. I talked to a couple of Recruiters I respect and a friend who is a marketing genius about the opportunity and my interview strategy. I never acted interested in salary during the interview and of course didn't bring it up. When asked why I was interested in the position I said it was my desire to serve my community that compelled me to apply and that I was not an active job seeker. I told them I was perfectly happy with my job but that the opportunity to use my talents for the greater good of the community was more attractive than using them for just one organization.

A week later I got a call asking if I was still interested. There was discussion of salary and benefits and I found out I was one of two final candidates. I offered to come for a second interview or to be assigned a project of their choosing. I was told it wouldn't be necessary but it was putting me over the edge in a good way to offer and that my energy was impressive and to just sit tight. The next week I got the offer call. Though I had very positive feelings the entire time, I was concerned politics might get in my way because I am not politically connected and I didn't know who the other candidate was. I feel really good that wasn't the case, that I was offered the position based on merit and that they were savvy enough to recognize the best person for the job.

My boss claimed shock when I called to give my resignation notice. Other senior staff was surprised too.  But honestly, they shouldn't have been. For years I had worked outside of my job description, stretching it and pushing the boundary of it into other areas. I developed business cases and did presentations on the use of new recruiting technologies and employer brand management, educated my peers at other sites and superiors on Gen Y and effective strategies for multiple generations to work together, driven attract and retain initiatives, developed relationships with Area Agency on Aging for older workers, local technical schools and colleges. I was selected to serve on committees with Directors and VPs regarding HR and other areas like the integration of emerging technologies, for example. This in addition to 185 hires last year alone (The Generalist and I shared an admin assistant but it is a one Recruiter site). The hours were often marathon like.

These were things that my peers at other sites and our HR VP's were not versed on; they all just rely on internet job boards, newspaper classifieds and job fairs. I openly asked for opportunity which was often given but rarely recognized for in the way I had hoped. My hope had turned out to be an unrealistic one, that the company would recognize my contributions with a promotion or the creation of a specialized position. Senior leaders through the highest level expressed that they were sad to lose me but happy for my opportunity. I felt weird about it because I would have stayed with them had they allowed me to grow formally within the organization. Instead, it took an outside organization to recognize my value.

I'm overjoyed to have accepted a wonderful opportunity and high profile position in the community with what I see as endless possibility. I start April 10^th, wish me luck...."

Karla Porter can be found on major social networking sites. She welcomes you to follow her on Twitter @karla_porter .  I highly recommend that you do.  -CF

Labels: careers, interview tips, Job Hunting, Recruiting, Twitter

Last night at a Tweetup in Dallas, a girl who I have become friends with through Twitter asked me why I tweet back a thank you to her when she retweets something I have posted.  "Because I appreciate it!"  I said honestly.  "But you know me."  She replied.  Recently I have had more and more people asking why I thank them for retweeting me.  And some saying that thanks for retweeting is not necessary. 

It is a great compliment to the original tweeter.  And I was raised to always say thank you if I receive a compliment.  Beyond that, I am posting to my network and yours that I appreciate the fact that you retweeted me.  This exposes you to my network as someone who sees value in quality material and will help send that message on to others.  People will follow you because of this.  These are the reasons that I publicly thank you for retweeting me.

Some people feel that kind of thanks is best sent in a direct message, one that only you and the recipient see.  But that doesn't spread the love as much in my opinion.  Does that make sense?  I don't just thank people I am already familiar with.  I thank new followers everyday.  This further gets their name out and helps to build their network. 

Applications such as Twitter Grader track how often you reply to people both in your network and out of your network.  And for good reason.  People who reply and converse publicly, whether it is just to say thanks or to comment further, are more fun to follow.  Its great to follow famous Twitter users who have tens of thousands of followers and provide good content on a regular basis.  But after a while it gets a bit old if you never hear anything from them directly.  And then, if you do hear something back, its only in a direct message.  A direct message from a top Twit is great too, don't get me wrong.  But it doesn't show your twitterverse that the Twitter celeb is actually acknowledging you.  I know that sounds trivial, but unfortunately that's one of the things that gets others to follow you.

Twitter cynics will say,  "But I don't care if people follow me.  I don't need big numbers."  Well, good for you.  But personally, I like networking with many people.  It's sort of my job because I am a recruiter.  And if you have a job, or a business, or anything else that networking is good for, then you should agree.  The whole idea is to get to know new people.  Some of my best resources on Twitter have come from the most unlikely of followers. 

So thanks to you all for retweeting me.  Much appreciated.  Cheers, CF

So do you agree?  Should retweeters be thanked publicly?  Am I nuts?  Let me hear from you.

Labels: branding, MicroBlogging, Recruiting, Social Media, Twitter, web2.0

This week I had the dubious honor of being the featured guest on the Recruiting Animal Show on Blog Talk Radio.  The Recruiting Animal is sort of a Jim Rome type of interviewer.  His shtick is to be bombastic, throw curve balls, cut people off if they don't answer quickly or interestingly enough.  But he is smart and thoroughly researches his subjects who he enjoys picking apart.  So it was, with not so slight trepidation, that I joined him on his show on possibly the worst day for doing so, April Fools Day! 

Well it turned out that some friends called in to support me when the talk turned to searching for job candidates on Twitter.  And we ended up with a very informative show.  I didn't have to talk nearly as much as I feared I would have to for a one hour show.  Some listeners even complained that they didn't get to hear enough from me.  But I was fine with that.  And to Animal's credit, he expertly edited the audio to create an 18 minute file that clearly shows, step by step, how you can use Twitter to identify and contact prospective job candidates.

I have personally had good success recruiting with Twitter.  There are plenty of job seekers there, with good reason (there are lots of good recruiters there)  And I love technology.  And Twitter (as beautifully simple as it is) is still a bit of a technical wonder.  I think we converted some skeptics, and presented some great info for the recruiting community's collective tool belt.  One of these days I'll have time to do a written version of these tips.  But for now, here is the audio:

Here is the short version MP3 file of the edited Audio, How to recruit on Twitter

Here is the link to the show and the full-length audio

And here is Animal's post of the show on RecruitingBlogs.com

As to Animal (@animal on Twitter), I appreciate the work he puts into his show.  He wants it to be entertaining.  And guests are expected to help make that happen.  So I can't fault him for jumping in where he thinks it is warranted.  After all, its his show.  I had listened to it a few times before and winced along with the rest of the audience when he would pounce on an unresponsive guest.  But my experience with him was great.  Not always comfortable, but still great.  Sort of like when a comedian picks you out of the audience. 

Now I have to emphasize again that I had HELP!  Animal had a couple of sidekicks along (ostensibly ready to refute my stance that Twitter is a good recruiting tool) when I called in, recruiters Jerry Albright (@jerry_albright) and Harry Joiner (@ecommercejobs).  Maureen Sharib (@MaureenSharib) acts as producer and is always on hand.  Karla Porter (@karla_porter), David Graziano (@davegraziano), and Jason Davis (@recruitingblogs aka Slouch, creator of RecruitingBlogs.com) all called in for the discussion.  Everyone had something instructive to add and it really made for a good exchange. 

Here is a bit of what I wrote to Animal after the show:

"The only person I didn't know before the show was Harry Joiner.  And he played a great role.  Karla and Dave are pretty good Twitter friends of mine (damn it still sounds weird to say "twiiter friends").  And I kind of know Maureen, Jerry, and JD through Twitter. Recruitingblogs.com, TalentBar.com, etc.  Everyone did well and chipped in, which was quite a relief for me."

Thanks to all.  And a special shout out to Susan Kang Nam (@pinkolivefamily) who connected me with Animal in the first place. 

So, my friends, if you dare square off with Animal, my advice is to be sure you get to the point quickly.  And be sure the point is worth getting to.  Or have your friends ready to prop you up with some great subject matter. 

Good show Animal!

Labels: branding, careers, Hiring, Job Hunting, Recruiting, Recruiting Animal Show, Social Media, Social Networking, Twitter, web2.0

I was recently asked by international employer branding news journal, Universum Quarterly, to be the guest writer for this quarter's edition.  Subscribers in HR organizations worldwide will receive the publication this week.

Universum Quarterly began in 2006 and is the world's first periodical for Employer Branding.  Each issue brings feature articles which investigate best practices and trends in employer branding, as well as examples of employer branding in action and instrumental tips for succeeding in certain industries, locations and with certain types of talent.

Organic Branding for Employers

by Craig Fisher, Courtesy of Universum Quarterly

An employer brand should be built from the inside out. Just as part of an organization's marketing message should come from its customers, the employer brand should be championed by its employees.  For better or worse, they are the vehicles by which the message will be conveyed on blogs and social networks. Smart employers will take advantage of this tremendous PR opportunity and embrace social networking, encouraging intercompany collaboration, and communication with those outside the corporate walls by their employees acting as their brand champions in social media.  The brand message itself must be authentic, unique and attractive. Job seekers today do not care about boiler plate HR selling points.  Sure, the message should be stated clearly on an effective recruiting Web site. But if it is not first conveyed to the internal employees and reinforced by meeting or surpassing their expectations, the organization will not have the brand champions it needs to convey that message online to job seekers.

Social networking at work

Organizations that place broad restrictions on the use of social media at work will soon feel the backlash in lower employee recruitment and retention. Workers at many levels these days are used to communicating and receiving information at a speed that is difficult to achieve with standard email and corporate intranets. In economic times such as these, where cutbacks are common, communication with your workforce is vital to maintain morale.  Social networking cannot only expedite communication, but also improve employees' sense of belonging and worth.

Top firms like IBM and Sun Microsystems have successfully incorporated social networking in the workplace. IBM created a wildly successful internal social network for communication and collaboration. Sun hosts a Twitter account that is automatically updated by Sun Microsystems' employee blogs worldwide.  Both companies have very clear employee guidelines about the use of social networking encouraging responsible engagement, communication, learning, and contribution.

Reach new talent Web 2.0 style

Jobseekers regularly google a prospective employer to find out what current and past employees are saying about working at that company. How do companies encourage a positive online portrayal by its workers? Social networking best practices should be taught in the workplace. Employees should be empowered to feel they are part of the positive message an employer wants to communicate. Your HR team can double as community managers by setting up employee group pages on sites like LinkedIn, Ning, or Facebook. Companies need to encourage employees to join and share knowledge. They should post helpful tips for new employees to get them integrated and productive quickly by networking with their peers and managers.

Prospective employees should be exposed to such networks to get a sense of the people with whom they will work and a feel for the corporate culture. Your new community managers can even use services like Twitter to announce updates, further promoting the brand.  With such an effort, your social collaboration will become an attractive feature to future employees. 

Control vs. respect

Companies cannot completely control what is said about them on blogs or social networks.  But viewing social media as a potential liability will not help matters. Companies who rely on simply a corporate blog or Web site to convey their message to customers or potential employees will miss the mark. Individual brand advocates within your ranks can be trained to effectively relate any message to the masses on social sites. Zappos.com is a company known for excellent customer service. However, Zappos CEO, Tony Hsieh, has said that their main focus is not customer service, but rather their internal people. That is a powerful branding statement. One can easily ask Zappos.com's employees how they feel about it, as many of them have Twitter accounts with names like Zappos_Alfred or Zappos_Lynn.

It is natural to be concerned about what may be said by employees who are laid off by their former employer. Company policies of surprising workers with news that their job has been eliminated, locking them out of their offices, and ordering them off the premises are common place. Smart organizations can avoid this PR disaster with better communication and by assisting their displaced workers.  Instead, companies should set up a network for those who are laid off and post advice and leads to assist in job searching and outplacement.  Taking this a step further, they can even organize a "pink slip" party. Set it up on Facebook and invite local recruiters and career coaches to come and offer assistance to those outgoing workers. Word gets around fast about companies who treat their people well, even in the wake of layoffs.

Reinforce the message

A company's employer brand must be authentic, unique, and attractive. To consistently have the company message positively reflected in the external comments of workers, a company must clearly convey that brand to current and new employees and work to meet the expectations set by that message. From the perspective of new recruits, there must also be a strong employer recruiting site that clearly states the message and gives a good picture of what work-life at your company is like. Many of the top corporate career sites use recruiting videos that can be viewed on site, as well as on social spaces, like YouTube. These are particularly effective when utilizing current employees rather than actors.

Creating a positive atmosphere of trust and empowerment within a workforce will help to assure that the right message is communicated online. If employers remain true to their message, the brand is built naturally from the inside out. Social media becomes less of a liability and more of a recruiting tool. Empowered employees will be the best employer brand champions.

Growing your brand with social media

. Determine your authentic, unique and attractive brand message.
. Convey the message to employees and on an effective recruiting web site. Meet the expectations it sets.
. Embrace social networking in the workplace.
. Empower your people to champion your brand through social media.

Craig Fisher

Owner Principal A-List Solutions
Dallas, Texas, US

Craig Fisher has more than 18 years experience in sales and is a specialist in IT recruitment.  He is the co-founder of A-List Solutions, a full-service staffing and recruiting firm for management and IT professionals. Craig is also an avid blogger.

A-list Solutions is a full-service staffing firm providing permanent and contract placement services for management, marketing, and IT positions to organizations of all sizes. They consult with both job seekers and employers on branding strategies that utilize social media and web 2.0 technology.

Headquarters: Southlake, Texas, US

Labels: branding, careers, Employer Branding, FACEBOOK, Hiring, LinkedIn, Recruiting, Social Media, Social Networking, Twitter, web2.0

Personal Branding.  Do those words make you cringe?  Let's choose something else like, Name Equity.  Whatever term you use, it's really all the same thing.  Mitch Joel posted a great article today on his blog that clearly illustrates the current need to take control of your online persona.  No matter who you are, or what you do, with today's technology there is no excuse for not having a good handle on your personal brand, and a substantial contact network to back it up.  I'm not just talking about people in the technology industry, or in marketing, or any of the industries you might associate with social media, networking, etc.  I am talking about you: manager, college student, stay at home mom or dad, accountant, fireman.

Can you conceive of a situation where you might actually have to ask people for help?  Or want to promote something?  Anything?  Garage sale?  Sell your house?  Help your spouse or kid find a job?  Raise money for a sick friend or relative?  You can certainly get on the phone and call people, or send out a group email to all your friends and contacts.  But most people, without the benefit of a social network, don't have the network power to make the kind of difference that can be made with a healthy group of online contacts.

If you have an established brand that people can find on Google, your chances of building a substantial network, getting a better job, getting venture capital, whatever, are increased exponentially.  People online will network with people they can "check out".  Employers will hire or recruit people who "check out" in a Google search.  People will offer assistance to you if you are active on social networks and have a trustworthy "brand".  But if someone goes online to Google you and all they turn up are some old high school photos that someone posted of you on MySpace or Facebook, well...

Here is a quick tip.  It's sort of the essence of branding.  Many of us have common names, or names that would compete with more famous or prominent folks of the same name online.  So find your niche (a word, or two words) and associate it with your name wherever you choose to place your brand.  My name, for instance, is pretty common.  There are hundreds or maybe thousands of people online with the same name, many of whom are more famous or more public a figure than I.  So everywhere I put my name online, every social media spot, blog post, directory, whatever, I always put what I do and list my web sites. 

Many people don't like to write anything about their work on social media sites because it is supposed to be social, right?  Wrong.  If you don't associate your name with the things you want to be known for, something that is specific and not too generic, you are doing yourself a disservice.  Google Craig Fisher and you will find me.  But I'm not right up there at the top.  However I'm in the recruiting business.  And I help companies and people to brand themselves better online so that I can more easily match them up together.  And my web sites where I write about all this are Fishdogs.com and AListSolutions.com.  So Google Craig Fisher and Recruiting, or Craig Fisher and branding, or Craig Fisher and Fishdogs or Craig fisher and A-List, and the results are much more satisfactory.

This exercise is not only an ingenious way to get people to Google me, it also demonstrates that if you, Jane Jones of knitting fame, pair your name continuously with something online that you would like to be known for, you are well on your way to creating a brand for yourself.  Now don't forget to be consistent, and genuine, and helpful, and informative, and creative, and knowledgeable...

Personal Branding Is Not An Option - It's Crucial To Success

March 26, 2009 5:58 AM

Posted by Mitch Joel

More layoffs. Giving back bonuses. Fewer work days to save the company from firing people. Doing the job of the three people that were let go in your department. Not hiring the five people you were thinking about hiring. Trying to find a job in this climate.

Whether you are an employee in a big, medium or small business, or an entrepreneur, or about to enter the workforce, never has it been more important to understand the power of having, maintaining and developing a strong personal brand. Never before has there been more ways for you to connect and build your personal brand through digital channels.

Never has a simple search on Google been able to tell us more about a person, who they are, what they do, and why they matter.

What does Google say about you?

If brands matter more than ever (and they do, just ask Apple, Starbucks and Twitter), then the ability for individuals to build a personal brand has never been more important. Maybe the idea of "branding yourself" seems ridiculous. It's not. It's a subject that famed management guru and author of the best-selling business book, In Search of Excellence, Tom Peters, first tackled in 1997 for an article in Fast Company magazine titled, The Brand Called You.

"Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding. We are CEOs of our own companies: Me Inc. To be in business today, our most important job is to be head marketer for the brand called You. ... You're every bit as much a brand as Nike, Coke, Pepsi, or the Body Shop. To start thinking like your own favourite brand manager, ask yourself the same question the brand managers at Nike, Coke, Pepsi, or the Body Shop ask themselves: What is it that my product or service does that makes it different? Give yourself the traditional 15-words-or-less contest challenge. Take the time to write down your answer. And then take the time to read it. Several times."

Peters gave us the beginning of an insight: like big corporate brands, all of the people we connect with have some kind of similar emotions and thoughts when they think about us as people. That mental tattoo that our personas and reputations create in their mind's eye is the essence of our personal brand.

But Peters wrote this in a world where individuals were limited by how they could spread their personal brands - the Internet was just taking its commercial shape in 1997. Now, in a world of Blogs, Twitter, Facebook and LinkedIn, our personal brands are resonating 24-hours-a-day, and the content we put in there and link to says more about who we are, as individuals than any one-page resum� ever could.

There's a small caution.

People working on their personal brand sometimes seem a little snake-oil salesy-like. They would state that they were working on their personal brand in a way that made it look like they were trying too hard. They were the same kind of people who manoeuvred through the local chamber of commerce event dumping business cards in any available and open hand No need to be that person.

The amazing thing about developing your personal brand online in social networks and by blogging, is that you can hone in on connecting with those that have shared values and similar interests.

One of the best places to get started is a search engine. Start looking for blogs in your industry, and start following some of the more notable people on Twitter. After you get a feel for the type of content people are publishing, you can dip you toes into the personal branding waters by leaving comments on those blogs or spaces. You can even go neck deep and start your own blog to demonstrate your own, unique, perspective.

Personal branding and the new media space creates a unique and mutually beneficial relationship. Anyone can express who they are to the world. And, if you're not sure what you have to say that is unique and different, just remember the immortal words of Oscar Wilde: "Be yourself, everyone else is already taken."

Labels: branding, careers, FACEBOOK, Job Hunting, LinkedIn, marketing, Social Media, Social Networking, Twitter, web2.0

Sometimes its who you know and who they know.  Last summer I was introduced to the president of The Loomis Agency, Mike Sullivan.  Maybe re-introduced is more accurate.  We first met years ago at the wedding of mutual friend, Lauren Mulkey.  Now Lauren, in her business development capacity with Loomis, a 20-year old Dallas creative firm, was getting us together again to talk about some ideas to get Loomis more brand recognition in Social Media.

Like many companies, Loomis was sort of half way into social media.  But Sullivan knew they could do more.  And being a brilliant executive, he consulted with people who had expertise.  And he also talked with me.  I had a couple of suggestions that they actually put into practice with great success.

Loomis had a few things going for them that I suggested he take advantage of.  One of those things was numbers.  They have a pretty good sized team.  I recommended getting everyone in the shop to get on LinkedIn and Facebook to help Loomis establish a presence there.  From an SEO standpoint, having all those users with Loomis as their current employer, and with links back to the Loomis homepage, LinkedIn and Facebook would be a great asset and would give them additional Web real estate at a very affordable price.  

Mike Sullivan himself is a pretty dynamic guy.  So I also suggested a targeted company blog with Sullivan being very visibly involved.  I thought that would be enticing to both prospective clients and prospective employees.  It also gives the current staff a solidified vision straight from the top. 

Recently I caught up with Mike to see how his plan was coming along.  I knew Loomis had done a great job with their revised blog.  And I had seen a viral holiday video they produced that was a stroke of genius.  So I was curious to get his feedback on the impact social media branding has had on Loomis.

Me:  This summer we met for a brainstorming session about corporate brand marketing through social media (social networks, corporate blogging, personal branding of employees, etc.)  What ideas from that meeting have had an impact on your strategy?

Mike: First off, I've encouraged all of our team members to get on LinkedIn and Facebook and begin using those tools actively. We've created a company presence in both those places, as well. We've used both tools as a means for generating traffic to our blog site, and I've noticed that it seems to have improved search results for our company.  If you search "Dallas ad agency," for example, we've moved up quite a bit.  Depending on the day you search we pop up just above or below the fold.  I believe that's largely a function of the increased social activity of our team members. 

Me:  What new steps have you taken to boost your brand awareness?

Mike:  I've personally built a fairly tight LinkedIn contact base. I think I have somewhere around 290 professional contacts, and most of my team members have fairly large, but tight, contact lists as well.  We have extended the distribution of our regular monthly e-newsletter, "Off The Chain," to this group of professional contacts.  I think our total team member list is somewhere in the neighborhood of a couple thousand contacts on LinkedIn.  Of course, we have an opt-out option, so we are not engaging in SPAM tactics.  But, we've received a ton of positive feedback on the content of the e-newsletter and I know it's been forwarded to others.  We used this tactic to launch our "sock puppet" video during the holiday season and that video was ultimately viewed by more than one million people.  Again, the content was the rocket fuel for that, but the initial LinkedIn database was the launch pad.

Me:  How has this new approach complimented your more traditional marketing efforts?

Mike:  I think that's just what it is-a complement to the traditional business development work we've done for years.  We still do all of the traditional stuff-OB calling, direct, networking-and the social networking and blogging has been an excellent overlay for that activity.  The goal is to show up in as many places as we can, and this helps us accomplish that with limited resources.  We're exploring other ways to use the social tools, as well. For instance, we are putting the final touches on our first monthly podcast this week and will be distributing that the way we've distributed our blog and e-newsletter.  The social sites will play a big part in that distribution.

Me:  Has this had an impact on your efforts to hire or retain talent? 

Mike: It certainly has been great for hiring.  We were fortunate to be in hiring mode recently and found several excellent candidates through LinkedIn and hired two of them.  We always prefer candidates who come with a referral from somebody we know and trust, and both of these panned out that way.  The interesting thing is that one of the hires came directly from a referral through one of our team member's LinkedIn contacts (2^nd degree).  If it hadn't been for that tool, we would never have found that particular candidate.

Me:  What kind of feedback have you received?

Mike:  It's been excellent.  Certainly, great content drives the best feedback. A really good blog post or something like our sock puppet video garners attention and generates a lot of positive feedback.  With respect to the video, we had people calling and e-mailing from all over the country.  That was fun and effective, and we plan to do it again. Of course, we've also had a lot of companies contact us asking if we can do videos for them. 

Me:  After your research and experience in the process of social brand marketing, what advice would you offer to other business owners and executives?

Mike:  First, just be sure to get in the game and encourage your staff to get out there and represent you.  Old school thinking tells people to stay away from this stuff during work hours, but I think nowadays our professional and personal lives are blended to the extent that it simply doesn't make good business sense to try to restrict social networking activity during business hours.  Encourage it, and recognize and reward those who do the best job of it on behalf of the company.  Writing good blog posts and making smart use of social networks requires good thinking. 

Second, stay current because it changes fast.  Twitter is a new frontier for us, as an example.  It feels like that just popped up and we're already playing catch up.  But I know a lot of people swear by the results they are seeing with it.  Staying current also requires a forward-leaning disposition as a company.  It needs to be an encouraged activity.

Finally, it still all comes down to quality content.  Are you communicating something people want to hear, read, or watch, or not?  The marketplace will vote as it always does.  Be sure to use the right side of your brain when you're leveraging all this left-brain technology!

Labels: blogging, branding, Employer Branding, FACEBOOK, LinkedIn, Recruiting, Social Media, Social Networking, Twitter, web2.0

What a week it has been.  I keep getting surprised by how cool Twitter is and how many new relationships I have made there in the last few months.  You can't achieve anything quite like this anywhere else.  There are very few people that I network with on Twitter that I knew prior to joining last September.  But I have so many people who now influence my life from Twitter that its hard to comprehend.

Twitter, at its best, is a great happy place where people exchange ideas and information, wit and wisdom.  You give advice, ask advice, do favors, ask favors.  Its a truly great exchange.  And one for which I am very thankful.  In fact, most of the time, everyone on Twitter is thankful.  Gratitude runneth over in the Twittersphere.

I think that's one of the things that makes Twitter so addictive.  Social networking isn't just about the Internet real estate on which one squats.  It's about what you build there.  Relationships are the most valuable assets on the net.  So no matter how many are people in your network, it doesn't mean much if you don't really know the people who make it up.  And the only way to do that is to truly engage with them.

Simple courtesy dictates that you show your gratitude when someone does something nice for you.  So it is on Twitter.  Twitter etiquette dictates that you should thank those who "ReTweet" your posts to their network.  Twitter is also the home of #followfriday, a method by which tweeps show their appreciation for one another by including them in a #followfriday post that others in their network can click on to find more good tweeps to follow.  And sometimes you even get mentioned in someone's blog post.  Talk about cool!

How do you even begin to thank someone for that?  Earlier this week I wrote a post about Susan Kang Nam's reasons for using Twitter.  In a karmic turn, three unrelated Twitter friends mentioned me in their blogs later this week.  Three!  Big deal?  It is to me.  I feel as if I am in some kind of Twitter thank you groove.  And I am inspired to keep it going.

It started with something Dan Schawbel (@danschawbel) posted to Twitter about not spreading yourself too thin on Social Networks.  I ReTweeted Dan's idea and James Wester (@jameswester) asked my opinion as to why not and I told him I feel that if you are spread out over too many networks you won't be able to keep up decent relationships with your friends on some of them.  Well Dan's tweet, and my reply gave James an idea for a very poignant article he wrote on his blog at Ignorantium, entitled, "The Peanut Butter Principle? Spreading Yourself Too Thin." 

Then I posted a link to an article called, Don't Create a Job Description Resume, in response to which my friend, Annette Holland (@dananner) asked me what my advice is for a Jack (or Jill) of all trades.  Annette is about to be looking for a job but not sure which direction she wants to go.  I gave her my standard advice on that question, which is to focus on what you have done best or most of.  I gave her an article to read for reference, Should You be a "Jack of all Trades" or a Specialist?  We later had a quick phone conversation where I gave her some ideas to work on.  And wouldn't you know, all this prompted her to write a great blog article entitled, The dilemma for a "Jill of all trades".  Annette is a great writer who will soon be getting paid to do so, in my humble opinion.

Finally, Thursday I mistyped "Come Shake Your Groove Thank" in a post I sent out to let people know about a get together happening this weekend.  I meant to say, Groove Thang, which I clarified in a follow-up Tweet.  But a new Twitter friend, Judy Kinney (@flourishingjudy), liked Groove Thank better and we discussed how it could be a metaphor for social networking.  She smelled a blog post coming and we decided to each write something.  So on Friday she posted an insightful article, Grab Your Gratitude Groove Thang. 

And here I am writing this.  Thank you to all those who have made this such a memorable week.  You keep renewing my faith in people.  That's what social networking is all about.  People, not numbers.  Do you talk to your network?  Just listen?  Or do you truly engage?  Give more than you expect to get and you will soon find yourself in a thank you groove too.

Labels: blogging, MicroBlogging, Social Media, Social Networking, Twitter, web2.0

A big question I am often asked about Micro-Blogging service, Twitter, is simply this, "So what do you do on Twitter, just tell people what you're doing?"  And my answer is usually, "No".  I use Twitter to network with early adopters and people all over the world who have similar interests in social media and web2.0 technology.  I post helpful links about careers, employment, and job searching.  And I use it to promote my blog, where I write about using those technologies for recruiting, career branding, and employer branding.  I also use Twitter to promote my company, A-List solutions, a full service staffing and recruiting firm for management, marketing, and I.T. positions.  (how about that shameless self promotion!)

One of my Twitter networking friends, who I originally met through a recruiting network, is Susan Kang Nam.  She is what I like to call a social media darling.  She is a master networker with a knack for recruiting, collaborating with the top players in social media and recruiting.  She supports her sister's boutique, Pink Olive Inc. based in NYC, where she uses various social media tools to network and build relationships with customers, vendors, and community organizers around the world.  Susan also has responsibility on the boards and committees of numerous groups and associations related to social media, recruiting, and careers.  You can see a full bio of her at her Google profile page: http://www.google.com/s2/profiles/117560664691580702505 

When we talked last week about ways to encourage more participation in a Twitter networking group that she runs on Talentbar.com,  she told me that she had been invited to sit on a panel at the upcoming BlogHer conference.  She thought this was slightly ironic because she doesn't have a blog.  In January we had talked about her plan to start a blog and she told me at the time that she hadn't done so yet because she was still finding her voice, -deciding on the right content, key players, and collaborators- to present persuasive information that is original and unique to readers. 

Susan excels at the concise format of micro-blogging, which, with the help of Twitter, has become the hottest new form of blogging.  The BlogHer panel she has been asked to sit on is a "micro-blogging" panel called "Is MicroBlogging the Key to MommyBlogging Bliss?".  But she is still working on the idea of a real blog.  She has encouragement from blogosphere luminaries like good friend Chris Brogan.   But she is in no rush to set one up, having such enthusiasm for twitter (She's happy to be a micro-blogger) offering values & engaging in interesting dialogues via tweets.

Still she joked, in a tweet she sent to me after our call, that she doesn't do that much creative writing.  I tweeted her back with a gentle nudge and she responded the way I would expect her to.  By writing something so useful that I wanted to blog about it.  She posted the following note on Facebook shortly after our exchange.  It's a great lesson for would-be bloggers.  And it is great info for anyone wondering what this Twitter thing is all about, highlighting some of the multiple ways that it is useful. 

Why Tweet? Tweeting for 5 reasons so far...

  By Susan Kang Nam

Thursday, February 19, 2009 at 2:23pm

Encouraged by my latest "tweet" from a twitter recruiting pal Craig Fisher, I decided to "practice" my creative writing on this post via FB notes today. His tweet to me was:

Fishdogs (Craig): @PinkOliveFamily (Susan) That's crazy. You are plenty creative. It's like anything else. Research + Practice makes perfect : )

Ha! So as much as I'd like to believe that I am a creative writer. I solely admit I am not. However, here is my further attempt to continue writing and exploring via this post.

Many ask me why I "tweet" and there is no short answer for that obviously. To be honest, from the beginning it was just another tool ~ an exploratory tool that I have used after hearing it from a couple of recruiters over at recruitingblogs.com back in late June of '08.

I tweet for the following 5 reasons:

1. Content: Initially I came to twitter to review and correspond with other recruiting professionals to share content. I find some of their links that they share online quite useful i.e. Fistful of Talent to various other recruiting bloggers that showcase their knowledge and thoughts. I also came in initially to reach out to other pink olive customers and to provide value i.e. Tory Johnson over at ABC news Good Morning America, Women for Hire CEO - as her little one was a fan of pink olive boutique in east village location. I was happy to reach out to other Pink Olive customers and give information back to my sis Grace Kang, founder/owner/designer for Pink Olive Boutique. Other contents I valued overtime include Social Media in general, Marketing sources as well as reaching out to mainstream media professionals (i.e. CNN, Wall Street Journal to Governor of Massachusetts Deval Patrick etc and the list goes on and on). As I continue to look out for my next executive recruiting position I'd like to continue to explore connection via Twitter and find it worthwhile. In the meantime, appreciate sharing contents via peeps I follow on Twitter.

2. Contacts: As I started to lead a club called Boston Salty Legs Career Club, I have utilized all social media tools including Twitter to reach out and get referrals for our membership roster. I found it quite helpful and the contacts I have made via twitter has been phenomenal. Of course, I talk about Chris Brogan quite often however since I have the great opportunity to meet him via his New Marketing Summit I have been in awe of what he has brought reference to contacts I have made via Twitter. I highly recommend following him on twitter if you have not yet to recognize the "value" that he brings to connecting with professionals all over the world utilizing this platform. And yes I would not have had the opportunity to connect with someone like Tory either if it wasn't for our tweets shared back in October of '08. Currently I have little over 4400 followers and I am humbled by what they know and share (even funny jokes really helps - that reminds me - can't forget about @animal - aka recruiting animal ;P).

3. Presence: At Jeff Pulver's SocComm summit I had the opportunity to share my thoughts via being part of his twitter team in NYC. At the Summit, many mainstream media industry moguls spoke on topic of "presence" on social media. I highly recommend to attend his next SocComm2 Summit in June and continue the conversation on various topics. The topic of "truth" from Fred Wilson was an eye opener for me for sure. His thought processes intrigued me.

4. Branding: There has been lots of tweets regarding Branding lately and I hope to explore more on this topic as I am not 100% clear on both personal or professional/employer branding. I'd like to "think" that I know what exactly it means to brand yourself using twitter however that topic is open for more to come.

5. Fun: I know we speak of ROI for everything ~ however twitter is also about having "fun" engaging in conversations while making an impact in this "new" social media world. For good example, Jyl Johnson Pattee and Carissa Rogers, founders of MomITForward and #GNO have done a great job energizing the 200+ mommy professionals providing "fun" content on Twitter along with their efforts to reach out. Their mission is "to change the world one mom at a time." achieving that by 1) strengthening women, 2) helping them become the best moms they can be, and 3) providing ideas, opportunities to, and recognition for carrying out the Mom It Forward mission in small and large ways, locally as well as internationally. I am in awe of their efforts & energy and I do my best to join their #GNO hashtag party in Twitter every Tuesday night from 9PM EST.

As a micro-blogger, I am happy to share content, RT contents, making contacts, defining presence, learning about branding and having fun utilizing this tool. It helps me to pinpoint what I'd like to get out of for that day. Usually I'm on from 5:30-9:00AM on weekdays to engage in conversations (except this week I am "suppose" to be on vacation ~ so I have been on more often than usual ;P). On weekends it really varies. Sunday early mornings are an interesting "time-frame" to tweet.  Why?  Hmm, that can be another post.

So, why do you tweet? :) What drives you to use this platform over others out there, not to mention already "addicted" to twitter ;P

Susan
On Twitter
@pinkolivefamily
@shuffergreene (for #GNO ladies and gents)
@saltylegs (private for members and guest speakers/ update for the club)

Labels: blogging, FACEBOOK, MicroBlogging, Social Media, Social Networking, Twitter, web2.0

Thanks to Flora Felisberto and Martin Burns of ZoomInfo for including me, alongside recruiting industry great, Lou Adler, in this edition of the newsletter.

If you haven't done so, I would recommend going to www.zoominfo.com and searching for yourself.  If you find yourself, but the info appears out of date, claim your profile and update the information.  This is a great place on the web to stamp "brand you".

Here is an excerpt from the February Zoominformer:

The social media phenomenon is no longer breaking news, but its impact on talent (finding, recruiting, and retaining) has started to accelerate.

Over the coming months, we'll be taking a closer look at social media trends. We're working with our clients and industry thought leaders to get to the "actual" behind all of the hype. It's our goal to help you work in the present, as well as understand the future. This month's newsletter will focus mainly on some of the practical impacts of social media, but we are also looking to a future that may be wildly disrupted by new methods of connecting with prospects, companies, and candidates.

If you have any ideas and interesting examples, please let us know. We are always amazed by the creativity of recruiters in navigating this world.

Stay tuned..

Are You a Web 2.0 Wannabe?
by Lou Adler

According to Lou Adler, "If you don't invest in finding tomorrow's candidates today, you'll become history." By investing time in key low-cost technologies, recruiters can increase both the visibility and interest of their job postings. In this article, Lou Adler describes the six most important web 2.0 trends and tools. Read on to find out if you're a "Neanderthal or a new ager."
Click here for the full article

Employer Branding with Web 2.0 & Social Media
by Craig Fisher

If your company's HR department is not already utilizing web 2.0 tools and social media to market the company to job seekers, it should be. A new report by Gartner, Inc., shows that even though corporate marketing and web strategies are embracing social media, HR departments are generally slow to align with those efforts for the purpose of employer branding.

Click here for the full article

The newsletter is: http://www.zoominfo.com/About/m/newsletters/february_2009.asp

You can subscribe to it here: http://www.zoominfo.com/About/resources/newsletters.aspx

ZoomInfo is a business information search engine used to quickly find information about industries, companies, people and products. ZoomInfo is used by sales and marketing professionals to identify business opportunities, by recruiters to locate talent, and by anyone conducting in-depth research about products, services and businesses. ZoomInfo's semantic search engine continually crawls the Business Web - the millions of company Websites, news feeds and other online sources - to identify company and people information which is then organized into fresh, comprehensive and objective profiles. ZoomInfo currently has profiles on more than 40 million people and over 3.5 million companies, and its search engine adds more than 20,000 new profiles every day.

Labels: branding, careers, Employer Branding, Hiring, jobs, marketing, Recruiting, Social Media, Social Networking, Twitter, web2.0

A Twitter friend was having trouble with the shortened URLs of 3 job search articles I posted there, so I am posting the full URLs here for his and anyone else's convenience.

Your Next Employer Wants to Know: Where in Google Is That Guy?

http://articlemarketer.com/b2/b/article_marketer_blog.php/2009/02/18/your-next-employer-wants-to-know-where-i

How Adding a Tailored Sound Bite to My Resume Doubled Interview Requests

http://personalbrandingblog.com/how-adding-a-tailored-sound-bite-to-my-resume-doubled-interview-requests/

Help prospective employers find you

http://blogs.techrepublic.com.com/career/?p=542

Labels: branding, careers, jobs, Resumes, Social Networking, Twitter

A-List solutions is proud to sponsor the Dallas Twestival, which will take place this Thursday in Dallas form 6-9pm at Mockingbird Station.  There will be live music, a comedy show, and a movie screening in addition to free site wide wi-fi and some great networking with all your Twitter friends.  If you're not too sure about all this Twitter business, this is a great opportunity to experience what it's all about first hand.

Please join A-List solutions founders, Craig Fisher and Jeff Lipschultz for an historic event that will take place simultaneously in over 175 cities worldwide in support of Charity: Water, a non-profit organization bringing clean, safe drinking water to people in developing nations.  For more information, go to twestival.com or Dallas.twestival.com.

A-List Solutions is a full-service staffing and recruiting firm providing permanent and contract placement services for management, Marketing, and IT positions. 

You can follow A-List Solutions on Twitter at www.twitter.com/alistsolutions for great employment, hiring, and job search info.  You can also follow Craig Fisher (www.twitter.com/fishdogs) and Jeff Lipschultz (www.twitter.com/jlipschultz ) for job search tips and social media strategy for careers and employment.

Here's is an article about the event form today's Fort Worth Star Telegram:

Twitter users will meet offline for a good cause | News | Star-Telegram.com

By MELODY McDONALD

mjmcdonald@star-telegram.com

It's enough to set your heart a Twitter.

On Thursday, in more than 175 cities worldwide, people who chat on the social-networking site Twitter will come together (in person) to raise money for one charity.

Think of it as virtual fundraising with a twist.

"When Twitter users meet up, they call it a 'tweetup,' " explained Laura E. Hall, a volunteer who is helping organize the event in Dallas. "It's like a social event that benefits social causes or social justice."

The "Twestivals," as they are being called, will be held in Europe, Africa, Asia, and North and South America. Dallas' event will be at Mockingbird Station, where tweeters (people who use Twitter) can meet, enjoy live music, and take in a free film and comedy show.

All the proceeds will go to Charity: Water, an organization devoted to bringing clean drinking water to developing nations.

"Clean water is a right that everybody in the world should have access to," Hall said. "It is great that we can use whatever method of technology available" to get the word out.

Twitter allows users to send updates (also known at "tweets") to their Twitter friends about what they are doing. It's similar to Facebook, but each update is limited to 140 characters.

Hall acknowledged that most people mail invitations or post fliers when they host a charity event. Using Twitter, she said, makes more sense.

"Twitter is definitely faster," Hall said. "People that use the service get their messages on phones or e-mails immediately. It becomes viral. People see the conversation, and they click over to see what is being talked about or what is going on."

Plus, Hall said, Twitter is eco-friendly.

"We are trying not to use printed material and are telling everyone to take the DART rail to Mockingbird," Hall said.

According to twestival.com, the idea to use Twitter to organize a charity event came from a group in London.

In September, the group decided to host an event that would benefit a local homeless charity and connect the local Twitter community, many of whom had never met.

Soon, other stories started popping up about local Twitter communities coming together for various causes.

Finally, the idea for a global Twestival was born.

Hall said that each city is responsible for its event. Dallas' goal is to raise $4,000, roughly the cost of drilling one water well in Central Africa.

Hall said part of the money will be raised through ticket sales. The rest will come from sponsorships and donations.

Hall said it is hard to predict how many will attend Dallas' Twestival, but she expects people to continue to use social media to raise awareness - and money.

"My whole life is wedded with social media," said Hall, 24, of Dallas. "I keep in contact with people through Facebook and I share stuff on YouTube. There is a saying that Twitter is what happens between e-mails and blogs. Twitter connects people directly with one another. I think it is a natural extension of where things are headed."

The Dallas Twestival is from 6 to 9 p.m. at Mockingbird Station, 5321 E. Mockingbird Lane (just off Central Expressway) in Dallas.

Tickets for the Dallas Twestival are $10 if you buy at amiando.com/twestivaldallas or $15 at the door. The ticket gets you into a free film at the Angelika, a free show at Hyena's Comedy club, access to a raffle, drinks and food.

Volunteers run the event, and all proceeds are donated to Charity: Water.

For more information, go to twestival.com or dallas.twestival.com.

MELODY McDONALD, 817-390-7386

Labels: MicroBlogging, Social Media, Social Networking, Twestival, Twitter, web2.0

For many people, especially those new to Twitter, one of the big questions about this popular application is, "who should I follow?"  Well, there are many good answers to this, all depending on your purpose for using Twitter.  But there are a few shortcuts you can use that will make life simpler and get your Twitter neighborhood growing quickly. 

First, find someone else on Twitter who has your same position or interests and follow the people who follow them.  Since you are in a similar line of business or have similar interests to the person those followers are following, there is a good chance they will follow you back if you have clearly stated these interests or position in your Twitter Bio.  A good way to find this initial same-brainer is Twitter Search.  Just type in the keyword that tickles your fancy and you'll find lots of tweeps who are talking about it.  I, being a recruiter, might type in terms like "hiring" or "jobs" or "recruiting" to find similar users.

The next quick and easy method is to register with Twellow.  Twellow is like a yellow pages for Twitter users.  Once you register and include the proper identifying info (so other users can find you too), you can search for users by location or category.  If you dare to check the enhanced features box just below the login area (this temporarily stores your Twitter password) you can follow users right from the search results page.  You can also use Tweepsearch to search user profiles  for prospects that fit your networking needs.  This is very quick and very easy.

Quick and easy jumps to a new level when you use the "Find People" link at the top of your Twitter home page.  Once there, click the "Find on other networks" tab and locate users from your Yahoo, Hotmail, MSN, AOL, or Gmail accounts.  Don't have one of these free email services?  No problem  Just export your Outlook contacts to a .csv file and upload them to the free email service of your choice and you're in business. 

Another great trick is to export your LinkedIn contacts to a free email service to achieve the same result with your current LinkedIn Network.  On your LinkedIn home page, click "Contacts" in the box on the left of the screen.  Once on the "Contacts" page, look at the bottom of the list and you will see an "export contacts" link.  This will create a .csv (comma separated values) file suitable for upload to any of the above free email services.  If you upload them to Gmail you can categorize them all at once as "LinkedIn contacts".  Then go back to Twitter and find all your LinkedIn contacts who are currently on Twitter, through the same import process mentioned above, and follow away.  You might also update your LinkedIn status that you are now following all those in your network who are on Twitter and list your follow-back Twitter id.

See?  Quick and easy.  Happy Tweeting.

Follow me on Twitter, www.twitter.com/fishdogs

Connect with me on LinkedIn http://www.linkedin.com/in/wcraigfisher

Labels: branding, LinkedIn, Social Media, Social Networking, Twitter, web2.0

Steph Auteri has written a wonderful guest post on TwiTip.com about how Twitter has jumped off of your screen and into your home town.  I can attest that the networking potential at a Tweetup (a meet-up of Twitter enthusiasts) is superior to most networking events, chamber of commerce gatherings, job fairs, etc. that I have ever attended.  My goal in networking is about getting to know people interested in Social Media and also employers (potential clients) with hiring needs. 

But I feel strongly that job seekers with a genuine interest in Twitter and other social media would find fertile ground at a Tweetup to network for a new position.  The job you seek doesn't have to be related to social networking or new media, but your interest in it should be your entry into conversation.  Don't show up knowing nothing about Twitter and expect a good conversation with people that might lead to a job prospect.  Immerse yourself in all things Twitter as much as possible before attending a Twitter related event.  Newbies are welcome, but it really helps to be at least familiar with the terms and the technology.

8 Twitter Networking Tips: From Online to In-the-Flesh

I didn't know quite what to do with Twitter until I read a post on Problogger that advised setting Twitter goals. My mind immediately grasped upon the possibilities for promoting my multiple blogs and, since then, I have (I hope) maintained that focus. (Just ignore those tweets that mention Xanax, wine, and my three cats.) It was a happy surprise when it became clear just how much Twitter could help my career in other ways.

Read on for tips on how to use Twitter to take networking from online to in-the-flesh.

1. Use Your Twitter Profile As You Would a Business Card:

Those cards I had done up at VistaPrint are so perfect. They include my name, title, phone number, e-mail address, and website URL and, best of all, they even match my site's background! I love how they represent the brand I've created for myself. Your Twitter profile should operate in a similar manner. Pimp that URL of yours in the appropriate space. Craft a well-written professional description in the spot meant for your bio. Personalize the background also! It will help you stand out from the pack. And then include a link to your Twitter account on every last social networking site you belong to, and in your e-mail signature as well. (Bonus tip: If you want to go all out - and frighten friends and family! - order a T-shirt with your Twitter ID.)

2. Let Your Twitter Feed Be Your (Ongoing) Portolfio:

While I maintain a portfolio on my professional site, I often suspect that no one actually goes there. Even when I include a link in my cover letters. This makes me sad. But nothing beats the immediacy of a tweeted link! I tend to tweet the links to my latest clips, and also point my followers toward the blog posts I'm most proud of. This way, people don't become overwhelmed by how amazingly prolific I am, or mistake me for a spammer. If this is not a worry, there are Twitter applications - such as twitterfeed - that automatically feed your post titles and links straight to Twitter. Not only will you get a nice bump in traffic from your own tweeple, but followers might find your work so gosh-darn awesome that they retweet it, placing it in front of a constantly growing number of eyes. Who knows what could happen then! I've actually received additional writing assignments from those impressed with my already-existing work.

3. Grow Your Twitter Network:

If you're doing everything right - posting helpful and interesting tweets, maintaining a healthy level of back-and-forth, and seeking out other Twitter users worth following - your network will grow organically. Once you have them there, it's time to harness their remarkable power.

4. Get the Lowdown:

.by getting the lowdown on things like professional organizations, conferences, and other events. In musing - via tweet - about the pros and cons of joining the EFA, the NWU, or Freelance Success, I received immediate feedback of others' personal experiences with each. Being able to determine the effectiveness of real-work events and networking groups before paying an arm and a leg, based upon the firsthand experiences of others, can be invaluable.

5. Tweet Yourself Up:

.by advertising your wares. I tweet about the blog posts I'm working on. I tweet about the manuscripts I'm copy editing. I tweet about the articles I'm researching. It makes me sound way productive. Plus, it gives others an idea of where my skills and talents lie. If you happen to tweet a lot about your amazing grasp of the behavioral sciences, or of medical writing, you'll be the first person people think of when they need a medical copywriter. Or a shrink.

6. Ask for Help:

.by sending out an SOS. It's been known to happen. People have acquired employment by simply letting others know they were looking for work. But you can start smaller. Ask for input on that blog post you're working on. Search for interview subjects for that next article (I use Twellow or Twitter Search). Ask all of the tens of thousands of web developers out there why that plugin didn't work when you did the whatchamacallit to the thingamabobber. There is a world of wisdom out there, just waiting for your call.

7. And Help Others:

Is there a way to measure Twitter karma? Or is it wrong to quantify the ways in which you help others? Either way, I believe karma exists, and the more you help others, the more others are willing to help you. This can mean simply answering others' queries, making suggestions, or offering your help when a fellow Twitter user appears in distress. Some twitterers go a step further, and create accounts meant solely for charitable purposes. Twestival - which "brings together Twitter communities for an evening of fun and to raise money and awareness for charity" - is just one example (more information can be found here). Another one I've recently come across is JobAngels. They define themselves as a movement, in which they ask followers to help one person find a job. Several of the people I'm following have already retweeted their request.

8. Plan a Tweetup:

All of the above has referenced the real world only indirectly, by mentioning actions you can do in the Twitterverse in order to affect your non-virtual life. For my last point, I'd like to mention Tweetups, the happy and inevitable cousin of the Meetup. Rather than waiting for an event to happen, why not plan your own meeting of the (Twitter-based) minds? You can follow tweetup to learn about happenings in your area, or just send a shout-out to your own followers, asking if anyone would be game for taking things offline. While online networking can be amazing in its influence, I often find that nothing beats a face-to-face meeting. Placing a face to a name.being able to talk at length with more than 140 characters.bonding over a glass (or five) of wine or the healing powers of a cup of coffee.all of these things can help you to develop a more concrete connection with someone you've only been conversing with online. In marveling over the powers of the Internet, don't discredit the traditional tactics.

Labels: branding, careers, Hiring, jobs, Social Media, Social Networking, Twitter, web2.0

Jim Stroud posted this list yesterday on The Recruiters Lounge web site.  On this list I am #12.  Blast!  I should be #1!  But I just don't have time to Twitter that much.

Top 50 Recruiters on Twitter

According to Twitter Grader, below is a list of the Top 50 Recruiters on Twitter according to their number of followers and (presumably) their influence in the Twittosphere. All of the members below have the term "Recruiter" in their Twitter bio. (Just fyi.) Click here to see the Top 100 Twitterers with "Recruiting" in their bio. (Thanks to KarenM for the heads up.) 

Top 50 Recruiters on Twitter

#1 DMular (Dawn Mular)

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2. smheadhunter (Jim Durbin)

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3. derrickcarlisle (derrickcarlisle)

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4. mnheadhunter (Paul DeBettignies)

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5. prjobs (Lindsay Olson)

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6. cincyrecruiter (Jennifer McClure)

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7. eskimo_sparky (Markus Hafner)

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8. drsallywitt (Social Media Maven!)

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9. audreychernoff (audrey chernoff)

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10. heathergardner (heathergardner)

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11. biotechjobs (Laurie DesAutels)

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12. fishdogs (Craig Fisher)

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13. richrecruiter (richrecruiter)

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14. harveyclay (Harvey)

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15. mclaine (Michael Laine)

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16. salesrecruiter (Peggy McKee)

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17. medicalquack (MedicalQuack)

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18. srj61304 (Sarah)

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19. sallyoahu (SallyOahu)

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20. jonlyles (Jon Lyles)

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21. tcarah (Trevor Carah)

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22. debworks (Debworks)

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23. DarrylRMSG (Darryl Dioso)

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24. theregoesdave (theregoesdave)

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25. GordonLokenberg (Gordon Lokenberg)

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26. gunrights (Mark Vanderberg)

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27. AndreaSantiago (Health Careers)

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28. plaz_ (Drew Kovacs)

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29. aellislegal (Amanda Ellis )

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30. timpauk (timpauk)

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31. recruitermoe (Martin Burns)

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32. jguske (James Guske)

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33. kimpope (KimPope)

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34. barchbo (Betsy)

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35. DavidTalamelli (DavidTalamelli)

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36. mktrecruiter (Kim Sheets)

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37. stevengilbert (Steve Gilbert)

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38. the_wordgirl (the_wordgirl)

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39. topmentor (Brian McCoy)

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40. gregdwyer (gregdwyer)

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41. dawnmiller (Dawn Miller)

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42. shebeegee (Sheena Gates)

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43. davebenjamin (David Benjamin)

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44. bartkewicz (Matthew Bartkewicz)

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45. karla_porter (Karla Porter)

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46. allisonwerner (allisonwerner)

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47. smellycents (shelly centis)

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48. IMPACTHIRING_BR (Brad Remillard)

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49. blogging4jobs (JessicaMillerMerrell)

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50. nextforce (Ryan Coleman)

Labels: MicroBlogging, Recruiting, Twitter

Social media sites are fast becoming the go to outlet to compliment a marketing campaign.  Companies of all sizes are embracing the technology and the ability to interact with their audience to boost sales and enhance marketing.  But as I stated in a previous post, Employer Branding with Web2.0 & Social Media, HR and PR departments are lagging far behind.  Those responsible for a company's image, apart from sales, and product or service marketing, should be at the forefront of the company's efforts in the online arena.

We have already seen two recent cases where a company's reputation can be hurt quickly by the viral spread of stories or video posted to networking sites like YouTube, FaceBook, LinkedIn, MySpace and Twitter.  The cases of KFC and Motrin are now well documented.  Just do a google search on KFC and rats, or Motrin and Twitter, and you'll see what I mean.

My question, apart from the obvious effect of tarnished reputation and loss of market share, is how does this effect the morale of existing employees, and the interest of perspective employees, of the companies who own these brands?  Motrin responded with an apology and stopped running the offensive material.  This was material that was meant to be good marketing and ended up as a PR headache. 

CV Harquail at AuthenticOrganizations.com has found a nice presentation that illustrates the basics of reputation management.  She points out in her article, Online Reputations and Authenticity a few keys that can be derived:

* Many managers and management scholars are unaware of how important an organization's online reputation management is to the organization's overall corporate identity, the organization's corporate social responsibility efforts, and the organization's employer branding.

* Managers who remain ignorant of blogs, or twitter, or whatever online tool is being used to discuss an organization, do so at their organization's peril.

• Although online reputation management seems to be taken seriously only by those in social media and marketing circles, an organization's online reputation can influence everything about how an organization is perceived . When you consider how perceptions of an organization affect how every stakeholder in the organization's circle responds to the organization, you can begin to imagine the power of an organization's online reputation.

And, if that is not enough to get you to pay attention, think more selfishly about your own 'brand'. Online reputation management is also critical to individuals- as any teenager on Facebook can tell you.

Four points made nicely in this presentation - That we all should use online reputation management tactics to:

1. Offset negative content by promoting what is good, and true
2. Take ownership of your reputation in (yet) another medium,
3. Address negative feedback in a constructive way, and
4. Be open and transparent - and authentic - in your communication and self-presentation.

Labels: branding, Employer Branding, FACEBOOK, Hiring, LinkedIn, marketing, Social Media, Twitter, web2.0

To the uninitiated, Twitter is confusing, even daunting.  Whether you have never tried Twitter, or are just looking for some new tricks, you're in luck.  These tips will help newbies and Twitter veterans alike.  Happy tweeting.

13 Tips to Hacking Twitter

Sage Twitter advice from Larry Chiang on SocialTimes.com

Hey, What are you doing right now?

This is what Twitter answers in a text message of 140 characters or less. This networking tool is something bloggers use to publicize writings, companies use to elicit brand promotion, and people use to network. Here are ten Twitter hacks to better understand and leverage this new social networking tool.
-1- Be reTweet Worthy.

The biggest compliment you can get on Twitter is a retweet (RT). I've posted 2000+ tweets and maybe have been retweeted less than 1% of the time.

-2- Gossip Boy.

'OH' is when you "overhear" something juicy and tweet it as OH. This is in contrast to citing and sourcing, "@larryChiang's Drunk tttrs are funny". Gossip girls and boys, relish in the guilty comfort and anonymity within the confines of an 'OH'.

-3- Pick a Twitter Thesis.

Twitter generalists bore. Twitter granularists bore most when they 'report' on cereal consumption and choice. Solution: pick a thesis or at least a general focus. My focus is "What They Don't Teach You At B-School".

-4- Twitter Ambush.

Some elements of a good military ambush are positioning, preparation, monitoring and of course surprise. Position and preparation are functions of what you selected as your focus. Monitor via Summize. A twitter ambush is where people walk into your expertise and your material springs into action.
-5- Squat a Hashtag.

Conversations can be hash-tagged to get tweets organized. For example, "#SXSW08? is SXSW in Austin and if my math serves me right, #SXSW09 will be next year ;-). In March I'm hosting #VCsecrets as a panel. In the comments below add your hash-tags to various conversations.

-6- Reciprocaters Only.

Ratios on Twitter are very important. The Friend to Followers ratio should be 1:1. Friends are those you follow. The Follow-Unfollow-Follow maneuver is used on someone who isn't following you. What this does is sends an email notifying you are now following them (even though you were following them all along).

-7- Follow Passion Topics on Summize.

Use twitter search engine called Summize to find tweets about your thesis/focus. You can also use alerts based on keywords.

-8- Oops, I Did Mean to Turn You On

Twitter mistakes are fun and can help communicate a message. Depending on your newbie status, you can 'fail forward'. For example,
"Favorite @tylerWillis"
This mistake I made when Mr Tyler Willis reTweeted and re-posted a Business Week blog post of mine.

'Unfollow @gregarious' is when I didn't really stop tracking Greg, but wanted to fire a shot across his bow after he talked smack at #BWE08.

-9- TinyURL to Promote.

There are website shorteners for when you're tweeting a link. This helps you stay under 140 characters. You may have heard of RSS. Twitter is similar to RSS but made slightly more personal.

-10- Live tweet something.

Have access to something newsworthy, informational or breaking?! Live tweet it.
CNN loves the Twitter and your live tweets might make it onto cable TV for hundreds to see.

-11- Read your DMs and @ replies.

Twitter newbies don't realize that there are DMs - direct messages and @ replies - public DMs. For example, @arielK might tweet "@larryChiang AfterParty at W." I'd miss it if I didn't hit my "@replies" from my twitter home page.

-12- Host a Twitter Contest

High brow intellectuals furl at the thought of doing a contest. Me, I have 700 followers because I'll bribe, tip, comp and bribe people to read my twitter. I said bribe twice because nearly every contestant is a winner.

{CONTEST} Tweet ur fave TIP and WIN a gift card! http://tinyurl.com/twitter20 or http://tinyurl.com/6ak7r2 #larrychiang to play

-13- Pre-publish a Chapter Except via Twitter

There's an urban legend that a book is getting written via Twitter 140 characters at a time. Maybe its a sequel to "What They Don't Teach You At Stanford Business School."

Larry Chiang is the founder of Duck9. His focus is "stuff they don't teach you at B-school". It's material that Chiang has been reading, researching and investigating since he was a sophomore in college studying engineering. Get Chiang's book "What They Don't Teach You in Business School" here.

Labels: MicroBlogging, Social Media, Social Networking, Twitter

I have collected the most clicked upon recent links that I have shared on Twitter about interviewing and job searches as compiled by Tweetburner.

There is some great info in these articles.  Hope you find them helpful.  If you want to tune in for these links in real-time you can follow me on Twitter, http://www.twitter.com/fishdogs, where I am always sharing great career, hiring, marketing, and branding tips daily.  I will continue to list them here as well. 

Let me know what you think.

1. fishdogs: Life after layoffs: How to move forward after a job loss: http://twurl.nl/qxv5vj

2. Preparing For Your Next Job (Hint: start now) http://twurl.nl/qiq8y8

3. Happy Thursday good Twittizens: Do You Want Your Executive Resume to Generate More Interviews? http://twurl.nl/i31k2g

4. In Depth Interview Preparation and Checklists: http://twurl.nl/tekq3w

5. 8 Job Interview Tips: http://twurl.nl/vrccwv

6. Looking: Applying, Follow-Ups, and Interviews: http://twurl.nl/ns5zyf

7. Phone Interview Tips for Entry Level Job Seekers: http://twurl.nl/sc7tyh

8. The Idiotic Things People Say in Interviews : http://twurl.nl/d78rc1

9. How To Prepare for a Newspaper Interview: http://twurl.nl/cakyus

10. Pour some sugar on my . . .job search.  http://tinyurl.com/6mh9l4

11. Job seekers, don't take December off, experts advise:http://twurl.nl/sa0hlv

12. The Importance of Interview Practice: http://tinyurl.com/6rrdoe

13. Resumes and Interviews: A Thin Line Between Embellishment and Lies:http://twurl.nl/8ixvg5

14. Can social networking hurt your job prospects? Or help them?http://twurl.nl/tbvalr

Labels: branding, careers, Hiring, interview tips, jobs, Resumes, Twitter

As I sat watching live, streaming video from the Word of Mouth Marketing Association Summit and Research Symposium in Vegas last week from the comfort of my cushy office chair in Southlake, TX, it occurred to me that the corporate philosophy being shared by the enigmatic Zappos.com CEO, Tony Hsieh (pronounced "Shay"), echoed something written over 70 years ago.

The video stream was courtesy of Interactive Marketing expert, David Armano, who makes a habit of live streaming from the various high profile marketing conferences and other events he attends.  When he announced on Twitter (see my Twitter blog post) that he was about to stream Hsieh's presentation, my interest was piqued.  According to this recent interview, Zappos is on track to better the $840M in gross sales it did in 2007.  Hsieh previously founded LinkExchange which he sold for $265M to Microsoft in 1998.  I follow him on Twitter.  He's good.

So I clicked on the link and watched Hsieh as he shared some entertaining stories and interesting ideas.   It was a good presentation.  I made a couple of notes and prepared to turn it off.  But then he said something toward the end that struck a chord with me. 

He said that Zappos, which is known for being fanatical about customer service, does not hold customer service as its first priority.  He and the company are more concerned with its people - hiring great people and fostering an excellent company culture.  Hsieh believes that if you hire great people who share your corporate philosophy of great service, then great service will take care of itself.

This sounded to me like more of a partnership than a typical employer to employee relationship.  And it reminded me of something I had read in the seminal work of author Napoleon Hill, Think and Grow Rich.  In this, perhaps the best selling success book of all time, Hill shares his 13 principles for success in the form of a philosophy of personal achievement. 

  The book, originally published in 1937 and abridged by Hill himself in 1960, was inspired by Hill's association with American billionaire Andrew Carnegie, and Hill's interviewing of over 500 of the most affluent men and women of his time.  The chapter on the "sixth step to riches" is entitled Organized Planning, and Hill has a section within called The New Way of Marketing Services-"Jobs" are now "Partnerships".  Here is the excerpt:

Men and women who market their services to best advantage in the future must recognize the stupendous change that has taken place in connection in the relationship between employer and employee. In the future, the "Golden Rule," and not the "Rule of Gold" will be the dominating factor in the marketing of merchandise as well as personal services. The future relationship between employers and their employees will be more in the nature of a partnership consisting of:

a. The employer
b. The employee
c. The public they serve

This new way of marketing services is called new for many reasons.  First, both the employer and the employee of the future will be considered as fellow-employees whose business it will be to SERVE THE PUBLIC EFFICIENTLY.  In times past, employers and employees have bartered among themselves, driving the best bargains they could with one another, not considering that in the final analysis they were, in reality, BARGAINING AT THE EXPENSE OF THE 3RD PARTY, THE PUBLIC THEY SERVED.

In the future, both employers and employees will recognize that they are NO LONGER PRIVILEGED TO DRIVE BARGAINS AT THE EXPENSE OF THOSE WHOM THEY SERVE. The real employer of the future will be the public. This should be kept uppermost in mind by every person seeking to market their services effectively.

"Courtesy" and "Service" are the watch-words of merchandising today.  They apply to the person who is marketing their services even more directly than to the employer whom he serves, because, in the final analysis, both the employer and his employee are EMPLOYED BY THE PUBLIC THEY SERVE. If they fail to serve well, they pay by the loss of their privilege of serving.

Tony Hsieh's approach of carefully hiring great people, and placing the employees and the company culture first is an inspiring means to this end.  Everyone is on board and understands that great customer service will be what sets the company apart.  And the customer benefits because the whole organization is made to feel they are playing a critical role, plus they like their job and love their company. 

This is a partnership based on mutual commitment.  Zappos notoriously offers new employees a $1000 bonus to quit after the first week of  its four week new hire training.  About 10% accept the offer.  The rest are committed to the cause.  And the company is committed right back.

According to a recent article in the Las Vegas Sun online, Zappos is a tight-knit company that buys its employees lunch each day and has a dodgeball room in its corporate headquarters.  And when the company reluctantly  laid off 8% of its 1,300-member workforce earlier this month due to the economic downturn, Hsieh said in an email to the employees, that "laid-off employees will be paid through the end of the year, and employees who have been with the company for three or more years will receive additional pay. He also said Zappos will pay for six months of health coverage for all laid-off employees."

"In doing all of this to take care of laid-off employees, we expect that it will actually increase, not decrease, our costs for 2008, but we feel this is the right thing to do for our employees," Hsieh wrote.  "It will put us in the position of having a lot more financial flexibility in being able to respond to potential changes in the economy in 2009."

The book, Think and Grow Rich has many more lessons that apply here.  But this book was originally compiled over a 10-year period beginning just prior to the Great Depression.  No streaming video, no Twitter, no Internet.  Hill just found, through exhaustive research, the common qualities that bound hundreds of highly successful people and organizations.  And he was undaunted by the financial woes of the time.

In our current struggling economy employers and employees alike can benefit from thinking of our jobs as partnerships.  And, like Zappos, we can create a competitive advantage by employing the "Golden Rule," and not the "Rule of Gold" as the dominating factor in the marketing of merchandise and services.

Labels: branding, careers, Hiring, jobs, marketing, Social Media, Twitter

I have a problem.  I really like Twitter.  And you should too. 

In my quest to learn and pass along personal branding tips I have experimented with all kinds of tools.  I firmly believe you need a good blog to help establish your personal brand.  But you need to get people to read it.

In addition to consistently posting Pulitzer quality articles about your area of expertise or interest, you need to utilize the most effective  Web 2.0 tools to generate traffic for your blog.  And right now one of the best tools for that is Twitter. 

Not familiar with Twitter?  I hear a collective groan from the existing Twitterers and Tweeps out there (skip to "Tweeting is fun" below).  I won't spend too much time explaining what Twitter is.  Suffice to say it's like public instant messaging where you update those who choose to follow you about what you are doing, reading, find interesting, etc. in 140 characters or less.  Mahalo has a comprehensive guide here.

LinkedIn and Facebook have similar "what are you doing" updates.  But I found that my blog traffic increased dramatically once I began following people on Twitter who in return followed me back.  I occasionally post my blog updates to Twitter and I have my blog url listed on my Twitter profile page. 

Tweeting is fun.  Maybe too fun.  I'm pretty new to Twitter and decided to jump in with both feet in the spirit of good research.  And I liked it.  I caught myself sneaking in updates during breaks from Tivo or movie watching.  I even joined a Ning network group called Twitters Anonymous!  Gasp!  And then someone invited me to a local Tweetup, and...I went. 

Being a career sales guy I've been to lots of networking events, most of which were fairly useless and pretty lame.  But this Tweetup was different.  It was hosted by Forrester Research, who's marketing conference was going on nearby at the Gaylord Texan.  However at least half of the 50+ people who attended the Tweetup were just area twitterers and social media fans.  The topics of conversation were about Twitter, Tweeting, Social Media, and how all this is effecting marketing and business. 

I met some great people, including such Twitter and social media luminaries as Jeremiah Owyang (@jowyang - see top photo above from the event, he recently won the 2008 Personal Brand Gold Award by Dan Schwabel, congrats!) , and David Armano (@armano) .  I even made a silly name tag to wear that looked like my Twitter profile so tweeps would remember me.  And of course I took a stack of business cards. 
 

And guess what, my Twitter following grew and so did my blog traffic. 

Twitter has also helped me grow my networks on both Facebook and LinkedIn.  If you use the Twitter application on Facebook you can kill two tweety birds with one stone by simultaneously updating both.  And both Facebook and now LinkedIn have apps that allow you to feed your blog updates directly to your respective profile pages.  Do this and many more readers will peruse your bloggy blog, provided you are writing that Pulitzer quality material, or at least something interesting, informative, or funny.

I can't wait to post an update about this on Twitter!  Tweet me @fishdogs -CF

And now here are a whole bunch of helpful links about Twitter...

Labels: blogging, branding, FACEBOOK, LinkedIn, Social Media, Social Networking, Twitter

Image via Wikipedia

Just in time for Halloween comes this frightening article from Nicholas Carlson on Silicon Alley Insider: Here Come The Pro Accounts. 

In this article Nicholas confirms something I have long feared.  The days of all free Social Media services are numbered. 

I am probably not alone in my fears that, like LinkedIn and Flickr (which both already charge for premium services), it wouldn't be long before my other favorite personal branding and social networking tools would come up with premium services to make it nearly impossible for someone as addicted as I am not to pay.  The article lists several services here, only a few of which do I currently utilize.  But, mark my words, the day is lurking not far out when all of our favorite Web 2.0 toys will cost us an arm... or a leg. 

On the bright side, it's probably good for the economy and web marketing in general.  Many users have said they would prefer paying for a Pro account vs. having ads all over their page.  I would love to know what you think. 

Personally I'm sure I will pay.  But I'm still scared.  Happy Halloween!  -CF

Excerpt below from Here Come The Pro Accounts:

"Here are companies that have launched, are rumored to be launching, or we expect to launch pro accounts:

Tumblr Plus is coming soon.
What you'll get: Back in April, Tumblr founder David Karp said there are more than 10 features in the queue, including a tool that allows readers to submit content, more customizable themes and special page layouts. We're betting Plus users will get unlimited music and photograph storage, too.
How much it'll cost: We hear something like $5 a month or $60 a year.

Web video tools provider TubeMogul's premium accounts are already here.
What you'll get: "tools like viewership demographics, keyword intelligence (which allows measurement of how many videos/views on YouTube mention a given keyword), a data feed, api, mrss upload and more," says exec David Burch.
How much it costs: "We typically charge $1,000/month," says Burch.

A pro option for live-streaming site Ustream is rumored to be under development.
What you'll get: We don't know, but probably something close to unlimited streaming and higher resolution.
How much it costs: We don't know, but probably close the $60 a year Vimeo charges.

File-sharing site Drop.io launched a premium option.
What you'll get: According to Drop.io, you get: "drop names under 7 characters; storage capacity (up to 25GB); duration (up to 3 years); multiple uses (up to 10)."
How much it costs: $10 per gigabyte per year.

Meetup has Organizers.
What you get: Each Meetup group needs to have an "organizer," who can collect member payments and generally… organize things. How much it costs: $12 to $19 per month.

Vimeo Plus debuted this month.
What you get: More bandwidth, 1,000 HD plays and a "white label" player with domain level privacy controls.
How much it costs: $60 per year.

Twitter cofounder Biz Stone told the Wall Street Journal on Monday that it might charge for premium features in the future. Surprise: He didn't offer any more details.

Tumblr's lead developer Marco Arment is also something of an entrepreneur on the side. His most useful creation is Instapaper, a simple bookmarking service hooked to an iPhone App which comes in free and pro versions.
What you get: Tilt scrolling, adjustable fonts "and more!" says the iTunes page.
How much it costs: $9.99

Metrics site Compete.com launched pro accounts in July.
What you get: According to the site,"Compete Pro unlocks exclusive reports and extends data on all compete.com tools!"
How much it costs: $199 to $499 per month.

Video site Veoh has Pro accounts
What you get: From a Veoh forum: "Veoh Pro is a new program, free to sign up for, that in addition to regular Veoh, users have the option of charging for the videos they upload, as well as being able to syndicate those videos to other sites and blogs such as Google Video, YouTube, MySpace, Facebook, Blogger, WordPress, etc., so that you just upload your video to Veoh and we'll automatically send it to those sites to upload. Additionally, we'll transcode your videos into iPod format. Also your video will be encoded into a higher quality than the users who aren't Pro."
What it costs: Veoh splits revenues with its pro members.

Document publishing platform Issuu announced new premium features yesterday.
What you get: Issuu keeps ads and Issuu branding off your publication.
How much it costs: Reports TechCrunch: $1.10 to $19 per 1,000 publication views.

Video-sharing tools site Magnify launched pro and enterprise offerings in April.
What you get: According to the site, "The Pro product is a customizable video solution for content enthusiasts, online communities and small businesses looking to add video to their websites."
How much it costs: Pro accounts range from $25 to $160 per month. Enterprise accounts are more.

Labels: branding, Flickr, LinkedIn, Social Media, Social Networking, Twitter, web2.0