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I love that the death of annual performance reviews continues to gain momentum.
As of September, one of the largest companies in the world will do all of its employees and managers an enormous favor: It will get rid of the annual performance review.
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I'm tired of the "F" word
It's 2013, gang.  Let's stop telling everyone that it's okay to #fail  or holding hands and rallying around the sharing of these so called amazing stories of failure before #success .  After all, they're not really stories of failure as much as they are buzz-worded stories of persistence paying off.

In short:
Not hitting the ball on your first swing is not failure.
Dropping the bat and refusing to swing again is failure.
(let's stop dressing one up to make the other look more acceptable.)

So I'm just going to say it...
"Ladies and gentlemen, it's not okay to fail."

There.  It's out there.  Now do your best to deal with it.

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Some Mobile Updates - via DICE Interview
I recently had the chance to catch up with +David Spark at the +PepsiCo JOBS hosted TalentNet Live event where we talked about some of the progress we've made in the mobile arena of recruiting.

A few things worth calling out that we're observing at PepsiCo:
- Mobile traffic continues to grow & remains a strategic imperative
- Incomplete "Mobile Apply" process has NO impact to completion rates
- mSite launch resulted in +800 apply starts within 30 days (trending)

You can grab the full article at the link below or simply consume the attached video. (Do both, David did a nice job of summarizing and sharing the discussion in both formats.)
Rory Trotter's profile photoLori Sellers's profile photo
Hey! my son Taylor Wayne Sellers just signed up with pepsico. He was working at Nestle waters for 2 years as a temp Machine Operator and they couldn't hire him because his dad is employed there 20+ years, some new rules. Look him up his resume in Hesperia, CA An awesome kid and his supervisor Aldo Duran can tell you that 951-543-2596 Check him out.
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Lance Stole My Words and Facebook Broke My Heart
It's true - friend, +Lance Haun of ERE Media literally beat me to the punch in a write-up regarding the latest change to Facebook; a job board.

Lance's articulate response (more articulate than mine would have been, I'm sure) delivers a one-two punch to this absolutely heartbreaking effort by the "Social Jobs Partnership."  I know this will sound harsh but the reality is that the launch by is an #EpicFail  compared to what could/should have been.

Think about it...
We've had the ability for months to include not only our current and past employers but also education, interests, skills and past projects within our Facebook profiles.  Heck, we've even had the ability to list the peers we've collaborated with on each project!
Services already exist to match our Facebook profiles to potential jobs as well as find us "friends" that we're connected to at any number of employers with job listings in the hopes of landing a referral.

But alas, we don't see ANY of that functionality in the Social Job Partnership.  In fact, the only thing "social" about the entire app is how many partners seem to have come together to deliver this lack-luster solution.
( #Facebook+National Association of Colleges and Employers, +DirectEmployers Association and the National Association of State Workforce Agencies (  #NASWA  ))

The worst part?  It doesn't even work effectively as an un-social (or would that be non-social?) aggregation of jobs - even from the partners listed. (check out Lance's in-depth search comparison.)

C'mon, guys... you really could have done better than this.
I suppose we can at least give them credit for listing in the about section of their page all of the things they're going to do.  But the page has been launched since Oct 14th - you'd think they'd have waited just a bit longer.  You know - until it actually worked.

In the interest of getting people back to work, the partnership plans to pursue a number of initiatives designed to more effectively leverage the utility of social networks in the job market: 
1. The partnership will conduct in-depth survey research about the ways in which job seekers, college career centers, and workforce recruiters are using the social web. 
2. The partnership will develop and launch a central page on Facebook that will host specialized resources, and content designed to help job seekers and employers. 
3. The partnership will explore and develop systems where new job postings can be delivered virally through the Facebook site at no charge. 
4. The partnership will promote existing employment programs and resources offered by government agencies for job hunters.
5. The partnership plans to distribute educational materials about leveraging the power of the social web to recruiters, government agencies and job seekers.

What a heartbreak.

Social Job Partnership:
Stephen O'Donnell's profile photoma muqeeth's profile photoFelipe Villasenor's profile photoChris Hoyt's profile photo
Well said, +Felipe Villasenor.
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Yet Another Social Media Info-Video
Yeah, I know we all groan every time a #recruiter or "guru" kicks off a presentation with some iteration of the attached video - but the reality is that there are always a few interesting nuggets within that are worth consuming.

Some of the #socialmedia  stats are pretty recycled/refreshed - but here are a few that stuck with me after watching:
1. Each day, 20% of Google searches have never been searched before
2. The Explorer launch on Fb generated more traffic than a Super Bowl ad
3. 92% of kids under 2yrs old have a digital shadow
4. 72hrs of video is uploaded to YouTube every minute
5. Every second, 2 new members join LinkedIn
6. Babies in Egypt have been named "facebook" & "twitter"
RecruiterGuy's profile photoTrish Forant's profile photoSuzy Tonini's profile photo
+Trish Forant How can I forget #arabspring ? What just puzzles me is what the Muslim religion thinks about names like Facebook and Twitter??
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My mRecruitingcamp Experience
On September 14th I had the honor of presenting at the 2nd mRecruitingcamp event ( in Atlanta, Georgia.  Having been to the first mRec that was hosted last year in San Francisco, this was certainly one of the conferences that I was really looking forward to this year.

Friend, +Michael Marlatt and his team of logistical wizards are the powerhouse behind this niche event that focuses on, you guessed it, the mobile aspect of recruitment and recruitment marketing.  You know, things like text messaging jobseekers, mobile optimized websites, mobile apps for employers, trends in mobile engagement, etc. etc.

The agenda consisted of a fair mix of people I've known for some time and some that I'd not yet had the opportunity to meet - all of which were passionate about mobile technology within the recruiting space.  What was interesting for me was the approach that the #mRec12  team took in regards to the sessions.

Popular within HR circles for his quirky sense of humor, out of the box thinking and insane level of likableness, +Jim Stroud kicked off the event by encouraging people to stay engaged throughout the day and ask lots of questions (and by throwing around a little cash.)  The keynote, +Jamie Thompson did a great job of delivering some basic messaging around the importance of mobile in marketing, and did so in a casual way that carried through to most of the other presenters throughout the rest of the day.

I presented a delivery of the work and journey of +PepsiCo JOBS in relation to mobile marketing and recruitment.  In the spirit of 'mobile,' I decided to create, and present, my session completely from my  #ipad3  via the Haiku app ( I'd recently discovered.  You can bet that I'll be doing more of this as I get back to presenting more frequently in 2013.  Rethinking the delivery method of content at conferences, as well as how the conferences themselves are structured, is something that warrants more attention in my humble (but correct) opinion.

One of the things I found really interesting was the return of vendors to the conference stage in a way that felt much more informative than like I was being sold to.  In what mRec called the "Spotlight Sessions," vendors were allowed 15 minutes each to present their technology to the audience in a concurrent session.  And while some of the companies would have been better off sending someone with presenting skills vs. just technical skills, it was a great way to "speed date" some emerging tech relevant to mobile marketing.
I think that this is an approach that I'd like to see refined and redelivered.  This was much better than forcing me to walk an expo hall or floor to sift through the sponsors and vendors myself and certainly helped me to know exactly who I should have been looking for during the breaks or networking events.  And with only 15 minutes to take the stage, each presenter jumped right to the "meat" of their products and services.

In short, this was a well thought through and executed event.  The attendance seemed to sit at just around 250 participants and the venue was conducive to connecting easily with talented professionals and influencers.  My opinion is that Michael and the mRec team are just getting started and, if they continue to gain momentum and stay focused, they'll be a Must Attend event for any recruiting team that is using technology to attract and communicate with talent.

Grab a look at some of the presentations from mRecruitingcamp at:
Dave Martin (MobileDave)'s profile photo
Great to see you at #mRec12 - it was a very informative event. The big take away for me was the priority the USA recruiting industry is placing on mobile. A great deal of the audience was planning, building or doing mobile. Last year (and previous events in Europe) the education piece has been 'why should I do mobile' - this has now changed to 'How do I do mobile - fast'. 

The spotlight with vendors, which was great, illustrated this swing in attention. Personally, I am very pleased with this - since I am involved in a new venture delivering a platform to make mobile recruiting easier. (Shameless plug -

The calibre of the speakers I watched was fantastic, the mood of the event was innovative. I am looking forward to next year! 
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It's the App That's Broken, Not the HR Community
The author of the article (Work4Labs CEO Stéphane Le Viet) about the Social Jobs Application on Facebook claims that the lack of usage of the app is HR's fault - because HR professionals are resistance or scared of change in the social recruiting space.

Le Viet says...
“Being “found” on the Social Jobs App may not yet be a reality for many companies out there; this is not a matter of poor execution of the app, but rather the unfortunate fact of implementing any new technology before widespread industry adoption”

As someone that anxiously waited for this application to launch, and who checks back on the app's progress regularly, I'm calling "bull."
Missing jobs, inconsistent search results, and poor user experience is what I'd say is holding the app back.

I'd encourage anyone interested in seeing the app go forward to take the author up on his request to provide feedback related to their experience with the Social Jobs App (link below.)  
Will your feedback be considered by the developers (that haven't made any visible improvements to the app since it's launch months ago) and taken into consideration?  I don't know.  But your response to the ERE article might just help shed a little light on what the real challenge of adoption is in this instance.

Social Jobs Application: 
Browse Articles by Tag. advertising assessments branding careers coldcalling college corporatecareerswebsite corporaterecruiting diversity dotjobs economicdata economy employeereferrals financials glo...
Vivek Karthik's profile photoFrank Whelan's profile photoRosemary Gonzalez's profile photoShashank Vagale's profile photo
Great post, thank you for Sharing
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SMARTI Goals for 2013
It's that time of year... we're all working on our 2013 goals and objectives and we've undoubtedly (at least those of us in corporate) been told that they must be "SMART," right?  C'mon, you know the acronym:


I'm going to challenge you to shake up this annual exercise and include "Inspiring" in your goal requirements.  Yes, the same ultimate delivery holds true in regards to ensuring your personal objectives align with the corporate vision and that everything you plug into your plan is focused on measurable outcomes vs. activities - nothing changes here, gang.
But let's stand up a little straighter this round.  Rather than simply adding some accountability to keep us motivated all year let's instead add some year-long motivation to our accountability.

This time around, create SMARTI goals.  (see what I did there? adding the "I" for Inspiring? slick, right?)
Consider incorporating elements of your passion into your personal objectives.  It's our passion that ultimately drives us to excel even our own expectations, after all - so get accountable to your own personal drive.
If you're already doing this, then great! At least you've now got a fun acronym to throw around the office and promote the idea with your team and peers.
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Your Instagram Privacy/Ownership Frustrations or Hey, it's free, folks!
I've chuckled all day at the people that are upset about their privacy and "rights" on the free social sharing platform, #Instagram .  If you've been in a cave the last few days then you missed the update that was released by Instagram to let everyone know that there were some changes headed your way - most notably in how your image(s) might be shared and/or affiliated with marketing efforts on behalf of Instagram.

The reality here is that the uproar is a bit humorous if you're someone already using #Facebook , #Twitter , #LinkedIn , etc.  Why?  Because you've been on these platforms providing a 'thumbs up' and endorsing products, companies and thoughts for what is likely years.  And if you weren't paying close enough attention to the ever-changing policies on each platform, your image (yes, an actual picture of YOU) has likely shown up on media sent to friends and strangers already.

The reality check here is that Instagram is a business - and you aren't contributing to their sustainability by uploading your "stuff" and demanding no company evolution in return.  

So what can you do!?
1. Deal with the changes while complaining (see: Facebook evolution)
2. Accept the idea of a pay model that hasn't been shared yet and stop being cheap.
2. Leave the free platform that is frustrating you.

I wonder how many people would really opt for the latter...

Worth noting is that co-founder Kevin Systromhas has issued a release that addresses the noise created from their announcement and credits the confusion to 'wording' in the new terms shared:

image source:
Instagram: From Zero to $1 Billion in 17 Months [INFOGRAPHIC]:

[edited for typo]
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It Takes Practice or Looking for Passionate Doers
I believe that we're each given a gift of something that we've the potential to be amazing at in our lifetime.  It might be painting, singing, writing or any number of the arts.  
Or it might be something sometimes less celebrated or realized.  Skills in business, or people management, or ideation and collaboration.  But it's there - and while finding that skill or passion may be difficult, I believe that it's only ~10% of the responsibility we have to ourselves and our peers to continue to practice and one our abilities.

Lately I'm reminded of this by my daughters more than anyone else.  My wife (The Redhead) drops my oldest daughter off at school before the sun is up every weekday morning.  K (my daughter) heads to the gym an hour before the rest of her high school Drill Team to practice on her own.  She works on her own moves, pushes herself to fine-tune the team dances and tries to learn new routines.  Without fear, she's spending 50% more time above and beyond the expected ~10hrs of team and private dance practice she already attends.
To further impress, she videos herself not for vanity (okay, maybe there's a bit of vanity - she is her father's daughter, after all) but so that she can review and assess her own performance with the hope to constantly improve. [attached pic]

It should be the same outside of K's dance studios and in our own offices and workspaces, shouldn't it?  My hope is that everyone has one aspect of their job that forces them to get excited, implement ideas, experiment and improve.  My hope is that everyone has at least one piece of what they do that keeps them awake some nights because of anticipation for tomorrow.

We cheat ourselves if we don't constantly push forward and evolve.  We sell out to easy recognition if we're done after 'getting the job' or 'making the team.'  That round of applause, trophy or win should serve to not only rightfully recognize accomplishments but to also trigger continued development. 

Inspiration is as important as passion, in my opinion.  I'm constantly looking for people that push things forward and aren't afraid to "fall down" when trying something new (you did look at the attached picture, right?)  My goal over the last few months has been to try and find more people whose minds and hearts are running versus walking.  

And while it's been tough, I'll continue to look for 'doers' vs. 'talkers,' (because these are the people that collaborate vs. simply share.)  These are the people that are more interested in developing skills and driving change than getting recognition.  
I'm looking for those people that are in the gym practicing an hour before everyone else.  I'm looking for those individuals that are quietly getting results because they're driven by the activity itself rather than the trophies.  
I hope more of us will do the same.
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Good Intentions meets Lack of Experience
In a post by (new)  #Dallas  local, +lizzie maldonado on the Resnarkable blog (love the name, btw!) a reference was made in regards to the #CandidateExperience  session conducted by +sarah white and +Jason Leonard at TalentNetLive that I feel warrants a quick response...

First - I think that Lizzie should get props for posting on the topic at all.  I couldn't agree more in regards to people treating people like people, regardless of which side of the jobseeking/recruiting fence they reside.  We definitely need to see more of this across the board and from all parties involved.

What I'd like to call out is the quote provided within the body of the article.  While I'm not sure that these were +sarah white's words exactly, they are a bit short sighted in the context we find them within the post:

"If we were all just nice and if we all treated people like people, we wouldn’t need to survey 17,000 candidates to see what the problems are in the candidate experience."

The reality is that simply "being nice" would neither fix nor have prevented the need to continually monitor and try to improve the candidate experience.  (As much as I wish it could!!!)

There are a list of other issues that come in to play when we address candidate experience concerns that go far beyond our "manners."  _Internally alone_ an employer and recruiting marketing team must monitor or manage communication lines/languages, system challenges, volume considerations, compliance issues, etc.

In short, it doesn't matter how polite, considerate or empathetic we may be as employers because that's just a small, albeit important, piece of the puzzle.  
Constantly connecting with the audience, constantly pushing technology to evolve (with the candidate in mind, not just the company) and constantly making sure we're on top of both everyone's expectations and deliverables means that we take the journey seriously.

In my humble opinion, it's a serious topic that has long-term implications that don't go away regardless of how nice we are.

Resnarkable: TalentNetLive:
Candidate Experience Awards:
Steven Rothberg's profile photo
Good post, Chris, and I agree that whether Sarah said that or even something close to it isn't really the point. The point is that some feel that we will solve all of our problems if we follow the Golden Rule: treat others as we would have them treat us. I think that you've laid out some great reasons why we should treat others well but why that doesn't solve all of our problems.

If I may, let me add one: the Golden Rule is a terrible rule. The problem with it is that it assumes that we all want to be treated well and that we all would define "well" the same way. Unfortunately, some have such low self-esteem or other issues that they don't want to be treated well and, more commonly, we all define "well" differently. I may prefer that people speak directly and bluntly to me. You may prefer a softer, more diplomatic approach. If I follow the Golden Rule, then I should speak directly and bluntly to you and you should be grateful. Wrong. I should speak to you as you would have me speak to you.

The same goes for how we interact with candidates. Recruiters, hiring managers, applicant tracking systems, etc. shouldn't interact with candidates as the recruiters, hiring managers, and ATS vendors want to be interacted with. Instead, recruiters, hiring, managers, ATS, etc. should interact with the candidates as the candidates wish.
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Can You Handle Rejection?
"In the quest for the perfect candidate, many companies rely too much on software to weed out applicants, experts say. It could be one reason qualified candidates are being overlooked for good jobs." 

Meg McSherry Breslin of Workforce puts an interesting collection of data and people together to address both the search for the perfect candidate by big business and the struggle that jobseekers experience as a result.  The fun spin on this little nugget is that the couple featured in the magazine are sitting at both ends of the spectrum!  +Elaine Orler of Talent Function Group is an advocate of using technology to assist companies in locating and hiring the best and the brightest.  On the other end of the table (quite literally - see image) is her husband Jeff, whose been the victim of an almost 'human free' job search for months.

In a pointed comment, +Gerry Crispin of CareerXroads remarks that, "When you don't think deeply about what you're trying to accomplish, you let the technology run you rather than you running it..."

As someone that has spent +13 years in corporate #recruiting at large FORTUNE companies, I get the need for technology to assist with recruiting and hiring.  But like anything else, putting something completely on auto-pilot from start to finish isn't good for anyone.

Where's the balance at your organization?  Is additional headcount and higher levels of touch the answer or are jobseekers simply unrealistic in thinking that they should expect to speak to a real person when looking for a job in today's economy?

Read the entire article here:
Kael Campbell's profile photo
Every candidate who applies at our firm receive an auto response then has their resume looked at by a real person and personal email written. If we expect to build candidate communities having a human touch is the least we can do. We have to remember candidates may have spent hours putting together a resume and researching for a position we have posted.
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Recruiting relevance.
A work in progress... a channel of growth...
Okay... it's just the latest playground for this communication and connection addict.
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