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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:
http://www.facebook.com/socialjobs/app_417814418282098 
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Frank Whelan's profile photoRosemary Gonzalez's profile photoShashank Vagale's profile photoChris Hoyt's profile photo
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Great post, thank you for Sharing
http://www.multirecruit.com/
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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: http://goo.gl/Q9TIu

~~
image source:
Instagram: From Zero to $1 Billion in 17 Months [INFOGRAPHIC]: http://goo.gl/NiN2U

[edited for typo]
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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: http://www.facebook.com/socialjobs
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Stephen O'Donnell's profile photoma muqeeth's profile photoFelipe Villasenor's profile photoChris Hoyt's profile photo
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Well said, +Felipe Villasenor.
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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: http://resnarkable.com/2012/11/candidates-are-people-not-leads/ TalentNetLive: http://www.talentnetlive.com/
Candidate Experience Awards: http://www.thecandidateexperienceawards.org/
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Steven Rothberg's profile photoChris Hoyt'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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Blogging Where Blogging is Due
Although it's strange to see +Joel Cheesman blogging under the +JobScore banner, it's certainly a welcome sight given the absence of his voice over the last few years.  
For those of you too green to remember the likes of Joel, you're in for a treat if he's still the fun "1 part snark; 2 part inside scoop" that he used to be.  For those of us who can't forget the impact he had on #recruiting  blogs everywhere, we're glad to see him return and contributing his insight regularly again.
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Boiling the Ocean

It's interesting, my job.  I'm responsible at +PepsiCo for the care and feeding of the global employment brand, Possibilities... and for the social, mobile and digital strategies related to recruitment.  This means that I get to play in all of the fun areas of social recruiting like G+, Tw, Li, Fb.  Of course I use the word, "play" quite loosely. 

It's actually taken me two years to really understand the PepsiCo culture and to put extensive tools in place that will allow recruiters around the world to attract the right talent at the right time for the right opportunities.  And plainly put, that's what I do: Recruitment Marketing with all the trimmings - for a truly global company.

/And that's the fun part... where I am today./
I've managed to collect more information around nearly every aspect of recruiting at this global organization of over 300,000 employees (because "if we aren't tracking it, it's just a hobby," right?) and now sit positioned to both recommend and make incredible changes to every aspect of jobseeker traffic, recruiter engagement, the candidate experience, workforce planning, staffing operations and well, you get the idea.

Getting data collection integrated in a manageable form on multiple platforms around the world and pulled together where all of it could be mashed together and digested was no small feat.  No, sir.

However, I now find that I'm faced with an even more difficult task...  Deciding what to push first and deciding what to shelf.  Because honestly, I have so many exciting things to share and know the different aspects of the business that can be positively impacted that it's scary.  And I want to do them ALL.

So the next few weeks will be spent pulling somewhat massive data points together and relating the potential return to current projects and larger initiatives and then prioritizing my next move.  Candidly, I'm sure that I will test my own patience and will-power in deciding what comes first and what gets pushed out.

After all, nobody really wants to work in a boiling ocean anyhow, right?


~~
image credit: http://knowledge.allianz.com/climate/science/?717/climate-skeptics-science-myths
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RecruiterGuy

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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.

~~
image source: http://www.planetcontent.co.uk/hashtag-best-practice-twitter
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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.)
http://resources.dice.com/2012/12/12/pepsico-surprising-mobile-results/
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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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My mRecruitingcamp Experience
On September 14th I had the honor of presenting at the 2nd mRecruitingcamp event (http://goo.gl/pF2ZJ) 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 (http://goo.gl/25PuJ) 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: http://www.slideshare.net/mrecruitingcamp
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Dave Martin's profile photoFrank Whelan'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 - www.pocketrecruit.com)

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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My ERE Expo 2012 Experience
It's tough when you're disappointed by friends and family.  It's even tougher when it happens repeatedly.  That was sort of my feeling when I walked away from the recent ERE Expo - Fall 2012 Event. ( #ereexpo

So just to set a few things straight up front... I am certainly not under the impression that I could do a better job putting on such a large event - there is an incredible work that goes on here, and it's certainly not something I take lightly.  Also, I do not pretend to think I have a secret list of who the 'perfect speakers' should be at events such as this.  It's got to be tough to pull them together, let alone vet them for quality AND delivery.

What I do know however, is that I will find it harder and harder each season to justify paying for sessions if something doesn't change.  It seems to me that the real value has gone from "partially being about the people attending" (as I've said for years) to completely being about the people.  It will be tough for me to buy anything outside of an expo pass going forward, sadly.  And while I really enjoyed one of the general session speakers, the other 99% of the value I derived from the event came from meeting new people or scheduling face-time with those I'm working with already.

So while congrats go out to the ERE team for what seemed to be the highest rate of new attendees I've ever seen (~75%?) there really seems to be something missing here for this participant.
As an aside, and I might have imagined this, but the attendees this year seemed to be a slightly different demographic than we usually see.  Combine this with the unusually high rate of first-timers and there might be something interesting going on here...

In summary - below are the answers I provided to my ERE Attendee Survey received today.  Good luck, ERE.  I sort of miss being a #fanboy

How would you rate your experience at the ERE Expo for each of the following?
Overall - Fair
Sessions - Exhibit Hall - Fair
Networking - Good
Speakers Overall - Good
Mobile App - Poor
Hotel/Facilities - Good
Food & Beverages - Fair

How would you rate your experience in each of the following?
Conference Chair - Ed Newman - Excellent
Keynote - Brian Flanigan - Fair
General Session Panel - Linda Brenner - Fair
Keynote - Elaine Wherry - Excellent
General Session - Molly Fletcher - Excellent
Panel Session with Jeremy Eskenazi - Poor

Which sessions were you most interested in attending before the conference?
Keynote Flanigan (Mars)

Which sessions did you end up finding most valuable after attending the conference?
Molly Fletcher (MWF LLC)

As we finish the agenda for the next ERE Expo, are there any particular topics or speakers that you think we should have?
Perhaps revisit the idea of letting vendors take the stage - with the understanding they cannot "sell."  Several niche companies or tech vendors could deliver MUCH better content in a much more dynamic and engaging way than the majority of the last two ERE's I've attended.


http://www.ereexpo.com
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I can attest as someone who has been interviewed by Todd that he vets carefully and thoroughly and then makes sure that he and interviewee are absolutely on the same page regarding the content, how long it will take to deliver the content, tone, etc. And that's just an interview. He must be even more careful and thorough when it comes to a presenter who is going to stand in front of a room of dozens and sometimes hundreds of paying attendees. To think that there's little to no preparation done with the presenters is just wrong.
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The Blog
It's been a journey. I've been blogging for nearly 10 years on and off as best I can count - and there have been many stages of evolution and change along the way. The latest of which is this migration to Google+ from my more traditional web blog found at http://www.RecruiterGuy.net.

While I'm not sure how this will happen or if I'll stay with it, I do know that I'm moving into 2012 with an open mind in regards to how my blogging evolves. I know that consolidating my writings into a platform where I already spend much of my online time (here on G+, Fb, or Li) has been something I've been considering for months - and that I suspect will encourage (permit?) me more time to create content.

I do know that this change allows me to share content more freely and helps to retain the ties (nay, ripples?) related to the delivery and consumption of my messages.

What I'm not sure of yet is the value for me personally when deciding between content to deliver to a personal page or my personal circles. But I'm working on it.
The updates and ramblings of a recruitment marketing professional.
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