#TBT @ChrisBrogan on visual branding at #TalentNet in Austin w/ @employersondice

I've been pretty lucky in my career in getting to hang out with smart people and learn from great conversations with them.

At my first ever Tweetup, way back in the day, I had dinner and drinks with Jeremiah Owyang and David Armano. Just us and one other guy talking about social media marketing.  I didn't really know much about these smart fellas at the time other than they were popular analysts/strategists in the space.  And they were smart.  I asked questions and listened carefully.

A couple of years later I was on a panel with about social media policy at Coastal Social with Jason Falls.  The event also featured Jay Baer and Julien Smith.  More drinks, more questions, more listening.

Then I hosted a TalentNet Live conference at Rackspace in San Antonio and Robert Scoble was our keynote speaker.  Drinks, questions, listening.

Somewhere in there I had sushi, beers, and sake with Chris Brogan and Brian Clark.  Questions, listening...silly stories.

This, on top of the amazingly smart group of colleagues I get to call friends in the recruiting and HR space.  Too many drinks, much listening.  I am a lucky guy.

Last year Chris Brogan stopped by the TalentNet Interactive conference in Austin and talked with our sponsor, Dice, about visual branding.  This is a great video and I think I just learned a few things by re-watching it.  Happy #TBT.  Enjoy.




How to Focus Your Job Search for Success

I speak with overwhelmed job seekers every week who can't seem to gain any traction in their job search.  They tell me, "I'm applying for just about anything that will pay me".  This, my friends, will get you nowhere.  My suggestion to the job seeker is to stop the scatter-shooting and laser focus your search.

FOCUS
Here is a great way to start narrowing your focus.  Make some lists.  Start with a list of things you have recently been paid to do.  Your next list is of things you like to do.  Then make a list of things that you have been paid to do that you like to do.  Finally make a list of things that you like to do and are most likely to get paid to do.  This last list is where you should focus your job search.

If you are applying for jobs that you are not really interested in just to see if you can get an interview and possibly a pay check, that probably won't pan out well.  Read More

Culture Branding and Job Posting on Instagram

You probably know by now that content from Facebook Pages is getting lower priority in the Facebook news feed.  Facebook announced, in January 2014, that it had devalued text updates from brand pages in favor of updates that include pictures, citing that photo posts get 120% more engagement.
Evolver.com at Lunch with Hootsuite at their HQ in Vancouver

Adding to the woes of brand Page admins, this Adage article tells the story of how Facebook has basically admitted organic reach for brands will slowly decline.  The bottom line is they want you to pay for advertising vs. free reach from your Facebook Page.

So that leaves me with a couple of thoughts.  Where can we still get good bang for few bucks building our company brand and advertising things like job openings?  And how can we still take best advantage of Facebook in the process? 




Instagram is a great answer.  A recent post  from SimplyMeasured.com has several great points to that illustrate why:

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Hosts of @CoolToolShow, Craig and Lars, team up on Evolver social business strategy firm

BIG NEWS: Last week, Lars Schmidt and Craig Fisher formally launched Evolver, a joint venture between Amplify Talent and TalentNet providing social business training and strategy solutions. More details in the press release below.

Craig and Lars host the Cool Tools Show on Soundcloud.


Co-Founder, Craig Fisher, was interviewed about the new project on DriveThruHR.


Find Additional Social Networking Podcasts with DriveThru HR on BlogTalkRadio



How has Twitter changed?

I recently stumbled upon an interview I did with Stephanie Lloyd in 2009 about how I use Twitter for Recruiting.  At that time I was still running my executive search and consulting business.  It seems the suggestions about how I used Twitter then still apply today.

I guess Twitter hasn't changed that much.  The basic principles remain.  There are new features and easier ways to create targeted lists to follow and connect with your network.  And Twitter is still an excellent channel through which to generate brand amplification and referrals.

The tools that support Twitter have certainly changed.  Tweepsearch, which I referenced in this article, is long gone, as are many others.

What are you doing differently now with Twitter than you were a couple of years ago (okay, nearly 5 years in this case)?

Interview with Craig Fisher: How do you use Twitter for recruiting?
by STEPHANIE A. LLOYD on JULY 21, 2009 
Today as part of an ongoing series I had the opportunity to ask my friend Craig Fisher how he uses Twitter in his recruiting efforts.

Craig, Co-Founder of A-List Solutions and a veteran sales leader in the staffing and recruiting industry, was gracious enough to allow me to spend some time grilling interviewing him about how he uses Twitter as an integral part of his recruiting practice.
How do you use Twitter in your recruiting efforts?
I use Twitter in multiple ways for recruiting.  I use my personal Twitter account, @Fishdogs, to follow and network with prospective candidates and clients.
I post things that would be interesting to job seekers and employers/recruiters, and I have discussions, take polls, listen, and assist those in need; all on Twitter.  I also do these things to a lesser extent from my corporate Twitter presence.
But, Twitter doesn’t happen in a vacuum.
I refer my Twitter network to my LinkedIn and Facebook groups, my blog, company blog, job orders, etc. – and I have lots of phone conversations with my network, as well.  All of these activities combine the brand Craig Fisher as a helpful expert in my field and my company as a go-to resource for staffing services and social recruitment training.
Have you found success meeting new candidates on Twitter?
Ummm…YEAH!
Sometimes it can be hard to gauge just how effective Twitter is in growing our candidate pool.
But, aside from the many candidates I actively network with on Twitter, analytics tell me that Twitter is a huge traffic driver to our company web site and job board.  I get direct referrals from posting jobs on Twitter, and I get friendly referrals on Twitter every week. A significant percentage of those who apply for our clients’ jobs find us directly through Twitter.
What are you doing that’s working well?
Branding and active participation.
The branding comes naturally if you participate in the conversation; and you help and promote others.
You have to listen, contribute, reply, and retweet on a regular basis! Notice that only one of those things has much to do with you.
I am careful to pepper my tweets with a dose of humor and humanity about me as a person.  Otherwise; I make it about others.  As I’m prone to say…you can’t just post jobs – or what you had for lunch – and expect the referrals to come a runnin’!
How has your approach evolved over time?
I started out posting mostly about blogging, graphic design, template customization; things to help you get your presence online.
I’m quite passionate about those things, and I’m also passionate about helping people find jobs and network more successfully.
So, those original initiatives just became a smaller part of a much larger effort to post helpful info for job seekers and employers.  And of course – that includes a healthy dose of Twitter information.
Twitter LOVES to hear about Twitter!
What advice would you give to people who want to use Twitter in their job search efforts?
Use the same tools that recruiters use to find and network with job seekers.
The rules are the same.
Use Tweepsearch, Twitter Grader, and other similar tools to find recruiters and employers in your area.
Then, engage with them and let them see that you, too, are an expert in your field. And go where the recruiters go!
Search the hashtags that are #HR and recruiting related.  Participate or listen in on their forums like #TalentNet (www.talentnetlive.com).  Make the recruiters in your network aware of your job search.  Be specific about what you seek.  Ask for help when you need it.  And don’t be afraid to give friendly reminders.  Squeaky wheels are welcome in the Twitterverse.
If there is anyone who knows his way around recruiting and social media, it’s Craig!  For more information you can find Craig on Twitter– and I highly recommend that you check out his blog!

How to Make Your Employee’s Online Brand Part of Your Company Brand

Your latest hire, let’s call him Joe, didn’t realize the far-reaching implications of what he just posted on Facebook. To him, a quickly uploaded a photo with a snappy comment didn’t mean much. Now, after a few eyeballs saw and commented, all hell was breaking loose online. No big deal, right? Maybe so. Just below Joe’s public profile photo, he has listed your company as his employer. What now?
Instead of sprinting straight to damage control, it’s important to understand that Joe, like most employees, doesn’t really know the power and effect that his personal brand online has on the company as a whole. This needs to change — starting from the inside and working out.

Spearhead an Internal Marketing Campaign

canstockphoto6346294.jpgIt is possible to help your employees feel empowered to use social media for the good of the organization — and to make them look good in the process. Think of this as an internal marketing campaign that has the dual benefit of engaging employees and raising your company’s online profile at the same time.
Your employees have a footprint of some kind online. We know from social media statistics that a huge percentage of the U.S. adult population, for instance, has a Facebook account, and many use tools like Linkedin, Twitter, Instagram, and Yelp every day. Rather than telling your employees to stay off of these sites at work, why not incorporate their activities to help attract great customers and like-minded employees to the organization?
Tell your people that you realize they network online — and that’s okay. Let them know that if they would like to share with the world about the company’s awesome culture to help attract great customers and more great people like themselves, that you will give them the tools to do just that. Don’t force it, but give them the option. Empower them to opt-in and help your company — their company — grow.

Stop Telling Employees What NOT to Say

Most people don’t talk about work very well online because they either don’t know what to say, or, more commonly, they are unsure what they’re allowed to say. Generally, they are simply given a document telling them what not to say.
Shouldn’t the people closest to you — your company’s human capital — be the best equipped to refer great people to the organization? Help your employees talk about work better, even if just occasionally, on social media sites. Help them boost their profiles to attract more great people to the company.
Think about all the voices you can activate if you give your employees some great ways to talk about work better. Encourage them to show appreciation for their co-workers, talk about their great team, great customers, great managers and more. Show them how to take great photos and tell stories that help describe a day-in-the-life in their job. Allow them to be transparent.

Be Real

Have an honest conversation with your employees. Break down the walls of social media dos and don’ts. Tell them something like this: “We like you. We think you are great. We would love for you to talk about work in your daily online activities if you want to. You can help the company. In turn, we will help you create a great Linkedin profile and give you social media training if that’s something you want to take advantage of. Here’s a database of cool articles and resources you can share with the world.”   
Explain how it can benefit them to have a better profile, as well. Suppose their manager is online looking for the perfect job candidate for a new opening that their current employee might also aspire to. Imagine the manager’s delight when their current employee looks like the best candidate they see for that job. 
Conversely, as the employer, think about the lower attrition you can achieve with more engaged employees who now feel like a more integral part of the team. These employees also appear highly engaged to outside recruiters who may move on to lower hanging fruit.
This article was originally published by Craig Fisher on HumanCapitalist.com