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Top @Fishdogs Conference Tips for #SHRM15

This year will mark my 5th year as an official SHRM Blogger.  I attended my first SHRM Annual conference in 2011.  It was a pretty great experience thanks to the awesome SHRM event and social media crews, the Zappos talent team (Craig's amazing Zappos story), as well as some of my best friends and fellow bloggers who always make this event entertaining.

Since then I have been back to SRHM as a blogger, speaker, vendor asset, or other function every year.  But I always participate as a blogger regardless of my other missions.  In addition to SHRM, I speak at 20-30 other conferences around the world every year.  And I've picked up some very good tips for conference success along the way.

This year, along with covering the action on social channels and my blog, I'll be picking up intel on the latest technical innovations and trends for my amazing talent team at CA Technologies.

A couple of weeks ago I participated in a great SHRM #Nextchat Bloggerpalooza on Twitter to get everyone ready for the event.  Great ideas were shared by the smart folks who will be covering the conference this year as bloggers and press for SHRM.  You can get the full recap here.

For this post I am just presenting a few of my top tips for conference attendees and vendors, in no particular order.  If you haven't attended a SHRM event before (you really should if you are in HR or recruiting), or even if you have, I think you will find these suggestions useful to connect, stand out, enjoy, and learn.

For Attendees:

For Vendors:

The SHRM 2015 Annual Conference and Expo is at the Las Vegas Convention Center June 28th - July 1st.  The networking and learning opportunities are plentiful.  The expo hall is a midway of HR technology and services vendors all vying to stand out.  The entertainment and parties are always top notch.  And keynote speakers this year include Coach K and Dr. Oz.  I can't wait.  Hope to see you there.

Follow my coverage and connect with me on Twitter and Instagram @Fishdogs.

The Fascinating 1st Tweets of the #NewWayToWork Futurists

This post will show you the first Tweets of some of today's tech and work "futurists", and how to discover the first tweets from anyone or about anything.  

Manhattan, mid November 2014, hacking the future of work. The "secret" (ish) meeting spot is an uber-cool loft-style event space - with brightly colored chairs, sure to encourage creativity. Around me are some of the planet's top thinkers and writers from the worlds of digital and social media marketing, employment trends, and workplace strategy.

We (see how I lumped myself in there) were gathered by IBM and their content marketing partner, Purematter, to hack the future of work, and to witness the unveiling of IBM's new inbox dashboard, VERSE.  This is not your father's Lotus Notes.  And these are not your typical bloggers, authors and thought leaders.

These are the IBM Social Business Futurists.

I thought it would be fun to look at the first tweets of the futurists recruited by IBM and Purematter for the first ever #Thinkathon.

Cool Tools used for this exercise:

  • I also found a cool tool to discover the first tweet about any word or term.  Check out this cool app by prolific tool builder @labnol.

The first tweet with #newwaytowork

Before attending the IBM product launch event, we were treated to a day of collaborative thinking to discuss and document our thoughts about how work is evolving and what the future holds.  The day was kicked off with a presentation by noted futurist and best selling author of The Popcorn Report, Faith Popcorn.

Faith predicted, among other things, that:
  • The future of human communication is telepathic (per Faith, we know it is possible and will be standard in the coming years), 
  • By 2016 43% of the U.S. workforce will work from home.

Faith's first Tweet ever happened on November 6th, 2008.  She nailed it.
Our collaborative thinking sessions were led by the incomparable Hendre Coetzee.  Hendre does an amazing job of facilitating breakouts and group discussions.  I want to have him host workshops at TalentNet soon.

Check out Hendre's first Tweet.  Another great one.

There were so many interesting people among the futurists and facilitation teams that it would take several posts to cover them all.  So instead I've posted their first tweets below.  I would encourage you to follow all of these smart contributors.  Most of them have great books and resources available for your reading pleasure.

One shining example is Joel Comm.  Joel is the author of Twitter Power and many other best selling books and apps.  He recently decided to do a one-week week stint as an UBER driver and document the experience.  He also led our karaoke night in Manhattan.

If you want to see some of the ideas that came from our Thinkathon you can get a quick glimpse here. You can also check out these nice posts by my friends Janine Truitt, Brian Fanzo, and Jay Khuns.

First tweets are a funny thing.  It seems some are profound while others attempt to play as if they've been there the whole time.  Still others are prophetic.  Some are just silly.  But mostly you get a feel for the personality or style of the tweeter.

My advice to first time tweeters: Be profound.  Someone may someday embed your first tweet into a blog post.

Behold the fascinating (sort of) first tweets of today's futurists:

The futurists:

PureMatter Team

@suzimcc Tweeted this:

IBM Hosts & Attendees

@amytennison retweeted:

@MariaWinans Retweeted:
@rdcucre retweeted"
@nicolekatrana retweeted:

Huge thanks to Bryan Kramer, Purematter, and IBM's Social Business Team for putting this great team and event together.

Getting Past Your Social Media Anxiety

Great Infographic for those new to social media or wanting to ramp up their game in a more personal way.

View in Pinterest

Acquiring The Souls of Boomerangs: The #NewWayToWork

We live in an age of diminishing talent in many fields, tech being the most obvious. With the proliferation of mobile technology and do-it-yourself apps, there is less interest in pursuing software development degrees.

Companies are going to extremes in interviewing and screening to hire the top people. Google may put a candidate through 25 interviews. Twitter does 5 interviews in one day with interviewers from different parts of the company and must have a consensus of at least 4 to make a job offer.

At the same time there is a dearth of tech talent to be found in Silicon Valley. Google, being the behemoth, will buy candidates right out of Twitter's hands with shares. Google will also hire people to get their ideas off the street. But not everyone is Google. And more often companies are now opening remote offices in order to hire talent in other parts of the world or country.

What is the price of this war? There is a definite price on hiring, training, and turnover. In this economy, many companies' main goal is to just hire the brightest people from their competitors.

How do the best companies retain this talent? If they go to extremes to hire from competitors (and they do), then the goal ceases to be that of just putting butts in seats.

The goal must shift. Turnover is now so common that many Gen Y and millennial workers will know within the first few months of employment how long they will stay with an employer. Workers see jobs more as projects which can be done with many different employers over a career.

So they leave every 2 or 3 years. But are some companies keeping these workers longer than others? And what kind of praises do these workers sing of their former employers when they do leave? Are some companies winning the war on employer brand and reputation?

Yes and yes.

The war on talent is won today not with a continual churn of warm bodies. This war is won by acquiring souls.

We must make work so compelling, vital, and urgent that our workforce feels constantly challenged, appreciated, and that they are continually growing. We must give them the tools to be more efficient. And we must make it easy for them to work when and where they want.

Most importantly, we must make an effort to court boomerangs.  If we play our cards right the best workers will work with us again and again in some capacity.

Kevin Wheeler of FutureOfTalent.Org says "We're heading to a world of what I call "Career Mosaics" where people move through various types of employment as their interests, needs, and skills change. One day an employee, another a part-timer, and another a contract worker. This may be interspersed with times when they do not work (at least for money), but travel, learn, chill out, etc. It will be very fungible and much of it will be virtual."

This week I will be in New York participating in a Thinkathon hosted by Purematter and IBM. The Thinkathon is a hands on, interactive think tank-meets-workshop event. It serves as the kick-off event
to a three-day experience in partnership with IBM, all centered around hacking the future of work and the unveiling of IBM's new Mail Next product.

I will be reporting back here with some of the sure-to-be-interesting ideas that come out of this week.

Food For Thought

Here are a few fun resources some of my colleagues who will be in attendance have shared to think about the #NewWayToWork.

Dion Henchcliffe: The new digital workplace: How enterprises are preparing for the future of work

Mark Stelzner: Why working from home is both awesome and horrible

Kevin Wheeler: Future of Talent Work Trends

Some interesting stats from our friends at IBM and Purematter:

•82% used social networks to recruit, versus the 16% average determined in an Jan 2014 IBM Smarter Workforce Institute study*

•Mining community expertise is a grassroots effort (compared to other ambitions where it’s more top-down) – 43% rely on employee evangelists to help kick start adoption*

•Most organizations know what it means to be “social” but many don’t know where to start or how to achieve their goals:*

•74% of respondents define a “social” business as one that uses social technology to foster collaboration among customers, employees and partners

•Only 20% believe their organization is currently acting truly “social”

•Embedding social isn’t just about bolting on a few extra components onto an existing process. It’s about building social capabilities into the underlying systems and making them an integral part of the process: 43% of respondents said company systems are now set to default to social capabilities*

•Despite access to a wealth of social data, less than a fourth surveyed use social analytics to inform their marketing decisions*

•Uncertain ROI is a top two concern across aspirations, yet few (34%) have established formal metrics*

What do you see in your future?  Is it possible for an employer to capture your undying loyalty for a long-term career these days?  Share your thoughts here or on Twitter @fishdogs, and I'll share them with the "futurists" at this week's #Thinkathon.  

Follow the conversation at #NewWayToWork

What Words Get Content Shared the Most on Social Media?

This great infographic from Quicksprout answers the tricky question of what words get content shared the most on social media.  We know content is king.  But the real trick is to get people sharing your posts so that THEIR networks get exposed to you and your great thought leadership.  Use these words in post titles to gain the traction you need.

Click the graphic below for a larger view.

Infographic: Interesting 2014 #SocialMedia Stats

Microsoft gives us an interesting look on the actual audiences of some our favorite social media platforms.  You might be surprised at the results.  Click on the infographic below for the full view.

Interesting 2014 #SocialMedia user stats Facebook, Instagram, Twitter (infographic)