October 27, 2009
I am sure many of you of you know the drill: log onto email [check], log onto Twitter [check], log onto Facebook [check], log onto LinkedIn [check], log onto another social network and another one, etc….. Why hasn’t someone come up with an easier way to manage our social networks and aggregate them into one application.
Wait, not all hope is lost!
Over the past few weeks, I have been seeing many more tools offering social networking aggregation or mash up services. I think this will be one of the next ‘big things’ that we see in the social media/networking space.
It made sense that sooner or later we were going to require these services and I think it is great that this need has been addressed. With so many social networks that have been created to communicate with each other, it was becoming time consuming and ineffective to log onto each network individually and check to see who is saying what and where.
These SNS (social network services) mash up sites basically aggregate many of your social networks onto one application or web browser. I have had the chance to try a few of these apps and I think we are still at early adoption stage to say that any one application has it right. Some are too slow, some don’t have access to enough networks, some are not available for mac (disgby.com – hope you see this), etc….
Anyway, here are my thoughts on a few of the Social Networking Aggregate site that I have used or seen available:
Orsiso: http://orsiso.com/ - I downloaded Orsiso this week and have started to use it. My first impression is that I like it, it has a nice user interface that allows me to check and see what is happening on my various social networks. It also has a nice feature where you can group your various contacts into 1st Level through to 4th Level contacts – allowing you to keep track of the people you talk to regularly or want to hear from. On the downside – I find that the service is slow, many updates either do not show up on Orsiso or show up much later then when they are actually posted. Out of the 5 SNS Aggregators listed I would say it is my 2nd favorite at the moment.
Google Wave: http://www.google.com/ - I am waiting on a few invitations to come through before I can actually start using Wave – my initial thought from what I have seen is that you can only communicate with other Google Wave users – the tools look great, but it will be a long time before everyone is using wave. Out of the 5 SNS Aggregators listed I have to give it a NA score as I have not actually used this tool yet.
Digsby: http://www.digsby.com - The first thing that comes to mind is frustration! Digsby is not yet available on Mac so when I tried to use it on my home laptop – no luck. Ok the next day I downloaded it onto my work laptop, but because of my firewall protections I can not use it at work. It is too bad, it looks like a good tool, but in this competitive environment, you have to make things easy for people to use – my initial exposure to Digsby has been difficult and I am not sure I will go back unless it becomes easier to use. Out of the 5 SNS Aggregators listed this was my least favorite out of the 5 listed.
Flock.com: http://flock.com/ - This was interesting, Flock is a web browser which integrates your social networking profiles into your web browser. I only had a quick play with it, but didn’t immediately see the value add in it. It was good you could log onto Twitter or Facebook and have that information on a sidebar, but it seemed to defeat the purpose because it opened up a new webpage with every social network you joined. I was thinking if this is the case why can’t I just do this in Chrome or IE or any other Web Browser. Out of the 5 SNS Aggregators listed this was just ahead of Digsby and well below Orsiso.
Tweetdeck: http://tweetdeck.com/ - I have been using Tweetdeck ever since I started using Twitter over 18 months ago. Tweetdeck is getting better as it now has Facebook and Myspace integration. I like how you can create columns to follow the people or keywords you want to and the results come into Tweetdeck in real time without the same delay that happens with Orsiso. Out of the 5 SNS Aggregators listed this is the original one I used and is still my favorite, it is number 1 for me in the list.
If we could take bits and pieces from each of these apps – I think there would be a great all purpose app to use. I think we will see a good app come out that will stand above the rest and become dominant in this space. It will be fun to see who comes up with that app. I think that someone will get it right in the near future and I think it is great because this will certainly make social networking so much easier to manage for many people.
October 22, 2009
Posted by dtalamelli under Recruitment
I read an article titled “54% of Companies Ban Facebook, Twitter at Work” the other week and was quite surprised to find the number was that high.
Whenever the question comes up of about using social networking tools at work – the common debate tends to be focused around productivity. That is many people from a management perspective take the thinking that using tools like Facebook takes people away from doing the tasks that they are employed to do and ends up costing the company money. Users of Social Networks however counter that with the thought that it is by using tools like Facebook they are actually able to do the job they do and that social networking tools help the company do business and make money.
One point I think many people forget about in this debate is how this affects a companies ability to Recruit and Attract Candidates. The war for talent is becoming increasingly competitive and when I see statistics that companies do not allow Twitter/Facebook at work I wonder if companies are doing all they can to attract and retain top employees in their company.
With an increasingly competitive ‘war for talent’ candidates have access to more job opportunities now than ever before. In the next 10-15 years we are going to see a shift in the demographics of our workforce. As we see more of Generation Y (and soon Generation Z) enter the workplace – companies are going to have to adapt to the technology the new working population uses or companies may struggle to be seen an ‘employer of choice’ by top candidates. Social Networking tools are becoming part of our daily lives, similar to the uptake of mobile phones in the 1990′s.
If a candidate is deciding whether your company is the right workplace for them what message does a ban on social networks send? Inadvertanltly companies who ban this technology may be giving off signals to candidates that:
- Management does not trust their staff to do their job?
- Management will watch over your shoulder to make sure you are doing only what you have been hired to do?
- Does it promote your company as a forward thinking organisation always looking to improve or as a company stuck in its ways and policies?
- Your company is more concerned about manging risk, than doing new business in new ways?
Yes – I do agree Managers need to make sure that there are boundaries with what employees can and can not do at work and that managers do need to measure productivity – however a Social Media Policy outlining what is acceptable and what is not acceptable use of social networking tools would certainly clear up any confusion instead of just putting a ban on all sites. More often than not if you trust your employees to do their job you will get much better results than if you micro-manage them and watch their every tweet.
Candidates at all levels from Graduates to C- Level Candidates are much more savvy these days about which companies they want to work for. Top Candidates want to work in a working environment that is trustful, built on respect, and allows people to be successful in their roles. By banning these sites at work, you are taking away an Employees tools and you may be closing on the door on some fantastic candidates that use these tools as part of their day. Candidates may decline an offer from your company in favour of a company that has a Social Media Policy and allows online access. Employers give people access to a phone line…these online networks are similar tools to a phone… they give your Employees the ability to talk to your clients and customers.
As far as the productivity debate goes – I think the use of social networking tools in the workplace has far more positives and potential than negatives (as long as you do not spend 8 hrs a day playing mafia wars).
This article was originally published on the Blog – David’s Journal on Tap
October 19, 2009
Posted by dtalamelli under Recruitment
Leave a Comment
Yesterday Bill Boorman organised and ran the first Australian Edition of his hugely successful talk back radio show “Ready for Lift Off”. It was a great opportunity to talk to Bill and I enjoyed the chance to hear some of his insights into the Recruitment World and hear his thoughts on various recruitment topics. The Recruiter Show brings news and views from around the globe with a special focus on what it means for this region. Expect debate, controversy and enjoyment. Lots of views shared on all things recruiting. The Podcast can be heard either here on this link or below.
Listen to Downunder Recruiting
The show was titled “The Road to Recovery” the first edition of the new Australasian show, looked at what is happening to the recruitment markets in the region as well as worldwide, the noises that are coming out of the market and looked in to the future to predict what the next 18 months will be like. What’s changed with client perception? whats changed with candidate perception? What impact social media? What can you do as a recruiter (corporate or agency) to make the most of it.
One of the things that Bill and I discussed was whether candidates and hiring managers are behaving differently in this downturn market as opposed to the busy markets we have experienced in the past. Besides the fact that some candidates are looking for more security than they may have in the past – for the most part things still seem the same. I don’t think it matters necessarily what “the market” is doing, if you are looking for a job make sure sure you are looking for roles that are the ideal next role for you to go into – what are you looking for in your next job: location, money, challenge, etc… your job search should be individual to yourself and reflect what you are looking for – do not get too caught up in the hype of an intangible market that you can not see or touch or feel.
There are always booms and busts in business – recruitment activity will become busy again in the IT world. I know Bill is tipping recruitment activity in general to slowly get busier until early 2010 when things may really take off.
The DownUnder Recruiting Talk Back Radio Show will be held every Monday at 5:00 pm Melbourne Time. I would recommend to any Recruiters that this would certainly be something worth plugging into if you have the opportunity. It is a very interactive way to discuss all things recruitment with your colleagues and peers in the local ANZ region.
October 11, 2009
Posted by dtalamelli under Recruitment
| Tags: ANZ
It can be easy in life to sometimes think that the grass is greener on the other side. This can be anything from where you live, what role you are in, the technology available…the list can be endless. It is human nature for our minds to wonder and think of what things can be like on the other side of the fence. Yes, there are times that things actually are better elsewhere, however for the most part after having a look, what we often find is that is not often the case. In my time in Recruitment I have spoken to a number of Recruiters locally in ANZ who think that the Recruitment Function overseas is far more advanced than it is actually may be. Many times I have spoken to Recruiters in ANZ who think that we as an industry locally are a few years behind in the way recruitment takes place in comparison to other locations like North America or EMEA.
For the most part I disagree with statements like these, a good Recruiter will be successful regardless of the location they work.
I can however appreciate that local cultural differences can play a part. I think this line of thinking comes from the fact that many of the tools we now use tend to come from ‘hotspots’ like US West Coast or UK, etc…. Before social networking was all the rage many social networks were being created and used by early adopters in the US. For example (and this is a generalisation), I do think that the uptake of social networking tools occurs faster and is more engrained in the US than in comparison to Australia. In the US from what I have seen people are generally more open to sharing their information on public forums than people are locally in Australia. I think in Australia people tend to be more reserved when sending their resumes to companies or more cautious about setting up public profiles. I remember when I first set up my LinkedIn account about 4 years ago. In 2006, LinkedIn provided me with a competitive advantage as many Recruiters locally were not using LinkedIn at all. It was being used by many Recruiters in the US but not in Australia. I think this is because LinkedIn’s early adopters were predominantly based in the US. As the social network has expanded over the past 3-4 years it has become used more in other countries. Fast forward to 2009 and every Recruiter globally has a profile on LinkedIn (as a side note – I fear LinkedIn is going to become overrun with Recruiters and many candidates may lose interest in it as a tool, due to all the white noise).
I think that there are good and bad Recruiters everywhere – location does not make a person successful. As I have blogged about previously I do believe that in Recruitment that Customer Service is King. We may do things differently across the globe but one universal rule that I think applies regardless of location is that if you can not treat your clients and candidates with a superior level of customer service, you will always come in second place. I could put together a number of quotes of what makes a Recruiter successful, but like anything in life you only get out of something what you put in. You can not be successful if you are afraid to pick up the phone and make your cold calls or if you think that candidates will magically fall into your lap – it does not matter where you are or what tools you have available, hard work and determination are what counts.